SITUACIONES ADMINISTRATIVAS (TODAS) - TREBEP 5/2015 + 365/1995 - 13a PARTE

Situaciones Administrativas en el Estatuto Básico del Empleado Público

Introducción a las Situaciones Administrativas

• El video aborda el Título 6 del texto refundido del Estatuto Básico del Empleado Público, centrándose en las situaciones administrativas entre los artículos 85 y 92.

• Se mencionan cinco situaciones administrativas: servicio activo, servicios especiales, servicio en otras administraciones públicas, excedencias y suspensión de funciones. Sin embargo, se aclara que hay más categorías dentro de las excedencias.

Excedencias Detalladas

• Dentro de las excedencias se identifican cinco tipos específicos: por interés particular, agrupación familiar, cuidados familiares, violencia de género y terrorismo. Esto eleva el total a nueve situaciones administrativas.

Real Decreto 365/95

• Se introduce el Real Decreto 365/95 que regula once situaciones administrativas adicionales; algunas coinciden con el estatuto básico y otras son exclusivas de este decreto.

• En total se discutirán trece situaciones administrativas que incluyen tanto coincidencias como no coincidencias con el estatuto básico.

Servicio Activo

• El servicio activo es la situación normal para empleados públicos según los artículos 86 del EVE y artículo 3 del Real Decreto 365.

• Los empleados en servicio activo disfrutan de todos sus derechos y deberes reconocidos como tales.

Condiciones para Estar en Servicio Activo

• Para estar en servicio activo, un empleado debe desempeñar un puesto conforme a su relación de puesto de trabajo (RPT).

• La comisión de servicio también se considera parte del servicio activo si ocupa un puesto durante ese tiempo.

Reasignación de Efectivos

• Durante la fase posesorio en procedimientos de provisión o movilidad laboral también se considera servicio activo.

• Las dos primeras fases de la reasignación son consideradas como tiempo en servicio activo si no es culpa del funcionario encontrarse allí debido a cambios administrativos.

Servicios Especiales

• Los servicios especiales están regulados por el artículo 87 y los artículos 4 al 9 del Real Decreto 365/95.

• Se listan varias condiciones bajo las cuales un empleado puede ser considerado en servicios especiales.

Ejemplos Clave de Servicios Especiales

• Un ejemplo incluye ser designado miembro del gobierno o instituciones europeas por períodos superiores a seis meses.

Understanding Special Services in Public Administration

Overview of Special Services

• The concept of "special services" applies to individuals who hold positions such as deputies or senators within legislative assemblies, emphasizing their autonomous status when receiving periodic compensation for these roles.

• This designation also extends to elected officials with exclusive dedication in local assemblies and those holding senior municipal responsibilities.

Roles and Responsibilities

• Special services include members of constitutional bodies, judicial councils, and other significant governmental roles.

• Individuals can opt for active service while serving in these capacities, even if they do not receive specific remuneration.

Conditions for Transitioning to Special Services

• The transition into special services is applicable when individuals take on advisory roles or are designated as advisors within legislative assemblies.

• Activation as reservists for military service is a classic example where special services apply.

Rights and Obligations During Special Services

• Transitioning to special services can be initiated either by the individual or automatically; during this time, individuals receive compensation from their current position rather than the one left behind.

• Time spent in special services counts towards various benefits including promotions, internal advancements, and social security rights.

Reinstatement Procedures

• Upon completion of special service, individuals must request re-entry into active service within a month; failure to do so results in voluntary leave due to personal interest.

• Certain officials (e.g., members of parliament or European assembly members) may remain in special services until new elections occur.

Returning to Active Service

• Individuals returning from special services have the right to reinstate at their previous level and location with consolidated career benefits.

• If the prior position was definitive before entering special services, reinstatement will also be at that same level unless otherwise specified.

Position Assignment Post-Special Services

• If an individual held a provisional role before transitioning into special services, they would return to a provisional position until securing a definitive role through competitive processes.

• The specifics regarding locality and ministry are clarified upon return; however, if there was no reserved position prior to entering special services, similar conditions apply upon return.

Conclusion on Administrative Situations

• The discussion concludes with insights on administrative situations related to public employees' grades ranging from 1 to 30.

Career Rights of Public Officials

Overview of Career Rights

• Public administrations are responsible for ensuring that the career rights of public officials, including high-ranking judicial members and elected mayors, are not compromised.

• These officials will receive treatment equivalent to grade consolidation, which is crucial for their professional standing.

Grade Consolidation and Benefits

• The concept of "grade 33" is introduced, linked to historical legislative provisions from 1991 regarding public service modifications.

• If a public official has served as a deputy or senator for over two years in exclusive dedication roles, they can request recognition of their destination complement upon returning to active service.

Legislative Background

• Article 33 of the General Budget Law from 1991 outlines conditions under which career civil servants can return to active duty with certain benefits.

• Specific provisions apply to those who have held positions within social security and other administrative roles since July 5, 1977.

Return to Active Service

• Upon rejoining active service after special circumstances (e.g., serving as an elected official), individuals will receive a destination complement equal to that of a director general.

• This process emphasizes the importance of understanding special service situations and how they affect future employment status.

Administrative Situations in Other Public Services

Transitioning Between Administrations

• The discussion shifts towards voluntary leave for personal interest and transitioning between different public administrations as regulated by specific articles.

• There are two main pathways for civil servants: transfers or provision procedures when moving to autonomous communities.

Differences in Administrative Status

• Civil servants can either be transferred directly or obtain new positions through competitive processes; both scenarios lead them into active service within autonomous communities.

• Regardless of the method (transfer or provision), these officials maintain their original administration's status while participating in competitions.

Disciplinary Actions and Responsibilities

Understanding Administrative Situations in Public Service

Key Differences in Administrative Situations

• The fundamental difference between administrative situations is highlighted, emphasizing that while there may be doubts, the two scenarios are essentially the same.

• The "expectativa de destino" (expectation of destination) is regulated solely by Royal Decree 95, specifically Article 12.

Reassignment of Personnel

• Employees affected by a reassignment procedure who do not secure a position in the first two phases will transition to an expectation of destination status as per Article 20 of Law 30/84.

• Before initiating the reassignment process, it is crucial to clarify that employees must be in active service.

Phases of Reassignment

First Phase

• In the first phase, efforts are made to find a position within the same ministry or municipality. Employees retain full salary during this six-month period.

Second Phase

• If no position is found in the first phase, employees can seek roles across any ministry or organization within their municipality for three additional months while still receiving full salary.

Transitioning to Expectation of Destination

• After failing to secure employment through both phases, employees move from active service to an expectation of destination status under Royal Decree 365.

• Employees must accept similar job offers and participate in training courses or competitions related to their previous roles; failure results in forced leave.

Consequences and Conditions

Obligations and Penalties

• Non-compliance with job acceptance or course participation leads automatically to forced leave status.

Financial Implications

• While seeking new employment, employees receive full basic pay and 50% of their specific job allowance for up to one year.

Moving into Forced Leave Status

Pathways to Exceedance

• An employee transitions into forced leave if they do not secure a position after one year or fail to meet participation requirements during their expectation of destination period.

Additional Causes for Forced Leave

Understanding Administrative Leave and Employment Status

Overview of Forced Leave Situations

• The administration has not provided a job position within six months, leading to a forced leave status due to two causes: expectation of destination and suspension of functions without reserved position.

• It is understood that the reassignment of personnel occurs at a national level, despite not being explicitly stated in the law. This applies when moving from voluntary reassignment to forced leave.

• If an offered job is declined, the individual automatically transitions to voluntary leave for personal interest, as the administration interprets refusal as lack of desire for employment.

Obligations During Forced Leave

• Individuals on forced leave must participate in any courses or competitions they are summoned to; failure to do so also results in transitioning to voluntary leave for personal interest.

• Those on forced leave cannot hold any public sector positions under any type of contractual relationship; engaging in such activities leads them back to voluntary leave.

Financial Implications and Conditions

• A person on forced leave will receive minimal compensation, including basic salary, triennial payments, and family benefits if applicable.

• The discussion outlines various administrative situations affecting public employees transitioning through different statuses like effective reassignment and forced leaves.

Transitioning from Forced Leave

• Acceptance of a job offer results in securing a definitive position; refusal leads back to voluntary leave while awaiting another assignment from the administration.

Excedencia Voluntaria por Interés Particular

Conditions for Voluntary Leave by Personal Interest

• This type of voluntary leave is regulated under specific articles and can be accessed either ex officio or upon request by the interested party.

• Ex officio transition occurs when there’s non-compliance with re-entry requests into active service during certain administrative situations with maximum durations (e.g., special services).

Requesting Voluntary Leave

• An employee can request this type of leave after serving effectively for five years in public administrations. However, acceptance depends on service needs and disciplinary actions against them.

Duration and Compensation Details

• Minimum duration required before requesting this type of leave is two years; there’s no maximum limit. Importantly, no compensation or seniority benefits accrue during this period.

Excedencia Voluntaria por Agrupación Familiar

Eligibility Criteria for Family Grouping Leave

• This form of voluntary leave applies only when an employee's spouse resides elsewhere due to holding a permanent position as a career civil servant or fixed labor personnel.

Timeframes Associated with Family Grouping Leave

Reingreso al Servicio Activo y Excedencias Voluntarias

Proceso de Reingreso al Servicio Activo

• Para finalizar el período de quince años, es necesario solicitar el reingreso al servicio activo.

• Si no se solicita antes del plazo de quince años, se pasa automáticamente a una excedencia voluntaria por interés particular, lo que añade dos años más a la situación.

• La excedencia voluntaria por interés particular no computa para ascensos ni derechos de seguridad social; tampoco genera retribución.

• Es crucial solicitar el reingreso dentro del mes posterior a la finalización del puesto anterior; de lo contrario, se considera excedencia voluntaria por interés particular.

Excedencia Voluntaria por Prestación de Servicios en el Sector Público

• Esta excedencia está regulada en el artículo 15 del Real Decreto 365 y puede ser solicitada tanto por la administración como por el funcionario.

• Un funcionario puede entrar en esta situación si obtiene un nuevo puesto en otra administración pública, salvo que haya compatibilidad.

• La excedencia es temporal mientras ocupa un nuevo puesto activo; se puede volver al puesto original cuando ya no desee continuar en el nuevo trabajo.

Solicitud y Plazos Importantes

• Se debe solicitar el reingreso dentro de un mes tras finalizar el nuevo puesto. De no hacerlo, se incurre nuevamente en una excedencia voluntaria por interés particular.

• No se permite pasar a esta excedencia si se obtiene un puesto interino o temporal; solo aplica para funcionarios fijos.

Ejemplo Práctico: Promoción Interna

• En casos de promoción interna (ej., C2 a C1), al tomar posesión del nuevo cargo, automáticamente se entra en la excedencia voluntaria correspondiente.

• El puesto dejado queda asegurado y siempre podrá ser reclamado tras finalizar la nueva posición ocupada.

Excedencias Voluntarias Incentivadas

• Estas están reguladas exclusivamente en el artículo 18 del Real Decreto 365 y son solicitadas durante fases específicas como reasignación o suspensión de funciones.

Understanding Public Employee Leave Regulations

Overview of Excedencia (Leave of Absence)

• Public employees can be out of public administration for five years without holding any public sector job, either in a functional or contractual capacity.

• After the five-year period, employees must request re-entry within one month; failure to do so results in loss of rights associated with voluntary leave.

• Employees on voluntary leave for personal interest will not receive any compensation during their absence.

Compensation During Leave

• Employees are entitled to a monthly payment based on their last position, excluding extraordinary payments and productivity bonuses, calculated at one month's salary per year of service.

• The maximum compensation is capped at 12 months' salary for those who have served 12 years or more.

Family Care Leave

• The family care leave is regulated under specific articles and allows for up to three years off to care for children or relatives up to the second degree of consanguinity or affinity.

• This leave can start from the child's birth date or from the legal resolution regarding adoption or permanent custody.

Conditions and Limitations

• Each new qualifying event (e.g., another child) resets the three-year leave period; however, if both parents are public employees caring for the same individual, only one may take this leave simultaneously.

• The basic statute allows only one parent to apply for family care leave when both work in public service.

Impact on Employment Status

• Time spent on family care leave counts towards seniority and other benefits like retirement but does not provide financial compensation during that time.

Excedencias y Suspensión de Funciones en la Administración Pública

Excedencias Voluntarias

• La excedencia voluntaria permite a los empleados públicos participar en cursos de formación, con un plazo máximo de tres años para solicitar el reingreso al servicio activo.

• Si no se solicita el reingreso antes del final del plazo, se pasa automáticamente a una nueva excedencia voluntaria por interés particular, que puede extenderse por un mínimo de dos años adicionales.

Excedencias por Cuidado Familiar

• Se establece el derecho a una excedencia por cuidado familiar para hijos o familiares hasta segundo grado que dependan del empleado público. Cada nuevo sujeto da pie a una nueva solicitud de excedencia.

• Aunque no se perciban retribuciones durante la excedencia, el tiempo cuenta para todos los efectos administrativos y permite la participación en cursos de formación.

Excedencias por Violencia de Género

• La primera modalidad es la excedencia por razón de violencia de género, disponible para funcionarias víctimas sin necesidad de haber prestado un tiempo mínimo en la administración pública.

• Durante los primeros seis meses hay reserva del puesto y este tiempo computa para antigüedad y otros derechos laborales. Este periodo puede ampliarse judicialmente hasta un máximo de 18 meses.

Excedencias por Terrorismo

• Similar a la anterior, esta excedencia está destinada a funcionarios que hayan sufrido daños físicos o psíquicos debido a actividades terroristas, con condiciones idénticas respecto al tiempo y retribuciones.

Suspensión de Funciones

• La suspensión puede ser provisional o firme; durante esta situación, el funcionario queda privado del ejercicio de sus funciones y derechos.

• La suspensión provisional puede durar hasta seis meses mientras se tramita un expediente disciplinario. Durante este tiempo, solo percibe retribuciones básicas y prestaciones familiares correspondientes.

Consecuencias tras la Suspensión Provisional

Understanding Administrative Suspensions

Differences in Compensation During Suspension

• There is a discrepancy between what an employee has received and what they should have received, necessitating the administration to pay the difference.

• In cases of firm suspension, employees do not receive any compensation and cannot work in public administration.

Responsibilities of Administration During Suspension

• The administration must request the return of an employee on firm suspension since no remuneration is provided during this period.

• A firm suspension is a definitive penalty that results in job loss unless the disciplinary sanction is less than six months.

Duration and Conditions of Suspensions

• Firm suspensions cannot exceed six years; however, provisional suspensions are limited to six months.

• If an individual receives a two-year sanction after returning from four months of suspension, they must apply for reactivation one month before the end of their term.

Consequences of Failing to Apply for Reactivation

• If an employee does not request reactivation within the specified timeframe, they will be placed on voluntary leave for personal interest.

• This could lead to significant time lost if they fail to act promptly regarding their employment status.

Final Steps After Suspension

• Upon requesting reactivation, if no position is available within six months, the employee will enter forced leave until a suitable position can be found.

• The discussion concludes with advice on understanding administrative situations effectively for examinations.

Key Administrative Situations to Remember

Important Situations for Examination Preparation

• Focus on special services as these are frequently questioned in exams; understanding their characteristics is crucial.

• Other key situations include forced leave, voluntary leave due to personal interest or family grouping, and leave due to gender-based violence.

Exercise: Identifying Administrative Situations

• An exercise involves matching definitions with corresponding administrative situations based on specific criteria outlined earlier.

Overview of Family Caregiver Leave and Employment Suspension

Key Concepts of Employment Leave Types

• The minimum period for family caregiver leave ranges from 2 to 15 years, indicating a significant duration for those taking time off to care for family members.

• The first two phases of effective resignation are categorized as active service, which is essential when considering the role of deputies or senators in legislative bodies.

• Special services may apply to spouses residing in different locations, highlighting the flexibility needed in public service roles.

• Voluntary leave due to family grouping cannot exceed six years, emphasizing limits on extended absences from work.