Regulation Of Election Watchdog Agency Number 10 2014

Original Language Title: Peraturan Badan Pengawas Pemilihan Umum Nomor 10 Tahun 2014

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Read the untranslated law here: http://peraturan.go.id/inc/view/11e44c50fa162ed0a1c3313233323230.html

BN 700-2014. doc REPUBLIC INDONESIA No. 700, BAWASLU, 2014. The Code Of Conduct. Employees. Performance. The Discipline Of Employees. REGULATION of ELECTION WATCHDOG AGENCY of the REPUBLIC of INDONESIA number 10 by 2014 ABOUT EMPLOYEE CODE of CONDUCT in the ENVIRONMENT SECRETARIAT GENERAL ELECTION WATCHDOG AGENCY with the GRACE of GOD ALMIGHTY CHAIRMAN SUPERVISOR elections, Considering: that in order to encourage professionalism and improve performance, quality, and productivity of employees in realizing the smooth execution of tasks and achievement of environmental employees in the work of the Secretariat-General of the Election Watchdog Agency , need to establish the Electoral Supervisory Regulations of the code of conduct Officer in the Environment Secretariat General Election Watchdog Agency; Remember: 1. Act No. 8 of 1974 about Staffing issues (State Gazette of the Republic of Indonesia Number 55 in 1974, an additional Sheet of the Republic of Indonesia Number 3026), as amended by Act No. 43 of 1999 regarding the change in the law No. 8 of 1974 about Staffing issues (State Gazette of the Republic of Indonesia year 1999 Number 169, additional sheets of the Republic of Indonesia Number 3890); 2014 www.djpp.kemenkumham.go.id, no. 700 2 2. Act No. 13 of 2003 on Labor (State Gazette of the Republic of Indonesia Number 39 in 2003, an additional Sheet of the Republic of Indonesia Number 4279); 3. Law number 15 year 2011 about Election Organizers (Gazette of the Republic of Indonesia Number 101 in 2011, an additional Sheet of the Republic of Indonesia Number 5246); 4. Presidential Regulation number 80 in 2012 about the Organization, tasks, functions, Authority, and the Work of the Secretariat-General of the Agency Watchdog, the Electoral Supervisory Body Secretariat General election Supervisory Committee Secretariat, Provincial Electoral District/city, and the Secretariat of the Supervisory Committee of the electoral Subdistricts (Gazette of the Republic of Indonesia year 2012 Number 181); 5. Regulations of the Election Watchdog Agency number 2 by 2013 about the Organization and the Work of the Secretariat-General of the Agency Watchdog, the Electoral Supervisory Body Secretariat General election Supervisory Committee Secretariat, Provincial Electoral District/city, and the Secretariat of the Supervisory Committee of the electoral Subdistricts (news of the Republic of Indonesia by 2013 the number 187); Decide: Define: ELECTION SUPERVISORY REGULATIONS Of The CODE Of CONDUCT OFFICER In The SECRETARIAT-GENERAL Of The ENVIRONMENT AGENCY SUPERVISOR Elections. CHAPTER I GENERAL PROVISIONS article 1 In this Election Supervisory Regulations are: 1. the Election Agency hereafter Bawaslu is the overseeing organization of general elections throughout the territory of the unitary State of Republic of Indonesia. 2. Employees at the Agency Supervisor elections hereafter Employees consists of: a. public servants; b. Employees instead of civil servants who are employed or seconded: www.djpp.kemenkumham.go.id 2014, no. 700 3 1. Experts; 2. Assisting team members; and 3. Honorary degrees. 3. Working Day is the day set by Bawaslu for Employees to carry out limited tasks by referring to decisions that set by the Government. 4. Working hours is the period of time between the incoming work until got off work to carry out limited duties reduced break time. 5. The presence of Employees is the presence of a clerk to perform limited appropriate responsibilities and workload as evidenced by giving the sign of the presence of the appropriate provision through electronic attendance machine (fingerprint system). 6. Recapitulation list of Present Employees hereinafter abbreviated RDHP is a system of recording and absenteeism Employees Bawaslu by the Bureau of Administration as an ingredient in doing performance measurement Employee disciplinary punishment and removal of Public Officers. 7. The immediate Supervisor is the Employee because his Office has the authority directly against his subordinates. 8. Leave of absence is the State does not enter the work permitted within a certain period consisting of annual leave, leave a big, sick leave, maternity leave, leave of absence due to an important reason and leave outside State dependents. 9. Limited Task is a task undertaken by the EMPLOYEE for a specified period on the basis of the assignment given by the superior authorities. 10. Learning Task is a task given the Agency Watchdog Bawaslu Employees at general elections to follow Education Diploma, undergraduate, postgraduate, and doctoral courses both inside and outside the country. 11. Inspection is the examination discipline employees who do routinely, special or spur of the moment without notice against Employees to acquire a Bawaslu proof discipline Enforcement Officers. 12. Discipline is the behavior of an employee to comply with the provisions of the legislation. 13. Valid reasons are the reasons that can be accounted for in writing delivered and poured in 2014, www.djpp.kemenkumham.go.id letter No. 700 4 application for permit/notification as well as approved by the competent authority in accordance with the Regulations set forth in this Head. 14. Service uniform is Attire worn to indicate the identity of the Employee in performing the task. 15. the internal oversight and governance which further abbreviated as part of the PIT is a work unit that was at the law firm, community relations and relations between the institutions, and of Internal Oversight Sekteraiat General functioning and Bawaslu: internal oversight. Article 2 the provisions of this regulation also apply to Prospective civil servant Election Watchdog Body. CHAPTER II the GOAL and PURPOSE of article 3 (1) determination of the intent of the code of conduct of work Employees are as a guide for the officers to keep the conduct Bawaslu work Bawaslu. (2) the purpose of the determination of the Employee's work is the code of conduct: a. improving the performance, quality and productivity of work; b. Maintain the dignity and authority as Officers Bawaslu; c. Applying bureaucratic reforms; d. Enforce professionalism and discipline Employees; and e. Creating a healthy working environment and is conducive. CHAPTER III IMPLEMENTATION of the EMPLOYEE'S WORK is considered part of the presence of article 4 (1) working day for Employees working for five days Bawaslu in one week, from Monday until Friday. (2) the number of effective working hours per week is 40 hours, adjusted to local time, with the rules as follows: www.djpp.kemenkumham.go.id 2014, no. 700 5 a. Monday-Thursday: 08.00 – 16.00 break time: 12.00 – 13.00 b. Friday: 08.00 – 16.30 break time: at 11:30 – 13:00 (3) having regard to the provisions of the working hours and/or days of work that applies on a local and regional government interests Bawaslu Province Panwas, Kabupaten/Kota, Kecamatan and Panwas can propose to the Secretary-general an adjustment of working hours and/or days of work for an employee on a Bawaslu Panwas provincial, Kabupaten/Kota, Kecamatan Panwas and still pay attention to the number of hours of work effective. (4) during the fasting month regular working time can be adjusted based on the decision of the Ministers: the Affairs of the State apparatus. Article 5 (1) Flexible working time is an unspecified work time hours begin and end work time but comply with at least 8 (eight) hours of work in one (1) day and/or a minimum of 40 (forty) working hours in one week. (2) Flexible working time applies to employees because of the demands of his job or work outside of the regular working time, based on submissions from superiors at least Head/Head Secretariat/Bureau Chief/General Secretary. Article 6 (1) the presence of Employees is evidenced by recording fingerprint attendance machine on the morning and afternoon. (2) Exempt to do recording fingerprints are employees who are carrying out on leave, limited task, the task of studying, sick, and permissions. (3) in the event of failed fingerprint due to a technical mistake or forget not doing attendance up to a specified time limit provided the means as a substitute for submission to The Section and human resource General Administration Section or Sub. (4) the presence of Employees during work hours is the responsibility of the immediate supervisor. (5) the present list of Charging can be done manually in case of: www.djpp.kemenkumham.go.id


2014, no. 700 6 a. electronic attendance System as referred to in paragraph (1) damaged/not functioning. b. Employees have not registered in the system of attendance electronically. c. fingerprints are not recorded in the presence of electronic systems. d. circumstances Occur kahar (force majeure), or e. a workplace doesn't allow for electronic attendance system is provided. (6) a State of kahar (force majeure) as referred to in paragraph (7) the letter d is an event which occurs outside of human control and ability and is inevitable among other natural disasters and riots. Article 7 (1) of the employees go home early is obligated to inform the employer immediately in writing. (2) the Employees go home early because the assignment of direct supervisor is obligated to deliver the letter to the administrative tasks on each Bureau/sub sections. Article 8 (1) in addition to the days and hours of work effectively as stipulated in article 4, the Secretariat-General Bawaslu can provide working time overtime requirements, among others: a. There is approval of the Employees concerned; and b. the time overtime work can only be done the longest of three (3) hours in one (1) day and at most 16 (sixteen) hours within 1 (one) month. (2) the time overtime work as intended in paragraph (1) compulsory paid wages overtime work. (3) the provisions concerning working time overtime referred to in subsection (1) and paragraph (2) in accordance with the provisions of laws-invitation. Article 9 an employee can not enter employment with legitimate reasons as follows: a. Permission; b. Ill; c. Leave; 2014 www.djpp.kemenkumham.go.id, no. 700 7 d. Duty limited; or e. the task learned. Article 10 (1) an employee who does not work because of a Inbox permission as referred to in article 9 a, compulsory informing superiors directly at the latest 1 (one) day before. (2) the Supervisor directly concerned can approve or reject the petition in question. (3) in the event that an employee who does not work because of a Inbox permission referred to in subsection (1) cannot be implemented because of the urgent circumstances that could not be previously thought, officials concerned is obliged to notify the supervisor immediately. Article 11 Employees who are unable to work due to illness of entry referred to in article 9, the letter b is obligated to submit a doctor's certificate or certificate of hospitalization to the Administrative Section and HUMAN RESOURCES or Administrative Sub-division on each Bureau/Sub sections public administration. Article 12 employees who do not go on leave because of work or learning tasks as stipulated in article 8 of the letter c and the letter e, is obligated to submit a certificate of leave or study permit before the question of leave or perform the task of learning. Article 13 employee who does not work because limited admission referred to in article 8 d, is obligated to submit proof of the assignment include: a. a letter Task/Command; b. Service Instructions/Disposition/Memo; or c. the associated limited Invitation approved by the direct supervisor. Article 14 (1) the recording of Employee absence as evidenced by the letter of permission, the doctor, or affidavits affidavits affidavits, hospitalization leave, proof of the assignment, or study permit as referred to in article 9 is used by the Bureau of Administration as an ingredient in preparing the RDHP. 2014 www.djpp.kemenkumham.go.id, no. 700 8 (2) the Employee was declared violating hours of work referred to in article 4 without a valid reason, as follows: a. do not go to work; b. late incoming work; c. return home prematurely; d. not be where tasks; e. does not replace time delay; and/or f. not filling the list of attendance. (3) the Employee does not violate the stated hours of work referred to in article 4 by using a valid reason, as follows: a. do not go to work; b. late incoming work; c. return home prematurely; d. not be where tasks; e. does not replace time delay; and/or f. not filling the list of attendance. (4) in addition to the logging Results in absence of an employee referred to in subsection (1), the respective Bureau also delivered the recording to the Administrative Section and HUMAN RESOURCES no later than the date of the next 5 months. Article 15 (1) employees who violate the working hours referred to in Article 14 paragraph (2), be calculated cumulatively as of January up to December of the current year with the following conditions: a. not to enter one (1) working day is counted as one (1) day admission not working; b. late entry work and/or home before the time is calculated based on the amount of time delay/home before the time is appropriate provisions on days and hours of work; c. not be where the task is calculated based on the amount of time the nonexistence of Employees at the place of duty that is evidenced by a letter of permission from the supervisor directly according the format as contained in Appendix II that are part an integral part of the regulation of the head; 2014 www.djpp.kemenkumham.go.id, no. 700 9 d. does not populate the list present entered work and/or home work is also counted as a delay in entering work or home before it's time for 4 (four) hours; and e. to which does not replace the cumulative delay time calculation based on time delay. (2) the amount of time the calculation referred to in paragraph one (1) letter b, letter c, letter d and be done with the conversion of 8 (eight) hours equals one (1) day didn't go to work. (3) against employees who violate the working hours and meet the accumulation of 5 (five) days or more of work does not enter in 1 month, was sentenced to a reprimand of the oral form of discipline based on government regulations governing the discipline of civil servants. (4) employees who carry out pickets 1 x 24 hours as evidenced by the letter of assignment execution of incoming work hours on duty, calculated on the basis of the fulfilment of 48 hours of work per week. Article 16 (1) Administrative and human resources Section compiling RDHP each month based on the recording as stipulated in article 14. (2) the Administrative and HR report RDHP as mentioned on paragraph (1) to the Secretary General, with copy to the Internal watchdog of the slowest part of the 15th of the next month. The second part of the obligation and the prohibition of Employees article 17 (1) every Employee is obliged to follow the ceremony on a large national day flag in accordance the statutes Office, except in the event that an employee perform limited legal reason or because it is justified under the terms of the applicable legislation. (2) Recording the presence of Employees to follow the flag ceremony on weekdays is done in accordance with the provisions as set forth in article 6. (3) when the flag ceremony conducted on holidays, recording the presence of Employees is carried out at least 15 (fifteen) minutes before the ceremony began. 2014 www.djpp.kemenkumham.go.id, no. 700 10 Article 18 in the performance of duties and functions, each Employee is prohibited: a. perform and assist with engineering, counterfeiting and the giving of the information is not correct in terms of orderly work; b. undertake activities outside the duties of service unless there is an order or written permission from superiors directly; c. do the rest work outside the hours of rest have been determined; d. Leave work without reason; and article 19 (1) Employees who work outside working hours, compulsory to notify in writing to the competent authority. (2) the competent authority obliged to verbally reprimand an employee who does not implement the provisions as referred to in paragraph (1) are tiered. (3) the competent authority requesting information and reported it to his superiors, in terms of the presence of the Officers raises a suspicion that interferes with the security of, or other actions beyond propriety and common interests. CHAPTER IV DRESSING Article 20 per Employee obliged to wear the service comes with a logo and pataka on every working day in accordance with Regulation Bawaslu number 8 in 2012. Article 21 Employees are prohibited from wearing Sandals: a. at the time of working hours; b. Dress Shirts, clothing from jeans or casual clothing; and c. clothing, as well as the sporting shoes except at the time of carrying out sports activities. Chapter V IDENTIFICATION OFFICERS section 22 (1) every Employee is obligated to wear a Bawaslu Employee Identifier. www.djpp.kemenkumham.go.id


2014, no. 700 11 (2) the use of the identification Officers as follows: a. identification used on work hours as well as Bawaslu off-hours Bawaslu on time carry out limited. b. employees who sign a mandatory reporting pengenalnya left and asked for identification cards while to The Section and HR/General Administration Sub sections and handed back the temporary identification at the time of going home work; c. employees who sign pengenalnya missing mandatory reporting to the HR and Administrative Sections/Sub sections public administration with unknown superiors directly in order to obtain a new identifier and request a temporary identifier; and d. abuse of Employee identifier is a violation of the working discipline employees. Article 23 (1) employees who quit as an employee is obligated to return a Bawaslu identification Clerk to administrative and human resources Section. (2) an employee who was on leave outside the mandatory State dependents submit identification to Bureau Administration during the furlough lasts. CHAPTER VI SUPERVISORY EMPLOYEE of section 24 (1) a part of Internal Oversight can perform the duties and functions of the supervision in order to maintain, nurture, and enhance the discipline of employees. (2) the execution of the tasks and functions of supervision can be carried out by the Internal Oversight along with Administrative and human resources Section/Sub Section General Administration. Chapter 25 Internal Oversight Results submitted to the Secretary-general with copy to the Bureau of administration. Article 26 (1) based on the results of Internal Oversight, the General Secretary as the Builder of the staffing Officer may order the Administrative Section and HUMAN RESOURCES to process disciplined Employee breach penalties appropriate conditions. 2014 www.djpp.kemenkumham.go.id, no. 700 12 (2) on the orders of Secretary General, Administrative and human resources Section/Sub Section General Administration immediately prepare the schedule and agenda of the implementation Council boss who authorities punish violations (Ankum) conduct workplace Employees gained from the results of the inspection. Article 27 (1) the Employee may file objections over the results of the Inspection to the Part of Internal oversight at the latest at the end of the month it conveys notification of the results of the Inspection supervisor direct employees. (2) Internal Oversight Section conduct analysis over objections raised by evaluating the results of the inspection and the supporting documents. Article 28 (1) Internal Oversight Section compiled answers to the objections raised by the results of the analysis referred to in Article 26 paragraph (2). (2) in terms of analysis results through the re-evaluation results of Internal Oversight and the supporting evidence turned out to be objectionable is not acceptable, Part of Internal Oversight should provide answers to the Employees concerned about the objection cannot be accepted. (3) in case the results of the analysis through the re-evaluation results of inspection and evidence supporting turns mind unacceptable, part of Internal Oversight should provide answers to the Employees concerned about the objection unacceptable accompanied a notice that the results of the Inspection were cancelled. (4) Internal Oversight Section conveyed the objections filed, along with the results of its analysis to the General Secretary as the Builder of the staffing Officer, the head of the Bureau of administration, direct supervisor and Employees concerned. CHAPTER VII SANCTIONS the DISCIPLINE of article 29 (1) Employees who commit offences penalized the discipline punishment mild, moderate and severe. (2) the type of disciplinary punishments and sanctions violations lightly given to Employees who are unable to pass on evidence of a reason not to enter work and don't ask permission or her immediate supervisor include: www.djpp.kemenkumham.go.id 2014, no. 700 13 a. does not enter employment during 5 (five) working days provided sanctions in the form of an oral reprimand; b. do not go work for 6 (six) up to 10 (ten) working days provided a written reprimand in the form of sanctions; and c. not go work for 11 (eleven) to 15 (fifteen) working days provided sanctions in the form of a written statement not satisfied. (3) the types of disciplinary penalties and sanctions violations are given to Employees who are unable to pass on evidence of a reason not to enter work and don't ask permission or her immediate supervisor include: a. not to enter work for 16 (sixteen) up to 20 (twenty) working days provided sanctions in the form of periodic salary increases delays for 1 (one) year; b. do not go work for 21 (twenty one) up to 25 (two of five) working days delay sanctions in the form of promotion for 1 (one) year; and c. does not enter employment for 26 (twenty-six) up to 30 (thirty) working days provided sanctions in the form of lower-level demotion during 1 (one) year. (4) the type of offence and punishment severe disciplinary sanctions set given to Employees who are unable to pass on evidence of a reason not to enter work and don't ask permission or her immediate supervisor include: a. not to enter work for 31 (thirty one) up to 35 (thirty five) working days provided sanctions in the form of lower-level demotion for 3 (three) years; b. do not go work for 36 (thirty-six) up to 40 (forty) working days provided sanctions in the form of the transfer in order to decrease the position of the lower-level; c. do not enter employment for 41 (forty-one) up to 46 (forty-six) business days provided sanctions in the form of exemption from the Office; and d. not go work for 46 (twenty six) business days is granted in the form of dismissal of sanctions with respect to the request itself not as an employee, and/or dismissal not with respect as employees. Article 30 in the event that the competent authority does not give penalty sanctions punishing discipline to officials or staff below it then referred to the penalized officials were disciplined in accordance with the violations committed by the Employee concerned. 2014 www.djpp.kemenkumham.go.id, no. 700 2 article 31 (1) the mechanism of the overthrow of the sanctions referred to in Article 29, according to the regulations governing the discipline of employees. (2) the sanctions that had been dropped to the Employees Foundation of the consideration in conducting an assessment of the implementation of the assessment work list that includes an assessment of the achievements of the work, the work behavior and coaching career Employees concerned. (3) the overthrow of the sanctions referred to in Article 29 is reported to the Secretary-general through the Chief of the Bureau of administration. Article 32 (1) a violation of this rule may be subject to sanctions in the form of: a. disciplinary Punishment in accordance with the provisions of the legislation; and/or b. Demands indemnity in case of loss of the country. (2) in addition to the sanctions referred to in paragraph (1) may also be penalized in the form of: a. proposal to returned to the establishments of origin, for Employees are civil servants; and b. be dismissed in accordance with the Covenant of Officer Personnel Contracts for builders, assisting team members and Honorary or based on the decision of the Secretary General regarding the appointment Power Bawaslu Driver, security, Pramubhakti, and technicians, for the Employee who is not a civil servant. (3) sanctions is done by observing the pattern of construction employees, review process in accordance with the laws applicable invitation-, individual considerations, and performance is concerned, as well as the process of removal of public punishment discipline. (4) the sanctions are intended to improve performance and enforcing fairness in coaching employees. CHAPTER VIII MISCELLANEOUS PROVISIONS Article 33 (1) Coaching Employees to improve understanding, behaviour and work discipline Enforcement Officer is the responsibility of the immediate supervisor. 2014 www.djpp.kemenkumham.go.id, no. 700 15 (2) In enforcing work discipline employees, head of the Department's Internal Watchdog can request information to direct supervisor employees. Article 34 HR and Administrative Sections/Sub sections public administration Employees present list card making using information technology electronically, as material: a. report to the Secretary-General as the Builder of the staffing Officer, with a copy to the head of the Department's Internal Watchdog; b. Coaching to the Employees concerned; c. imposition of sanctions against violations of the provisions of the Employee code of conduct; and d. notice to each Employee's direct supervisor in question as a consideration of implementing assessment list filling jobs and annual individual performance assessment. Article 35 (1) officials of the Echelon I give awards to employees who have been carrying out work in the discipline during the period of 1 (one) years running in the Environment Secretariat General Bawaslu. (2) the award referred to in subsection (1) may include: a. the Charter; b. Placards; and c. other forms of feeding. CHAPTER IX PROVISIONS COVER Article 36 Supervisory Regulations the election took effect on the date of promulgation. 2014 www.djpp.kemenkumham.go.id, no. 700 16 so that everyone knows it, ordered the enactment of regulatory Agencies this Election with its placement in the news of the Republic of Indonesia. Established in Jakarta, on May 26, 2014 GENERAL ELECTION SUPERVISION AGENCY CHAIR of the REPUBLIC of INDONESIA, MUHAMMAD Enacted in Jakarta on June 3, 2006 MINISTER OF JUSTICE and HUMAN RIGHTS of REPUBLIC of INDONESIA, AMIR SYAMSUDDIN www.djpp.kemenkumham.go.id