Employment Contract L-GAV, Monthly Wage (Arbeitsvertrag L-GAV, Monatslohn)

EMPLOYMENT CONTRACT — L-GAV MONTHLY WAGE (Arbeitsvertrag im Monatslohn — Landes-Gesamtarbeitsvertrag des Gastgewerbes "L-GAV" / Convention collective nationale de travail "CCNT")

Between: ✓Employer name, ✓Employer address, the "Employer", and: ✓Employee name, ✓Employee address, the "Employee". Contract date: Contract date.

1. POSITION AND PLACE OF WORK 1.1. The Employee is hired for the position of "✓Position", starting Start date, at Place of work. 1.2. Seasonal contract: Seasonal contract

2. APPLICABILITY OF THE L-GAV / CCNT 2.1. This contract is governed by the Landes-Gesamtarbeitsvertrag des Gastgewerbes (L-GAV), also known in French as the Convention collective nationale de travail (CCNT) and in Italian as the Contratto collettivo nazionale di lavoro (CCNL). The L-GAV has been declared generally binding (allgemeinverbindlich / erga omnes) by the Federal Council and applies to ALL hospitality and hotel businesses in Switzerland, whether or not the Employer is a member of GastroSuisse, hotelleriesuisse or another signatory association. 2.2. Where this contract deviates from the L-GAV to the Employee's disadvantage (e.g. a probation period other than 14 days, or different overtime compensation), such deviation is valid ONLY if agreed in writing and only within the limits the L-GAV itself allows. 2.3. The Employee may at any time request a written copy of this contract.

3. WAGE CATEGORY AND SALARY 3.1. Wage category (2026 L-GAV minimum wage table): L-GAV wage category (2026 minimums). 3.2. Gross monthly salary: Gross monthly salary — must not be lower than the L-GAV minimum for the selected category. L-GAV minimum wages are re-indexed annually (2026 minimums rose 0.2% versus 2025); apprentices/practicants (Praktikanten) have a separate minimum of CHF 2,390/month. 3.3. 13th-month salary: 13th-month salary

4. WORKING HOURS AND VACATION 4.1. Weekly working hours: Weekly working hours. 4.2. Vacation entitlement: Vacation entitlement (weeks/year) weeks per year (L-GAV statutory minimum is 5 weeks).

5. PROBATION PERIOD 5.1. Probation period

6. WORKING TIME RECORDING 6.1. The Employer must record the Employee's working time (start/end of work and breaks of 30 minutes or more) under article 46 of the Arbeitsgesetz (ArG) and article 73 ArGV 1, and — for hospitality specifically — article 21 L-GAV. See the separate Working Time Recording (Arbeitszeiterfassung) template/log.

7. NOTICE 7.1. Termination is governed by article 335c of the Code of Obligations (OR/CO) as a statutory minimum, and by the L-GAV's own notice-period schedule where more favourable to the Employee (L-GAV: 14 days' notice during the probation period, longer thereafter by seniority).

8. LANGUAGE 8.1. This contract is issued in English for the Employee's understanding. The L-GAV/CCNT exists officially in German, French and Italian — where the workplace canton is French- or Italian-speaking (Romandie / Ticino), a parallel French or Italian version is strongly recommended and should prevail in case of conflict.

SIGNATURES Employer ______________ / on behalf of ✓Employer name / Employee ______________ / ✓Employee name /

— — — ⚠️ This is a boilerplate template, not legal advice. Swiss employment, consumer-protection, data-protection, and food-safety law (Code of Obligations "OR"/"CO", L-GAV/CCNT für das Gastgewerbe, Arbeitsgesetz "ArG"/ArGV 1, Datenschutzgesetz "DSG" 2023, LMG/LGV) includes significant cantonal variation (minimum wages, Meldeschein/guest-registration forms, Kurtaxe rates, Spesenreglement approval, hygiene guidance, alcohol age limits) and the L-GAV minimum-wage figures are re-indexed every year — have this document reviewed and adapted by a Swiss employment/legal advisor and verified against your canton before use. Where a German-, French- or Italian-language version of this document is also used, that version prevails in case of conflict.