177.10
PGLPLPers
CH-ZH
CH-ZH
Art. 22 : Personalgesetz (PG)
Art. 22
1 Das Arbeitsverhältnis kann aus wichtigen Gründen beid-
seitig ohne Einhaltung von Fristen jederzeit aufgelöst werden. Die
Auflösung erfolgt schriftlich und mit Begründung.
2 Als wichtiger Grund gilt jeder Umstand, bei dessen Vorhanden-
sein nach Treu und Glauben die Fortsetzung des Arbeitsverhältnisses
nicht zumutbar ist.
3 Bei vom Volk gewählten Angestellten ist die Aufsichtsbehörde
zuständig.
6
Personalgesetz (PG)
177.10
4 Tatbestand und Rechtsfolgen der fristlosen Auflösung richten sich
nach den Bestimmungen des Obligationenrechts7. Eine Abfindung nach
Gerichtsentscheide zu dieser Bestimmung (60)
PB.2006.00020 · zh (§ 22 PG)
Tax Office Head Summary Termination Validity
Cited as the legal provision defining the requirement for a crucial reason to justify the termination of the employment relationship under cantonal public service law.
PB.2006.00017 · zh (§ 22 PG)
Facility Manager Wrongful Dismissal Compensation
This provision was cited regarding the prerequisites for the immediate termination of an employment relationship.
PB.2006.00020 · zh (§ 22 PG)
Tax Official Dismissal Upheld Despite Procedural Delay
This provision concerns the important grounds required for an immediate termination of employment, which was the core issue of the appeal.
VB.2024.00374 · zh (§ 22 Abs. 4 PG)
Employment Termination Due to Alleged Misconduct and Insults Upheld Upon Review
This provision related to the grounds for termination was cited in the context of dismissing the appeal.
VB.2024.00261 · zh (§ 22 Abs. 4 PG)
Asylum Sector Employee Falsification and Negligence Termination Upheld
The court confirmed that no claims arose for the appellant based on this provision in connection with Art. 337c OR.
VB.2024.00012 · zh (§ 22 PG)
Employee Sexual Harassment and Termination Upheld
Basis for the immediate termination due to sexual harassment.
VB.2022.00294 · zh (§ 22 PG)
Aggressive Employee Dismissal Upheld Despite Employer's COVID-19 Protocol Violation
This provision was cited in the context of the overall legal framework for the dispute (Personnel Law), though the main outcome regarding the termination was based on Art. 337 OR.
VB.2022.00315 · zh (§ 22 Abs. 1 PG)
Officer's Loyalty Breach Justifies Termination for Anti-Police Platform Involvement
This provision was used to establish the high standards of conduct for members of the police corps, even outside of duty.
VB.2022.00315 · zh (§ 22 Abs. 2 PG)
Officer's Loyalty Breach Justifies Termination for Anti-Police Platform Involvement
The court applied this provision to qualify the applicant's actions as a serious breach of loyalty.
VB.2022.00317 · zh (§ 22 Abs. 1 PG)
Police Officer's Dismissal for Online Conduct Upheld
The court used this provision to justify the justification of an extraordinary termination for employees of the police corps.
VB.2022.00474 · zh (§ 22 PG)
Road Traffic Authority Employee Dismissed for Fraud and Misconduct
This provision of cantonal personnel law was cited in the background information relevant to the dismissal decision.
VB.2022.00519 · zh (§ 22 PG)
Caregiver Summary Dismissal Over Late Medication Dispensing Amidst Toxic Workplace
This provision was cited in the context of the decision regarding the substance of the dispute (likely concerning public employment law).
VB.2022.00279 · zh (§ 22 Abs. 1 PG)
Officer Dismissed for Skiing on Sick Leave and Defying Mask Mandate
This provision is cited as the legal basis for the justified termination without notice.
VB.2022.00367 · zh (§ 22 PG)
Employee Dismissal for Refusal to Comply with Mandatory COVID-19 Measures
Cited in the listed legal norms relevant to the decision regarding the justification for the immediate termination.
VB.2021.00021 · zh (§ 22 PG)
Substitute Teacher Termination Upheld for Failure to Commence Duties
This provision concerning termination was discussed regarding the possible grounds for dismissal.