What do personnel disciplinary sanctions include?

What is organizational handling and what is disciplinary action?

Answer: The "Regulations on the Appointment of Cadres" stipulates that appointments and removals of cadres that violate the provisions of these regulations will not be approved; cadres who have already made Appointment and removal decisions are invalid and shall be corrected by the party committee (party group) or organization (personnel) department in accordance with the cadre management authority, and organizational or disciplinary sanctions shall be imposed on the main responsible person and other directly responsible persons in accordance with regulations. The organizational handling in the selection and appointment of cadres refers to the party committee (party group) and its organization (personnel) department, in accordance with the cadre management authority, for violations of the "Regulations on the Appointment of Cadres", "Several Guidelines for the Conduct of Organizational and Personnel Cadres" and other relevant provisions, which have not yet constituted a violation. The main person responsible for disciplinary action and other persons directly responsible, the handling measures and educational methods adopted. Organizational handling mainly includes criticism and education, notification of criticism, transfer, demotion, order to resign, removal from office, etc. Disciplinary sanctions in the selection and appointment of cadres refer to the Party committee (Party group) and the Party's disciplinary inspection agency, in accordance with the cadre management authority, for violations of the "Regulations on the Appointment of Cadres" and organizational and personnel work disciplines. In accordance with relevant regulations, the main responsible persons shall be punished. and other persons directly responsible shall be given party disciplinary sanctions. The "China *** Disciplinary Punishment Regulations" stipulates: "In the process of cadre selection and appointment, if the regulations on cadre selection and appointment are violated and unqualified people are assigned to leadership positions or other important positions, if the circumstances are serious, a warning or a serious warning will be given Punishment; if the circumstances are serious, the penalty of removal from the party's position will be given. ""In the selection and appointment of cadres, if there are other violations of the regulations, if the circumstances are minor, they will be criticized and educated; if the circumstances are serious, they will be given a warning or serious warning; if the circumstances are serious, they will be given a warning or a serious warning. In serious cases, the punishment shall be removal from the party's position. "If administrative sanctions are required, the party's disciplinary inspection agency may make recommendations to the appointment and removal authority or the administrative supervision agency.

What are the disciplinary sanctions for civil servants?

Article 55: Civil servants who should bear disciplinary responsibility for violating laws and disciplines shall be punished in accordance with the Civil Servant Law; if the disciplinary violations are minor and have been corrected through criticism and education, they may be exempted from punishment. Article 56: Punishments include: warning, demerit, major demerit, demotion, dismissal, and expulsion. Interpretation Punishment means that civil servants who violate disciplines should bear legal responsibility, and it is a form of punishment. Certain conditions must be met for the punishment of civil servants. First, civil servants must commit illegal or disciplinary violations; second, civil servants who violate laws and disciplines must bear disciplinary responsibility in accordance with laws and regulations, and there is no exemption from punishment. In 1957, the State Council's Interim Regulations on Rewards and Punishments for State Administrative Agency Staff established eight types of disciplinary sanctions: warning, demerit, major demerit, demotion, dismissal, expulsion, probation, and expulsion. The 1993 Interim Regulations on National Civil Servants stipulates six types of punishment: warning, demerit, major demerit, class, dismissal, and expulsion. The Civil Servant Law follows the provisions of the Provisional Regulations on National Civil Servants. warn. It is a warning disciplinary sanction method, and it is also the lightest sanction method. It means that the behavior of civil servants constitutes a violation of discipline and should be promptly corrected and warned. Warnings can be written or verbal. The penalty period is six months. Demerits. Remember the big mistake. It is also a warning disciplinary sanction, but it is more severe than a warning. Demerits and major demerits are written down. The penalty period for a demerit is twelve months, and for a major demerit is eighteen months. Downgrade. It refers to a disciplinary sanction method that also lowers the level of civil servants, causing direct losses to the treatment of those punished. The penalty period is twenty-four months. Removal from office. Refers to the disciplinary sanction method of removing the position held by a civil servant. Those who are subject to dismissal from office shall be downgraded. The penalty period is twenty-four months. Dismissal. It is a disciplinary sanction method to terminate the personnel relationship between the punished civil servant and the agency, and it is also the most severe sanction method. After being dismissed, the punished person no longer has the status of a civil servant.

What are the disciplinary sanctions for civil servants?

Article 55: Civil servants who should bear disciplinary responsibility for violating laws and disciplines shall be punished in accordance with the Civil Servant Law; if the disciplinary violations are minor and have been corrected through criticism and education, they may be exempted from punishment. Article 56: Punishments include: warning, demerit, major demerit, demotion, dismissal, and expulsion. Interpretation Punishment means that civil servants who violate disciplines should bear legal responsibility, and it is a form of punishment. Certain conditions must be met for the punishment of civil servants.

First, civil servants must commit illegal or disciplinary violations; second, civil servants who violate laws and disciplines must bear disciplinary responsibility in accordance with laws and regulations, and there is no exemption from punishment. In 1957, the State Council's Interim Regulations on Rewards and Punishments for State Administrative Agency Staff established eight types of disciplinary sanctions: warning, demerit, major demerit, demotion, dismissal, expulsion, probation, and expulsion. The 1993 Interim Regulations on National Civil Servants stipulates six types of punishment: warning, demerit, major demerit, class, dismissal, and expulsion. The Civil Servant Law follows the provisions of the National Civil Servants Interim Regulations. warn. It is a warning disciplinary sanction method, and it is also the lightest sanction method. It means that the behavior of civil servants constitutes a violation of discipline and should be promptly corrected and warned. Warnings can be written or verbal. The penalty period is six months. Demerits. Remember the big mistake. It is also a warning disciplinary sanction, but it is more severe than a warning. Demerits and major demerits are written down. The penalty period for a demerit is twelve months, and for a major demerit is eighteen months. Downgrade. It refers to a disciplinary sanction method that also lowers the level of civil servants, causing direct losses to the treatment of those punished. The penalty period is twenty-four months. Removal from office. Refers to the disciplinary sanction method of removing the position held by a civil servant. Those who are subject to dismissal from office shall be downgraded. The penalty period is twenty-four months. Dismissal. It is a disciplinary sanction method to terminate the personnel relationship between the punished civil servant and the agency, and it is also the most severe sanction method. After being dismissed, the punished person no longer has the status of a civil servant.

What exactly does cadre and personnel discipline include?

In order to resolutely prevent unhealthy tendencies in employment and create a clean and upright environment for selection and employment, according to the "Selection and Appointment Work of Party and Government Leading Cadres" "Regulations", "Regulations on Disciplinary Punishments of the Communist Party of China" and "Measures for Supervision and Inspection of the Selection and Appointment of Party and Government Leading Cadres". The following provisions are hereby made to further tighten the discipline of cadres and personnel.

1. Resolutely prevent and seriously investigate and deal with the behaviors of "running away from office to get an official", "buying an official and selling an official", "promising an official and giving away an official" and "running away from work"

Resolutely prevent the following behaviors of "running for an official position", "buying an official position and selling an official position", "asking for an official position and giving away an official position" and "running around to get an official position":

(1) Reporting to relevant leaders personally or through others and organize personnel department staff to intercede and greet themselves or others for their promotion;

(2) Leading cadres and organization personnel department staff provide convenience and support to those who are "running for official positions";

(3) Leading cadres connive, support, or imply that staff or family members around them "run for official positions" for others;

(4) Leading cadres violate principles after being transferred Interfering with the selection and appointment of cadres in the original work area (unit);

(5) Leading cadres and staff of the organization’s personnel department accept money and materials from the promotion targets or receive improper services during the cadre selection and appointment process; < /p>

(6) Sending money, gifts, or providing improper services to relevant leaders and personnel of the organization’s personnel department before and after my promotion;

(7) Violating regulations during the cadre selection process Leaking democratic recommendations, pre-appointment inspections, consultations and meeting discussions to cadres, informing cadres, giving favors, and building relationships;

(8) Other situations determined by organizing investigations

Any. If the above-mentioned behavior occurs and is found to be true after investigation, those who "seek an official position" will be severely criticized and recorded. If the circumstances are serious, organizational or disciplinary sanctions will be carried out; those who "buy an official position and sell an official position" will be removed from office. , and will be investigated and punished by the disciplinary and law enforcement agencies; those who "promote officials and send them to official posts" must be severely criticized and educated, and those who cause adverse consequences must be severely dealt with; those who "leak out" must be investigated and punished according to the severity of the case Criticism, education, organizational handling or disciplinary action.

2. Resolutely prevent, seriously investigate and deal with "canvassing and bribery" and interfere with recommendation and election work

Resolutely prevent the following "canvassing and bribery" and interfere with recommendation and election work:< /p>

(1) Personally or through others, entertaining persons within the scope of recommendation, inspection and election before recommendation, inspection or election;

(2) Personally or through others, before recommendation, inspection or election , before the election, send money, gifts, or provide improper services to persons within the scope of recommendation, inspection, or election; Lobbying, collaborating, making phone calls, sending text messages, and sending materials with people within the scope of the election to directly or indirectly canvass votes;

(4) Individuals proactively canvass votes for others in various ways before recommendations, inspections, and elections

(5) Spread gossip, fabricate rumors, slander and slander others, or interfere with recommendation, inspection and election work by yourself or through others through phone calls, letters, flyers, text messages, the Internet, etc.;

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(6) Use threats, intimidation, fraud and other means through clans, gangs and evil forces to hinder and infringe on the civil rights of people participating in recommendations, inspections and elections, and undermine recommendation, inspection and election work ;

(7) Other circumstances determined by the organization’s investigation.

Whenever the above-mentioned behavior occurs, once it is found to be true after investigation, it must be dealt with seriously. Those who have been listed as candidates for inspection will be disqualified from the inspection, those who have been listed as candidates will be disqualified as candidates, and those who have already served will be ordered to resign or be dismissed or demoted. Those who violate party discipline and national laws will be dealt with by the disciplinary and law enforcement agencies.

3. Resolutely prevent, seriously investigate and deal with "promotion while sick" and "work while sick"

Resolutely prevent the following behaviors that cause "promotion while sick" and "work while sick":

(1) In the process of cadre selection and appointment, the "Regulations on the Appointment of Cadres" is not strictly implemented in terms of democratic recommendations, pre-appointment inspections, public announcements, soliciting opinions on party style and integrity from the disciplinary inspection agencies, etc., and making promotion and employment decisions

(2) During the pre-appointment inspection, public announcement and solicitation of opinions on party style and integrity from the disciplinary inspection agency, no serious investigation and verification was conducted on issues that reflected specific clues and serious circumstances of the cadres to be promoted, or the Decisions on promotion and employment were made before the problem was clarified;

(3) Fraud was committed during the selection and appointment process of cadres and the true situation of the target to be promoted was concealed;

(4) Organization of investigation and determination other situations.

Whenever the above-mentioned behavior occurs, once it is found to be true after investigation, it must be dealt with seriously. Leading cadres commit disciplinary and illegal acts before promotion... >>

What is organizational handling? What is disciplinary action? What are administrative sanctions?

Answer: The "Regulations on the Appointment of Cadres" stipulates that the appointment and removal of cadres that violate the provisions of these regulations will not be approved; the decisions on the appointment and removal of cadres that have been made will be invalid and will be determined by the party committee (party group) or organization The (personnel) department shall make corrections according to its cadre management authority, and impose organizational or disciplinary sanctions on the main responsible person and other directly responsible persons in accordance with regulations. The organizational handling in the selection and appointment of cadres refers to the party committee (party group) and its organization (personnel) department, in accordance with the cadre management authority, for violations of the "Regulations on the Appointment of Cadres", "Several Guidelines for the Conduct of Organizational and Personnel Cadres" and other relevant provisions, which have not yet constituted a violation. The main person responsible for disciplinary action and other persons directly responsible, the handling measures and educational methods adopted. Organizational handling mainly includes criticism and education, notification of criticism, transfer, demotion, order to resign, removal from office, etc. Disciplinary sanctions in the selection and appointment of cadres refer to the Party committee (Party group) and the Party's disciplinary inspection agency, in accordance with the cadre management authority, for violations of the "Regulations on the Appointment of Cadres" and organizational and personnel work disciplines. According to relevant regulations, the main responsible persons shall be punished. and other persons directly responsible shall be given party disciplinary sanctions. "China *** Disciplinary Punishment Regulations" stipulates: "In the process of cadre selection and appointment, if the regulations on cadre selection and appointment are violated and unqualified people are assigned to leadership positions or other important positions, if the circumstances are serious, a warning or a serious warning will be given Punishment; if the circumstances are serious, the punishment of removal from the party's position will be given. ""In the selection and appointment of cadres, if there are other violations of regulations, if the circumstances are minor, they will be criticized and educated; if the circumstances are serious, they will be given a warning or serious warning; if the circumstances are serious, they will be given a warning or a serious warning. In serious cases, the punishment will be removal from the party's position.

"If administrative sanctions need to be imposed, the party's disciplinary inspection agency can make suggestions to the appointment and removal agency or the administrative supervision agency.

What are the types of disciplinary sanctions against party members?

Answer: Party organization Party members who violate the Party's disciplines shall be criticized, educated and subject to disciplinary sanctions in accordance with the provisions of the Communist Party of China, in the spirit of "learning from past mistakes to avoid future consequences, and treating illnesses to save others", depending on the nature of their mistakes and the seriousness of the circumstances. There are five types of punishment: warning, serious warning, removal from party position, party probation, and expulsion from the party. If a party member remains on probation for a maximum of two years, he or she shall be expelled from the party. Party membership is the highest sanction within the party. When deciding or approving the expulsion of party members, party organizations at all levels should comprehensively study relevant materials and opinions and adopt a very cautious attitude towards party organization leaders who have seriously violated party discipline and cannot correct themselves. The organization shall be reorganized. Members of the party organization's leadership body who are subject to reorganization shall be automatically removed from office, except for those who should be dismissed from their internal party positions (including removal from their internal party positions). All or most party members who have seriously violated party discipline shall be dismissed. Review one by one. Those who meet the conditions for party membership should re-register, join a new organization, and live the life of the party; those who do not meet the conditions for party membership will be declared expelled; those who violate disciplines will be investigated in accordance with regulations.

What are the short answers regarding the disciplinary provisions for staff of public institutions

According to Order No. 18 of the Ministry of Human Resources and Social Security of the People's Republic of China, the "Interim Provisions on the Punishment of Staff of Public Institutions" has been in force since 2012 It will take effect on September 1st.

Chapter 1

General Provisions

Article 1 is to strictly enforce the discipline of public institutions, standardize the behavior of staff of public institutions, and ensure the career. Units and their staff perform their duties in accordance with the law and formulate these regulations.

Article 2 If any staff member of a public institution violates laws and disciplines and should bear disciplinary responsibility, he or she shall be punished in accordance with these regulations.

Staff members of public institutions with public affairs management functions authorized by laws and regulations who have been approved to be managed with reference to the "Civil Servants Law of the People's Republic of China" shall be punished and shall be handled with reference to the relevant provisions of the "Regulations on Punishment of Civil Servants of Administrative Agencies" .

For the staff of public institutions appointed by administrative agencies, public institutions authorized by laws and regulations to have public affairs management functions are not managed with reference to the Civil Servant Law of the People's Republic of China. These regulations shall apply to staff members of public institutions entrusted by the state administrative agencies to engage in public affairs management activities in accordance with the law; however, the supervisory agencies shall have the procedures to investigate and deal with the above-mentioned personnel's illegal and disciplinary acts and the authority to make disciplinary decisions, and If a staff member of a public institution who is the subject of supervision is dissatisfied with the disciplinary decision and lodges a complaint with the supervisory authority, the case shall be handled in accordance with Article 3 of the "Administrative Supervision Law of the People's Republic of China" and its implementation regulations.

The principles of justice, fairness and the combination of education and punishment should be adhered to when punishing unit staff.

The sanctions imposed on staff of public institutions shall be commensurate with the nature, circumstances, and degree of harm of their illegal and disciplinary acts.

The sanctions imposed on the staff of public institutions shall have clear facts, conclusive evidence, accurate characterization, appropriate handling, legal procedures and complete procedures.

Article 4 If a staff member of a public institution is suspected of committing a crime, he or she shall be transferred to the judicial authority for investigation of criminal responsibility in accordance with the law.

Chapter 2

Types and Application of Punishments

Article 5 Types of Punishments are:

(1) Warning;< /p>

(2) Demerits;

(3) Downgrading or dismissal;

(4) Dismissal.

Among them, the sanction of dismissal applies to staff members of public institutions appointed by administrative agencies.

Article 6 The period of punishment is:

(1) Warning, 6 months;

(2) Demerit, 12 months;

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(3) Downgrading or dismissal, 24 months.

Article 7 If a staff member of a public institution is given a warning, during the period of punishment, he or she shall not be hired to a position with a higher level than the current position; in the year when the disciplinary decision is made, the annual assessment cannot be determined to be outstanding, etc. Second-rate.

If a staff member of a public institution is punished with a demerit, during the period of punishment, he or she may not be hired to a position with a higher grade than the current position, and the annual assessment shall not be determined to be qualified or above.

If a staff member of a public institution is punished by downgrading his or her post level, he or she shall be employed at a lower post level by one or more from the date of the sanction decision taking effect, and their salary and benefits shall be determined in accordance with the relevant regulations on income distribution of the public institution; during the period of punishment, they shall not If you are hired to a position with a higher level than the position you were hired after being punished, the annual assessment shall not be determined to be basically qualified or above.

The appointment, assessment, and salary benefits of public institution staff appointed by administrative agencies during the period of punishment shall be governed by the cadre personnel management authority and shall be implemented with reference to the provisions of paragraphs 1, 2, and 3 of this article.

If a staff member of a public institution is subject to dismissal, his or her personnel relationship with the public institution will be terminated from the date when the disciplinary decision takes effect.

Article 8 If a staff member of a public institution is punished with a demerit or above, he or she shall not participate in the professional and technical position qualification examination (review) in the field of professional (technology, skills) or the technical level examination (review) for work technicians during the period of punishment. . If the qualifications for professional and technical positions or professional qualifications should be cancelled, it shall be handled in accordance with relevant regulations.

Article 9 If a public institution employee commits two or more behaviors that require disciplinary action at the same time, the disciplinary action shall be determined separately. If the types of sanctions that should be given are different, the most severe punishment shall be implemented; if multiple sanctions of the same type other than expulsion should be given, the punishment shall be implemented, but the penalty period shall be determined as more than one penalty period and less than the sum of the two penalty periods.

If a public institution employee receives a new sanction during the period of punishment, the sanction period shall be the sum of the unimplemented period of the original sanction period and the new sanction period, but the maximum period shall not exceed 48 months.

Article 10 If two or more staff members of a public institution commit violations of laws and disciplines and need to be punished, they shall be punished accordingly according to their respective responsibilities.

Article 11 has the following circumstances...>>

What party disciplinary sanctions should be received for violating organizational and personnel disciplines

Violating organizational and personnel disciplines is only Category, specific behavior, and the severity of the circumstances, whether it is an organization or an individual, etc. It is best to explain the whole thing clearly. If it's inconvenient, you can chat privately.

What are the types of punishments imposed on employees by a unit?

The types of punishments imposed on employees by a unit are generally reflected in the rules and regulations formulated by the unit.

As long as it does not violate legal provisions, it will be deemed valid.

Punishment procedures generally require corresponding public announcement procedures. If a relatively severe punishment is imposed on an employee, it must be discussed and approved by the trade union or the employee representative conference