Discipline of Civil Servants
Civil servants are required to adhere to the rules regarding attendance, including starting and ending working hours, as well as reporting lateness, as stipulated by the internal regulations of public institutions. They shall also follow the working discipline rules defined by laws and internal regulations, which include timely arrival at work, reporting lateness, and complying with procedures for leave and business trips.
Compliance with work discipline is essential for the effective functioning of public institutions and for fostering an equitable and fair governing culture. Internal audit and monitoring services ensure adherence to these rules in public institutions. Systematic violations of work discipline may result in the initiation of disciplinary proceedings against a civil servant.
Disciplinary misconduct by civil servants includes:
- Failure to perform official duties, whether through negligence or intentionally;
- Damage to public institution property or creating a risk of such damage, whether intentional or due to negligence;
- Neglect or breach of ethical norms and general rules of conduct that discredit the public servant or the public institution, regardless of whether the misconduct occurs during or outside work hours.
Disciplinary misconduct may be classified as serious or minor. It is considered serious if:
- It damages the reputation of the individual to the extent that it hinders their ability to perform official duties effectively in the future;
- It harms the reputation of the public institution;
- It results in significant damage to the institution's property;
- It causes harm to other public servants, third parties, or public interests;
- The civil servant refuses to undergo an evaluation as required by law;
- The individual has previously committed disciplinary misconduct and repeats it.
Disciplinary proceedings are measures designed to promptly and thoroughly investigate misconduct and determine appropriate disciplinary actions. These proceedings involve investigating the circumstances related to the misconduct, collecting and analyzing evidence, determining whether misconduct occurred, identifying the individual responsible for the misconduct, providing a legal assessment of the action, and assigning a proportionate disciplinary measure.
During disciplinary proceedings, the institution shall comply with legal requirements and principles, ensure the alleged offender is aware of their rights, be allowed to review case materials and be allowed to present their position.
The following disciplinary measures may be applied:
- Warning;
- Reprimand;
- Deduction of 10% to 50% of the official salary for a period of one to six months;
- Dismissal.
.svg)