(art. 4, para. 2, let. B, LPers)

¹ The employer promotes the development of all its employees through measures taken at the workplace and through training and continuing education. ²

^1bis The Federal Department of Finance (DFF) develops the staff development strategy in conjunction with the other departments, supports them in its implementation and promotes the development of a corporate culture at the level of Confederation. ³

² The departments are taking targeted measures to:

A.

Expand and deepen the skills of all employees;

B.

To preserve their chances in the labour market and their professional mobility;

C.

Provide them with the means to participate and adhere to the required changes.

³ Employees develop skills tailored to their abilities and job requirements and adapt to change.

⁴ The employer shall bear the costs of the continuing training and training provided by the employees in order to meet the needs of the service and provide the necessary time for such training. It may take up all or part of the costs of continuing training and training that employees follow for their own needs and free up the time required for such trainings. ⁴

⁵ It may ask the employee to reimburse the costs of training and continuing training if the employee interrupts the training or continuing education, or if the employee terminates his employment contract within two years after the completion of the training or Continuing education without immediately establishing new working relationships with another administrative unit within the meaning of s. 1. ⁵

⁶ It may grant a maximum period of up to four years for the reimbursement of training or continuing training costs if the share of the costs to be paid is at least 50 000 francs. ⁶

(art. 4, para. 2, let. C, LPers)

¹ The employer is responsible for the development of executives. ²

² The departments are taking targeted measures to:

A.

Improve management at all levels of organization;

B.

Maximize the potential of existing staff;

C.

Promote internal mobility;

D.

Preserve employees' chances of employment in the labour market;

E.

Ensure the competitiveness of the federal government in the labour market;

F.

To improve the representation of women in executive positions.

³ DFF develops the framework development strategy in conjunction with the departments. It ensures the implementation of this strategy and supports the relevant departments. ³

(art. 4, para. 2, let. D, LPers)

¹ The employer ensures that employees are not disadvantaged because of their gender or lifestyle.

² Within the framework set out in the directives of the Federal Council, the departments are taking targeted measures to achieve equality of opportunity and equal treatment between women and men in practice. They establish incentive programmes for this purpose and can call on specialists or set quotas.

³ They protect the dignity of women and men in the workplace and take appropriate measures to enforce the prohibition of discrimination, in particular to prevent any form of sexual harassment.

The departments shall take measures to promote plurilingualism referred to in Art. 6 to 8 D The order of 4 June 2010 on languages ² .

(art. 4, para. 2, let. F, LPers)

¹ Within the framework set out in the guidelines of the Federal Council, departments create conditions conducive to the employment of persons with disabilities and ensure that the professional integration of persons with disabilities is sustainable. They can draw on specialists and establish incentive programs for this purpose.

² The DFF has the necessary financial resources in a centralised budget.

(art. 4, para. 2, let. G, LPers)

The departments shall take the measures necessary to prevent any unacceptable interference with the personality of the employee, of any person they come from; in particular, they shall be deemed to be inadmissible:

A.

The systematic entry of data on individual benefits without knowledge of the employee concerned;

B.

Exercising or tolerating attacks or actions against the individual or professional dignity of the employee.

(art. 4, para. 2, let. H, and 32, let. D, LPers)

The DFF, in conjunction with the other departments, takes measures to encourage the staff of the Confederation to behave in a manner that respects the environment in the performance of their professional activities.

(art. 32, let. D, LPers)

¹ The DFF, in agreement with the departments, lays down directives on safety at work and the protection of employee health and the promotion of health within departments.

² The departments are responsible for safety at work and for protecting the health of their employees, as well as for the promotion of health in their administrative units.

(art. 32, let. D, LPers)

¹ Employees making commitments under fixed service plans shall have a daily rest period of at least 11 consecutive hours. This rest period can be reduced to eight hours once a week, as long as the two-week average reaches 11 hours.

² Work is interrupted by breaks of at least:

A.

A quarter of an hour if the work day is four hours;

B.

Half an hour if the work day is longer than seven hours;

C.

An hour if the work day is longer than nine hours;

D.

Two hours if the work day is twelve hours; the break can be divided into two halves and staggered.

³ In the framework of working time systems with three or more teams, the rotation of the teams takes place towards the front: from the morning to the evening, and from night to night.

⁴ Breaks count as working time when employees are not allowed to leave their place of work.

⁵ The duration of night work shall not exceed nine hours. It is included in a space of ten hours, including breaks.

⁶ Employees who perform night work for at least 25 nights per calendar year are entitled to a medical examination, as well as medical advice, upon request. They can claim their right every two years and, from the age of 45, each year.

⁷ The medical examination is mandatory for employees who perform night work without alternation, working in a 12-hour shift or working alone. The examination takes place every two years and, from the age of 45, each year.

⁸ Departments are responsible for authorizing commitments under fixed service plans and approving corresponding plans. On an exceptional basis, they may provide for derogations from paras. 1 to 5, duly justified, where the application of these requirements would result in extraordinary difficulties and that the majority of the employees concerned consent to such derogations.

(art. 4, para. 2, let. G, LPers)

¹ The DFF designates the medical service responsible for medical examinations and measures in the field of occupational medicine.

² The medical service performs the following tasks:

A.

On the terms of reference of the administrative units, it shall assess the suitability of the candidates for the commitment and the assessment of the suitability of employees during the working reports;

B.

Assessing the risks of disability and morbidity of candidates when committed to important security positions;

C.

On the terms of office of the administrative units, he shall, as a trusted doctor, perform the required medical examinations in cases of illness, accident, reinstatement and, where appropriate, occupational disability;

D.

It collaborates, as required, with the relevant case management services in the enterprise;

E.

It can advise and assist the administrative units, at their request, in all matters relating to safety at work and to the protection and promotion of health.

(art. 4, para. 2, let. G, 21, para. 1, and d, and 27 D , para. 1, LPers)

¹ If an employee is prevented from working because of illness or accident, the competent authority under s. 2 implements all relevant and reasonable means for reintegrating into the world of work (employer rehabilitation measures). It may involve the Social Consultation of Federal Government Employees.

² The competent authority may require the employee to cooperate in the implementation of rehabilitation measures.

(art. 4, para. 2, let. I, LPers)

Departments shall ensure that employees can assume their responsibilities within the family and society; the needs of the service must be taken into account.

(art. 4, para. 2, let. J, LPers)

¹ The DFF defines the policy of the Federal Government in the field of vocational training and provides the necessary financial resources in a centralised budget.

² Departments create apprenticeship places and trainee positions in targeted areas for high school graduates. They support measures to promote vocational training.

(art. 4, para. 2, let. K, LPers)

¹ Hierarchical superiors and collaborators provide early enough information about important records of the service.

² Departments shall provide their staff with all necessary information at an early date.

³ FDFF regularly provides information to Confederation staff. ¹

⁴ The form and content of the information must meet the needs of the recipients.

(art. 4, para. 3, LPers)

¹ Once a year, the supervisors have a personal interview with their employees and carry out their evaluation.

² Maintenance serves the professional development of the collaborator and is intended to examine the conditions under which the work is provided and to agree on objectives. It allows the hierarchical superior to have an echo from his collaborators on how he directs his unit.

³ Personal assessment is the basis for the evolution of the salary, which is based on the agreed objectives for benefits, behaviour and skills.

^3bis The salary of employees who have had long-term absences during the evaluation period is changing only if they have nevertheless been present long enough for their benefits, behaviour and abilities to be assessed. ¹

⁴ The interview with the employee and the personal evaluation shall be carried out in accordance with the guiding principles of personnel policy.

(art. 4, para. 3, LPers)

¹ Extra-professional criteria such as sex, age, language, position, nationality or religion should not be included in the personal assessment or in the determination of wages. Account must be taken of the influence that these criteria may have in the perception and judgment in the preparation and training of maintenance, and in the maintenance itself.

² Contributors are informed of the key elements for the interview with the employee, for personal evaluation and for the determination of salary.

(art. 4, para. 3, LPers)

Employee benefits and behaviour are assessed at the following levels:

A.

Evaluation Level 4: Very well;

B.

Evaluation Level 3:

C. ²

Evaluation Level 2: Adequate;

D. ³

Evaluation Level 1: Not enough.

(art. 5 LPers)

¹ The DFF pilots and coordinates the personnel policy, taking into account the interests of the departments.

² He delegates his skills to the staff questions department, provided that these competencies do not consist of laying down rules of law.

³ The Personnel Matters Service is the Federal Personnel Office (OFPER). It has the following tasks:

A. ¹

Developing staff policy and policy on professional foresight and dealing with management issues;

B.

Preparing the Federal Council's personnel policy projects;

B ^Bis . ²

It applies the decisions of the Federal Council, provided that their execution has not been explicitly entrusted to the departments;

C. ³

It heads the Federal Government Training Centre as a provider of training and continuing training services at the level of the Confederation and provides the corresponding services, in particular in the fields of personnel, of Vocational training and the promotion of directional, personal and social skills;

D. ⁴

It defines the development of centralized information systems for federal government personnel and manages these systems; it can authorize the use of department-specific systems;

E.

Providing human and financial resource management tools;

F.

Coordinating the implementation of measures to promote equal opportunities and equal treatment for women and men;

G. ⁵

...

H. ⁶

Coordinating the implementation of measures to promote employment and the integration of persons with disabilities;

I.

Providing strategic control;

J.

Developing the basis for reports to the Federal Council and the Federal Assembly (art. 21);

K. ⁷

Advising and supporting departments in the implementation of staff policy and professional welfare policy;

L.

Manages a social counselling and staff advisory service;

M. ⁸

Ensuring internal communication at the Confederation level, as well as centralized information for federal staff;

N.

Maintaining close relations with the social partners;

O.

It centralizes the competitive process of job offers and develops inter-departmental strategies for the search for qualified personnel;

P. ⁹

It provides the necessary systems and tools for the implementation of measures in the fields of occupational safety and health protection and promotion.

(art. 5 LPers)

The departments are responsible, in their field of activity, for the implementation of personnel policy and the application of defined instruments and systems. These include the following tasks:

A. ¹

Implementing, coordinating and piloting the development of human resources and the organization, including the development of frameworks;

B.

Coordinating and piloting the use of human and financial resources;

C.

Organize human resources management and regulate skills;

D.

They coordinate the controlling of human resources in their field of activity with the strategic control of OFPER.

¹ The Human Resources Conference includes representatives from all departments and is headed by OFPER.

² It plays a key role in the development, coordination and implementation of the Federal Council's personnel policy and professional foresight policy, and in particular fulfils the following tasks:

A.

It examines the fundamental questions posed by the implementation of the Federal Council's personnel policy and professional foresight policy;

B.

Evaluates the development of instruments and systems and verifies their use.

(art. 5 LPers)

¹ The Mediation Service for the Personnel of the Confederation and the Mediation Service for the Personnel of the Federal Department of Defence, Population and Sport Protection (DDPS Mediation Service) are responsible for To advise and support staff in workplace conflicts that cannot be resolved through the regular chain of command.

² Members of the mediation services are appointed for a single period of four years. If no suitable successor has been found at the end of this period, the term of office may be extended for a maximum of two years.

³ Can be appointed to any person who has served as a senior executive in the federal government and is no longer a party to an employment relationship within the meaning of s. 1. The activity is carried out on a mandate. The members of the mediation services are not bound by instructions.

⁴ The members of the Mediation Service for the staff of the Confederation are appointed by the Head of DFF on the proposal of OFPER, in agreement with the Conference on Human Resources.

⁵ The DDPS Mediation Service Leader is appointed by the Chief of the SPPD on a proposal from the General Secretariat of the DDPS.

⁶ Members of the mediation services replace each other.

(art. 5 LPers)

¹ FDFF regularly verifies that the federal government meets the objectives set out in the RAP and the enforcement provisions of that Act; it ensures that the reports are prepared.

² These reports include:

A.

The composition of staff;

B.

Staff costs;

C.

The satisfaction of the work;

D.

Qualifications of staff.

³ The DFF reports annually to the Federal Council on the allocation of salaries between the four levels of assessment and the allocation of benefit premiums and other significant premiums or allowances, and sets out the financial implications. ¹

⁴ Departments use the federal government's computerized personnel management system to establish appropriate reports in a timely manner.

⁵ FDFF may conduct investigations with staff and administrative units.

(art. 15 LPers)

The salary is based on the following salary classes:

(art. 15 LPers)

¹ At the time of the undertaking, the competent authority under Art. 2 determines the salary of the person employed in the salary classes defined in s. 36. It takes into account in a fair measure its training and professional and extra-professional experience, as well as the labour market.

² The DFF publishes each year indicative values used to set the salary.

(art. 15 LPers)

¹ The salary, residence allowance and allowances paid to part-time employees are adjusted to their degree of occupancy. Art. 51 A Is reserved. ¹

² If the work schedule is irregular, it may be agreed with the employee for a daily wage, an average salary or an hourly wage.

(art. 15 LPers)

¹ If an employee has a reduced working capacity due to health problems, the parties to the contract of employment may agree, by amending the contract:

A.

A higher occupancy rate than that laid down in the contract for the performance of the tasks; the salary and the residence allowance shall remain unchanged;

B.

A lower salary and residence allowance, corresponding to the working capacity, for an occupancy rate that remains unchanged.

² The contract amendment is periodically reviewed by the employer. As soon as the employee reintroduces the required work capacity to perform his/her duties, the change must be cancelled.

(art. 15 LPers)

¹ The maximum amount of the salary class set out in the employment contract, including that which would result from an assignment to a higher class in accordance with s. 52, para. 6, is used as a basis for calculating salary changes based on personal assessment and experience.

² If the benefits correspond to the assessment level 4, the salary is increased each year from 2.5 to 3 %, until the maximum amount of the salary class is reached. ²

³ If the benefits correspond to the evaluation level 3, the salary is increased each year from 1 to 2 %, until the maximum amount of the salary class is reached. ³

⁴ If the benefits correspond to the assessment level 2, the salary may be increased each year by up to 0.5 %, until the maximum amount of the salary class is reached. ⁴

⁵ If the benefits correspond to the assessment level 1, the salary may be reduced each year to a maximum of 2 % of the maximum amount of the salary class. ⁵

⁶ The federal Offices and the administrative units that are assimilated to the Offices shall fix the salary of the employee on the proposal of his direct supervisor. The departments, the federal offices or the administrative units that are assimilated to the Offices may define guidelines.

(art. 15 LPers)

If an employee's salary is at a level that is too low relative to that of other employees, the competent authority under s. 2 can increase it. This adaptation may be carried out in one or more stages; it must not exceed 10 % of the maximum amount of the salary class set out in the employment contract. The appropriate salary must not exceed the maximum amount of the salary class.

(art. 15 LPers)

The salary is paid in thirteen units.

(art. 15 LPers)

¹ If the benefits correspond to the evaluation level 1, development measures or the assignment of a less demanding job should be provided. In such cases, account must be taken of difficult social situations. If these measures do not lead to any improvement in benefits, the working reports are terminated.

² If the assigned position is assigned to a lower class, the salary class and salary are changed in the contract of employment. Art. 52 A Is not applicable.

³ The administrative units which have the competence to fix the salary and benefit premiums must ensure that their staff budget is respected.

(art. 15 LPers)

¹ The salary is in addition to a residence allowance that is based on the cost of living, taxes, importance and location of the place where the employment is performed.

² The residence allowance must not exceed 6000 francs.

(art. 16 LPers)

¹ The Federal Council decides on the extent of the compensation for the increase after having negotiated with the staff associations.

² The compensation for the increase shall be paid on:

A.

Salary;

B.

The residence allowance;

C.

Allowances paid for work performed on Sundays and night work;

D.

The allowance for the service of permanence;

E.

The function premium;

F.

Special allowance;

G.

Labour market allocation;

H. ¹

Family allowance and allowances supplementing it;

I. ²

The allowance for assistance to close relatives.

³ The maximum amounts set for the salary (art. 36) and residence allowance (art. 43) are increased in accordance with the increase,

⁴ ... ³

(art. 15 LPers)

¹ After negotiating with the staff associations, the Federal Council fixes the amount of the increase in the actual salary and the time at which it takes effect. It may not grant an increase in the actual salary to employees classified in certain wage classes where the situation prevailing in the labour market justifies such a measure, or adjust the amount of the increase in the real wage in Function of salary classes.

² Employees whose work reports are not terminated at the time the increase becomes effective, or whose work reports are terminated as a result of the employee's retirement from retirement, are entitled to an increase in their actual salary Voluntarily anticipated or committed to another administrative unit within the meaning of s. 1, para. 1.

³ They are not entitled to an increase in their actual salary for employees who are less well assessed than before, but whose previous salary has been maintained nominally (s. 52 A ).

⁴ The increase in the actual salary is paid on the salary referred to in s. 36 and the function bonus referred to in s. 46. The maximum amounts of salary classes are adjusted to reflect the increase in the actual salary.

⁵ Compensation for price increases within the meaning of s. 44 paid at the time of entry into force of an increase in the actual salary is calculated on the basis of the amounts preceding the increase.

(art. 15 LPers)

¹ Compensation may be awarded for:

A.

Work done on Sundays and night work;

B.

Service of permanence;

C. ¹

Commitments made under fixed service plans.

² The DFF defines the calculation method and the amount of the allowance.

(art. 15 LPers)

¹ A bonus may be paid to employees who perform particularly demanding duties, but do not justify a sustainable assignment in a higher salary class.

² The premium shall not exceed the difference between the maximum amount of the salary class set in the employment contract and the maximum amount of the salary class to which the function is assigned. ¹

(art. 15 LPers)

¹ A special allowance may be granted for the purpose of compensating for the risks inherent in the function or the exercise of the function under difficult conditions.

² The departments shall define in agreement with the DFF the quality of the entitlement, the risks and the conditions to be taken into account, as well as the method of calculation of the allowance and its amount.

(art. 15 LPers)

¹ A benefit premium can be allocated for above-average benefits and specific commitments.

² No benefit premium can be allocated to employees whose benefits correspond to the assessment levels 1 and 2.

(art. 15 LPers)

¹ To reward specific benefits and commitments immediately, a spontaneous bonus can be allocated in kind up to a counter value of 500 francs.

² No spontaneous premiums may be awarded to employees whose benefits correspond to the assessment level 1.

(art. 15 LPers)

¹ The cumulative amount of the benefit premium and the spontaneous bonus shall not exceed, in calendar year, 10 % of the maximum amount of the wage class set out in the employment contract. ²

² The federal offices and the administrative units that are assimilated to the offices set the benefit premium and the spontaneous bonus on the proposal of the employee's direct supervisor.

(art. 15 LPers)

¹ The competent authority under s. 2 may grant an employment-related allowance in order to attract or retain staff with recognised competence; this allocation represents 20 % of the maximum amount of the salary class set out in the employment contract. ¹

² The labour market allocation is granted after approval by DFF. The Federal Council shall decide on the grant of this allowance to the staff referred to in Art. 2, para. 1.

The family allowance is paid until the child reaches the age of 18. For children undergoing training and children with a earning capacity (art. 7 of the 6 Oct LF. 2000 on the general part of social insurance law) ² , it is paid until they reach the maximum age of 25 years.

¹ Competent service within the meaning of s. 2 provides the employee with allowances to supplement the family allowance where the allowance is less than the following amounts:

A.

4063 francs for the first child eligible for the allowances;

B.

2623 francs for any additional child eligible for the allowances;

C.

3000 francs for any additional child eligible for allowances that have reached the age of 16 years and who are trained.

² The amount of allowances that supplement the family allowance is the difference between the threshold amount shown in para. 1 and the family allowance. The following are taken into account as family allowances:

A.

Family allowances received by other persons pursuant to the Family Allowances Act of 24 March 2006 ² ;

B. ³

Family allowances, child allowances or allowances for assistance received by the employee from another employer.

^2bis If the employee is entitled to allowances for several children living in different families or households, additional allowances within the meaning of para. 1, let. A, are paid for the first child eligible for the allowances by household or family. ⁴

³ Employees with an occupancy rate of less than 50 % receive allowances that supplement the family allowance only in cases of thoroughness. If several employees are entitled to family allowances for the same child, allowances that supplement the family allowance shall be paid to them as long as their total occupancy rate is at least 50 %.

⁴ Allowances that supplement the family allowance may be paid to staff transferred or posted abroad, even if there is a right to a family allowance abroad within the meaning of s. 7, para. 1, let. A, of the order of 31 October 2007 on family allowances ⁵ . ⁶

⁵ Additional allowances according to para. 4 may also be paid for children of another bed and children who live abroad, provided that the conditions set out in s. 4 and 5 of the Family Allowances Order of 31 October 2007 ⁷ Have been completed. ⁸

Half of the amount of the allowance within the meaning of s. 51 A , para. 1, let. B may be paid to employees:

A.

Whose spouse or registered partner is permanently prevented from engaging in a gainful occupation due to serious illness;

B.

Who provide assistance to their close relatives under an order of an authority.

(art. 15 LPers)

¹ Each function is evaluated and assigned to a salary class.

² Before assigning the function to a salary class, the competent authority under s. 2 requires the expertise of the assessment body referred to in s. 53.

³ The criteria for assessment are the training required, the scope of the duties, and the level of requirements, responsibilities and risks inherent in the function.

⁴ The DFF determines which functions are to be consistently classified throughout the federal government and determines the assignment of these functions to a salary class.

⁵ The departments regulate, in agreement with the DFF, the classification of functions which fall within their competence alone.

⁶ The competent authority under s. 2 may store up to 5 % of the posts in classes 1 to 31 in the class higher than that provided for in the ordinary evaluation of the function, provided that this measure is based on an extension of the function linked to the particular qualities of the Person hired. On the same condition, each department may store up to 5 % of the posts in classes 32 and above in the upper class to that provided for in the ordinary evaluation of the function, except for the posts referred to in Art. 2, para. 1 and 1 ^Bis . ¹

⁷ ... ²

^7bis Where the condition of assignment of a function to a higher class specified in para. 6 is no longer completed, the salary class and salary are changed in the employment contract. Art. 52 A Is not applicable. ³

⁸ For staff in training or hired on the basis of special conditions, the DFF may set a maximum salary below the maximum amount of the salary class 1. ⁴

¹ If the employee's function is assigned to a lower salary class or a less well-assessed function is assigned to the employee for reasons that are not attributable to the employee, the salary class is amended in the employment contract. If the salary exceeds the maximum amount set for this new class, the earned salary is maintained for two years. During this period, it is not indexed to higher prices and no increase under s. 39 shall not be granted as long as it exceeds the amount to which the employee may claim on the basis of the assessment of the function. The salary is adjusted to the effective value of the function after two years at the latest. ²

^1bis For employees subject to s. 26, para. 5, the period of adjustment of the salary to the effective value of the function shall be at most four years. ³

² If the function of an employee who is 55 years of age or older is assigned to a lower wage class or a less well-assessed function is assigned to the employee for reasons not attributable to him, the salary class is amended in the Contract of employment. The earned salary is maintained, but it is not indexed to higher prices and no increase under s. 39 shall not be granted as long as it exceeds the amount to which the employee may claim on the basis of the assessment of the function. This provision does not apply to employees referred to in s. 26, para. 5. ⁴

³ The Federal Council may adapt after two years the salary of the employee who was 55 years old at the time of the re-evaluation of the function and who was classified in class 32 or in a higher class before the revaluation, if the maximum amount fixed For the said class exceeds by more than 10 % the maximum amount fixed for the new class.

¹ As a general rule, the full and permanent complement of the direct superior is compensated by an additional salary class. It is possible to depart from this in particular when the employee:

A.

Would be placed in the same salary class as his direct supervisor if he was compensated by an additional salary class;

B.

Is not invested in the conduct of staff in the event of the absence of its direct supervisor.

² If the substitute is terminated, the guarantee of the salary shall be paid in accordance with Art. 52 A .

(art. 15 LPers)

¹ The bodies responsible for the evaluation of functions in the federal government are:

A.

The head of DFF, for the functions of classes 32 to 38;

B.

Departments for the functions of Classes 1 to 31.

² Departments may delegate part of the assessment skills to the groups and offices directly subordinate to them.

(art. 29 LPers)

¹ In the event of incapacity to work due to illness or accident, the employer shall pay to the employee the full salary referred to in s. 15 and 16 of the LPGA for 12 months.

² At the end of this period, the employer pays the employee 90 % of the salary for 12 months. The post-reduction salary must not be less than the compulsory accident insurance or the PUBLICA benefits to which the employee would be entitled in the event of disability.

³ If exceptional circumstances warrant, the payment of salary under para. 2 may continue until the completion of medical examinations or until an annuity is granted, but for up to an additional 12 months.

⁴ The benefits referred to in paras. 1 to 3 are allocated provided that a medical certificate is produced and the doctor's orders are followed. The competent authority under s. 2 may request that the employee be examined by a medical officer or by the medical service.

⁵ If employees are temporarily returning to work based on their occupancy rate after the onset of incapacity to work, the time limits set out in paras. 1 to 3 are extended the number of days during which they perform the full daily working time and meet the requirements set out in the job description. ¹

⁶ The time limits set out in paras. 1 to 3 start to run again in case of incapacity to work due to new illness or accident. The relapse of an illness or the sequelae of an accident is considered to be a new disease or accident where the employee had previously had a working capacity corresponding to the employee's occupancy rate for at least 12 months without Interrupt. Short-term absences are not taken into account. ²

⁷ If an employee's employment contract is terminated under s. 31 A , para. 5, the obligation to pay the salary in accordance with paras. 1 and 2 remain as long as the contract terminated. The salary received under the new employment contract as well as the financial benefits of Disability Insurance and PUBLICA are charged against the salary paid. ³

⁸ At the end of the periods laid down in paras. 1 to 3, the employee loses any right to pay, whether or not the contract of employment remains. ⁴

⁹ In the case of a fixed-term employment contract, the payment of wages in accordance with paras. 1 and 2 no later than the end of the contract of employment. ⁵

¹⁰ In the case of an employee's illness or accident at an hourly rate, the salary to which he is entitled shall be calculated on the basis of the average salary earned during the twelve months preceding the commencement of his or her incapacity to work. If he has worked less than twelve months before his disability, the salary is calculated on the basis of the average salary he earned during the period he worked. ⁶

(art. 29 LPers)

The employer pays for the costs not covered by the employee's private insurance in the event of illness or accident during service trips abroad, provided that the benefits provided are reimbursed under the Act Federal Health Insurance Act of March 18, 1994 ² And the Federal Act of 20 March 1981 on accident insurance ³ .

(art. 29 LPers)

¹ In the cases referred to in s. 56, para. 2 and 3, the social allowances are paid in full as long as the salary continues to be paid and then the entitlement to allowances is extinguished.

² The reduction under s. 56 is not operated when the employee is absent due to a professional accident or occupational disease similar to such an accident.

³ The right to pay shall be reduced or eliminated if the employee has caused the illness or accident intentionally or by gross negligence or, consciously, has exposed itself to an extraordinary danger or initiated in a reckless undertaking.

⁴ If the employee refuses, without any legitimate reason, to cooperate in the implementation of the rehabilitation measures referred to in s. 11 A , the competent authority may reduce the right to pay under s. 56, para. 1 to 3, or delete it in severe cases. ¹

(art. 29, para. 3, LPers)

¹ The benefits of military insurance, the Swiss National Insurance Fund in the event of accidents (CNA) or other compulsory accident insurance are charged according to the occupancy rate on the salary to which the employee is entitled in the event of sickness And accident. Annuities and per diems for disability insurance are charged according to the occupancy rate to the extent that the sum of these annuities and allowances, wages and benefits due to military insurance, by the CNA or by another Compulsory accident insurance exceeds the salary to which the employee is entitled before reduction. ¹

² The right shall be reduced in accordance with the principles of the insurance institution when the employee stays in a hospital at the expense of military insurance, the CNA, another compulsory accident insurance or Disability insurance.

(art. 29, para. 1, LPers)

¹ In the case of absence due to compulsory service in the Swiss army and civil protection and during the period of civil service, the full salary shall be paid. Benefits for loss of statutory gain accrue to the employer.

² If the employee receives a pay supplement for the duration of the service, his or her salary is reduced accordingly. ¹

³ If the employee has been hired for less than 4 years, the return of the salary paid during the basic instruction may be required as long as the salary exceeds the earnings loss allowance.

⁴ In the case of a voluntary service, the employee is entitled to a maximum of 10 daily wages per year.

⁵ Social allowances are paid in full.

(art. 29, para. 1, LPers)

¹ In the case of maternity absence, the full salary and social allowances are paid to the employee for four months.

² The employee may, if she so wishes, stop working at least 2 weeks before the expected date of delivery.

³ If the right to the salary referred to in para. 1 ends before the expiry of the entitlement to the maternity allowance provided for in the Federal Act of September 25, 1952 on the Allowance for Loss of Gain (LAPG) ² Due to the postponement of the payment of this allowance, only the maternity allowance provided for by the LAPG is paid to the employee for the period between the end of the right to pay and the end of entitlement to the allowance.

⁴ Cantonal regulations are reserved.

¹ Parents, after the birth or adoption of one or more children, and registered partners, after the birth of one or more children, are entitled in their function to a reduction of 20 % at most of the occupancy rate. However, the occupancy rate should not be less than 60 %. ²

² The right to a reduction in the occupancy rate must be exercised within twelve months of the birth or adoption of the child.

³ The reduced rate work commences no later than the first day after the expiry of the twelve-month period under para. 2.

(art. 17 A , para. 4, LPers) ¹

¹ If the employee is absent because he/she receives young children for maintenance and education for later adoption, his/her salary is paid for 2 months.

² If both adoptive parents work in the federal government, the entitlement to the payment of the salary is only valid for one of them. They can divide freely among themselves the 2 months of absence.

³ Cantonal regulations are reserved. ²

(art. 29, para. 2, LPers)

¹ If the employee dies, his or her survivors receive a sixth of their annual salary.

² The same rule applies to the payment of the allowance for assistance to close relatives within the meaning of s. 51 B . ¹

(art. 29, para. 1 and 2, LPers)

¹ In the event of a professional accident resulting in bodily injury, disability or death, or in the event of an injury to health due to a professional accident that is equivalent to a professional accident, the employer shall grant benefits to the person Concerned or its survivors, provided that the sum of the social insurance benefits is less than the threshold wage. Unique contributions can be made to cover extraordinary expenses related to the event.

² DFF has the following tasks:

A.

Fixing the salary of the employee affected by the event or its survivors;

B.

It rules the granting of single contributions;

C.

It shall designate the competent authority for the granting of the employer's benefits.

(art. 17 LPers)

¹ The average work week is 41.5 hours. This duration is reduced by the occupancy rate for persons occupying a part-time position. The derogations applicable to frames are reserved. ¹

² ... ²

^2bis ... ³

³ If special circumstances require a longer working time, the duration of the work week may be extended to a maximum of 45 hours. Working hours in addition must be compensated within one year.

⁴ Flexible working time models as well as the possibility of working part time or job sharing are offered to employees if the operation of the service permits. ⁴

^4bis Employees shall make their working hours on the basis of the schedule to the year or according to the work schedule based on the trust provided for in s. 64 A For operational reasons, departments may propose, in addition, the mobile work schedule. ⁵

⁵ A 10 % increase in time is granted to the employee for regular and ordered work performed between 20 hours and midnight.

⁶ An increase in time of 30 % is granted to the employee for night work performed between midnight and 4 hours. This increase is also granted for work performed between 4 hours and 5 hours when the employee starts work before 4 hours. The time-up is increased from 30 to 40 % at the beginning of the calendar year in which the employee reaches age 55.

⁷ Instead of the time increments provided for in paras. 5 and 6, the employer may pay the employees of the industrial undertakings the majority of the increases provided for in s. 17 B The Labour Act of 13 March 1964 ⁶ . ⁷

(art. 17 LPers)

¹ Employees applying the confidence-based work schedule must not register their working hours. They cannot compensate for overtime, overtime or the positive balance of the mobile schedule.

² The work schedule based on trust is mandatory for employees classified in salary classes 30 to 38.

³ Employees classified in salary classes 24 to 29 may, in agreement with their supervisor, apply the confidence-based work schedule.

⁴ Employees who receive additional contributions from the employer within the meaning of s. 3, para. 2, let. A or b, of the order of 20 February 2013 on the retirement of the members of the special categories of staff ² Cannot apply the confidence-based work schedule. ³

⁵ Employees applying the confidence-based work schedule receive annual compensation in the form of a cash compensation of 6 % of the annual salary, which replaces overtime compensation, hours Or the positive balance of the mobile schedule. The cash allowance may, on an exceptional basis and in agreement with the supervisor, be replaced by 10 days' compensation or a 100-hour bonus on an account for sabbatical leave. ⁴

⁶ Compensation days must be taken during the year in which the right to these days arises. If they cannot be involved because of illness, accident or maternity, they are taken the following year. If they are not taken for other reasons, they are lost without giving the right to compensation.

(art. 17 LPers)

¹ If the service is to cope with an extraordinary overload of work or urgent work, the competent authority under s. 2 may order extra hours or overtime.

² Hours of work carried out in addition to those agreed upon for a full-time position may be recognized as overtime if the time reserves of the mobile schedule and the schedule of the card are exhausted.

³ If a person occupying a part-time position works for a number of hours in excess of the number of hours agreed to in the contract, but less than the number of hours corresponding to a full-time position, and The mobile hours and the schedule of the card are exhausted, the hours worked in addition may be recognized as overtime.

⁴ Overtime and overtime shall be compensated for by free time of equal duration. Hierarchical superiors create in their field of activity the conditions to allow compensation.

⁵ Where overtime and overtime cannot be compensated for by free time, a cash allowance may be paid for up to 150 hours per calendar year if the situation warrants. This allowance is achieved by:

A.

100 % of salary converted to hourly wages, for extra hours and overtime worked within the maximum weekly working time of 45 hours;

B.

125 % of salary converted to hourly wages, for overtime worked beyond the maximum weekly working time of 45 hours.

⁶ A cash allowance may be paid only in exceptional cases to employees who belong to a salary class higher than Class 23. The award of a cash compensation to staff referred to in s. 2, para. 1, is subject to DFF approval.

⁷ A total of 100 hours maximum may be carried forward to the next calendar year or to an account for sabbatical leave for extra hours and overtime. ¹

(art. 17 LPers)

¹ Leave with pay is granted for holidays that fall on a working day.

² New year, Saint-Berchtold, Good Friday, Easter Monday, Ascension, Pentecost Monday, National Day, Christmas and Saint-Etienne are considered as public holidays. December 24 and 31 are public holidays.

³ For other official holidays in the workplace falling on a working day and where employees do not work, the regulatory working time must be caught up in the course of the year or compensated for by holiday days.

⁴ If a holiday according to para. 2 is not considered to be an official holiday in the workplace, employees may work on that day. This unpaid leave with pay may be recovered during the calendar year in which it is granted.

(art. 17 LPers)

¹ The employee is entitled to:

A.

6 weeks of vacation per calendar year up to the year in which he is 20 years of age;

B.

5 weeks vacation per calendar year from the year in which it reaches the age of 21 years;

C.

6 weeks vacation per calendar year from the year in which he reached the age of 50;

D.

7 weeks of vacation per calendar year from the year in which he reaches the age of 60. ¹

² Vacation shall be fixed so as not to interfere with the performance of the work and to allow the employee to relax.

³ Vacation must be taken during the calendar year in which the right to vacation begins. If this is not possible for major operating reasons or because of an accident or illness, they must be taken the following year.

⁴ ... ²

(art. 17 A LPers)

¹ Vacation is reduced in proportion to the length of absence if, in a calendar year, the employee is absent from the position longer than:

A.

66 working days due to illness, accident or compulsory service;

B.

22 working days due to leave without pay.

² To calculate the reduction of holidays according to para. 1, let. A, the first 66 days absent are not taken into account. Deemed days of absence are those during which the employee did not work at the employee's occupancy rate.

³ To calculate the reduction of holidays according to para. 1, the days of total and partial absence are added together, then the total is divided by the number of working days in the year concerned.

(art. 17 LPers)

¹ Employees who are or want to interrupt their work are required to request leave with pay, partially paid or unpaid, to the competent authority under s. 2; they must give reasons for their request.

² The competent authority shall consider the application taking into account the reasons given by the person concerned and his employment situation. If the situation justifies it, it can also take into account its benefits and its behaviour.

³ The leave granted by the competent authority shall not exceed three years. Exceptions under s. 88, para. 1, let. A, are reserved. ¹

(art. 18, para. 1, LPers)

¹ The work instruments and equipment required by staff to carry out their work are provided.

² If, after agreement with the employer, the employee uses work instruments and equipment belonging to the employer, compensation may be paid to the employee.

³ The provisions of paras. 1 and 2 also apply to employees who, after agreement with their employer, work on a full-time or part-time basis. No compensation shall be paid for the rental of private premises for professional purposes. Exceptionally, the competent authority under Art. 2 may, for fair reasons, pay compensation for the rental of such premises.

⁴ The departments set the terms and conditions in their field of activity. In particular, they determine whether there is a need to use work instruments and equipment.

(art. 18, para. 1, and 21, para. 1, let. C, LPers)

¹ The service clothing that employees are required to wear is provided free of charge, including the following:

A.

Must be recognizable by the public;

B.

Are particularly prone to inclement weather;

C.

Perform a work that salts, uses or damages clothing;

D.

Must comply with specific safety rules.

² In the cases referred to in para. 1, let. B and c, an allowance may replace the provision of duty clothing if the situation so requires.

³ The departments set the terms and conditions in their field of activity.

(art. 18, para. 1, LPers)

¹ Personal service vehicles may be provided when required by professional activity.

² The authority that decides on the delivery of personal service vehicles is:

A.

The Federal Council, for the categories of staff defined in Art. 2, para. 1;

B.

The department, after agreement with the DFF, for the other categories of personnel.

(art. 18, para. 2, LPers)

¹ The costs paid by the staff in the course of their professional activities shall be reimbursed. ¹

² The FDFF fixes the allowances paid for:

A.

Meals, accommodation and travel;

B.

Foreign service travel;

C.

Participation in international conferences;

D.

Moving for service reasons;

E.

Hospitality expenses.

(art. 32, let. B, LPers)

¹ A fidelity premium is granted after 10 years of work and every 5 years until the employee has completed 45 years of work. ¹

² The fidelity premium consists of:

A. ²

...

B.

Half the monthly salary after 10 years and 15 years of work;

C.

A monthly salary after each new 5-year work period. ³

³ The fidelity premium is in principle paid in cash. In agreement with the supervisor, it may, on an exceptional basis, be taken in the form of leave with pay. ⁴

⁴ The competent authority under s. 2 may refuse to pay all or part of the fidelity premium to employees whose benefits or behaviour are only partially satisfactory.

⁵ Non-disruptive work reports to employers under s. 2, para. 1, let. F and g, LPers and within administrative units as per s. 1 is taken into account when calculating the number of years of work, regardless of the occupancy rate. The period of apprenticeship within the meaning of the legislation on vocational training and the related courses are not taken into account. ⁵

(art. 32, let. C, LPers)

¹ The departments create the conditions conducive to innovative behaviour and the development and implementation of inventions and proposals for improvement.

² The realization of innovations can be rewarded with cash benefits or other benefits of the same value.

(art. 32, let. E, LPers) ¹

¹ In order to improve working conditions or individual organisation of work, the employer can support collective facilities for staff, including:

A.

Childcare facilities;

B.

The operation of staff restaurants, cafeterias and other equipment enabling staff to recharge their batteries;

C.

The purchase of residential accommodation.

² In addition, advantageous conditions may be granted for the capital invested with the Federal Personnel Savings Fund. ²

³ Departments can support activities to promote relationships between active and retired employees.

(art. 4, para. 2, let. I, and 31, para. 2, LPers)

¹ The employer shall contribute to the costs incurred by the person employed in the extrafamilial reception of children.

² The DFF rules the amount of the contribution.

(art. 4, para. 2, let. I, and 31, para. 2, LPers)

The employee is entitled to reimbursement of the costs of the extrafamilial hospitality of children:

A.

When it is invested with parental authority and lives alone or forms a common household in which the second parent or partner is engaged in a gainful occupation or is in training;

B.

When a relationship of filiation within the meaning of s. 252 of the Civil Code ² Is established between the employee and the child received and the child is in the custody of the child, or when the child is collected by the child, or when the child is a child of another bed;

C.

Where the child is received by third parties for remuneration:

1.

In a structure or by an association of day parents proposing to take full or part-time care of pre-school children, or

2.

By other individuals with whom there are contractual relations subject to social insurance; and

D.

When the monthly gross income of the persons forming a common household referred to in the let. A or the monthly gross income of the person alone invested with the parental authority, including the share of the thirteenth month of pay, shall not exceed 20 000 francs.

(art. 4, para. 2, let. I. 31, para. 2, LPers)

¹ The right to reimbursement shall be extinguished when the child is admitted to school.

² The right to reimbursement shall be maintained during:

A.

A maternity leave referred to in s. 60;

B.

90 days in case of incapacity to work due to illness or accident of the employee or partner;

C.

90 days from the start of the partner's unemployment period.

³ It shall not be granted in the case of leave without pay from the employee or partner.

(art. 32, let. G, LPers)

The DFF fixes the discounts.

(art. 18, para. 2, LPers)

¹ The departments reimburse the costs of the proceedings and the costs to employees involved in civil or criminal proceedings because of their professional activity:

A.

Whether the procedure relates to this activity;

B.

The act was not committed intentionally or by gross negligence; and

C.

Whether the Confederation has an interest in holding the trial.

² As long as the court has not delivered its judgment, only guarantees for the reimbursement of costs are given. Exceptionally, the fees may be paid for just cause before the court has rendered its judgment.

(art. 19, para. 3 and 4, LPers) ¹

¹ Receive the compensation referred to in s. 19, para. 3, LPers: ²

A. ³

Employees in a monopoly position and employees occupying a highly specialized function;

B.

If they have worked continuously for 20 years in one or more of the administrative units within the meaning of s. 1;

C.

If they are more than 50 years old.

² Compensation under s. 19, para. 4, LPers may be paid upon termination of the contract of employment: ⁴

A.

Secretaries of Etat;

B.

Office Directors;

C.

General Officers;

D.

Secretaries-General of departments;

E.

Heads of departmental information services;

F.

The Vice Chancellors of Confederation;

G.

Personal staff of the heads of departments;

H.

Other senior managers, in particular cases;

I.

Employees in the contract of employment of which a condition of commitment referred to in s. 26, para. 6;

J.

Employees to whom a social plan applies;

K.

DDC staff.

^2bis The allowances referred to in paras. 1 and 2 may also be paid when the termination of the working reports is made by mutual agreement. ⁵

³ No compensation shall be paid to persons:

A.

Who find employment with one of the employers defined in s. 3 LPers;

B. ⁶ ...

C.

Whose employment contract is terminated pursuant to s. 31. ⁷

⁴ Persons who have collected the compensation referred to in s. 1 or 2 and are engaged by one of the employers defined in s. 3 LPers within one year of termination of their employment contract shall return all or part of the allowance. ⁸

⁵ If the allowance is allocated in the form of a payment in instalments, the full amount must have been paid no later than 12 months after the end of the working reports. ⁹

(art. 19, para. 4 ^Bis And 5, let. A, LPers) ²

¹ The compensation referred to in s. 78, para. 1, 2, and 2 ^Bis , represents at least one monthly salary and at most one annual salary. ³

² If there is termination for the reason referred to in s. 26, para. 1 or if there is a termination of a contract of employment of a Secretary-General under s. 26, para. 3, the amount of the allowance is an annual salary.

³ Allowances for persons referred to in s. 2, para. 1, must be approved by the Federal Council. ⁴

⁴ When fixing the allowances, account shall be taken, in particular, of the age of the employee, of his professional and personal situation, of the total duration of his employment with the administrative units within the meaning of Art. 1 and the termination period.

⁵ The calculation of the allowances is based on the elements of the insurable earnings in Schedule 2 that would be collected by the employee on the day the allowances were due. The benefit premium is not taken into account. ⁵

⁶ And ⁷ ... ⁶

¹ If an employee has suffered injury, without fault, in the course of his professional activity and the compensation for that damage is refused on account of the exclusion clauses of a private supplementary insurance, he shall be compensated for the loss Benefits arising therefrom.

² Before making a decision, the employer shall consult with the Federal Finance Authority to the extent that the claim corresponds to an amount of more than 5000 francs.

(art. 18, para. 2, LPers)

¹ Staff transferred or posted abroad receive compensation that compensates for the disadvantages, restrictions and risks associated with the rotation system, the discipline of transfers and the difficulties of living conditions abroad (allowance for inconvenience). The amount of such compensation shall be determined, inter alia, on the basis of the number of transfers, personal situation, degree of occupation, age and length of stay abroad.

² A mobility allowance shall be paid from the third transfer. Staff subject to the discipline of transfers also receive this allowance when their place of work is in Switzerland.

(art. 18, para. 2, LPers)

¹ An allowance is provided for the coverage of expenses related to the stay abroad and the function performed.

² When fixing this allowance, the additional costs or savings resulting from the stay abroad are taken into account to a fair extent.

³ The additional costs are covered in particular:

A.

Compensation for costs;

B.

Adaptation to the increase in purchasing power of the duty station;

C.

By the lump-sum allowance for public relations work.

⁴ The following are taken into account for the savings resulting from the stay abroad:

A.

Tax exemption;

B.

The adjustment to the purchasing power of the duty station.

(art. 18, para. 2, LPers)

¹ The adjustment to purchasing power corrects the difference between the price level of consumer goods and benefits at the duty station and the price level of consumer goods and services in Berne. It takes into account the special circumstances affecting the cost of living at the duty station and the official exchange rate.

² The adjustment to purchasing power, whether up or down, relates to all or part of the salary, on allowances that supplement the family allowance referred to in s. 51 A , on the allowance for assistance to close relatives, on the flat-rate allowances allocated for public relations work and on the cover of costs in the workplace. ¹

³ ... ²

(art. 18, para. 2, LPers)

¹ The tax exemption granted to staff on the basis of international agreements is taken into account in the fixing of wages and other benefits.

² The resulting savings are charged against the benefits under s. 81 and 82.

(art. 18, para. 2, LPers)

Staff transferred abroad can obtain a loan to deal with major installation and equipment costs or other expenses.

(art. 29 LPers)

¹ The employer shall bear the additional insurance costs incurred by the foreign stay of the employee sent there, his spouse, his registered partner and those of their children who qualify for an allowance Family. ¹

² The FDFA may settle in accordance with the DFF, as part of a group insurance contract with a recognized sickness fund, the obligation to insure, the insurance benefits, and the contribution of the Confederation.

(art. 18, para. 2, LPers)

¹ Personnel sent abroad who, without fault, have suffered damage to their heritage, in particular as a result of acts of war, as a result of a revolution or riot or for any other reason resulting from their stay abroad, may Obtain compensation.

² The AWF fixes the amount of compensation on a case-by-case basis, following an agreement with the DFF.

(art. 17 A LPers) ¹

¹ In particular, the following benefits may be granted to staff in order to promote their involvement in international organisations:

A. ²

Grant of leave with pay, partially paid or unpaid for up to ten years;

B.

Payment of costs related to the employee's involvement in the international organization, to the extent that such costs are not compensated by the international organization.

² International organizations, as defined in this provision, mean institutional beneficiaries within the meaning of s. 2, para. 1, let a, b, c, h, i, j, k, l and m of the Law of 22 June 2007 on the Host State ³ Have their headquarters in Switzerland or abroad. ⁴

³ At the end of their engagement in international organizations, the persons referred to in s. 2, para. 1, except Heads of Mission, are employed in the function which was their prior leave or in any other function that may reasonably be required of them. If this is not possible, the working reports shall be terminated in accordance with Art. 10, para. 3, let. E, LPers and severance pay equal to the maximum of an annual salary shall be paid. ⁵

(art. 32 G , para. 5, LPers)

¹ Under the terms of the regulations, the salary and the elements of the salary under Schedule 2 are insured with PUBLICA and are not covered by the employer's benefits under s. 81 to 83. ¹

² If no compensation for the increase is paid to an employee under s. 52 A , or if the employee's salary is reduced under s. 56, para. 2 and 3, the previous insurable earnings remain unchanged until the compensation for the increase is paid again or the right to the salary in the event of illness or accident is extinguished. ²

³ ... ³

⁴ When measures are taken in the event of restructuring or reorganisation under Art. 104, insurable earnings are determined by social plan. ⁴

(art. 32 G , para. 5, LPers)

The insurable earnings are advertised to PUBLICA as the qualifying salary by the competent authority under s. 2.

(art. 32, let. A, LPers)

The competent authority under s. 2 may participate in the regulatory buyout by financing it through its staff credits if, in a new commitment, the foresight seems inadequate in view of the importance of the person's function and qualifications.

(art. 17 and art. 31, para. 5, LPers)

¹ In the case of leave without pay or partly paid, the insurance coverage shall remain unchanged for at least two months.

² The competent authority under s. 2 which gives the employee leave without pay or in part with pay of more than two months to be agreed with the employee prior to the commencement of the leave, whether or not to maintain insurance and the obligation to contribute from the third month of leave and, The terms and conditions of such maintenance.

³ Where the competent authority under s. 2 no longer pays the employer's contributions or the risk premium from the third month of leave, she announces the leave to PUBLICA. The employee can maintain the insurance coverage he has previously paid by paying, in addition to his own savings contribution, the employer's contribution and the risk premium, or limit insurance to cover the risk of death and Of disability.

⁴ The employee's contributions while on leave are deducted from his or her salary as soon as the work is resumed.

¹ Where the insured salary of an employed person is reduced by half at the most after the age of 58, the foresight may at his request be maintained at the level of the last insurance cover (art. 33 A LPP ² ); to that end, the person employed must pay not only his own savings but also those of the employer and the risk premium on the part of the salary insured up to that date corresponding to the reduction in salary.

² General salary adjustments, such as salary increases in real terms and overall classification corrections, do not affect the contributions paid on the part of the wage reduction.

³ If the reduction in the insured salary is in the interest of the competent authority within the meaning of s. 2, the latter may take at least half of the savings and risk premium intended for the maintenance of foresight, and charge the costs to the staff budget. This contribution may be temporary.

Where the employer and the employee agree to maintain employment relations beyond the age of 65, the old-age pension of the employed person may be maintained, at his request, until the end of his gainful occupation, but at the Later until she reached the age of 70 (art. 33 LPI ² ). In this case, the competent authority funds the employer's savings contributions.

(art. 32j, para. 2, LPers)

¹ The competent authority under s. 2 requests PUBLICA to provide a professional disability benefit to the employee: ¹

A.

He has reached the age of 50;

B.

If the medical service finds, at the request of the competent authority under Art. 2, that, for reasons of health, the employee is unable to exercise or may exercise only in part the activity that he or she carried out so far or any other activity reasonably expected to be required of him;

C. ²

Whether a decision of the competent AI Office excluding the right to an annuity or providing only a partial annuity under the Federal Disability Insurance Act of June 19, 1959 (ATIA) ³ Entered into force;

D.

If rehabilitation measures within the meaning of s. 11 A Did not have any effect, without the employee's fault.

² The provisions of the right to professional invalidity pensions and their nature and amount are set out in the Provident Regulations of 15 June 2007 for persons employed and beneficiaries of the Provident Fund of the Confederation (RPEC) ⁴ .

³ In agreement with the DFF, the DDPS may depart from the age set out in para. 1, let. A, for flight service employees.

(art. 32 K LPers)

¹ The employer participates in the financing of the transitional pension if the employee:

A.

Voluntarily retiring full or partial early retirement;

B. ²

Has been employed, immediately prior to early retirement, for at least five years with employers under s. 2, para. 1, let. F or g, LPers or administrative units under s. 1; and

C.

Requests the payment of a full transitional annuity or a transitional semi-annuity.

² The maximum amount of the full transitional pension corresponds to the maximum old-age pension of the AVS.

³ The calculation of the actuarial costs of a transitional pension takes into account the number of years of work, the average occupancy rate during these years of work and the percentage of the prescribed old-age pension to be collected.

⁴ Working relationships with employers under s. 2, para. 1, let. F and g, LPers and within administrative units as per s. 1 shall be taken into account in calculating the number of years of work and the average degree of occupation, provided that they have not been interrupted for more than three years. Years of work started are accepted as full years after completion of the sixth month. The period of apprenticeship within the meaning of the legislation on vocational training and the related courses are not taken into account. ³

⁵ The percentage contribution of the employer to the financing of the transitional annuity is set out in Schedule 1. In the case of early retirement after the age of 62, it is reduced by one twenty-fifth per year missing up to 25 ^E Past year of work.

⁶ The administrative unit in which the employee worked immediately before his early retirement examines whether the conditions for granting a transitional pension are met and calculates the average degree of occupation of the employee.

¹ The Federal Financial Market Supervisory Authority regulates the composition, election procedure and organization of the joint body of its contingency fund. ¹

² Only members of the joint body of competent persons may be elected and able to carry out their task of management. To the extent possible, gender and official languages must be equitably represented.

³ The allowances paid to the members of the joint body shall be fixed by the Board of the Fund of PUBLICA.

(art. 19, para. 1, and 31, para. 4 and 5, LPers)

¹ The departments shall implement all the necessary means to ensure that the restructuring or reorganisation measures of administrative units or areas of activity providing for the abolition or rearrangement of one or more posts in the Work is socially bearable and economically rational.

² In the event of a reduction of positions, the administrative units will arrange the allocation of staff in such a way that as many affected employees as possible can find employment in the federal government. They are intended primarily for the assignment of employees to other work that may reasonably be required of them, as well as to the reorientation and professional development of employees.

³ Employees are required to actively collaborate on actions taken and to demonstrate initiative, particularly in the search for new work that can reasonably be expected of them and with respect to their reorientation and Professional development.

(art. 31, para. 5, LPers)

¹ A work within the federal government may reasonably be required of an employee if:

A.

The wage class assigned to it is less than three classes up to the previous one;

B.

The duration of the return journey between the home and the workplace by means of public transport does not exceed four hours in total; and if

C. ¹

After the period of introduction and taking into account the training, language and age of the employee, the employee is able to achieve the defined benefit and behaviour objectives at a level corresponding to the evaluation level 3.

² In derogation from para. 1, let. A, work within the federal government may reasonably be required for employees who are 55 years of age and whose position is classified in salary class 24 or in a higher class if the new salary class is To a maximum of five classes compared to the previous one.

³ Work outside the federal government may reasonably be required as long as the terms and conditions of appointment and the conditions for the change of position are comparable.

(art. 33, para. 1)

¹ The administrative unit shall inform the staff and the organisations which represent it sufficiently soon, in a complete and transparent manner, of the restructuring or reorganisation and of the measures envisaged.

² Those who may no longer be able to work within the administrative unit which employs them must be informed of the situation no later than six months before a possible dismissal.

(art. 31, para. 5, LPers)

¹ The administrative unit enters into agreements with employees affected by restructuring or reorganization.

² The agreements contain the measures to be taken in conjunction with the employees, their duration, the employer's benefits and the consequences of a breach of the obligations to co-operate within the meaning of s. 104, para. 3.

(art. 31, para. 5, LPers)

¹ If the person can be assigned to another position within the federal government, the employee remains employed by the current administrative unit for three months after taking this position and is on the salary list for that position.

² If, at the end of the three months, the new administrative unit resumes the person placed, it enters into a new contract of employment with the latter. The old contract of employment is terminated.

³ If, at the end of the three months, the placed person does not obtain a new contract of employment, it remains employed by its former administrative unit.

(art. 10, para. 3, LPers)

¹ Employees who are not prepared to enter into an agreement under s. 104 C May be laid off for the reasons referred to in s. 10, para. 3, LPers.

² If the employee is not prepared to accept another work deemed reasonably payable, the employer will terminate the employment relationship under s. 10, para. 3, let. D, LPers.

³ If no other work deemed reasonably payable could be found within six months after the signing of the agreement, the employer shall terminate the contract of employment under s. 10, para. 3, let. E, LPers.

¹ Measures within the meaning of s. 104 are funded by the departments themselves.

² The administrative units reserve the necessary means to finance professional reorientations and improvements.

(art. 31, para. 4, LPers)

¹ A social plan is established in the event of restructuring or reorganization involving the elimination of posts.

² The social plan is established by OFPER in conjunction with staff associations.

³ It is signed on behalf of the Federal Council by the head of the DFF.

(art. 31, para. 4, LPers)

¹ Employees may take early or partial early retirement from the social plan as early as 60 years of age and after at least ten continuous years of work with administrative units under s. 1.

² An employee may retire early if he or she has not refused other work that can reasonably be expected to be required of the employee and:

A.

If the position is deleted;

B.

If its field of activity is subject to significant change; or

C.

If it is not necessary to remove the position of a younger person as a result of retirement.

³ If the employee is between 60 and 62 years old at the date of his early retirement, he or she will receive the old-age pension that would return to him in the event of retirement at the age of 63, as well as a transitional annuity entirely financed by the employer.

⁴ If the employee is at least 63 years of age on that date, he or she shall, in addition to the prescribed old age pension, collect the transitional annuity entirely financed by the employer.

⁵ The employer financed by a central credit the share of the old-age pension and the non-funded transitional pension at the time of early retirement.

⁶ Early retirement is agreed with the OFPER. This provision does not apply to the RFSP.

(art. 31, para. 4, LPers)

¹ The social plan may provide for other measures or benefits, in particular

A.

Salary guarantees within the limits of this order;

B.

An external placement service;

C.

Temporary participation in travel costs between the home and the workplace;

D.

Participation in moving expenses;

E.

A temporary wage guarantee in the event of a reduction in the occupancy rate.

² The employer may, for compelling reasons, provide the following benefits in addition to early retirement from a social plan:

A.

Participation in the costs of maintaining foresight under s. 88 D ^Bis , para. 3;

B.

Participation in the redemption to increase the old-age pension within the meaning of s. 32 A RPEC ¹ ;

C.

Full or partial coverage of contributions on income derived from annuities under s. 28 of the Pension and Survivors Insurance Regulations of October 31, 1947 ² , but no later than the age of retirement AVS;

D.

Participation in the financing of the higher transitional pension than provided for in Annex 1.

¹ The OFPER solicits the financial resources required for early retirement from the social plan through the budget.

² L' al. 1 does not apply to the RFSP.

(art. 19, para. 3, and 31, para. 5, LPers)

¹ The employer may also provide the employee aged 60 years with the benefits referred to in s. 105 B :

A.

If the working reports are terminated by mutual agreement for reasons of exploitation or personnel policy; and

B.

There is no reason for termination under s. 10, para. 3 or 4, LPers.

² There are operational or policy reasons for staff such as:

A.

The conditions for applying the social plan are not fulfilled;

B.

The removal of the position is planned;

C.

The permanent settlement of the employee's estate;

D.

The introduction to a new technique, a new organisation or a new process does not seem to be rational, for objective or personal reasons.

¹ The benefits provided in the event of termination of the working reports by mutual agreement are defined in agreement with the responsible department and the OFPER. They shall be charged to the staff of the administrative unit responsible for the termination.

² They must not exceed a total annual salary.