REPUBLIC OF INDONESIA STATE NEWS

No. 253, 2009 LPSK. Discipline Employees. Obligations. Prohibition. Sanctions.

REGULATION OF WITNESS PROTECTION AGENCIES AND VICTIMS

NUMBER 2 IN 2009 ABOUT

DISCIPLINE EMPLOYEE

WITH THE GRACE OF GOD ALMIGHTY THE LEADER OF WITNESS PROTECTION AGENCIES AND VICTIMS,

Draw: a. That to provide good service in witness protection and victims, the Witness Protection Society and the Victims need to have employee discipline regulations;

b. That based on consideration as intended on the letter a, it is necessary to set the LPSK Regulation on the Discipline of the Employee, which is the norm for each employee to perform its duties and authority.

Given the following: 1. Law Number 43 of 1999 on the Change of Law No. 8 of 1974 on the Staple-Staple Of Employees (sheet Of State Of The Republic Of Indonesia In 1999 Number 169 Of The Republic Of Indonesia's Republic Of Indonesia Number 3890).

2. Law No. 13 of 2006 on the Protection of Witness and Victims (State Gazette of the Republic of Indonesia in 2006 Number 64, Additional State of Indonesia Number 4635).

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3. Government Regulation No. 30 of 1980 on the Discipline Ordinance of civil servants (sheet of state of the Republic of Indonesia in 1980 number 50 additional leaf country number 3176).

4. Government Regulation No. 42 of 2004 on the Soul Coaching Corps and the Civil Service Code of Conduct (sheet of state of the Republic of Indonesia in 2004 No. 142 Additional State Sheet number 4450).

5. The Presidential Decree No. 82 of 2008 on the secretaration of the Witness Protection Society and the Victims.

6. Regulations Minister Secretary of State No. 5 of 2009 On the Organization and Tata Laksana (Ortala) Witness Protection and Victims Protection Agency.

DECIDED TO ESTABLISH: REGULATION OF WITNESS PROTECTION AGENCIES AND

CASUALTIES ON THE DISCIPLINE OF EMPLOYEES. WITNESS PROTECTION AGENCIES AND VICTIMS

CHAPTER I OF THE GENERAL PROVISION

Article 1 1. Witness Protection agencies and subsequent victims are called the LPSK

The Witness Protection Agency and the Victims as referred to in the 2006 Act No. 13 of the Witness Protection and Victims.

2. The rules of employee discipline are the rules governing the norms required to be implemented as well as the prohibdiction for LPSK employees in carrying out their daily work tasks.

3. LPSK employees are personnel who assist in the execution of the principal tasks and functions and assistance of the LPSK administration, which is responsible to the LPSK members in accordance with the provisions of the laws.

4. A disciplinary violation is any speech, writing, or deed of a LPSK employee who violates the provisions of the obligations and the prohibition set out in the discipline of employee discipline.

5. Disciplinary punishment is the punishment handed down to employees for violating the disciplinary rules of the Witness Protection Agency and the Victims.

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BAB II PURPOSE

Article 2 of the Organizational Discipline Ordinance aims to provide the guiding guidelines and act for the employee of the institution in carrying out the duties and duties of the daily.

Article 3 Of LPSK Employees in charge of providing services in accordance with their authority function to people in need with respect and manners.

CHAPTER III OF THE OBLIGATIONS AND THE PROHIBITION

section 4 of the Compulsory Institution Employees:

A. Deepening and executing basic personality values and LPSK behavior standards in carrying out tasks and in his personal life;

b. Obey the rules of law, the rules of employment, and the code of conduct; c. It has full commitment and loyalty to the Agency above

the interests of a particular group or party, as well as the exclusion of personal interests for the sake of LPSK's vision and mission;

d. To abstain from despicable deeds and to keep the LPSK's authority; e. Perform an objective assessment and be neutral in

carrying out the duties and the authority; f. Face and accept the consequences of the actions performed

in accordance with the decisions of the Institution and/or the instructions of the superior; g. Act fair, arif, and wise in carrying out the duties

witness protection and victims; h. Report to the employer or to the Field of Surveillance if

aware of the alleged misconduct of a code of conduct and/or breach of discipline;

i. Maintain relationships, help each other, feel and cultivate the loyalty of fellow LPSK employees;

j. Establish and foster relationships with external parties only in the context of the interests of the LPSK and on the knowledge of the superiors;

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k. Maintain the Agency's information/data/documents in both the software and the hardware as well;

l. Maintain the privacy of the workspace and maintain the office equipment that is the answer to it;

m. Heeding the telephone ethics, correspondence including the use of email, in which all use of such facilities is for service purposes only.

Article 5 of the Institution Employee is prohibited:

a. Perform other activities with the parties directly or indirectly pose a clash of interests in the running of the LPSK task and authority;

b. Communicate information/data/documents that are known, heard or obtained primarily in connection with the mandatory LPSK tasks to the parties not entitled;

c. Using LPSK information/documents for things out of the LPSK task and authority;

d. Being discriminated against in carrying out witness protection duties and victims;

e. Perform activities or work with the goal of a personal or group advantage that is directly or indirectly harming the country;

f. Accepting the gratification, the gift or something of a given is anything from anyone known or worthy to be alleged that the grant is concerned with the office or job of the person;

g. Committing a levy is not syah in any form in performing the task;

h. Perform an action or purposefully do not perform actions that make it difficult and harm to the parties that are served;

i. Use an office facility that is not related to the execution of the task and the authority of the Institution;

j. Perform actions that can defame the LPSK, such as coming to certain places that can damage the image of the LPSK except in terms of service affairs at the top of the command;

k. Committing acts of sexual harassment and other asusila acts.

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Section 6 Of The Institution Employees who have stopped mandatory:

a. Returns any previously used data/documents and office tools related to the execution of tasks and the authority and materials related to the Institution's work;

b. Whether or not to disclose to any person directly or indirectly, all the confidential information he obtained during the course of duty and work, unless in order of an invite-invite, court decision a fixed legal force.

CHAPTER IV VIOLATION OF DISCIPLINE

Article 7 of the Discipline consists of 3 (three) types, namely: Minor disciplinary violations, moderate discipline violations, and severe disciplinary violations.

Article 8 of the Disciplinary Violations which have no fatal consequences for witnesses and victims are categorized as type light discipline violation.

Article 9 of the discipline of discipline which provides for the disruption of the hosting duties for witnesses and victims as well as leads to alleged violations of the code of conduct categorized as type Moderate discipline violations.

Article 10 of the Severe Disciplinary Violations fatal and disruptive to the host of witness protection duties and victims as well as being strongly suspected of violating the code of conduct is categorized as a type of severe disciplinary violation.

CHAPTER V SANCTION Article 11

(1) Sanctions provided over It's a violation of discipline: a. Sanctions for the violation of the light discipline are the release of the letter

ordinary warning;

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b. Sanctions for the breach of moderate discipline are the release of stern warning letters and temporary stops; and

c. The sanction for the violation of the heavy discipline is a stop with respect and a stop with no respect.

(2) With consideration of the weight or the nature of the nature of the offense, the employee of the agency may be subjected to sanctions: a. A common warning when the nature of the offence is mild; b. A harsh warning when the nature of the offence is heavy but

objectively has a forgiving element; c. Temporary stops when the nature of the offence is heavy and not

has a forgiving element; d. The stop with respect when the nature of the offence is very

is heavy and has a fatal effect that harms the agency and other interested parties;

e. A stop with no disrespect when the nature of his transgrestry is very heavy, intends to damage the image and dignity of the Institute, and have a very fatal effect that harms the Agency and other interested parties.

CHAPTER VI OVERSIGHT AND SANCTION

Article 12 (1) of the Field of Surveillance performs surveillance and receipt tasks

report on the violation of the employee discipline rules. (2) The supervision field provides an internal surveillance report each month

to the LPSK Chairman. (3) The completion of disciplinary violations shall be further set up in the Regulation

The Witness Protection Society and its Survivors Commission on the settlement of disciplinary violations.

Article 13 Things are not yet set in this Regulation shall be further set up by the Decree of the Witness Protection and Victims Protection Institution which is an inseparable part of this regulation.

Article 14 of this Regulation shall begin in force since the date is set.

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For everyone to know it, ordered the invitation of the LPSK Regulation with its placement in the News of the Republic of Indonesia.

Specified in Jakarta on 3 August 2009 CHAIRMAN OF THE INSTITUTE WITNESS PROTECTION AND VICTIM,

ABDUL HARIS SEMENDAWAI

PROMULCHED IN JAKARTA ON 11 AUGUST 2009 MINISTER FOR LAW AND HUMAN RIGHTS REPUBLIC OF INDONESIA, ANDI MATTALATTA