Rs 956.121 Order Of August 11, 2008, On The Staff Of The Federal Financial Market Supervisory Authority (Finma Personnel Ordinance)

Original Language Title: RS 956.121 Ordonnance du 11 août 2008 sur le personnel de l’Autorité fédérale de surveillance des marchés financiers (Ordonnance sur le personnel FINMA)

Subscribe to a Global-Regulation Premium Membership Today!

Key Benefits:

Subscribe Now for only USD$20 per month, or Get a Day Pass for only USD$4.99.
956.121 order on the staff of the federal supervisory authority of financial markets (FINMA personnel Ordinance) of August 11, 2008 (status on 1 July 2015) approved by the federal Council on 27 August 2008, the Board of Directors of the federal supervision of the financial markets (FINMA) authority, view of art. 13, al. 4, of the Act of June 22, 2007 on the monitoring of financial markets (FINMASA), stop: Section 1 provisions general art. 1 purpose this order governs relations of the employees of FINMA.
Unless otherwise provided in this order, the provisions of the code of obligations apply to suppletive as public law of the Confederation.
FINMA shall issue implementing regulations.

RS 220 art. 2 the personnel Committee FINMA may, on its own initiative or at the request of the majority of employees, set up a staff Committee.
It shall draw up regulations on the powers and skills of the personnel Committee.

Art. 3 the staff organizations the FINMA maintains regular contacts with the organizations of the staff in their capacity as representatives of the fundamental interests of the staff.
Staff organizations are empowered to represent their members in defence of individual interests.

Section 2 commitment art. 4 birth of work reports the working relationship of public law result from the conclusion of a work contract in writing and duly signed between FINMA and the person to engage.

Art. 5 duration work reports are indeterminate if the employment contract is not concluded for a fixed term.
The fixed-term contract is concluded for five years at most.
It retroactively acquires the quality of indefinite contract if it is extended tacitly at the end of the agreed period or the uninterrupted term of commitment has exceeded five years.

Art. 6 trial period in the case of indefinite employment relationship, the trial period is three months. It can be extended by contract of a maximum of three months.
If the circumstances warrant, it can be fixed contractually, early reports of work, to a maximum of six months.
In the case of fixed-term employment relationship, no trial period is planned, unless the contract of work.

New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).
Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Section 3 termination of work article reports 7 principle the parties may, by mutual agreement, to end at all times work reports.
Working relationship ends without notice, a. at the end of an agreed period of time; b. when reaching the age limit provided for in art. 12; (c) in case of death of the employee.

New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 8 termination during the trial during the trial period, each party to the contract may terminate the employment relationship: a. during the first two months, at the end of the week following the announcement of the termination; (b) from the third month, at the end of the month following the announcement of the termination.

Art. 9 termination at the end of the trial period at the end of the trial period, each party to the contract may terminate the employment relationship of indefinite duration at the end of each month with a notice period of three months.
The cancellation period is nine months for the Director.
The cancellation period is seven months for the members of the Executive.
If special circumstances warrant, management may designate additional key functions to which a period longer termination, but seven-month maximum applies.
For functions that are not of the al. 1 to 2, of notice periods longer than that provided for in para. 1, but six months maximum, can be agreed contractually if warranted in individual cases.
Termination of work by FINMA reports based on objective reasons. FINMA communicate in writing to the employee the reasons for the dismissal.

Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).
New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).
Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).
New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 10 immediate termination each party to the contract may terminate immediately and at any time of the working relationship of term or indeterminate for good cause.
Any immediate termination must be substantiated in writing.
Are especially considered good cause all circumstances which, according to the rules of good faith, do not demand of one who gave leave the continuation of the employment relationship.

Art. 11 form of termination of the employment relationship termination requires the written form.
When the parties cannot terminate of employment by mutual agreement, FINMA cancels work by way of decision reports.

New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 12 age limit the working relationship ends without notice when reached the age limit (normal retirement age) defined in art. 21 of the Federal Act of 20 December 1946 on old-age insurance and survivors.
Exceptionally, FINMA may, agreed with the employee concerned, extend working relationships beyond the normal age of retirement, but up to 70 years.

RS 831.10 art. 13 support measures if a significant number of employees to be laid off as a result of economic measures or operating measures, FINMA takes measures of support for employees concerned after hearing of staff organizations.
Support measures include social protection measures, including measures to support the career transition or early retirement benefits.
Provided early retirement benefits include a retirement pension and a transitional pension financed by the FINMA according to the regulations for employees and beneficiaries of pension from the Provident Fund of the FINMA.

Section 4 Protection against dismissal art. 14 wrongful termination termination of the working relationship is abusive when it is pronounced including: a. for reasons inherent in the personality of the employee, as these reasons have no connection with the employment relationship and do not harm on an essential point; (b) because the employee has constitutional rights, as doing so it does not violate its obligations and does not prejudice on an essential point a serious at work in the institution; (c) because the employee has legal obligations or because it performs a military service or voluntary Swiss civil; d. because the contributor belongs or does not belong to a staff association or because it exerts legal Union activities; e. without reason founded during the period where the employee is an elected official of a company or institution an institution attached to the FINMA; f. only in order to prevent the birth of claims legal the other party as a result of reports of work; g. because the other party argued in good faith of the claims arising from the employment relationship.

In addition, the protection the leave within the meaning of art. 10 of the Act of 24 March 1995 on equality applies.

RS 151.1 art. 15 termination at the inappropriate time termination for a period of protection is zero. The period of termination given previously is suspended during the period of coverage until the end of the month during which the protection period takes. end value of protection period: a. the exercise of legal obligations and military service or voluntary Swiss civil: for the duration of the impediment to work and, if it is greater than two weeks worked during the four weeks preceding and following; (b) the inability to work due to illness or accident after the end of the trial period: at least until the end of a period of two years from the start of prevention work; c. the inability to work due to illness or accident following the communication of a reason for termination : for three months until the end of the fifth year of commitment, then six months; d. pregnancy: during pregnancy and for 16 weeks after childbirth; e. participation approved by FINMA, overseas aid operations: during the duration of the impediment to work.


Event work to cause new disease or accident or for cause of relapse of a disease or consequences of an accident, the period provided for in para. 2, let. b, begins again.
If a new prevention of work according to para. 3 occurs until the employee has had previously work capacity corresponding to its occupancy rate for at least 12 months without interruption, the period provided for in para. 2, let. b, takes into account the duration of the former impediment to work. The absences of short duration are not taken into account. The minimum period is provided for in para. 2, let. c. If the employee refuses to collaborate in the implementation of rehabilitation measures referred to in art. 25A or do not follow the doctor's prescriptions according to art. 25, al. 4, the employer may terminate the employment relationship before the end of the period provided for in para. 2, let. b for as much as a reason for termination under art. 9, al. 4, exists.

New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).
New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).
New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).
Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).
Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).
Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).
Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 16 right to compensation if FINMA violated the provisions on the notice periods or she delivered an immediate termination in the absence of good cause, the employee is entitled to maintaining salary up to the expiry of the period of ordinary termination or fixed-term employment contract.
If working relationships have been terminated improperly or with immediate effect in the absence of good cause or in case of violation of the provisions of procedure, the part on which the termination was made may, regardless of any claims arising from the al. 1, demand appropriate compensation taking into account all the circumstances. However, the amount may not exceed the equivalent of six months of salary.
If FINMA has terminated the reports of working without objective reasons, the employee may demand compensation within the meaning of para. 2. the invalidity of a termination at the inappropriate time in accordance with art. 15 and the claims for damages under other provisions are reserved.

Section 5 salary, allowances and other benefits of the FINMA art. 17 principles the FINMA pays a salary to its employees. It is determined according to the criteria of art. 19, al. 1. the maximum amount of the remuneration of the Director, consisting of salary, allowances and other benefits of FINMA, is set during the engagement; It is subject to the approval of the federal Council.
The wages of employees in training are based on the recommendations of professional associations and regional practices. FINMA may move away for the benefit of personnel in training.
The salary is paid in twelve parts.

New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).
New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).
Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 18Plages pay the FINMA determines the salary through wage beaches, partially overlapping. It publishes these salary ranges.
360 000 francs higher pay requires the approval of the head of the federal Department of finance.
The activity of the employees is classified by functions.
Each function corresponds to a pay range.
The salary of the Director is determined independently pay beaches.

New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 19criteres determination of wages each employee is assigned to a pay range for its function. The salary is fixed, in the salary range applicable to the function, taking into account the requirements, personal qualifications, performance and responsibilities to shoulder.
If requirements, personal qualifications, performance, or to shoulder responsibilities evolve, salary can be adapted within the limits of the concerned pay range and budget at unchanged function. As a general rule, these adaptations are involved at the beginning of the year.
In case of change of function, adaptation of wages takes place at the time of the change.
The Board of Directors sets each year under the budget the amount that can be allocated to individual adaptations of the salaries.

New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 20 repealed by no I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, with effect from July 1. 2015 (2015-2035 RO).

Art. 21Compensation of rising inflation can be compensated in an adequate measure. The Board of Directors decides each year whether and how wages are adapted to inflation.

New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 22 and 23 repealed by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, with effect from July 1. 2015 (2015-2035 RO).

Art. 24 additional wage benefits, reimbursement fees and premiums spontaneous employees are entitled to additional benefits, including allowances for assistance coordinator, bonuses and loyalty discounts for public transport.
FINMA regulates the reimbursement of additional costs associated with the exercise of professional activity for the FINMA in a regulation.
A service charge may be reimbursed. These may not exceed the maximum amounts set by the tax authorities.
The Board of Directors may include spontaneous bonuses up to 500 francs in the staff rules.

New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).
Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 24aFrais of procedure and costs the FINMA reimburses the costs of proceedings and costs to employees involved in civil or criminal proceedings because of their professional activities: a. If the procedure is related to the professional activity to FINMA; b. If the Act was committed neither intentionally nor by gross negligence. etc. If FINMA has an interest in the trial.

As long as the tribunal has not made his judgment, guarantees refund of fees are given. Fees can be paid, for good cause, until the Court had rendered its judgment.

Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Section 6 continued pay arts. 25Maladie and accident employees are entitled to maintain their salary for 12 months is unable to work due to illness or accident.
At the end of this period, the employer pays 90% of the salary for a period of 12 months.
The salary can be maintained according to para. 2, if exceptional circumstances warrant, until the end of medical examinations or to the payment of a pension, but for a period of twelve months maximum.
Benefits according to the al. 1 to 3 are allocated on condition that a medical certificate is produced and that the doctor's prescriptions are followed. FINMA may request that the employee be examined by a medical officer or medical service.
If the employee temporarily returned to work after the start of the prevention work, the deadlines established at the al. 1 to 3 are being extended by the number of days during which it performs all of the daily working time due and meets the requirements in the description of its function.

Event work to cause new disease or accident, the deadlines established at the al. 1 to 3 are again starting to run. The relapse of a disease or the consequences of an accident are considered a new disease or a new accident when the employee previously had a capacity of work corresponding to its occupancy rate for at least 12 months without interruption. The absences of short duration are not taken into account.
At the end of the deadlines set in the al. 1 to 3 and a possible extension, according to para. 6, the employee loses any right to salary, regardless of the maintenance of the working relationship.
In the case of a fixed-term employment contract, payment of the wages according to the al. 1 to 3 ceases at the latest at the end of the working relationship.

New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 25aMesures of rehabilitation of the employer if an employee is unable to work due to illness or accident, FINMA is implementing all relevant and reasonable means to reinstate him in the world of work (measures of rehabilitation of the employer). She can appeal to external consulting services in its assessment.
She may require the employee to contribute to the implementation of rehabilitation measures.

Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 25breduction of the right to wage the FINMA pays social allowances in full as long as the salary is maintained according to art. 25, al. 1 to 3, then the entitlement to allowances will turn off.
It reduces or removes the right to wages if the employee caused the illness or injury intentionally or by serious negligence or whether, consciously, exposed to great danger or launched in a reckless company.
If the employee refuses, without reason legitimate, to collaborate in the implementation of rehabilitation measures referred to in art. 25A, it can reduce the right to pay according to art. 25, al. 1 to 3, or remove it from the case is serious.

Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 26 military service, civil protection and civil interruption, replacement service work due to military service or to mandatory Swiss civil protection or alternative civilian service, subject to the service people are entitled to maintaining full wages during 25 days per calendar year maximum.
If the total number of days on-call exceeds these 25 days, the right to the salary is reduced to 80% of the normal salary for employees with duty to assist and 60% of the normal salary for employees without obligation of assistance for additional on-call days.
In the case of voluntary benefits, salary is maintained for five days maximum until the total number of days on-call has not yet reached 25 days per calendar year.
If the loss of earnings compensation exceeds the right to salary, the salary is paid to the amount of compensation for loss of earnings.

Art. 27 deaths of the employee in case of death of the employee, the salary is maintained for the current month and for two additional months.

Art. 28 maternity and adoption interruption of work due to maternity, the regular pay is maintained for sixteen weeks.

On request, the work may be interrupted in respect of maternity leave anticipated up to two weeks before the expected date of childbirth. The rest of the leave must be taken immediately after childbirth.
In the case of the support the care and education of young children aged less than one year for subsequent adoption, the employee being mainly responsible for custody of the children may, after the first year of engagement, interrupt work for two months while continuing to receive his normal salary.

New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).
Repealed by no I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, with effect from July 1. 2015 (2015-2035 RO).

Art. 29 right to compensation benefits paid by insurance are deducted from the maintained salary.

Section 7 time to work and holiday art. 30 period normal working and working time before the normal weekly hours of work is 42 hours for employees full-time.
The normal hours of work is reduced proportionally to the occupancy rate for part-time employees.
Working time must be entered subject to art. 32 art. 31 overtime overtime hours are hours of work provided outside of normal work at the request of FINMA. Night work and Sunday work carried out on request are also considered to be overtime.
Overtime hours are generally offset by free time of the same length.
If overtime cannot be compensated, they can, exceptionally, give rise to financial compensation.
The regulation of overtime does not apply to employees covered by the trust-based working time.

New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 32 working time trust-based working time of employees classified in the two highest salary ranges and the Director is based on trust and is not subject to the obligation of seizure.
The above people can compensate for time to work beyond the normal hours of work defined in art. 31, al. 1, under the trust-based working time. They have no right to financial compensation.

Art. 33 leave and vacation FINMA employees are entitled to five weeks of holidays per calendar year.
Before the calendar year in which the employee reached the age of 20 and from the year in which he reached the age of 50 years, the holiday entitlement is six weeks.
FINMA may, in justified cases and taking into account the needs of the operation, give employees paid leave or leave without pay.

Section 8 insurance professional art. 34 pension fund employees are insured with the Pension Fund of the PUBLICA Confederation against the risks of old age, death and disability in accordance with the provisions of the law of 20 December 2006 on publica, of section 4 b of the Act of March 24, 2000, on the staff of the Confederation and of the regulations for employees and beneficiaries of pension from the Provident Fund of the FINMA.


RS 172.222.1 RS 172.220.1 repealed by no I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, with effect from July 1. 2015 (2015-2035 RO).

Art. 35 pension transition when a person receives a transitional pension full or a transitional half pension, FINMA takes half of the financing costs of the actually perceived transitional pension if: a. the person has 62; and Frenchie. the working relationship lasted at least five years prior to retirement.

If the conditions of the al. 1 are not met, the FINMA participates in cost up to 25%.

Art. 35aComposition and organization of the joint body of the joint body FINMA Provident Fund Provident Fund consists of three representatives of the employees and three representatives of the employer.
Only can be elected as members of the joint body of competent persons and qualified for the exercise of their management task. It should be to ensure fair representation of gender and official languages.
The Presidency consists of a representative of employees and a representative of the employer. She became again every two years, the mandate of president and Vice President alternating between representatives of the employer and employees.
The joint body shall establish a rules of organization including adjusting the details of its organization and its tasks, meetings, the agendas, decision making as well as fees.

Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 35bduree of office and elections the term of office of the members of the joint body is four years.
The employer representatives are appointed by the leadership of FINMA.
The employee representatives are elected by secret ballot by a simple majority. In case of equality of voices, there are draw.
All FINMA employees who are insured with the pension of FINMA have the right to elect and to be elected.
Members of management or of the Board of Directors of FINMA may not be elected as representatives of the employees.

Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).


Art. 35cprocedure of election of the representatives of the employees of elections take place at the latest during the fourth quarter of the year before a new term of office.
The election date is communicated on the intranet at least six weeks in advance. Candidates must announce their willingness to stand up to twenty days before the date of the elections.
Four applications are necessary for the elections to be held. If there are only three applications, there is tacit election.
If a representative employees puts an end to his mandate, it is replaced by the candidate not elected in the previous ballot, having obtained the best result.
The joint body defines the procedures for the election procedure.

Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Section 9 activity and public art. 36 to request permission and obligation to declare the exercise of an activity or a public service requires the approval of FINMA.
Outside the time devoted to FINMA, part-time employees are allowed to exercise an activity to third parties unrelated to FINMA, subject to the compatibility of this activity with that exerted to FINMA. They must declare to FINMA, the nature and the extent of this activity.

Art. 37 incompatibility of the exercise of an activity outside the FINMA, an activity or a public service are incompatible with engagement with FINMA if this exercise: a. is detrimental to the reputation of the FINMA; (b) creates a conflict of interest with the activity with FINMA.

Section 10 duty of loyalty and rules of conduct art. 38 principles of conduct employees of FINMA behave and express themselves in a way guaranteeing the reputation and credibility of the FINMA and refrain from any behaviour likely to harm him.
They avoid any conflict between their own interests and those of the FINMA or make State by disclosing them when it cannot be avoided.
The Governing Council lays down a code of conduct.

Art. 38aPassage to the service of a taxable person if a collaborator of FINMA passes to the service of a taxable person, must inform the FINMA at the conclusion of the contract.
FINMA may take measures to avoid conflicts of interest, as the release from the obligation to work, transfer or challenge.
At the time of the conclusion of an employment contract with an employee who will be directly responsible for the supervision of taxable persons with whom he will be in permanent contact, a ban on work in the service of those taxable persons until one year after the beginning of the period of notice is agreed, without compensation for the period after the end of the working relationship.
If the monitoring according to para. 3 is exerted by several employees, the waiting period is only agreed to their direct superiors.
Management designates the functions according to the al. 3 and 4.

Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 39 benefits employees can receive individual benefits offered by supervised institutions.

Section 11 ways of remedies and prescription art. 40 procedure when the parties to a dispute born of work reports do not have an agreement, FINMA slice by decision.
The use is governed by the General provisions of the Federal procedure.

Art. 41 prescription claims arising from the employment relationship are required regardless of the date on which the latter have ended: a. generally, after the expiry of a period of five years from the due date of the claim; (b) in accordance with the provisions of the criminal law, as soon as the claim is based on a constituent element of a criminal offence for which a longer limitation period is intended.

Section 12 provisions final art. 42 transitional provision concerning transitional pensions in a transitional period of five years from the entry into full force of the law of 20 December 2006 on PUBLICA, FINMA assumes half of costs related to the financing of the transitional pension provided for in art. 35 as soon as the person concerned reached 60 years and regardless of the duration of the employment relationship.

SR 172.222.1 art. Transitional 42aDispositions respecting the amendment of February 25, 2015, the old law is applicable to the working relationship which the trial is ongoing at the time of the entry into force of the amendment of February 25, 2015.
The provisions of art. 15, al. 2, let. b and c, 3 and 4, and art. 25 of the new law are applicable if the inability to work due to illness or accident existed prior to the entry into force of the amendment of February 25, 2015, or at the time.

Introduced by section I of O of the FINMA on Feb 25. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

Art. 43 entry into force this order comes into force on January 1, 2009.

RO 2008 5331 RS 956.1 new content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).
New content according to chapter I of the FINMA on Feb 25 O. 2015, approved by FC on May 13, 2015, in effect since July 1. 2015 (2015-2035 RO).

State on July 1, 2015