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a. The electronic presence system as referred to in paragraph (1) is damaged/does not function.

b. The employee has not been registered in the presence system electronically.

c. The fingerprint is not recorded in the electronic presence system.

d. There is a (force majeure) state, or e. The work location does not allow for a system to be provided

electronic presence. (6) The nature of the (force majeure) as referred to in verse (7)

The letter of the d is an event that occurs beyond human abilities and control, and cannot be avoided between the natural disasters and the riots.

section 7

(1) Employees who are home early are required to notify the officer directly in writing.

(2) The employee who returns early due to the assignment of the direct superior is required to submit a duty letter to the business officer on the each bureau/sub section.

Article 8

(1) In addition to the effective day and business hours as referred to in Section 4, the General Secretariat of the Bawaslu may provide overtime time with requirements among others:

a. There's an agreement between the employees in question; and b. The hours of overtime can only be performed at least 3 (3)

hours in 1 (one) days and at most 16 (sixteen) hours in 1 (one) month.

(2) The overtime work as referred to in paragraph (1) is required to be paid a job overtime.

(3) Terms of overtime work as referred to paragraph (1) and paragraph (2) in accordance with the provisions of the invite-invite rule.

Section 9

Employees may not enter the work for lawful reasons as the Here's a. Permission;

b. It hurts; c. Leave;

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d. Task kedinasan; or e. Learning tasks.

Section 10

(1) Employees who do not enter the job due to permission as referred to in Section 9 of the letter a, are required to notify the person of the slowest person 1 (one) the day before.

(2) Direct Atasan concerned may agree or reject the request in question.

(3) In the event of an employee who does not enter the job due to permission as referred to in paragraph (1) cannot be implemented due to an unassuming state of urgency Previously, the authorities were required to notify the immediate supervisor immediately.

section 11

Employees who are unable to enter the work due to illness as contemplated in Section 9 of the letter b, whether to submit a doctor ' s description or an outpatient letter to the Business and Human Services Section or Sub-Part of the Tata Business In each of the Public Administration buret/Sub-Administration sections.

Section 12

Employees who do not enter the work due to leave or study duties as referred to in Section 8 of the letter c and the letter e, are required to submit a leave of absence letter or a license. learn before the concerned leave or carry out a study assignment.

Article 13

The employee who does not enter the job due to the dismay as referred to in Article 8 of the letter d, is required to submit the assignment evidence including:

a. Duty/An Action Letter; b. Service/Dispositions/Memoi; or

c. Invitation-related inviters approved by the direct supervisor.

Section 14

(1) The employee's absence of absence is attested by a permit, doctor's letter, or an outpatient letter, a leave of absence, evidence. assignment, or a learning permit letter as referred to in Article 9 is used by the Bureau of Administration as a material in the drafting of the RDHP.

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(2) The employee is declared in violation of the Workspace as referred to in Section 4 without a valid reason, as follows:

a. does not get to work; b. late entry to work;

c. go home before time;

d. It's not in the place of duty; e. does not replace the delay time; and/or

f. does not fill the attendance list. (3) Employees are declared not in violation of the Workspace as

referred to in Article 4 by using the legitimate reason, as follows: a. does not get to work;

b. late entry to work; c. go home before time;

d. It's not in the place of duty; e. does not replace the delay time; and/or

f. unable to fill a list of attendance.

(4) In addition to the results of the Employee Absence as referred to in paragraph (1), the business plan of each bureau also convees the attendance record to the slowest Part of the Business and SDM of the 5th Next month.

Section 15

(1) Employees who violate the Working Hours as referred to in Section 14 of the paragraph (2), are calculated to be cumulative starting from January to December of the year running with the following conditions:

a. non-entry to work 1 (one) day counts as 1 (one) day not in the works;

b. late entry to work and/or return before time is calculated based on the amount of delay/return time before time on the terms of the day and work hours;

c. not at the task place is calculated based on the amount of time The non-existence of the employee at the job is proven by a direct supervisor's license to the format as set forth in Appendix II which is an inseparable part of this Chief Regulation;

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d. does not fill the list of attending works and/or number of effective working hours a week is 40 hours, adjusted to the local time, with the following regulations:

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a. Monday s.d. Thursday: 0800-16.00 Rest Time: 12.00-13.00

b. Friday: 8:00 PM-16.30 Time Break: 11.30-13.00

(3) With regard to the provisions of the work hours and/or the working day applicable to the local Local Government and the interests of Bawaslu Province, Panwas Regency/City, and Panwas Subdistrict may propose to the Secretary Working hours of working hours and/or working days for employees in Bawaslu Province, Panwas Regency/City, and Panwas District by staying on the amount of effective working hours.

(4) During the fasting month regular work can be adjusted According to the Decree of the Minister, who governed the affairs of th work home also counts as the delay in working or returning home before time for 4 (four) hours; and

e. for those who do not change the delay time the cumulative calculation is based on the delay time.

(2) The calculation of the amount of time as referred to in paragraph 1 (one) the letter b, the letter c, and the letter d is performed with the conversion of 8 (eight) The hour is equal to 1 (one) days not to work.

(3) Against the Employee who is in violation of the Workhour and has fulfilled the accumulation of 5 (five) days no work or more in a 1 month running, is sentenced to discipline in the form of an oral reprimand based on the Government Regulation which regulates the discipline of civil servants.

(4) Employees who carry out a 1 x 24-hour pikette as evidenced by a picket execution task letter, the work entry clock is calculated based on the 48 hours of work fulfillment per week.

Section 16

(1) The Business and Human Services Section is compiling the RDHP every months based on the notation referred to in Section 14.

(2) The Business and Human Services section delivers the RDHP report as referred to in paragraph (1) to the Secretary General with a gust of the slowest Internal Supervising Section the next 15 months.

Part Two Liability and Prohibition of Employees

Section 17

(1) Each Employee is required to enter a flag ceremony on a national day in accordance with the provision of the Service, except in the case of the Employee carrying out the duty of dismay or due to legal reasons justified according to the rules of the law. Applicable law.

(2) The recording of the presence of the employee to follow the flag ceremony on the work day is done in accordance with the provisions as set out in Article 6.

(3) If the flag ceremony is performed on the holidays, Employee attendance is 15 (fifteen) minutes before the ceremony Starting.

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Section 18 In the execution of tasks and functions, each employee is prohibited:

a. Doing and helping to do the fabrication, forgery and administeration are not true in terms of work order;

b. Perform activities outside of the service task unless there is an order or written permission of the direct supervisor;

c. Doing a work break outside of the specified break hours;

d. Leave work for no reason; and Section 19

(1) Employees who work outside of the working hours, are required to notify in writing to authorized officials.

(2) Authorities are required to verbally reprimand employees who are not. implement the provisions as referred to in paragraph (1) of a single level.

(3) The authorized officer requested the description and reported to his superiors, in the case of the presence of the employee aroused suspicion of interfering with security, or other acts beyond eradication and common interest.

CHAPTER IV DRESSED

section 20

Each employee is required to wear a Service Clothes equipped with a logo and a pataka on every weekday in accordance with the Bawaslu Regulation No. 8 of the Year 2012.

section 21

Employees are prohibited from using: a. The slippers at the time of the working hour;

b. Shirt shirts, clothes from jeans or casual clothing; and

c. Clothing, as well as sports shoes except when performing exercise activities.

BAB V EMPLOYEE IDENTIFICATION

Section 22

(1) Each Employee is required to wear an Subordinate Employee Identifier.

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(2) The use of the Employee Identifier as follows: a. The identifier is used on the Bawaslu business hours as well as outside

the Bawaslu working hours at the time of carrying out the kedinasan task. B. Employees whose credentials are left mandatory reporting and

request a temporary ID card to the Public Administration Section and the SDM/Sub-Administration section as well as resubmit the temporary ID on time home from work;

c. Employees whose credentials are missing are required to report to the Business and Public Administration Section of the General Administration with the immediate supervisor directly to obtain a new ID and request a temporary badge; and

d. Misuse of the Employee Service is a violation of the employee's work order.

section 23

(1) The employees who cease as Subordinate Employees are required to return an employee's badge to the Corporate Governance and SDM.

(2) Employees who are on leave outside of the country's dependents are required to submit an ID to the Bureau of Administration during the leave of absence.

CHAPTER VI SUPERVISING EMPLOYEE

Article 24 (1) Internal Oversight Section may carry out tasks and functions

supervision in order to maintain, foster, and improve the discipline of the Employee.

(2) The execution of the duties and supervising functions may be performed by the Internal Surveillance Section along with the Business Quarter and SDM/Sub-General Administration.

Article 25

Internal Oversight Results delivered

Article 26 (1) Based on the results of Internal Oversight, Secretary General as

Official Sales Officer may order Parts of the Business and Human Services for the Process the employee's breach of the discipline in the applicable terms.

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(2) Based on the orders of the Secretary General, the Administrative and SDM/Sub-Administration sections are immediately preparing for the schedule and execution agenda of the executable authorities (Ankum) of the Employee survey action violation.

section 27

(1) The employee may file an objection to the results of the Inspection to the Internal Surveillance Section at the end of the month. the results of the Inspection to the Direct Chief of the Employee.

(2) Internal Oversight Section Conduct an analysis of the objections submitted by evaluating the results and supporting documents.

Section 28

(1) Internal Oversight compiles an answer to the objections submitted based on the analysis results in question. in Article 26 of the paragraph (2).

(2) In the event of results of analysis through the re-evaluation of the results of Internal Oversight and supporting evidence it turns out to be objectable objection, Internal Oversight must provide answers to the employees concerned about the objection Unacceptable.

(3) In the event of results of analysis through the evaluation of the Inspection results and the supporting evidence turns out to be an acceptable objection, the Internal Oversight Section must provide an answer to the employees concerned about the objection It can be received with notice that the inspection result was cancelled.

(4) Internal Oversight Section addresses the requested objection and its analysis to the Secretary-General as Officer Pembina KePersonnel, Head of the Administration Bureau, and the direct officer of the employee in question.

BAB VII DISCIPLINARY SANCTION

section 29

(1) Employees who commit violations are subject to the Severe, Moderate and Heavy Discipline punishment.

(2) The type of violation and sanction of the light discipline penalty is given to employees who cannot Provide proof of reason not to go to work and do not ask for permission of his includes:

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a. not to work for 5 (5) days of work (s) for which the following are issued:

b. not to work for 6 (six) up to 10 (ten) days o