Many civil servants work in public service in our country. These public employees are obliged to perform their duties throughout their service. However, adverse incidents may sometimes occur, and penalties can follow as a result. In this article we examine which penalties can be imposed on civil servants.
To ensure public services run properly, certain sanctions are established. If civil servants fail to perform legally mandated duties or engage in prohibited activities, disciplinary penalties are imposed according to the severity of the offense. The disciplinary penalties applicable to civil servants under the law are as follows:
- Warning: A written notice stating that the civil servant must be more careful in duty and conduct. Situations that may warrant a warning include:
- Failing to perform duties cooperatively.
- Not complying with the dress and appearance rules set by the institution.
- Failing to follow established cost-saving measures.
- Arriving late or leaving early without excuse.
- Not completing assigned duties and orders on time and behaving in a disorderly manner.
- Reprimand: A written declaration that the civil servant is at fault in duty or conduct. Circumstances that may lead to a reprimand include:
- Being negligent in carrying out orders.
- Failing to declare within the prescribed time the income-generating activities of the civil servant’s spouse or children.
- Showing disrespectful behavior toward a superior during duty.
- Losing, misusing, or using state documents and equipment for private matters.
- Mistreating colleagues.
- Objecting to orders issued by a superior.
- Salary deduction: A disciplinary penalty consisting of a deduction from the civil servant’s monthly pay equal to 1/30–1/8 of the salary. Situations where salary deduction may be applied include:
- Deliberately failing to perform assigned duties on time.
- Being absent from duty without excuse.
- Using state-owned tools or equipment for personal benefit.
- Submitting false statements related to duties.
- Keeping prohibited publications at home.
- Suspension of step increase: The suspension of the civil servant’s progression in their grade for a period of 1–3 years. Reasons that may lead to suspension of step increase include:
- Coming to work intoxicated.
- Being absent without excuse for 3–9 days.
- Engaging in humiliating behavior toward superiors.
- Preparing reports that are untrue.
- Dismissal from civil service: Removing a civil servant from public service so they cannot return to their position, applied for grave disciplinary offenses.
The specific conditions and timing for imposing these disciplinary penalties are provided in the law governing civil servants. If a civil servant has a record of good service, rewards, or certificates of merit, penalties may be mitigated to a lesser degree when imposed.
If a civil servant who has already received a disciplinary penalty is later subjected to another disciplinary action, the subsequent penalty may be applied more severely. Civil servants should be aware of these rules to avoid disciplinary measures.
Application of Disciplinary Penalties
Disciplinary penalties imposed on civil servants take effect from the moment the sanction is decided. Salary deductions are applied starting from the first payroll period after the penalty is issued. Initially, imposed disciplinary penalties are forwarded to the superior disciplinary authority. Dismissals from civil service are additionally reported to the relevant personnel authority.
Authorities Authorized to Impose Disciplinary Penalties
The authorities empowered to impose disciplinary penalties on civil servants are defined by law. Warnings, reprimands, and salary deductions are issued by disciplinary supervisors. Decisions to suspend step increases are made by the disciplinary board to which the civil servant is subject and are implemented by appointing authorities—typically governors—based on the provincial disciplinary board’s decision. Dismissal from civil service is decided by the high disciplinary board of the institution where the civil servant works.
Before any disciplinary penalty is imposed, the civil servant is given the right to defend themselves. The civil servant must submit their defense within the specified timeframe; failure to do so is considered a waiver of the defense right. In addition, civil servants may challenge disciplinary penalties through administrative judicial review.