A-Z

Salaries are paid in twelve (12) or 13 (thirteen) equal monthly instalments (subject to specific contractual terms and conditions). Subject to eligibility, a thirteenth-month salary is paid at the end of November. Subsequent to commencement or termination of employment during any given calendar year, staff members are eligible for a pro-rata share of their thirteenth-month salary. For details, see the University’s Salary Regulations.

For information on the tax treatment of daily illness or accident allowances and pension contributions in the case of cross-border commuters resident in Germany, please see the information sheet in the download section.

Subsequent to a successfully completed probation period, staff are entitled to continued salary payment in case of illness or accident for the duration of their employment, yet not in excess of 730 days and at a maximum rate of 100% of their AHV-liable salary (AHV = “Swiss state insurance scheme for retired persons and surviving dependants”).

Salary classification and salary grading will be undertaken on new staff commencing their employment. Decisions will be made according to their job description, with specific reference to previous training and further training requirements, necessary experience, and the complexity of the roles and responsibilities involved. Classification will be undertaken by HR. Salary levels are adjusted every year. The University Council reserves the right to suspend salary level increases.

Staff will receive salary statements only if a change of their employment status has occurred from one month to the next. Staff will receive a salary statement in January. Staff wishing to receive a monthly salary statement should contact Human Resources.

All staff are subject to the University’s regulations on secondary employment and additional commitments entered into alongside their contractual duties and responsibilities, agreements made with third parties, and the use of intellectual property. Secondary employment is subject to disclosure and staff must seek official consent to enter into any such obligations; staff are required to submit an appropriate declaration to the University Rectorate on an annual basis. For details you can download the corresponding form from the download section.

All forms of sexual harassment are strictly prohibited. Staff affected by sexual harassment at their workplace should contact the contacts or the investigator.

On submitting a doctor’s certificate, staff are entitled to compensate sick days or days they were forced to take off due to an accident occurring during holiday leave (but not during unpaid leave) from the first sick day onward.

Staff are entitled to use the University’s sports facilities and recreation programme. For details, see http://www.unisport.unibas.ch/

Staff are required to submit their resignation to HR in writing without exception. Staff are not obliged to state reasons for giving notice. During probation periods, both parties may terminate employment with seven days’ notice.

Staff are entitled to a staff ID card free of charge. Following the issuing of their employment contract, new staff will receive a collection coupon. No cards are issued to junior assistants, auxiliary staff, and doctoral students, since individuals holding such positions already have a student ID card. Staff contracted for less than 20% are issued a staff ID card on request. Further details are mentioned on the collection coupon. Upon ceasing employment at the University of Basel, staff must return their ID card by post to HR. For further details on staff ID cards, please see the section on “Catering and Concessions.”

The general terms and conditions of employment applicable at the University of Basel are as a rule subject to public law. Staff and junior assistants (Hilfsassistierende) funded by third parties or by the Swiss National Science Foundation (SNF) are issued contracts subject to private law.

Terms and periods of notice are stipulated in each staff member’s employment contract.

The information sheets are available in the download section.

University members are entitled to the free-of-charge use of all university library (UB) services. Staff ID cards are automatically valid as library cards at the UB and throughout the entire Basel/Bern information network. Services include book and DVD loans, access to all online databases and electronic media, and access to training programmes, guided tours, and events. For an overview of services, see www.ub.unibas.ch.

Unpaid leave is subject to approval by the respective University unit. A corresponding pro rata reduction in pay and a pro rata reduction of the thirteenth month salary will apply. Should the period of unpaid leave exceed one month, staff are liable to pay the University’s share of the pension fund premium. Staff taking unpaid leave in excess of one month should consult HR about insurance possibilities. Nonoccupational accident insurance will expire after 30 days unpaid leave. An extension of max. 180 days (at a rate of CHF 25.00 per month) is possible. For details and forms, please contact HR. Staff taking unpaid leave in excess of one month may opt to pay the employer pension fund contributons for that period. Should staff take unpaid leave, family and maintenance allowances will be paid out for the month in which leave commences and for the subsequent three months. Following an interruption of employment due to a leave of unpaid absence, family allowances may be claimed from the first day of that month in which work is resumed. Staff taking unpaid leave for longer than one month will have their holiday claims cut from the first month.