STATE NEWS
REPUBLIC OF INDONESIA
RULES OF THE MINISTER OF LAW AND HUMAN RIGHTS
REPUBLIC OF INDONESIA
NUMBER M. HH-07.KP.05.02 YEAR 2012
ABOUT
CIVIL SERVANT ' S CODE OF CONDUCT IN THE MINISTRY OF LAW AND HUMAN RIGHTS MINISTRY
WITH THE GRACE OF THE ALMIGHTY GOD
MINISTER FOR LAW AND HUMAN RIGHTS REPUBLIC OF INDONESIA,
Weighing: that to implement the provisions of Article 13 of the Government Regulation No. 42 Year 2004 on the Coaching Soul Corps and the Civil Service Code of Conduct, it needs to establish the Regulation of the Minister of Law and Human Rights on the Employee Code Of Conduct Civil Land in the Environment of the Ministry of Law and Human Rights;
Remembering: 1. Act No. 8 of 1974 on the PoyPokok Keemployers (Sheet State Republic Indonesia Year 1974 Number 55, Supplementary Sheet Republic Indonesia Number 3041) as amended by Act No. 43 1999 on Changes to the Year 1974 Act No. 8 on the PoanPokok KeEmployees (State Gazette of the Republic of Indonesia in 1999 Number 169, Additional Gazette of the Republic of Indonesia Number 3890);
2. Act No. 39 of 2008 concerning the Ministry of State (State Sheet of the Republic of Indonesia 2008 No. 166, Additional leaf of the Republic of Indonesia Indonesia Number 4916);
3. Government Regulation No. 42 Year 2004 on Soul Coaching of the Corps and Code of Conduct of PNS (leaf of State of the Republic of Indonesia in 2004 No. 141, Additional Gazette of the Republic of Indonesia Number 4449);
4. Government Regulation No. 53 of 2010 on the Discipline of civil servants (sheet of state of the Republic of Indonesia 2010 No. 74, Additional Gazette of the Republic of Indonesia Number 5135);
5. Presidential Regulation No. 47 of 2009 on the Establishment and Organization of the Ministry of State as amended last by the Presidential Regulation Number 91 of 2011 on the Third Amendment to the Presidential Regulation No. 47 Year 2009 on the Establishment and Organization of the Ministry of State (State of the Republic of Indonesia in 2011 Number 141);
6. Presidential Regulation No. 24 Year 2010 on Occupation, Duty, and Functions of the Ministry of State as well as Susunan Organization, Duty, and Functions of Eselon I Ministry of State as it has been several times amended last by Presidential Regulation Number 92 2011 on the Second Amendment to the Presidential Regulation No. 24 of 2010 on Occupation, Duty, and Functions of the Ministry of State as well as the Organizational Functions, Duty, and Functions of the Ministry of State (of the State of the Republic of Indonesia in 2011) Number 142);
7. Regulation of the Minister of Law and Human Rights Number M-01.PR.07.10 Year 2005 on the Organization and the Work order Office of the Department of Law and Human Rights of the Republic of Indonesia;
8. Regulation of the Minister of Law and Human Rights Number M. HH-05.OT.01.01 of 2010 on the Organization and Work of the Ministry of Law and Human Rights of the Republic of Indonesia (News of the Republic of Indonesia 2010 Number 676);
DECIDED:
Establish: RULES MINISTER OF LAW AND HUMAN RIGHTS ON THE CODE OF CONDUCT OF CIVIL SERVANTS IN THE ENVIRONMENT OF THE MINISTRY OF LAW AND HUMAN RIGHTS.
BAB I
UMUM PROVISIONS
Section 1
In Regulation of the Minister this is referred to:
1. Civil Servants in the Environment of the Ministry of Law and Human Rights are referred to as the Civil Servants and civil servants as referred to in Law No. 8 of the Year of 1974 on the Poes. Employment as amended by Law No. 43 of 1999 on Changes to Law No. 8 of 1974 on Employment Among Employees.
2. The Code of Conduct is the guidelines of attitude, behavior, and deeds of good employees in carrying out their duties and the work of daily life.
3. The Code of Conduct is a nonstructural institution on the agency of the Ministry of Law and Human Rights who is responsible for enforcement of the conduct and resoles the violation of the Code of Conduct conducted by the employees.
4. The violation of the Code of Conduct is any form of speech, writing, and/or deed of the employee who is contrary to the Code of Conduct.
Section 2
The Employee ' s Code of Conduct aims at:
a. optimizing the execution of tasks and functions in accordance with the provisions of the laws of the laws;
B. enhance the discipline of both the task and in life of society, organization, nation, and country;
c. creating a harmonious and condus-working atmosphere and environment; and
D. improving work ethic, work quality, and professional behavior.
BAB II
BASE VALUE
Section 3
The basic values to be held high by the employee include:
a. a fortitude to the Almighty God;
B. loyalty and obedience to Pancasila and the Basic Law of the Republic of Indonesia in 1945;
c. spirit of nationalism;
D. Maintain the interests of the country above the personal or group interest;
e. Obedience to the laws and regulations of the laws;
f. Respect for human rights;
G. not discriminatory;
h. professionalism, neutrality, and moral high; and
i. spirit spirit of the corps.
BAB III
EMPLOYEE ETHICS
Section 4
(1) In the execution of the duty of dineness and daily life each of the employees is obliged to act and guide on:
a. ethics in the country and the holding of government;
B. ethics in organization;
c. ethics in society;
D. ethics in conducting services against the community;
e. ethics in conducting coordination with law enforcement apparatus;
f. ethics against fellow civil servants; and
G. The ethics of yourself,
as is set in this Minister ' s Regulation.
(2) Each employee is obliged to comply and perform the ethics as referred to in paragraph (1).
Section 5
The ethics in the country and the holding of government include:
a. exercised fully the Pancasila and the Basic Law of the Republic of Indonesia in 1945;
B. raised the harkat and the dignity of the nation and country;
c. be the adhesive and unifying nation in the Unity State of the Republic of Indonesia;
D. obey all applicable laws in the performing of tasks;
e. Accountable for carrying out clean and authoring governance.
f. date, open, honest, and accurate, as well as timely in carrying out any government policies and programs;
G. use or exploit all country resources efficiently and effectively;
h. not to give false testimony or untrue captions; and
i. respect, advance, fulfill, protect, and enforce human rights in accordance with the provisions of the laws.
Section 6
The organization's ethics in organization include:
a. exercised duties and authority in accordance with the provisions of the laws of the laws;
B. keeping information that is confidential;
c. carry out any policy set forth by the authorized official;
D. build work ethos to improve organizational performance;
e. Co-op cooperatively with other work units associated with the goal of goal achievement;
f. have competence in the execution of the task;
G. obey and obey the operational standards of the procedure and the employment goals of the employees;
h. develop innovative and innovative thinking in order to improve organizational performance;
i. working on the improvement of the work quality;
J. be rational, objectable, objectable, and transparent in the running of tasks;
No, exercised duties professionally and responsively; and
I. Does not commit acts that can defame or decrease the image of the instance.
Section 7
The ethics in society include:
a. embody a simple life pattern;
B. provide services with respect and selfless decency as well as without the element of coercion;
c. provide service quickly, appropriately, open, and fair as well as not discriminatory;
D. date to the state of the community environment;
e. oriented towards improving the welfare of the public in performing the task; and
f. not to do deeds that can defile or degrade the dignity and dignity of civil servants.
Section 8
Ethics in conducting services against the public include:
a. Priorite the importance of the people above the personal or group level.
B. not seek personal gain in any form;
c. provide the information the public needs in accordance with the provisions of the laws of the laws;
D. reject any rewards or promises in any form that may affect the execution of the task;
e. provide professional services, responsive, targeted, open, timely, observable rules, and fair and undiscriminatory; and
f. open against any form of participation, support, and supervision of the public.
Section 9
Ethics in conducting coordination with other law enforcement officers, covering:
a. respect and respect the equality of the profession:
1. establish cooperation in a responsible way; and
2. Provide good service according to the standards of service procedures that have been established.
B. keeping the honor and the wibness of the profession:
1. Be friendly and polite but remain firm in enforcing the rules; and
2. do not issue a speech or do an act that can be self-degrading or an instance.
Section 10
Ethics against fellow Civil Servers include:
a. Respect for a fellow civil servant who embraces a different religion or trust;
B. maintaining the union and the unity of the civil servants of the civil servants;
c. respect between peers, both vertically and horizontally in a work unit, instance, or interagency;
D. appreciate the difference of opinion;
e. uphold the harkat and the dignity of civil servants;
f. Maintain and establish cooperative civil servants; and
G. The solidarity and solidity of all civil servants by convening in a single container of the Indonesian National Employees Corps to fight for its rights.
Section 11
Ethics against oneself include:
a. honest and open as well as not providing any untrue information;
B. acted with full sincerity and sincerity;
c. avoid any conflict of personal, group, or group interest;
D. initiatives to improve the quality of knowledge, skills, skills, and attitudes;
e. have high fighting power;
f. maintaining physical and spiritual health;
G. maintaining the integrity and harmony of the family;
h. a simple, rapih, and polite appearance;
i. not to do corruption, collusion, and nepotism;
J. not committing adultery, prostitution, and gambling;
No, not to use and/or circulate psychotropic substances, narcotics, and/or the like in conflict with the provisions of the laws of the laws; and
I. Not entering a place that can defile or degrade the staff, except for the command of the office.
BAB IV
ENFORCEMENT OF THE CODE OF CONDUCT
Section 12
(1) Employees Who Conduct Breach Of The Code Of Conduct Are Subject To Moral Sanction.
(2) The moral sanction as referred to in paragraph (1) shall be:
a. Statement is closed; or
B. An open statement.
(3) The granting of moral sanctions as referred to in paragraph (1) is made in writing and stated by the Officer Pembina of the Public Service.
(4) In the awarding of the moral sanction as referred to in paragraph (2) must be named the type of Violation Of The Code Of Conduct performed by the Employee.
(5) The official Employee Pembina can delegate its authority as it is referred to in verse (3) to other officials in the lower environment of the structural officials of the eselon IV.
Section 13
(1) A closed statement as referred to in Article 12 of the paragraph (2) of the letter a delivered by the Officer of the Employee of the Service or an official appointed in a closed space.
(2) The statement openly as referred to in Article 12 of the paragraph (2) letter b is delivered through an official meeting forum, flag ceremony, mass media, or other forum.
Section 14
Employees who conduct a breach of the Code of Conduct in addition to the moral sanction as referred to in Article 12 of the paragraph (1), may be subject to administrative actions in accordance with the provisions of the laws, at the recommendation of the Code of Conduct. />
BAB V
ASSEMBLY OF THE CODE OF CONDUCT
The Kesatu section
The formation of
Section 15
(1) To enforce the Code of Conduct set up the Code of Conduct Assembly.
(2) The Code of Conduct (s) as referred to in paragraph (1) is set forth by the Officer Pembina of the Public Service.
(3) Workforce Workforce officials may delegate the creation of the Code of Conduct of the Code of Conduct to the appointed officials.
(4) The Code of Conduct as referred to in paragraph (1) is ad hoc.
Section 16
The assemblies of the Code of Conduct are set up at the slowest 7 (seven) days of work since the complaint, the findings, and the alleged violation of the Code of Conduct violations were received by the Employee Pembina officials.
The Second Part
Membership Arrangement
Section 17
(1) The membership of the Assemblies of the Code of Conduct as referred to in Article 15 of the paragraph (1), consists of:
a. 1 (one) the member of the parent-group;
B. 1 (one) the member's secretary's person; and
c. at least 3 (3) members of the member.
(2) In the case of the Members of the Code of Conduct of more than 5 (five) people then the number of members must be odd.
Section 18
The post and rank of member of the Code of Conduct Assembly should not be lower than the office and rank of Employees being inspected for allegedly violating the Code of Conduct.
The Third Part
The Code of the Code of Conduct
Section 19
The assemblies of the Code of Conduct are in charge of examining and making decisions against an employee who allegedly violated the Code of Conduct after considering witnesses, other evidence, and pertinted information in the Assembly of Conduct Assembly hearings.
Section 20
(1) Examination of employees suspected of violating the Code of Conduct is based on the complaint, findings, and reports.
(2) Any complaint, findings, and/or reports from the public or Employee of the Code of Conduct, inspected by the Assembly of Conduct for the longest 7 (seven) business days after the report is received.
(3) The check by the Ethics Code Assembly is done in a closed way.
Section 21
(1) The Code of Conduct (s) of the Code of Conduct, which is written in writing to the Client who is suspected of committing a breach of the Code of Conduct at the earliest of 7 (7) business days prior to the date
(2) If the Employee does not meet the examination call as referred to in verse (1), the second call is performed at least 7 (7) days of work since the date that is supposed to be checked at the first call.
(3) In the event of an employee who does not meet the second call for no valid reason, it is considered unlawful to violate the Code of Conduct based on the evidence and the information that is without examination.
(4) The Code of Conduct recommends that the Employees violate the Code of Conduct as referred to in paragraph (3) are subject to moral sanction and/or administrative actions in accordance with the provisions of the laws.
Section 22
(1) The Code of Conduct Ethics takes the decision after checking and giving the opportunity to defend itself to an employee who is suspected of violating the Code of Conduct.
(2) The decision of the Assembly of the Code of Conduct is taken in deliberations of the assemblies.
(3) In the case of the deliberations of the assembly as referred to in verse (2) is not achieved, the decision is taken with the most votes.
(4) In the event the most votes as referred to in paragraph (3) are not reached, the Speaker of the Code of Conduct is required to make a decision.
(5) The Assembly of the Code of Conduct must make the slowest decision of 30 (thirty) days since the formation of the Code of Conduct.
(6) The decision of the Code of Conduct Assembly is final.
Section 23
(1) The Code of Conduct is required to express the decision of the Council of Conduct of the Code of Conduct to the Acting Officer of the Public Service or an official appointed as a material in providing moral sanction to the employees in question.
(2) In the event of a decision the outcome of the Assembly of the Code of Conduct found an indication of a violation of the provisions in the Regulation of Civil Servance, the Assembly of the Code of Conduct conveyed the recommendation to the Employee Pembina Keemployers or officials appointed to conduct further examination in accordance with the provisions of the laws.
(3) The Decree of the Assembly of Conduct hearings as referred to in paragraph (1) and paragraph (2) is poured in the report of the examination results of the Code of Conduct.
(4) The decision of the Assemblies of the Code of Conduct must be delivered to the Acting Officer of Public Affairs or the appointed official as referred to in paragraph (1) and paragraph (2), at least 10 (ten) days from the date of the decision of the Assembly of Code of Code of Conduct -What?
(5) If based on the Conduct of the Code of Conduct, the employee who allegedly committed the Code of Conduct has proven to be not guilty, the Code of Conduct Council of Conduct has submitted a notice in writing to the immediate supervisor of the employee concerned at least 10 (ten) days from the date of the decision of the Assembly of Ethics.
BAB VI
CLOSING PROVISIONS
Section 24
By the time the Regulation of the Minister is in effect, the laws governing the Code of Conduct in the environment of the Ministry of Law and Human Rights are declared to remain in effect as long as it does not conflict with the Regulation of this Minister.
Section 25
The Minister ' s rules are beginning to apply to the date of the undrased.
In order for everyone to know it, order the invitational of the Minister's Regulation with its placement in the News of the Republic of Indonesia.
Set in Jakarta
on February 28, 2012
MINISTER OF LAW AND HUMAN RIGHTS REPUBLIC OF INDONESIA,
AMIR SYAMSUDIN
Promulgated in Jakarta
on March 6, 2012
MINISTER OF LAW AND HUMAN RIGHTS REPUBLIC OF INDONESIA,
AMIR SYAMSUDIN
