Civil servant (Switzerland)

Civil servants are people who are employed under public law. They are thus to be distinguished from employment in the private sector . In Switzerland, all citizens can be elected for 4 years. There is no classic civil servant career, as is known from neighboring European countries. With the election, the citizen receives the civil servant status, which goes hand in hand with certain rights and duties, but also with certain privileges. Civil servants therefore also have a special status in Switzerland compared to those employed in the private sector. Women were first raised to civil servant status by the PTT in 1868 , but this was later banned again. Since 1928, women in Switzerland have had access to civil servant status. In the past, the PTT and SBB , as companies affiliated with the federal government, provided the largest civil service in Switzerland in terms of numbers until the two companies were largely liberalized in the 1990s. In 2002, civil servant status was abolished for most federal employees.

When it comes to civil servants and their various forms, there are differences between the German-speaking European countries, which are related to the presence or absence of an absolutist system of rule in said countries in the past. In the following, the European countries and their civil servants will be briefly outlined and Switzerland will be delimited from them as a “special case”.

Officials in Germany

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In Germany, the “classic” civil servant has existed for some time. The community is administered by professional, usually non-removable functionaries . They are called into their class by appointment. The employment relationship is therefore not regulated by an employment contract, but by the special circumstances of the appointment. He is appointed for life, classified in the administrative hierarchy of the state enterprise and enjoys a special status. The remuneration, as well as the health insurance and the pension are regulated by the state and provided by the same directly. ( Alimentation principle )

Officials in Austria

→ Main article : Civil servant (Austria)

In Austria, unlike in Germany, civil servants are appointed by notification and not appointed. In addition to civil servants, there are also contract employees in Austria . Both professions are entrusted with the affairs of public administration. Austria is to be provided with the designation of an administrative state. The long absolutist tradition, in which the emperor understood himself as the first official of the state, has been continued in a modified form until today. The administration of the state has a very high priority in the Austrian Federal Constitution. This can therefore be called a typical administrative constitution. So it stipulates that the administration receives a monopoly of ordinances and guarantees the civil servants an undiminished exercise of all political rights. This also includes free political activity for all civil servants.

The civil service law has also been reformed several times in Austria over the years and is now oriented more towards the private sector.

Swiss civil service

In Switzerland , these classic civil servants do not actually exist in other countries. Since the Swiss state system did not evolve from an absolutist rule, Switzerland lacked the structures of state officials. Switzerland established its state in a republican climate and, from 1860, with semi-direct democracy. In research, Switzerland is commonly referred to as a “people's state”, while the surrounding European countries can be classified under the term “ civil servants' state ”. The people's state relies on a kind of militia system to coordinate its administration. The functionaries are not appointed by the state, but elected and their task is entrusted to them for a specific term of office. The Swiss cantons implement this system across the board, while there are exceptions for the Confederation as a whole. While the civil servant's career is regulated in Germany and Austria and they are generally appointed for life, Switzerland does not have such regulations. The election is therefore normally made for one office and not an entire career and lasted four years until the Civil Service Act was repealed. Between 1853 and 1959, the electoral term was only three years. The term "civil servant" is used in Switzerland for an office holder elected for a certain period of time.

Article 1 of the Swiss Civil Servants Act said: "A federal civil servant is someone who is elected as such by the competent authority to an office that is listed in the" Directory of offices ". The wording has been adapted over the years and read in the last edition of the Civil Service Act 2002: "Civil servant within the meaning of this Act is someone who is elected as such by the Federal Council, by an official body subordinate to it, by the Federal Assembly or by a federal court The list of the offices whose owners are civil servants is drawn up by the Federal Council. It requires the approval of the Federal Assembly. " It should be noted that there may be different employment relationships for the same task in different departments or depending on the length of employment. There is a possibility that two people who have the same job and their job title is the same could be employees or civil servants, depending on the circumstances.

Development of civil service law and the first civil servants in Switzerland

The following chapter lists and explains the most important revisions and legislative changes that affect civil servants and civil servant status. The list is not exhaustive, but gives an overview of the most important changes and connections up to the abolition of civil servant status in 2002.

First Civil Servants Act 1853

With the introduction of the Federal Constitution in 1848, the hitherto only loosely regulated employment of civil servants and employees in federal companies has for the first time become an obligation of the Federal Assembly . The regulation of the employment relationships of large administrative complexes such as the military, post office or customs were up to now their own task. "The establishment of permanent civil servants and the determination of their salaries" was laid down in the "Draft of a law on the salaries of civil servants in the Swiss Confederation". The bill determined not only salaries, but also the number and types of new civil servants to be introduced. In terms of salary, Swiss civil servants should “have no right to any special remuneration or additional income of any kind, with the exception of travel allowances”. The law was finally enacted on June 16, 1853, after a number of other laws affecting civil servants. In the meantime, the federal administration passed laws on the new organization of the postal administration and a federal law with new regulations on customs. In the Civil Service Act of 1853, the wages, employment and termination options, penalties and fines for misconduct by employees of the administrative complexes concerned as well as the general type of offices to be awarded and the specific posts were regulated.

General Salary Act 1897

The period from 1853 to 1897 is a time of special regulations for the Swiss civil service. The Federal Council saw it as his task all the regulations and laws concerning the officials of the Confederation to anchor in federal laws. Since economic upheavals constantly changed the working atmosphere, the young federal state developed better than expected and the authorities could not possibly foresee the demands that were to come, many different audits had to be carried out at regular intervals. Shortly thereafter, any major revisions were repeatedly changed by special regulations. The desire for systematisation grew vehemently towards the end of the 19th century. An all-encompassing salary regulation had to be drawn up, which standardized all salaries of civil servants. The salaries that had changed in recent years due to all the special regulations were no longer distributed fairly and evenly. The Federal Council commented on this: “Hand in hand with the diversity of laws and organizational principles in the pay system goes the disparity of pay, which compared to individual administrative departments has become a glaring injustice that those affected find grave, and which the Federal Assembly always recognizes renewed postulates concerning the submission of a uniform salary law and even increased increases in individual civil servants beyond the statutory maximum. ”Ernst Lobsiger summarized the achievements of the salary law of 1897 as follows: guarantee of the maximum salary, salary increase after a prescribed number of years of service, adjustment The remuneration for the local living conditions and the remuneration for the first year after the activity as a civil servant were all regulated uniformly.

Civil Service Act 1914

The Civil Servants Act 1914 was a further attempt to standardize civil servants in Switzerland. First of all, on the introductory pages, it defined which positions and employments were affected by the law, and which were excluded from it. The management positions of the SBB , the National Bank and the professors of the technical university, the Federal Council and the administrative courts are listed as civil servants, while the "members of the Federal Assembly, the substitutes of the Federal Supreme Court, non-permanent members of the administrative court, the members of the administrative council and the district railway councils Federal Railways, the members of the Bank Council of the National Bank "do not belong. However, it was not ruled out that after the introduction of the new law certain of these positions will also be affected by the same. The law also tried to define the position of the “employee” more precisely and to differentiate it from the civil servants, but also emphasizes that this term has a different meaning depending on the administration and therefore takes into account the different organizational laws of the various administrations from case to case was.

The law deals with innovations and above all the standardization in the following matters of the civil service: the employment relationship (election, duties, rights), the disciplinary system (disciplinary offenses, disciplinary sanctions, disciplinary proceedings), the responsibility (of the civil servants towards the state and vice versa; towards Third parties), the termination of the employment relationship (including resignation or change of the official position, dismissal, disability, death and election to another position), salary and pension. The areas addressed should be standardized and adapted to current economic conditions. The law came into force on January 1, 1915.

Embedding of state-related companies (SBB and PTT) in the federal administration

The PTT as a federal company

Nationwide mail delivery was declared a federal task with the first federal constitution in 1848 and, with the national unification, was given a nationwide monopoly. The newly created structures gave the employees of the post office the status of civil servants in 1848. The employees were indirectly employed by the state through their employer. In the Federal Constitution of May 29, 1874, the Federal Assembly declared that in the area of ​​the Confederation, the areas mentioned were a purely federal matter and that their income flowed into the federal treasury. In 1878 it was decided to put telephones and telegraphs under the post. It was hoped that the combination of the three entities would result in savings in administration. From 1920 to 1928 the association to the post, telephone and telegraph companies , abbreviated PTT, took place. Founded PTT was as an independent federal operating without legal personality, that is as close nationwide Regiebetrieb out. The Federal Council was responsible for the overall supervision of the management and had the right to issue instructions regarding the safeguarding of the state's interests.

The SBB as a federal company

The SBB have no common history of origin in Switzerland. In the second half of the 19th century, railways were built on a private basis at many different locations in Switzerland. There were major concession disputes between the federal government, the private railways, the cantons and the (mostly foreign) donors or the stock corporations, as there were no uniform regulations. These reasons, as well as an economic depression that lasted from 1873 to the 1890s, prompted the federal government to nationalize the railways after a tough referendum battle. The establishment of the SBB can be traced back to the "Federal Act on the Acquisition and Operation of Railways for the Account of the Federal Government and the Organization of the Administration of the Swiss Federal Railways". With this law, the private railway companies were nationalized and declared a federal task. From then on, most of the railroad's employees achieved civil servant status and the management of the railways was heavily centralized.

The Civil Service Act of 1927

prehistory

The Salaries Act of 1897 regulated the remuneration of staff at the level of the federal administration. The law determined the salaries of civil servants and employees by dividing them into seven different grades. This classification took place for the general federal administration (Federal Chancellery and Federal Court) as well as for all departments, which also included the postal and railway departments. In addition to pay, the law also stipulated restrictions on the exercise of secondary employment and on the partial or total suspension of wage increases in the event of “insufficient performance or faulty performance”.

The national strike in 1918 had a major impact on working conditions in Switzerland and thus also on civil servants . The First World War put a lot of effort on the Swiss population. Due to the difficult economic situation, rents and food prices rose sharply in the country. Many people suffered from this situation, in 1918 700,000 people received state emergency support. Numerous strikes and price rallies took place across the country . From the beginning of 1918 the conflicts between the strikers around the Olten Action Committee and the state intensified. These tensions culminated in the national strike in November 1918. The national strike from November 12 to 14 was the result of a 24-hour protest strike against a federal troop contingent in Zurich and a local general strike that followed.

Federal employees played a special role during the strike. On November 11th, the railway came under "war operation", which forbade SBB staff to participate in strikes under military law. As a result of taking part in the strike, the strikers from the SBB and PTT suffered lost wages. The Federal Council decided that strikers who “did not appear at work as a result of serious compulsion” should not be punished with wage restraint. The Directorate of Telegraphs stated on November 20, 1918: “It should be noted that the alleged fear of abuse often only conceals indecision and weakness of will. Where those willing to work have found their way to the permanent establishment, it is not easy to see why the others could not do this if they had only really wanted to. It would not be justified to put them on the same level as those who are really willing to work. The situation is different if the prevention and threat of picket lines is proven in detail. " The Obertelegraphendirektion applied the decision of the Federal Council in a restrictive manner.

Political implications for the civil service law

During the decades of the 19th century, Switzerland had no uniform legislation on the working conditions of its civil servants. For a long time, the service regulations and, above all, the salaries differed depending on the department and field of activity. In 1897 the Salary Act finally came into force, which replaced the multitude of different salary systems for all positions already titled as civil servants at that time and standardized the remuneration. In the same year, the electorate accepted the bill to merge and nationalize the various private railways. Long and controversial discussions preceded this decision. After the law was passed, expectations of the new state railway were very high. Too high, as the Federal Council itself later found. In addition, the law regarding the organization of the Swiss Federal Railways was vague and contained some organizational deficiencies.

As a result of the First World War and the subsequent economic difficulties, the operating income of the Federal Railways finally collapsed from over 70 million francs in 1913 to 12 million francs in 1921. This development provoked criticism of the organization of the state railway. Too large a staff of officials, cumbersome and sluggish management, unnecessary control work, the excessive restriction of the independence of the individual departments due to too large a number of service regulations - the need for action seemed virulent. «We must [...] try to avoid any unnecessary duplication of work, to limit controls to what is absolutely necessary and to eliminate any superfluous reporting. The administration should already be trained in its internal structure, its organization, more simply, more naturally and more economically, so that these proven characteristics of the whole management of the administration can be memorized without them being brought into it by external compulsion or even by the need of the times have to." At the same time, the general criticism of the incompleteness, lack of clarity and the lack of coherence in federal service law also grew.

With the federal law on the organization and administration of the Swiss Federal Railways , the Federal Council finally tried to remedy the various shortcomings in the civil service law of federal civil servants, to ensure more uniformity and at the same time to purify the cumbersome administrative apparatus of the state railways. In 1924, after several years of preparatory work, the Federal Council submitted the message for a comprehensive civil service law to parliament. It was finally adopted three years later, on June 30, 1927.

The central components of the Civil Service Act

The Civil Servants Act was a comprehensive legal basis for all civil servants who had civil servant status according to the various forms of civil servants that had existed since the 19th century. It regulated fundamental matters, especially the rights and duties of officials. In the consultation, however, Parliament also dealt with all sorts of details, such as the possibility of running an inn serving alcohol for relatives of civil servants, an article of decency that would have made civil servants “a duty to behave correctly in and out of service”, or the levy of seniority gifts.

However, the central aspects of the Civil Service Act were different. With regard to the rights of civil servants, André Grisel made a distinction between property rights and rights of participation. The property law parts primarily regulated salaries, but also pension entitlements, child allowances and other compensations. The right to have a say concerned the commissions in which the federal staff could be represented.

Far more controversial were the duties that were placed on officials. Articles 21 to 28 regulated the eight basic duties of civil servants. These included the duty to provide service, safeguarding the interests of the federal government, a ban on strikes, loyal behavior in and out of service, the execution of service orders, the ban on accepting gifts, official secrecy and, finally, the obligation to give evidence. In particular, Article 22, the general duty of loyalty, required the civil servants to assume a special legal relationship which, under certain circumstances, restricted their fundamental rights. Unconditional loyalty was expected from civil servants. "The civil servant [...] has to do everything that promotes the interests of the federal government and to refrain from everything that affects them." This included a restricted possibility - especially for higher-ranking civil servants - to freedom of expression, a ban on membership in an association that could endanger the state or an obligation to obey. The exercise of public, political offices was also restricted.

However, the ban on strikes caused the greatest displeasure. Last but not least, it was seen as a return coach from parliament for the extensive strike activities of 1918. Despite the great displeasure, the state officials did not hold a referendum because they feared for the material gains from the new law. The general strike ban for federal civil servants remained in place for over 70 years until the completely revised Federal Constitution came into force in 2000. With the total overhaul, the political strike remained prohibited, the stoppage of work was only legitimized in relation to direct labor relations.

Implementation of the law at SBB and PTT

The Federal Act on the Employment Relationship of Federal Civil Servants of June 30, 1927 came into force on January 1, 1928 together with a provisional classification of offices (Federal Council resolution of December 23, 1927) and a provisional civil service order (Federal Council resolution of December 30, 1927) . In a phase of great economic difficulties for the state railways, the law was also seen as a clear commitment to nationalize the railways. The short period of time between the referendum and the entry into force was not sufficient to work out a clear implementation strategy for the Civil Service Act. The implementation of the law was delayed by several years despite its introduction in 1928.

On October 5, 1929, the Federal Council passed an executive regulation on the classification of the offices of civil servants in one of 26 so-called salary classes (office classification). On November 1, 1930, two versions of the civil service regulations came into effect: a first version for the staff of the rest of the federal administration and a second, the regulation on the employment relationship of civil servants of the SBB (civil service regulations II), explicitly for the staff of the federal railways.

General opinion in the companies

In the aftermath of the introduction of the Civil Service Act in 1927 and the creation of the office classifications, numerous civil servants complained about their personal classification in this classification. The officers put forward suggestions for changes to their classification - often with the support of their superiors. The PTT district post offices suggested that offices should be reclassified to higher classes or even that new offices should be created. For the introduction of the new law, the Federal Council had already made extensive calculations of the expected additional expenditure in the federal budget. In view of the numerous requests to change the classification of offices, the head of the Federal Personnel Office stated that the federal government's additional expenditure of CHF 6.7 million would increase by up to CHF 2.1 million. This would also significantly reduce the savings that can be expected in the long term. In addition to the guidelines for the classification of offices according to Article 38 of the Civil Service Act, the new classification would also have to be done within a financial framework.

Implementation regulations in the companies

Example of an authorization for secondary employment with reference to the C regulation.

Internally, the PTT implemented the Civil Service Act via personnel regulations. The basis for this was the personnel regulation C1, which regulated the employment relationship of PTT officials. Personnel regulation C1 from 1955 comprised the articles of the Civil Service Act of 1927 and the associated articles of Civil Service Order I of September 26, 1952 as well as the implementing provisions of the PTT of June 30, 1955. These implementing provisions regulated and specified the more general articles of the Act and of order. For example, the implementing provisions regulate the additional remuneration (business trips, meal allowances for mail carriers, child allowances, etc.) or the calculation of subsequent wages in detail. Further personnel regulations dealt, for example, with the regulation of secondary employment of PTT officers. Numerous requests from civil servants and employees to pursue a secondary activity landed on the tables of the district post offices. Most of the time, these applications were approved, often with a reference to the relevant personnel regulation and sometimes with restrictive provisions.

The implementation at SBB included the classification of all employees, from the general secretary to the warehouse worker, in one of 26 classes with corresponding salary grades. For the existing employees, referred to as the transition generation, a special regulation came into force for safeguarding the vested rights.

The evolution of the law

Up until the introduction of the Federal Personnel Act on March 24, 2000, there were numerous minor and major revisions of the Civil Service Act. The most important developments are briefly outlined below.

Front page of a leaflet of the Swiss Railway Union (SEV) from 1935.

Great Depression

During the Great Depression in the 1930s, the new Civil Service Act - although only recently introduced - came under pressure. In 1932 the Federal Council proposed a general wage reduction of 10 percent for state employees. The relevant law - the "Lex Musy", which still provided for a reduction of 7.5 percent - was clearly rejected by the electorate. The civil servants and trade unions such as the transport staff union - at that time still the Swiss Railway Workers ' Association - were heavily involved in this phase in favor of the Civil Service Act.

«All rights are in danger. The civil service law should fall. The railway workers should become second class federal servants! Never before, as long as the Federal Railways existed, has its staff been threatened by such great dangers and unheard of injustice as they are now. " «The most important achievement of the Federal Act on the Employment Relationship of Federal Civil Servants of June 30, 1927 [...] is the unity in the civil service law of the federal government. This unity did not come about by chance; on the contrary, it is the result of decades of discussions, arguments and struggles. "

With the federal decree of December 20, 1934 on temporary measures to prepare for the reorganization and restructuring of the Swiss Federal Railways , however, Parliament decided a short time later as an urgent procedure to reduce it by 7 percent, which it later temporarily increased to 15 percent.

Boom after World War II

It was only with the boom after World War II that civil servants' wages rose again and subsequently rose continuously. For example, if an employee in the sixth salary class earned 15,024 francs in 1938, it was 30,015 francs in 1959, which corresponds to a doubling. The wages in many other salary classes also doubled in these 20 years. In the 10th grade the wages rose from 10,326 to 20,669 francs, in the 12th grade from 3,627 to 8,415 francs. However, this does not include inflation , which is why the nominal wage increase does not correspond to the real wage increase . According to the LIK inflation calculator of the Federal Statistical Office , for example, the real wage increase in the sixth salary class in 1959 corresponds to almost 10.5 percent compared to 1983. From 1950 to 1991 the purchasing power of the average salary of a civil servant increased by around 130 percent, while the minimum working hours in the same period shortened from 48 to 42 hours per week and increased vacation days from two to four weeks.

Disciplinary and “extremist” officials

With the end of the Second World War, the Federal Council increasingly dealt with state security and therefore began - in the context of the beginning of the Cold War - to take measures against supposedly radical left in the federal administration. With the directives of the Federal Council issued in 1950 on the termination of the employment relationship of untrustworthy civil servants, employees and workers of the federal government , the “ extremist decision ”, political activity regarded as “untrustworthy” led to a transfer to provisional employment or to dismissal.

Liberalization of the state-affiliated companies PTT and SBB

PTT

Starting position

The global technological innovations of digitization and computer science in the second half of the 20th century changed the character of worldwide postal and telecommunications companies. Switzerland was also affected by these changes and included in the formation of a global information society . The desired globalization could only be successful through international cooperation. In order for this to be achieved, a major restructuring was necessary and privatization efforts were supported by the federal government in order to guarantee the capital market viability of the federal companies. State-owned companies protected by monopoly , i.e. the traditional form of Swiss federal companies, were caught up in the dynamism and gradually restructured. The PTT, the largest company in the federal government in the 1980s and still protected by a monopoly at that point in time, came under pressure due to the international changes, as the internal and external framework conditions changed. Under these changing framework conditions, the global liberalization of the postal and telecommunications markets can be mentioned in simplified terms, but also market share losses and economic pressure. As a result of this pressure, the paradigm shift took place in the 1990s to the effect that free competition represented a more promising variant of operational management, and reforms were initiated. This not only happened with the PTT, it also led to changes at the political level.

Revisions

The initial situation outlined led to political reforms in Switzerland. The Swiss telecommunications laws were revised in 1988 (FMG I) and 1998 (FMG II). With the revision of the Postal Act (1998) and the Organization Acts of Post and Telecom (1998), further changes were sought at the political level. The first effect of these revisions was the decoupling of the Post's telecommunications division into an independent, privately-run communications group, Swisscom AG (first Telecom AG), on January 1, 1998. With the four laws passed by parliament, the Postal Act, Telecommunications Act, Postal Organization Act and Telecommunication Organization Act, the prerequisites for an internationally competitive market and the corresponding companies were created in a relatively short time. The network monopoly was lifted on January 1, 1998 and the PTT was transformed into “Die Post” and “Swisscom AG”.

The post, with the mandate of the "service public" in letter and parcel post, was only partially nationalized and opened to the free market. This should ensure the security of the order. The post thus remained a federal operation. However, entrepreneurial autonomy was consciously promoted. The employees of the Post thus remained subject to the Swiss Civil Service Act until the end of 2000 and their civil service status was retained. The employees of Swisscom, however, were immediately employed under private law.

SBB

Starting position

At the SBB , the starting position for the reform efforts looked similar. Parliament wrote in the push for the rail reform:

“Today's public transport structures are the result of decades of development. Some of them no longer meet the needs of a modern transport system. Various structural deficiencies are hindering the Swiss Federal Railways (SBB) and the licensed transport companies (KTU) in providing efficient services today. The rail reform is intended to create new foundations and improve the framework conditions for companies. The rail reform is to be understood as a process that aims to adapt public transport, and in particular rail transport, to the new circumstances. The reform is intended to create the instruments to better separate the political and entrepreneurial functions, to improve the cost-benefit ratio for the public sector and to improve efficiency in the. increase public transport and introduce competitive elements into the rail system. In addition, the question of debt relief for SBB is to be resolved and more transparency created with new financing modalities. "

During the restructuring efforts in the 1990s it became obvious that large-scale changes had to be made in the federal companies in Switzerland in order to remain competitive.

Revisions

Just as Swisscom AG was opened to the private sector, SBB was also to be restructured through the legal form of a public limited company under special law and assumed greater corporate responsibility. The abolition of the term of office for civil servants, but the retention of civil servant status were part of this restructuring.

On January 1, 1999, the planned rail reform in Switzerland came into force. As a stock corporation under special law with the federal government as sole shareholder, it was spun off from the federal administration. A guiding principle of the reform was the separation of political from corporate responsibility in the further development of the railway. Cross-border freight traffic was no longer regulated by the state, but left to free competition. An improved economization of public transport in Switzerland was thus a declared goal.

Officials Act 2002

With the liberalization of state-affiliated companies in the 1990s, other liberalization efforts were also carried out. The Swiss Civil Service Act was revised over 20 times until the 1990s and was still not considered satisfactory.

On February 12, 1998, the unclear competencies of federal civil servants and the lack of a uniform structure in personnel policy were sharply criticized by the federal business audit commissions. The Federal Council agreed with this opinion and presented the draft of the Federal Personnel Act on December 14th at the end of the year. It outlines increased flexibility and increased competitiveness for federal companies and federal officials. Kaspar Villiger commented on this : "If society and the economy change, the state must also adapt, then its organizations and its actions must also change." Through the negotiations that took place until the law was passed on March 24th 2000, there are signs of an abolition of civil servant status in Switzerland.

From the time the law came into force in 2002, the election for a prescribed term of office was replaced by a terminable public service position. The collective employment contract was introduced in the public service by the Federal Personnel Act.

The Code of Obligations, i.e. part of private law, thus became the basis for the employment of federal staff, who should continue to be referred to as salaried employees. The Federal Personnel Act reserved a few exceptions that would not be guaranteed by the general provisions of the OR.

While a standardization of the employment relationships of federal civil servants was sought up to the 1920s, a diversification of the said relationships was sought from the end of the century. This is due to the rapidly changing economic conditions and influences on the state apparatus.

Overall, there is an opposite development compared to the 1920s: The aim is not to standardize, but to diversify employment relationships. The difference between public service law and private labor law has definitely narrowed. The cantons usually went along with the decision for national laws and abolished or revised civil servant status at the beginning of the 2000s.

New Public Management

The development of liberalization in Switzerland towards the Civil Service Act 2002 was therefore adapted in many respects to the economic changes in order to be able to react more adequately to the said changes. In doing so, Switzerland also oriented itself to role models abroad. The Netherlands and Scandinavia provided ideas for a new form of administrative management that Switzerland created from the above-mentioned templates: impact-oriented administrative management . Effect-oriented administrative management is the Swiss variant of New Public Management , the aim of which is to make the state, which is classified as excessively bureaucratic, more capable of acting again. A pragmatic and solution-oriented approach as well as increased transparency of government action should be at the center of the new management strategy. The civil servant status in Switzerland was abolished in 2002 on the basis of impact-oriented administrative management.

Civil servants

Working women in Switzerland

In Switzerland, compared to the rest of Europe, gender guardianship was abolished relatively late. In Switzerland, this initially applied to all women, regardless of whether they were married or not. Guardianship remained in force for unmarried women until 1881. From that year it was officially abolished in Switzerland. This was not the case for those women who were married. This ceased to apply in 1988 when spouses were equal. From the time the gender guardianship was dissolved in 1881, women acquired general legal capacity. In the 1890s, the women's movement is organized politically. The women demanded both a better legal and economic position. In the world of work they appealed for better education and training. At the same time, language stays in French-speaking Switzerland became popular with women. The command of the French language later became a central point of training for a civil servant in Switzerland. At the end of the 19th century, women began to work increasingly in commercial professions, often as simple temporary workers. However, at the beginning of the 20th century women were also able to complete training in certain occupations. The aforementioned steps were central points in the history of the officers.

The beginnings of the female civil service

In terms of civil servant status, Switzerland is an exception in the professional world, and so are women civil servants. Not every woman could get civil servant status. In principle, a woman was not allowed to be married, younger than 20 and a maximum of 60 years old. Swiss citizenship was also absolutely necessary in order to be able to achieve civil servant status. In Switzerland there were basically female civil servants at the post office, at the Swiss Federal Railways, the federal central administration, in the communal and cantonal administrations. In the following, the position and importance of female civil servants is presented using the Swiss Post, Telephone and Telegraph Service. This was because the PTT was a central company in Switzerland, employed various female officers and the situation of women in the positions at the PTT was well presented and documented.

Women in PTT

When the postal service went to the federal government in 1849, women were already employed at the post office, but mostly not full-time. This change of ownership was not without noticeable effects. This resulted in an expansion of the post office network and thus also a growth in vacancies. In 1860 both men and women were admitted to the post office. However, women mostly took on the employment of an assistant. In 1868, an entry test and a subsequent training period were introduced for future civil servants. These admission requirements applied to women and men. There was a turning point in 1894. In that year, female applicants were denied access to a post at the post office. This ban was justified with the limited employment opportunities of female civil servants. During this period of the prohibition of accepting and employing civil servants, however, there were still isolated appointments of women to civil servant positions. At the beginning of the 20th century, the first typewriters and the postal check service were introduced at the post office, for which women were mainly employed. The PTT did not require an apprenticeship for this post as a postal worker. During the First World War, women were also used for the counter service, as the posts of civil servants who had entered the military had to be replaced. However, the substitutes for civil servants in the counter service were considered temporary workers and not civil servants. On January 1, 1928, the Civil Servants Act came into force, which provided that both men and women with impeccable reputation could be employed as civil servants. On January 1, 1971, new career regulations for employees at the Post were also published. Women were now also able to take the path of qualified postal workers. In the same year, 54 women, working as assistants, took this opportunity and trained as civil servants. However, the prerequisite for this was that the trainee met the same requirements as their male colleagues.

Women in the Swiss telegraph and telephone system

As an example and in addition to the article telephone operators in Switzerland, the development of civil servants in the telegraph system will be explained below using the telegraph officer. Female telegraph operators were first admitted to the training course in Switzerland in 1870. However, the approval of both sexes was not explicitly mentioned. The women who successfully completed this course were able to enter the profession of telegraph officer, which until then had only been reserved for men. The women were admitted because there were not enough male applicants available for training to become telegraph officers. When the economic situation was positive, new positions were created which could not be filled due to a lack of male staff. This happened in the years between 1870 and 1875, in which around 131 new civil servant positions were created and some remained open. In 1888, however, there was a turning point here too. The women were again denied training as telegraph officers. Although this led to a decrease in the number of civil servants, around 25% of all civil servant positions were occupied by women in 1890. Around 30 years later, the telegraph officers who were still active were also fired. This development was justified by the fact that women could not be employed in all fields of activity and under the same conditions as men. As early as 1910, however, the permanent assistant position was created as a replacement for the missing manpower.

The employment of female staff, be it as civil servants or employees, was not always viewed positively by the male staff. There were various objections before and during the time of working women. The positions were traditionally separated according to sex. When the first women went about a civil servant's daily work, the officers saw their monopoly positions at risk. The male officials were afraid that the women, who were mainly used for physically light tasks, would make the job of the older and no longer resilient officials controversial. Said officials are dependent on less resilient and quieter working hours and working conditions. It was also objected that the women would generally dispute their position in the company with the officials. The women as civil servants are also not physically able to do the same work as their male colleagues.

Training, further education and salary

When women were admitted to the civil service, the question of training, further education and the minimum or maximum salary had to be clarified. Basically, the intention was that the women had to provide the same services as their male colleagues, since they then, with a few exceptions, also had to do the same work. Whether a woman could achieve civil service status depended on her age and educational background. Depending on the already completed training, a one-year or two-year training as a civil servant could be completed. In the Swiss postal service, most female officials were first operational assistants. These women had to do additional training, but were able to start in their second year of training. However, due to the later entry date, the problem often arose that the post office clerk candidates had incomplete knowledge in technical subjects, such as mechanical engineering or political science. However, it was also possible to start teaching directly. Both training paths were completed with a diploma. A stay in French-speaking Switzerland was also compulsory for German-speaking women. As an employee, it was possible to become a civil servant. For this, an employee had to have been in the job for five years and be over 25 years old. This regulation regarding age and the number of years already completed in a certain position was seen as necessary, as female employees tend to retire from everyday work beforehand due to pregnancy or marriage.

Although in 1971, with the introduction of women's suffrage in Switzerland, an important step towards gender equality was taken, until about 1973 it was mainly male civil servants who occupied management positions. Thus women were not represented in the higher salaries and only very few in the middle salary class. The reason for this was that such a position could only be achieved through long professional experience and proven professional performance. Since a woman often did not work for the PTT companies for more than four years, a management position could often not be reached. In comparison, the average length of stay with male colleagues was 14 years. Exceptions were the women's monopoly professions, in which women mostly took over the position of superiors due to their professional experience. Nevertheless, over the course of time, more and more women achieved higher positions and thus a higher salary class. Management positions were also ultimately given to women. An example of this was Mrs. Hanna Weiersmüller at the PTT. In the 1970s she was one of the first women to hold a management position at the PTT.

The Civil Service Act of 1927, Article 38, Paragraph 2, which stated:

«When classifying the offices in the salary classes, the required previous education, the scope of the scope of duties and the degree of official requirements, responsibilities and dangers must be taken into account. Under the same conditions, the offices of all administrative branches and transport companies of the federal government are to be classified in the same salary classes. " This law states that regardless of whether male or female employees, it should be divided into salary classes according to the competencies. Little is known about its implementation in practice. What is certain, however, is that a semi-skilled worker who performed the same work as a civil servant did not fall into the same but into a lower wage class. This was probably due to the shortened training.

Special regulations for female civil servants

Although the Civil Service Act of 1927 stated that women and men with the same training would benefit from the same work and the same pay, special regulations applied to civil servants. A woman was only allowed to work as a civil servant until she got married. She was suspended from duty on the day of the wedding. The women are also said to be unable to cope with the physical demands of PTT companies and are less resistant, which is why they are denied some services. The women were not allowed to work at the parcel counter or shipping, or take over the rail mail services. They were also denied night duty, which was not limited to civil servants, but applied to all female workers. Files show that female officials were excluded from all technical activities as early as 1973. This was the case with the telegraph and telephone system, where there were two sets, the Hughes and the Baudot, which women were not allowed to use. It was felt that women were not suitable for supervisory duties or for giving instructions.

Representativeness

Compared to the private market economy, public administration is not driven purely by efficiency and profit. In addition to the classic performance characteristics, there are also political constraints that have to be taken into account when choosing personnel. One of these practical constraints is the required representativeness of the responsible persons, which aims at the appropriate distribution of different social and socio-economic groups in civil society.

If one looks at the entirety of Swiss civil servants, it can be seen that the general resident population was well represented in terms of language, place of origin, etc. However, this is not necessarily the case if you only concentrate on the highest hierarchical levels. But it is precisely in these uppermost administrative ranks that the officials are particularly representative, since this is where the most important decisions are made and these people are most visible to the outside world. For this reason, the following values ​​are limited to the chief civil servants in Switzerland.

A comprehensive survey of the representativeness in recent times is not available, the most precise figures exist from the years 1938 to 1969 in the context of a book by Ulrich Klöti , which is why the statements are limited to this period.

language

The rich linguistic diversity of Switzerland also requires the representative distribution of these languages ​​among civil servants. To ensure this, the Federal Council issued instructions in 1951, 1965 and 1983 on the representation of the linguistic communities of the general federal administration. In order to enable national cooperation, the command of a second national language was required. In the lower hierarchy levels, everyday professional life and the associated linguistic requirements guaranteed the proportionate distribution of the national languages, and the linguistic representativeness was also largely maintained in the senior civil servant positions, even if the percentages vary slightly from one department to another.

Specifically, the proportion of the different mother tongues of the chief civil servants in 1938 was distributed as follows: 71% German, 23% French, 4% Italian, 1>% Romansh . These figures are almost identical to the distribution of mother tongues among the Swiss population at the time. Initially, this composition did not change significantly. In 1969 the proportions of civil servants with German as their mother tongue and those with French as their mother tongue had shifted slightly, with 69% and 27% respectively. This led to the French-speaking civil servants being overrepresented, as at that time only 20% of the total population reported French as their mother tongue.

Socio-economic circles

Class of origin

With the increasing growth of the third sector, mainly people from the primary and secondary sectors were initially hired to meet the growing demand for labor. In principle, all persons who met the required criteria were eligible to work as civil servants. The rise to higher ranks of the civil service was open to everyone within the organizations, provided that personal aptitude was present. However, a higher socio-economic status and higher education clearly created better conditions for a management position. This also explains why chief officials in Switzerland mostly came from the upper and middle classes of the population.

If one looks at the origin of the chief civil servants according to the class of their fathers of origin, the following results emerge: in 1938 17% of chief civil servants came from the upper class, 78% belonged to the middle class and only 5% came from the lower class. The civil servants tended to be recruited from the upper classes, which had easier access to education and similar advantages. This composition evidently worked. Until 1969, the proportions of the different layers remained similar. Only the upper class lost ground slightly in favor of the middle class.

education

Although, as mentioned, a certain training for a career as a chief civil servant was not required in principle, there were clear trends in favor of people with a university degree. In 1938, 71% of senior civil servants had completed a degree and only 15% had completed an apprenticeship. Further training, such as teacher diplomas or a high school diploma without a subsequent degree, only represented very small proportions. This trend in favor of a completed degree intensified even more over the years. In 1969 the proportion was already 82%, while the chief officials with an apprenticeship only made up 7%.

Places of origin

The chief officials of the Swiss federal administration came from all parts of Switzerland. Cantons with high concentrations such as Bern and Zurich were also strongly represented among civil servants with proportions varying between 10% and 28% between 1938 and 1969. The proportion of eastern Switzerland changed from 19% in 1938 to only 14% in 1969. The Northwestern Switzerland also had to accept losses, their share decreased from 15% to 13%. French-speaking Switzerland had a relatively large number of chief civil servants, with 22% - 24% between 1938 and 1969. Ticino and Central Switzerland had the fewest chief civil servants with shares of 3% to 7%. This distribution also shows no significant deviations from the population distribution throughout Switzerland in these years.

Denomination

The weaker representation of the Catholic cantons in Central Switzerland can also be seen in the distribution of denominations. The large majority of reformed civil servants also reflected the fact that the administration centralized in Bern is located in a reformed area. The geographic proximity of the federal city to Reformed areas also contributed to this inequality.

In 1938, exactly 81% of the chief officials were Evangelical Reformed and just 16% were Roman Catholic . 3% had other or no denominations. This inequality changed only marginally until 1969. At this point in time 74% were Protestant Reformed and 23% Roman Catholic. The proportion of other religions or non-denominational groups remained largely stable. These values ​​show a constant overrepresentation of Evangelical Reformed officials when compared with the average denomination of the Swiss resident population at the time.

Political background of the officials

Summary of Federal Council resolutions regarding civil servants and communism

Members of civil servant status were fundamentally free to belong to a party or political direction that they liked. However, communism was an exception here . In 1929, all federal employees, including civil servants, were banned from participating in rallies by communist groups by a Federal Council resolution. In 1940, a ban on membership of any communist party and organization was finally enacted, as well as a ban on civil servants from belonging to such parties.

Party affiliation

The political orientation of the officials can be seen, among other things, by their party affiliation. The majority, however, was always non-party, with shares of 44% in 1938, which rose steadily until it stood at 52% in 1969. The Liberal Party, the FDP , always stood out as the strongest party . Her relatives among the chief officials made up 38% in 1938, but fell until she still had 29% in 1969.

This high proportion of the FDP was never in the same proportion to the proportion of government seats to which the FDP was elected. In the National Council elections in 1967, when its share of the chief officials had already drastically decreased, it only achieved 23% of the seats and was thus still the best represented party in the top positions of the administration. Parties such as the CVP and the SP (then the SPS), which had similar shares in the same elections, were only represented sporadically among the chief officials.

Military and civil servants

According to popular belief, the typical Swiss chief civil servant had a high military grade, which was viewed as an additional qualification and managerial aptitude. In practice, in 1938 64% of the chief officials were assigned to a higher officer grade, this proportion rose to a peak of 71% around 1955, until it fell again to 65% in 1969. A large part of the chief officials were also high-ranking officers, but the proportion of those who did not have a high military grade was quite significant so that they were not an absolute exception.

Another aspect of the military and civil service came to light at SBB , for example . The recruit school was a mandatory requirement for all applicants (e.g. ward apprentices) at the beginning of the civil service. In principle, employers were accommodating in matters of compulsory military service. For example, SBB continued to pay its employees their normal wages while they were working, provided they had previously worked for SBB for at least six months. In the case of voluntary service or service as a punishment for the employee concerned, there was no entitlement to continued payment of wages. After the exemption from military service for station apprentices was introduced in 1941, there was a surge in registrations.

requirements

Part of the language test for prospective station apprentices at SBB

An applicant for the post of station apprentice, which marked the starting point of a classic civil servant career at SBB, had to have the following qualifications: particularly good oral and written command of the mother tongue as well as knowledge of a second national language and other subjects that were taught in compulsory state schools. In addition, an unimpaired sense of sight, hearing and color was required for everyone. Impeccable repute was also required. The applicants all had to take an exam in order to guarantee a certain standard of knowledge among the prospective civil servants. In principle, there was no required minimum training for the chief officials, but in practice it was always an advantage to have a university degree or generally as high a level of education as possible.

Career model of a civil servant

→ Main article : Post, telephone and telegraph operations # Recruitment and career model of personnel at PTT

Before 1848, the structure of a civil servant's career differed from canton to canton and sometimes from municipality to municipality. After the founding of the new Swiss federal state in 1848 , there were first efforts to standardize the civil service, also with regard to career planning. Unlike Germany, France or Austria, civil servants in Switzerland were not appointed de jure for life, but were instead elected for a term of office that initially lasted three years (and later four years). This means that in Switzerland, when the term of office expired, the employment relationship was terminated. Despite this legal regulation, the continuation of the employment relationship between civil servants and the federal government was often chosen by silent vote for the next term of office. The tacit renewal of an employment relationship at the end of an electoral term resulted in a permanent civil service comparable to German law.

Between 1848 and 1914 there were different efforts in the seven federal departments to standardize and modernize the career of civil servants. This process of professionalization developed differently in the seven departments. For example, under the administration of the PTT , the postal department introduced a recruiting system for the first time as early as 1868/69, where a person could apply to be an aspirant. If the candidates successfully passed the examination, they could apply for the next term of office and after a certain period of time they could advance to the next higher office. In diplomacy, for example, from 1888 under Federal Councilor Numa Droz efforts were made to develop guidelines for a civil servant's diplomatic career:

«A. As a rule, entry should take place at an embassy in the capacity of attaché . The attaché must have completed his legal studies and undertake to remain in the diplomatic service for at least one year.

b. Before being promoted to second secretary, the attaché might have to serve as a volunteer in the Department of Foreign Affairs for a few months.

c. With the consent of the ambassadors, the Department of Foreign Affairs would have to ensure that the promotions from attaché to second secretary, from second to first secretary and then to legation councilor would take place as evenly as possible, and that there would be some changes in the staff of the legations. »

After the end of the First World War, the federal personnel policy was revised several times, also because the workforce has increased since 1848 (1914: 2900, 1920: 5000, 1945: 25,700). Reforms and the professionalization of the federal administration were all the more necessary. This also affected the federal personnel policy: Several elements were gradually introduced, such as admission regulations, examination regulations, determination of the training period for interns / apprentices, introductory courses, closing courses, further training courses, medical examinations before joining the service of the federal administration, introduction of a Minimum age and a maximum age. The federal government thus exerted more and more influence on a regulated career of a civil servant and created guidelines on the requirements a civil servant had to meet in order to be able to move up to the next higher official classification. However, these guidelines were implemented in different ways: It also happened that an official was not promoted to the next higher office, although the requirements were met. After passing the technical examination, it was basically up to each individual how they wanted to continue their education, in general and professionally.

Example of an average career model for a civil servant in the 20th century

• After attending school or after graduating from university, entry into the federal administration, initially as an intern between the ages of 16 and 25.
• Attending an introductory course and two or three years of training, often two thirds of the training time is spent in the head office / administrative service or in the company service and a third of it in another language area.
• After passing the civil servant examination and attending the final course, the candidate will definitely have the status of civil servant.
• The civil servant spends around twelve years as a clerk (clerk) and (works) secretary in the federal administration.
• Depending on the department and specialization, a civil servant is given opportunities (such as after attending a further training course) to recommend himself for a senior management position in the operational or administrative service.
• Few of them had the opportunity to head an entire department of a department in the last five years before their extraordinary retirement ( general secretary , department secretary , director, department head, first assistant, etc.)

Privileges

Compared to the rest of the workforce in Switzerland, federal officials and employees enjoyed special privileges in the area of ​​social benefits. The Swiss welfare state developed slowly and emerged mainly from worker protection as a result of the industrial revolution. In 1880, only around 200,000 people were affiliated to one of the 1,085 mutual aid societies. In 1920 the health insurance funds had 968,748 members; an accident insurance was just being established. In the area of occupational pensions , which was the only old-age insurance before the introduction of the general old-age and survivors' insurance (AHV) , employees in the public sector were ahead of those in the private sector: the proportion of those insured in the public sector rose from 38 to 60 between 1920 and 1941 %. In the case of employees in the private sector, on the other hand, the proportion of insured persons only increased from 7 to 16% in the same period. The AHV was introduced in Switzerland in 1948. Protection against disability for all employees was only anchored in law from 1960. The health and accident insurance was not until 1994 mandatory for all employees.

In addition, civil servants and employees of the SBB and PTT in particular had company-internal privileges.

social benefits

In 1891 the federal law on federal civil servants and employees who had become incapacitated was rejected by the people by means of a referendum , since the costs would have been borne by the federal government and the employees would not have had to pay any contributions. In 1919 a new draft was submitted to the Federal Councils. After nobody had taken the referendum, the federal law on the insurance fund for federal civil servants, salaried employees and workers came into force in 1921, and the Federal Insurance Fund ( PUBLICA ) has existed since that year . Federal employees had pension insurance for around 25 years before the Swiss-wide AHV was founded in 1948.

PTT

Pension fund C25

The PTT employees who were not elected as civil servants had their own fund, C25, which was also integrated into the Bundessparkasse in 1997 after a motion by the Audit Committee of the Council of States , as the benefits had become identical to those of the federal pension fund.

SBB

Social allowances

SBB grants its employees marriage , birth , family and child allowances which are based on the level of employment. Auxiliary employees, learning staff and employed pensioners as well as tour guides are listed separately as special employment relationships and in some cases are not entitled to these benefits. All social benefits corresponded to the civil service law and the civil service order. After the division into different divisions , the social allowances developed differently and were regulated uniformly in the GAV 2011.

Health and aid fund

From 1906 the health and aid fund existed for the permanent workers of the Swiss Federal Railways. Their task was to pay compensation and pensions to the permanent employees of the SBB who became ill or unable to work. With the introduction of the Health Insurance Act in 1995, it was transformed into a foundation and renamed the SBB health insurance company . In 2003, the cash register was opened to outsiders and renamed Atupri .

The Swiss Federal Railways had a social institution that was responsible for granting and paying out personal loans. A condition for the disbursement of such a loan was employment with SBB for at least one year. The loans were granted to help overcome and prevent financial emergencies.

Insurance cooperative

In 1933, the Schweizer Eisenbahner-Verand (SEV) founded the insurance cooperative for the administrations and staff of Swiss transport companies ASCOOP . On January 1, 1934, the SEV Insurance Fund and the Mutual Insurance Fund for Deaths of the Swiss Federal Railways (SBB Death Fund) were merged because they provided the same services. After the merger , the insured benefited from a one-off payment of CHF 2,400. The ASCOOP was liquidated on January 1, 2011th

Perks

PTT

Free tickets

For PTT officials, there were personal fares on certain postbus courses that had the character of a tour and led through tourist regions . Each employee received a free ticket on which the current staff fares were printed.

The employees of the successor companies of the PTT are today also entitled to a discounted general subscription.

Service housing

The PTT officials were able to move into company apartments, the rent of which was dependent on the wage class. These service apartments should offer a certain flexibility in the relocation of staff within the entire mass of federal employees; In addition, the intervention of the housing welfare department made living space affordable for all employees. In 1962 there was also a “Conference on Accommodation Difficulties for Staff in Large Cities”, where information was provided, among other things, on the purchase of residential buildings and discounted room taxes.

Apartments

Holiday brochure, PTT archive

The PTT provided the officials with discounted places in Pro Juventute holiday villages; In addition, the PTT staff was able to move into rooms in five holiday homes rented by the Swiss Charitable Society in different regions of Switzerland.

In addition, there were 180 holiday apartments throughout Switzerland which were available to all PTT employees. There was a directory with all properties and holiday apartments as well as an annual booklet with detailed information on the exact location, accessibility by public transport , the facilities and possible seasonal leisure activities nearby in German, French and Italian. It also contained the rental prices from May to October and November to April.

PTT staff savings bank

In 1931 the savings bank was founded for civil servants, sub-civil servants and employees of the PTT. The interest rate was usually ¼% to ½% higher than at the other savings banks.

SBB

Free tickets

On May 1, 1903, the regulations on the submission of official tickets came into force, which officials, employees and workers of the Federal Railways, their family members and retired officials and employees as well as civil servants, employees and workers and the family members of transport companies with which the Federal Railways has a reciprocity relationship had closed, allowed journeys at reduced rates. The fares were 1/5 of the regular fare for a single journey and 2/5 for return journeys . In addition, civil servants, employees and workers who did not live at their place of work or whose children regularly used the railway during school or training could purchase a subscription at 1/5 of the tariff-based subscription fee. In 1949 the regulations on the reduction of fares for staff came into force. This replaced all previous regulations and mainly restricted the extended group of users: For example, instead of up to the 24th, children were only entitled to an official ticket up to the age of 20 until the age of 20. After an overall revision, the regulations on the travel discount for SBB staff (FVP) came into force on April 1, 1977, and are still valid today in an expanded form. Today, SBB employees have the opportunity to purchase a highly discounted 2nd or 1st class general pass. This repeatedly meets with criticism in public.

Holiday fund of the SBB

The SBB finances a holiday fund with internal funds to allow SBB employees and pensioners to stay at an SBB holiday institution at a reduced rate. This applies to the holiday apartments of the Julie Schaefer Foundation in Unterbäch VS and the Berghaus SBB in Hasliberg BE. The reduction was only granted to employees in the 18th wage class and was between 20% and 50%; In addition, there was a 5% discount per child or legally supported person. The discount can be used for a maximum of 2 weeks for 2 years. As part of the liberalization of the federal railways, the holiday fund was merged with other social institutions to form the SBB Personal Fund Foundation. In 2009, the foundation had holiday apartments in Scuol, Unterbäch and Leukerbad, which SBB employees and retirees could book with a 20% discount.

Savings bank

For the civil servants of the Swiss Federal Railways, it was possible to invest their savings in the company's own savings bank on favorable terms. With the introduction of this savings bank, the SBB wanted to promote the economy in their staff. When leaving the employment relationship, the savings had to be deducted from the personal savings bank.

The Sparkasse SBB still exists today (as of May 2019) and has been managed by Hypothekarbank Lenzburg AG since 2016 .

Reimbursement of moving costs

The SBB officials were reimbursed for all or part of the relocation costs if they were transferred to another place of work. The possibility of reimbursement existed u. a. even if the officers move from one official residence to another.

literature

General

• Raimund Germann: Public Administration in Switzerland, Bern 1997.
• Karl Kronig: Off the post, 150 years of Swiss Post , Bern 1999.
• Hans Durrer: The development of the workforce in the public service in Switzerland (1910–1960) , Zurich 1967.
• Ulrich Häfelin / Georg Müller: Outline of General Administrative Law , Zurich 1993.
• Ernest Bonjour: History of the Swiss Post. 1848-1949 . The Federal Post . PTT General Directorate, Bern 1949, Volume 1.
• Bernard Degen : Origin and development of the Swiss welfare state , in: History of social insurance (L'histoire des assurances sociales) , ed. von BAR (Studies and Sources, Vol. 31), Zurich 2006, pp. 17–48.
• Jens Ballendowitsch: The public service in Switzerland and the Netherlands , Göttingen 2005.
• Robert Fluder: Interest organizations and collective labor relations in the public service in Switzerland. Origin, membership, organization and politics since 1940 , Zurich 1996.
• Raimund Germann: The canton administrations in comparison , Bern 1995.
• Handbook of Public Administration in Switzerland / Andreas Ladner et al. (Ed.), Zurich 2013.
• Matthias Michel: The status of civil servants is changing. From the term of office to the collective employment contract under public law , Zurich 1998.
• Historical statistics of Switzerland / Hansjörg Siegenthaler, Heiner Ritzmann-Blickenstorfer (ed.), Zurich 1996
• Ernst Lobsiger: Personnel policy and personnel law of the Swiss Confederation since the founding of the federal state , Bern 1975.
• Sarah Sudjana, Incentives in Public Services. A legal comparison between Switzerland and Germany, taking economic aspects into account, Bern 2007.
• Paolo Urio et al., Sociologie politique de la haute administration publique de la Suisse , Paris 1989.

Civil servants

• Yvonne Bühlmann, Kathrin Zatti: "As gentle as a dove, as smart as a snake and as secretive as a grave ..." Women in the Swiss telegraph and telephone system 1870–1914 . Zurich 1992.
• Gender equality policy of public employers. Company equality in the federal administrations of Germany, Austria and Switzerland / Gesine Fuchs et al. (Ed.), Berlin 2016.
• Peter Heintz, Thomas Held, René Lévy: Investigation into the position of women in Switzerland . Bern 1974.

Web links

Commons : Officials (Switzerland)  - Collection of images, videos and audio files

• Raimund E. Germann: Officials. In: Historical Lexicon of Switzerland .
• Civil Service Act 1927 (PDF)
• Bernard Degen : Social Security. In: Historical Lexicon of Switzerland .
• History of social security in Switzerland
• Liberalization in yellow on the Oral History website of the PTT Archives
• A lifetime at PTT on the Oral History website of the PTT Archives
• Regulations - At PTT everything is precisely regulated on the oral history website of the PTT archive

Individual evidence

1. ↑ Maurer, Hartmut, Al l nasty Administrative Law , Munich 2011, pp 520-540.
2. ↑ Official, Glossary of Terms Austria https://www.help.gv.at/Portal.Node/hlpd/public/content/99/Seite.991030.html
3. ↑ Federal Constitutional Law, Art 18, Paragraph 2, https://www.ris.bka.gv.at/GeltendeFnahm.wxe?Abfrage=Bundesnormen&Gesetzesnummer=10000138
4. ↑ Federal Constitutional Law, Art 7, Paragraph 2, https://www.ris.bka.gv.at/GeltendeFnahm.wxe?Abfrage=Bundesnormen&Gesetzesnummer=10000138
5. ↑ Bundesarchiv Bern (BAR), Elections of civil servants , In: Job advertisements, renewal and re-election of federal civil servants and employees, 1849–1914. E10 # 1000/5 # 46 *
6. ^ Fleiner, Fritz (1916): Official State and People's State . In: Festgabe for Otto Mayer on his 70th birthday. Tübingen, pp. 31-57.
7. ↑ Beamtengesetz (BtG), Art. 1, Paragraph 1, 2, https://www.admin.ch/opc/de/classified-compilation/19270025/200103010000/172.221.10.pdf
8. ↑ Swiss Federal Gazette (BBI) 1849 I 353: Negotiations of the Federal Council , April 21, 1849, p. 400, https://www.admin.ch/opc/de/federal-gazette/1849/index_19.html
9. ↑ BBI 1849 I 353: Negotiations of the Federal Council , April 21, 1849, p. 400, https://www.admin.ch/opc/de/federal-gazette/1849/index_19.html
10. ↑ BBI 1853 II: Draft Law, Regarding the Remuneration of Permanent Federal Civil Servants, June 18, 1853, p. 521
11. ↑ Lobsiger, Ernst: Personnel policy and personnel law of the Swiss Confederation since the foundation of the federal state, Bern 1975, pp. 18, 21 / BAR, creation of new offices and provisional positions in the federal administration, E10 # 1000/5 # 53 *
12. ↑ BBI 1896 IV, November 11, 1986: Message from the Federal Council to the Federal Assembly on the Salary Act for Federal Civil Servants and Employees, p. 492.
    
13. ^ Lobsiger, Ernst: Personnel policy and personnel law of the Swiss Confederation since the foundation of the federal state, Bern 1975, p. 19.
14. ^ BAR, Civil Service Act of June 1914 , E10 # 1000/5 # 73 * , p. 1
15. ^ BAR, Civil Service Act of June 1914 , E10 # 1000/5 # 73 * , p. 2
16. ^ BAR, Civil Service Act of June 1914 , E10 # 1000/5 # 73 * , p. 4
17. ^ BBI, 1914 IV 102, September 16, 1914, notices from departments and other federal administrative agencies. Pp. 102-104.
18. ↑ Federal Constitution of the Swiss Confederation of May 29, 1874 , Art. 34, https://www.bj.admin.ch/dam/data/bj/staat/gesetzgebung/archiv/bundesverfassungs/bv-alt-d.pdf
19. ^ Karl Kronig: Post, Telephone and Telegraph Companies (PTT). In: Historical Lexicon of Switzerland . October 13, 2011 , accessed July 9, 2019 .
20. ^ Hans-Peter Bärtschi : Swiss Federal Railways (SBB). In: Historical Lexicon of Switzerland . November 27, 2012 , accessed July 9, 2019 .
21. ↑ Federal Gazette No. 27, Volume 49, Volume III, July 7, 1897.
22. ↑ Rossfeld, Roman et al, New Perspectives on the Swiss National Strike of November 1918, in: Roman Rossfeld et al (ed.), Der Landesstreik. Switzerland in November 1918, Baden 2018, pp. 7–26, here pp. 8–14.
23. ^ Schneider, Oliver, Participation instead of Revolution. The state strike, the labor movement and the powers of the Federal Council, in: Roman Rossfeld et al (ed.), The state strike. Switzerland in November 1918, Baden 2018, pp. 110–126, here p. 124.
24. ^ PTT archive, circular from the Obertelegraphendirektion, number 350.I.44 / 45, Bern, November 20, 1918, in: Landesstreik / Generalstreik, 1918, T-00 A_3243. http://pttarchiv.mfk.ch/detail.aspx?ID=85703 .
25. ^ Raimund E. Germann: Officials. In: Historical Lexicon of Switzerland .
26. ↑ ^{a b} SBB Historic: Reorganization of the SBB administration, employment relationship of the employees who joined the Civil Service Act on 01.01.1935, GD_PE_SBB19_002_03
27. ↑ Federal Gazette No. 49, Volume III, December 1936, p. 215.
28. ↑ Federal Gazette No. 49, Volume III, December 1936, p. 219.
29. ^ ^{A b c d e} Ernest Bonjour: History of the Swiss Post: 1849–1949: the Swiss Post . Bern 1949, p. 157 .
30. ↑ Germann, Raimund E., Public Administration in Switzerland. The State Apparatus and the Government, Bern 1997, p. 116.
31. ↑ The public service: The Civil Service Act before the Council of States commission. (PDF) February 4, 1927, accessed April 30, 2019 . 
32. ↑ Germann, Raimund E., Public Administration in Switzerland. The State Apparatus and the Government, Bern 1997, pp. 118f.
33. ↑ Knoepfel, Peter / Fisch, Christoph, Switzerland, in: Ernst-Wolfgang Böckenförde et al (ed.), Extremists and public service. Legal situation and practice of access to and dismissal from the public service in Western Europe, USA, Yugoslavia and the EC, Baden-Baden 1981, pp. 509–559, here p. 539.
34. ↑ Art. 22, Civil Service Act
35. ↑ Germann, Raimund E., Public Administration in Switzerland. The State Apparatus and the Government, Bern 1997, p. 121.
36. ^ Adrian Zimmermann: From the Civil Servants Act to the GAV. The historical development from civil service legislation to the GAV at Post and Swisscom. March 14, 2012, accessed April 30, 2019 . 
37. ^ Henneberger-Sudjana, Sarah / Henneberger, Fred, right to strike in the public service. Legal developments and legal reality in Switzerland and Germany, in: KritV. Critical quarterly publication for legislation and jurisprudence 95/2 (2012), pp. 174–197, here pp. 183–185.
38. ↑ Federal Constitution of the Swiss Confederation of April 18, 1999 (as of September 23, 2018), https://www.admin.ch/opc/de/classified-compilation/19995395/index.html# (accessed: May 20, 2019 ). Article 28, Paragraph 3: "Strikes and lockouts are permissible if they affect industrial relations and if there are no obligations to maintain industrial peace or to conduct arbitration negotiations." Article 28, Paragraph 4: "The law may forbid certain categories of people to strike."
39. ^ SBB Historic: Civil Service Act of June 30, 1927; General, GD_PE_SBB19_001_01
40. ↑ SBB Historic: Revision of the Civil Service Regulations II, GD_PE_SBB19_003_09
41. ↑ PTT archive, New Civil Service Act, Salary Act, Part 2, 1929, P-05 A_PAA 00818: 08. http://pttarchiv.mfk.ch/detail.aspx?ID=188872 .
42. ↑ PTT archive, New Civil Service Act, Salary Act, Part 2, 1929, P-05 A_PAA 00818: 09, http://pttarchiv.mfk.ch/detail.aspx?ID=188880 .
43. ↑ PTT archive, presentation by Dr. Oetiker, Head of the Federal Personnel Office, held at the meeting of the joint commission on November 17, 1928, in: New Civil Servants Act, Salary Act, Part 2, 1929, P-05 A_PAA 00818: 08. http://pttarchiv.mfk.ch/detail.aspx?ID=188872 .
44. ^ Personnel regulations C1, employment relationship of PTT officials, General Directorate PTT Bern, 1955.
45. ↑ PTT archive, secondary occupations: general, inquiries from private individuals, 1960, P-08 C_0168_01. http://pttarchiv.mfk.ch/detail.aspx?ID=23961
46. ↑ ^{a b c d e} Yvonne Bühlmann, Kathrin Zatti: "As gentle as a dove, as clever as a snake and as secretive as a grave ..." Women in the Swiss telegraph and telephone system, 1870–1914 . Zurich 1992, p. 40 .
47. ^ SEV, entry of the Swiss Railway Union of August 20, 1935, No. 1.62.13 / Br. Purpose: Application of Art. 62 of the Civil Servants Act, p. 6.
48. ^ SEV, entry of the Swiss Railway Union of August 20, 1935, No. 1.62.13 / Br. Purpose: Application of Art. 62 of the Civil Servants Act, p. 11.
49. ^ Evolution des traitemente, y compris les allocations de renchérissement. April 1963. In: SBB Historic: Improvement of the employment and salary conditions since 1940, GD_PE_SBB19_002_04
    
50. ^ Federal Statistical Office: LIK inflation calculator. Retrieved May 10, 2019 . 
51. ↑ Swiss Federal Archives (SFA): Instructions of the Federal Council on the termination of the employment relationship of untrustworthy civil servants, employees and workers of the federal government. September 5, 1950. Retrieved April 12, 2019 . 
52. ↑ Raimund E. Germann, The State Apparatus and the Government (Public Administration in Switzerland 1), Bern 1998, p. 124.
53. ^ Kronig, Karl: Ab die Post, 150 years of Swiss Post, Bern 1999, p. 70.
54. ↑ BBl 1988 I 1311, March 22, 1988, Message on the Telecommunications Act (FMG) of December 7, 1987, https://www.admin.ch/opc/de/federal-gazette/1988/index_11.html
55. ↑ Official Collection of Federal Law (AS) 1997/39, Telecommunications Act , p. 2187.
56. ^ Kronig, Karl: Ab die Post, 150 years of Swiss Post, Bern 1999, p. 73.
57. ↑ Ibid.
58. ↑ BBI 1996 III, September 24, 1996, Embassy z u a Postal Organization Act and a Telecommunications Enterprise Act of 10 June 1996, p 1318, 1326, 1339f, https://www.admin.ch/opc/de/federal-gazette /1996/index_38.html
59. ↑ BBl 1997 I, February 18, 1997, Message on the Rail Reform of November 13, 1996, p. 909, https://www.admin.ch/opc/de/federal-gazette/1997/index_6.html
60. ↑ Michel, Mathias: Official Status in Change, Zurich 1998, p. 25.
61. ↑ October 5, 1999, entry debate by Kaspar Villiger, https://www.youtube.com/watch?time_continue=38&v=7GIk7utvRBg
62. ↑ BBI, October 16, 2002, guidelines of October 16, 2002 for the attention of the federal administration regarding cooperation between the federal government, the cantons and the municipalities, p. 8385, https://www.admin.ch/opc/de/federal- gazette / 2002 / index.pdf
63. ↑ Lienhard, Andreas et al. (Ed.): 10 years of New Public Management in Switzerland. Bern 2005.
64. ↑ regulators Argast: Citizenship and Nation: exclusion and integration in Switzerland from 1848 to 1933 . Göttingen 2007, p. 133-134 .
65. ↑ Federal Commission for Women's Issues EKF: Women, Power, History: On the history of equality in Switzerland 1848–2000. In: Women in civil law: coming of age, marriage, divorce. February 11, 2009, accessed May 16, 2019 . 
66. ↑ Federal Commission for Women's Issues EKF: Women Power History. On the history of equality in Switzerland, 1848–2000. In: Vocational training for women. February 11, 2009, accessed May 16, 2019 . 
67. ^ Kristina Mau: In the service of public goods. Metamorphoses of work from the point of view of the employees. In: Jörg Flecker, Franz Schultheis, Berthold Vogel (Eds.): In the service of public goods . Berlin 2014, p. 156 .
68. ↑ PTT archive, Die Frau im Postdienst, P-15-1_1975_no8, p. 5.
69. ^ Ernest Bonjour: History of the Swiss Post: 1849–1949: the Swiss Post . Bern 1949, p. 159 .
70. ↑ MM: Admission of women to the Swiss postal and telegraph service, in: Frauenbestrebungen 3 (1905), pp. 17–18, here pp. 17–18.
71. ↑ The Federal Assembly of the Swiss Confederation (Ed.): Beamtengesetz (BtG) . June 30, 1927, p. 1 .
72. ^ PTT archive, annual report 1972, PTT magazine 1972, P 15-1-1971, p. 35.
73. ↑ Yvonne Bühlmann, Kathrin Zatti: "Gentle as a dove, smart as a snake and as secretive as a grave ..." Women in the Swiss telegraph and telephone system, 1870–1914 . Zurich 1992, p. 27-29 .
74. ↑ Yvonne Bühlmann, Kathrin Zatti: "Gentle as a dove, smart as a snake and as secretive as a grave ..." Women in the Swiss telegraph and telephone system, 1870–1914 . Zurich 1992, p. 109 .
75. ^ PTT archive, The woman in the postal service, P-15-1_1978_no8, pp. 5–6.
    
76. ^ Ernest Bonjour: History of the Swiss Post: 1849–1949: the Swiss Post . Bern 1949, p. 158 .
77. ↑ ^{a b} PTT archive, The woman at the PTT companies, 15-1-1975_no8, p. 2.
    
78. ^ PTT archive, Die Frau im Postdienst, P 15-1-1975_no8, p. 3.
79. ^ PTT archive, Die Frauen im Schweizerischer Postdienst, P78 ⁶ 1932, p. 10.
80. ↑ ^{a b} PTT archive, The woman at the PTT companies, P-15-1-1975_no8, p. 4.
81. ↑ PTT archive, From the assistant to the boss. The situation of women in the PTT, P-15-1-1, p. 14.
82. ^ Biographies of Hanna Weiersmüller. In: We, the PTT Oral history project of the PTT archive. PTT Archive, 2014, accessed May 16, 2019 . 
83. ^ The Federal Assembly of the Swiss Confederation: Officials Act (BtG). (PDF) June 30, 1927, accessed April 25, 2019 . 
84. ^ Ernest Bonjour: History of the Swiss Post 1849–1949: the Swiss Post . Bern 1949, p. 158-162 .
85. ↑ Germann, Raimund E. Public Administration in Switzerland, Bern 1998, p. 150.
86. ↑ Germann, Raimund, Public Administration in Switzerland, Bern 1998, p. 152.
87. ↑ Instructions of the Federal Council on the representation of the linguistic communities in the general federal administration of January 12, 1983 in: Bundesblatt 1983, Volume 1, Issue 7, pp. 812–815.
88. ↑ Klöti, Ulrich, The Chief Officials of the Swiss Federal Administration, Bern 1972, p. 184.
89. ↑ Federal Statistical Office, Statistical Yearbook of Switzerland 1938, Basel 1938, p. 33.
90. ↑ Klöti, Ulrich, The Chief Officials of the Swiss Federal Administration, Bern 1972, p. 184.
91. ^ Federal Statistical Office, Statistical Yearbook of Switzerland 1970, Basel 1970, p. 24.
92. ↑ Klöti, Ulrich, The Chief Officials of the Swiss Federal Administration, Bern 1972, p. 173.
93. ↑ Klöti, Ulrich, The Chief Officials of the Swiss Federal Administration, Bern 1972, p. 172.
94. ↑ Klöti, Ulrich, The Chief Officials of the Swiss Federal Administration, Bern 1972, p. 175.
95. ↑ Central Switzerland includes the cantons of Lucerne, Uri, Schwyz, Obwalden, Nidwalden, Glarus and Zug. To Eastern Switzerland the cantons of Schaffhausen, Appenzell Ausserrhoden, Appenzell Innerrhoden, St.Gallen, Graubünden and Thurgau. Northwestern Switzerland consists of the cantons of Solothurn, Basel-Stadt, Basel-Land and Aargau. Western Switzerland from the cantons of Friborg, Vaud, Valais, Neuchâtel and Geneva.
96. ↑ Klöti, Ulrich, The Chief Officials of the Swiss Federal Administration, Bern 1972, p. 181.
97. ^ Federal Statistical Office, Statistical Yearbook of Switzerland 1938, Basel 1938, p. 9.
98. ^ Federal Statistical Office, Statistical Yearbook of Switzerland 1970, Basel 1970, p. 16.
99. ↑ Klöti, Ulrich, The Chief Officials of the Swiss Federal Administration, Bern 1972, p. 186.
100. ^ Federal Statistical Office, Statistical Yearbook of Switzerland 1938, Basel 1938, p. 39.
101. ^ Federal Statistical Office, Statistical Yearbook of Switzerland 1970, Basel 1970, p. 14.
102. ↑ SBB Historic , Party bans: Federal Council resolutions or orders of the Federal Justice and Police Department. In: Political activities of SBB staff; Affiliation of federal staff to the communist organization, GD_PE_SBB21_028_06
103. ↑ Klöti, Ulrich, The Chief Officials of the Swiss Federal Administration, Bern 1972, p. 187.
104. ↑ Siegenthaler, Hansjörg u. Ritzmann-Blickenstorfer Heiner (ed.), Historical Statistics of Switzerland, Zurich 1996, p. 1045.
105. ↑ Klöti, Ulrich, The Chief Officials of the Swiss Federal Administration, Bern 1972, p. 187.
106. ↑ Hablützel, Peter, Bureaucracy - Management - Governance: Swiss Administration and Management in Transition, in: Andreas Ladner et.al. (Ed.), Handbook of Public Administration in Switzerland, Zurich 2013, pp. 93–110, here p. 95.
107. ↑ Klöti, Ulrich, The Chief Officials of the Swiss Federal Administration, Bern 1972, p. 191.
108. ↑ Oetterli, Jörg. Sociological aspects of employment , training and advancement of civil servants with station apprenticeship in District II of SBB, Bern, 1965.
109. ↑ SBB Historic, General Official Communication, February 15, 1921 in: Principal Instructions regarding Military Service, KDII_DIV_SBB66_0100 .
110. ↑ Daniel Kettiger: “Newer developments in public service law in Switzerland”, in: Zeitschrift für Beamtenrecht (ZBR) 2001, pp. 24-25.
111. ↑ Federal Council minutes of July 13, 1888
112. ^ Hermann Böschenstein: The development of the federal administration since 1848, separate print from No. 18 of the Schweizerische Beamten-Zeitung of September 11, 1980, p. 13.
113. ↑ Bernard Degen : Origin and development of the Swiss welfare state, in: Swiss Federal Archives (ed.), History of Social Insurance, Zurich 2006, pp. 17–48 ( studies and sources 31 ).
114. ^ Ernest Bonjour: History of the Swiss Post. 1848-1949. The Federal Post . Ed .: PTT General Directorate. tape 1 . Bern 1949, p. 175 .
115. ↑ The administration of old-age and survivors' insurance (AHV). In: History of social security in Switzerland. December 2015, accessed May 7, 2019 . 
116. ↑ Dissolution of the pension scheme C 25 of the PTT companies and integration of those insured into the federal pension fund (PKB). Parliamentary Services, May 6, 1997, accessed April 12, 2019 . 
117. ↑ SBB Historic: Social Allowances , D_101_00296
     
118. ↑ GAV 2011 wage system in brief. (PDF) SBB Human Resources, accessed on May 6, 2019 . 
119. ↑ SBB Historic: Statutes of the health and aid fund for the permanent workers of the Swiss Federal Railways, D_101_00332
120. ↑ SBB Historic: Granting of personal loans , D_101_00360
121. ↑ Walter Oberli: 100 years SEV-VPT = 100 ans SEV-VPT = 100 anni SEV-VPT . Bern 2003, p. 35 .
122. ↑ SBB Historic: Statutes of disability and death insurance for workers, D_101_00339
123. ↑ The FSIO orders the liquidation of the “Ascoop” pension fund. December 15, 2010, accessed May 10, 2019 . 
124. ↑ PTT archive: Official communications of the PTT operations, 146 changes in the personnel regulations C1, in: personnel regulations C: Decree, amendments (C 11 = 840, C 21 = 200) March 19, 1975; DK-A_0203
125. ↑ Rita Flubacher: The SBB employee also commutes with a general subscription. In: Tages Anzeiger Online. May 24, 2016, accessed May 6, 2019 . 
126. ↑ PTT Archive: Residential care for the Federal staff. New guidelines for cooperative housing construction, October 13, 1977, DK-A_0203
127. ↑ PTT Archive: Residential care for the Federal Personnel, November 3, 1966 DK-A_0203
128. ↑ PTT archive: Conference on accommodation difficulties of the staff in large cities, April 10, 1962, DK-A_0203
129. ↑ PTT archive: Letter from the PTT General Directorate regarding holiday homes dated February 13, 1963, DK-A_0203
130. ↑ PTT archive: Directory of PTT holiday apartments, P 78-35-1987
131. ^ Ernest Bonjour: History of the Swiss Post. 1848-1949. The Federal Post . Ed .: PTT General Directorate. tape 1 . Bern 1949, p. 181 .
132. ↑ SBB Historic: Regulations on reduced fares for staff [Regulations on the issue of official tickets ], D_101_00390
133. ↑ Rita Flubacher: The SBB employee also commutes with a general subscription. In: Tages Anzeiger Online. May 24, 2016, accessed April 25, 2019 . 
134. ↑ SBB Historic: Holiday Fund, D_101_00335
135. ↑ SBB Personnel Fund Foundation. Retrieved May 13, 2019 . 
136. ↑ Angela Cadruvi: This holiday village belongs a bit to us railroaders. (PDF) SBB-Zeitung, 23 September 2009, accessed on 7 May 2019 . 
137. ^ SBB Historic: Regulations regarding the Sparkasse of the Swiss Federal Railways, D_101_00356
138. ↑ Personalkasse SBB switches to Finstar®. Hypothekarbank Lenzburg, September 16, 2016, accessed on May 6, 2019 . 
139. ↑ SBB Historic: Regulations on the reimbursement of expenses due to the move, D_101_00310