Régimen disciplinario - TREBEP 5/2015 - 14a parte
Introduction to the Employee Disciplinary Regime
In this section, the speaker introduces the topic of the employee disciplinary regime and provides an overview of the relevant regulations.
The Employee Disciplinary Regime
- The employee disciplinary regime is governed by the Texto Refundido del Estatuto Básico del Empleado Público (Consolidated Text of the Basic Statute for Public Employees).
- The regime covers both public officials and labor personnel.
- There are five principles that govern the disciplinary regime:
- Principle of legality and typification of offenses and sanctions.
- Principle of non-retroactivity of unfavorable sanctioning provisions and retroactivity of favorable ones.
- Principle of proportionality between offenses and sanctions.
- Principle of culpability and presumption of innocence.
- There are three types of disciplinary offenses: very serious, serious, and minor. Very serious offenses are regulated in the Basic Statute for Public Employees, while serious and minor offenses are regulated in Real Decreto 33/1986 (Royal Decree on Disciplinary Regime for Civil Servants).
Types of Disciplinary Offenses
This section discusses the different types of disciplinary offenses that can lead to sanctions against public employees.
Types of Disciplinary Offenses
- There are three types of disciplinary offenses: very serious, serious, and minor.
- Very serious offenses are only regulated in the Basic Statute for Public Employees (Estatuto Básico del Empleado Público).
- Serious and minor offenses are regulated in Real Decreto 33/1986 (Royal Decree on Disciplinary Regime for Civil Servants).
- A small exercise is suggested to review Article 95 which lists 16 very serious disciplinary offenses.
Examples of Very Serious Disciplinary Offenses
- Failure to respect the constitution, statutes of autonomy, or city statutes in the exercise of public functions.
- Discrimination based on various factors such as sex, race, religion, disability, age, sexual orientation, etc.
- Abandonment of duty or refusal to perform assigned tasks voluntarily.
- Adoption of manifestly illegal agreements causing harm to the administration or citizens.
Examples of Serious and Minor Disciplinary Offenses
- Disregard for citizens' rights (serious offense).
- Improper use or publication of confidential information (serious offense).
- Negligence in handling official secrets (serious offense).
- Violation of impartiality by using powers to influence electoral processes (serious offense).
- Open disobedience to orders or instructions from superiors unless they involve committing an illegal act (serious offense).
- Obstruction of public freedoms and trade union rights (very serious offense).
- Non-compliance with rules on incompatibility leading to a situation of incompatibility (very serious offense).
Exam Preparation Tips
This section provides tips for exam preparation related to disciplinary offenses.
Exam Preparation Tips
- Exams often include questions about which offenses are not considered very serious disciplinary offenses according to Article 95.
- Pay attention to the wording and understand whether an offense is categorized as very serious, serious, or minor.
- Practice reading and understanding the list of 16 very serious disciplinary offenses mentioned in Article 95.
- Be prepared for questions that ask you to identify a specific disciplinary offense from a given list.
Specific Disciplinary Offenses
This section highlights some specific disciplinary offenses and their categorization.
Specific Disciplinary Offenses
Adoption of Manifestly Illegal Agreements
- The adoption of manifestly illegal agreements that cause serious harm to the administration and citizens is considered a very serious disciplinary offense.
Improper Use of Documentation and Information
- The unauthorized publication or use of confidential documentation and information is categorized as a very serious disciplinary offense.
Negligence in Handling Official Secrets
- Negligence in handling official secrets, leading to their publication or unauthorized disclosure, is considered a very serious disciplinary offense.
Violation of Impartiality in Electoral Processes
- Using one's powers to influence electoral processes at any level is categorized as a very serious disciplinary offense.
Open Disobedience to Orders or Instructions
- Open disobedience to orders or instructions from superiors is generally considered a serious offense. However, if the order involves committing an illegal act, it can be refused.
More Disciplinary Offenses
This section continues discussing specific disciplinary offenses and their categorization.
More Disciplinary Offenses
Abuse of Position for Personal Gain
- Using one's position as an employee for personal gain, resulting in an undue benefit for oneself or others, is considered a very serious disciplinary offense.
Obstruction of Public Freedoms and Trade Union Rights
- Obstructing public freedoms and trade union rights is categorized as a very serious disciplinary offense.
Non-compliance with Special Services during Strikes
- Failing to fulfill obligations related to special services during strikes constitutes a very serious disciplinary offense.
Non-compliance with Incompatibility Rules
- Non-compliance with rules on incompatibility that lead to an actual situation of incompatibility is considered a very serious disciplinary offense.
Types of Disciplinary Offenses
This section discusses the different types of disciplinary offenses and their severity.
Types of Offenses
- Very serious offenses include violations committed by legislative assemblies, autonomy, and workplace harassment.
- Offenses contained in the law of the general courts, elected assembly of autonomous communities, or labor agreements are also considered very serious.
- It is important to study both very serious and minor offenses for exams.
Minor Disciplinary Offenses
This section focuses on minor disciplinary offenses outlined in the Real Decreto 33/86.
Minor Offenses
- In exams, it is recommended to focus on studying minor offenses as they are more likely to be asked.
- Examples of minor offenses include unjustified non-compliance with work hours, unexcused absence from work without notifying anyone, lack of courtesy towards superiors or colleagues, and negligence in performing job duties.
- Failure to fulfill duties and obligations may also be considered a minor offense unless it is deemed a serious offense.
Disciplinary Proceedings
This section explains the process of initiating disciplinary proceedings and the separation between the investigative phase and the sanctioning phase.
Initiating Proceedings
- Disciplinary proceedings are initiated based on an official investigation rather than a formal complaint.
- If there are indications of criminal activity during the proceedings, such as proven facts from court judgments, the procedure may be suspended and reported to the prosecutor's office or relevant authorities.
- Criminal cases can be included within the scope of disciplinary sanctions.
Separation between Investigative Phase and Sanctioning Phase
- The investigative phase is conducted separately from the sanctioning phase to ensure impartiality.
- The initial investigator collects statements from all parties involved, but the final decision is made by a different body.
- This separation allows for a fresh perspective and fair judgment.
Responsibilities and Measures
This section discusses the responsibilities of individuals who induce others to commit disciplinary offenses and the establishment of provisional measures during proceedings.
Responsibilities
- Individuals who influence or encourage others to commit disciplinary offenses are equally responsible for their actions.
- Those who cover up serious or very serious offenses will also be held accountable.
Provisional Measures
- Provisional measures can be taken during disciplinary proceedings to ensure a fair resolution.
- One such measure is the temporary suspension of the accused employee, which cannot exceed six months unless there are exceptional circumstances.
Conclusion of Proceedings
This section explains the conclusion of disciplinary proceedings and the possibility of adopting provisional measures.
Conclusion of Proceedings
- The separation between the investigative phase and sanctioning phase ensures a proper evaluation before reaching a decision on whether to impose sanctions.
- During proceedings, provisional measures may be adopted to secure a final resolution.
- These measures must be justified in writing and aim to guarantee fairness throughout the process.
Provisional Suspension as a Measure
- One common provisional measure is suspending an employee accused under disciplinary regulations.
- The duration of this suspension should not exceed six months, except in cases where legal action prolongs the process.
Faltas disciplinarias graves y muy graves
This section discusses the different types of disciplinary offenses and their severity.
Tipos de faltas disciplinarias
- Las faltas provisionales no se convierten en autónomas.
- El acoso laboral es considerado una falta disciplinaria muy grave.
- Las faltas contenidas en la ley de las cortes generales, asamblea elegida de las comunidades autónomas o convenios también son consideradas faltas muy graves.
Clasificación de las faltas
- En el artículo 7 del Real Decreto 33/86 se encuentran las faltas graves.
- En el artículo 8 del Real Decreto se encuentran las faltas leves.
Recomendaciones para estudiar
- Leer y aprender las faltas leves, ya que son preguntas comunes en los exámenes.
- Subrayar las faltas graves para tener un repaso rápido.
- Conocer las demás faltas que quedan entre las leves y graves.
Fuentes de regulación de las faltas disciplinarias
This section explains the sources of regulation for disciplinary offenses.
Leyes y convenios aplicables
- Las fuentes de regulación incluyen la ley de las cortes generales, la asamblea elegida de las comunidades autónomas y los convenios en el personal laboral.
Importancia de estudiar estas regulaciones
- Es importante estudiar estas regulaciones ya que son preguntas comunes en los exámenes.
Estudio de las faltas disciplinarias
This section provides tips for studying disciplinary offenses.
Recomendaciones para el estudio
- Leer y aprender las faltas leves.
- Subrayar las faltas graves.
- Familiarizarse con las demás faltas que quedan entre las leves y graves.
Faltas leves
This section explains the different types of minor disciplinary offenses.
Ejemplos de faltas leves
- Incumplimiento injustificado del horario de trabajo sin ser una falta grave.
- Falta de asistencia injustificada al trabajo sin notificar a nadie.
- Incorrección con superiores, compañeros o subordinados.
- Descuido o negligencia en el ejercicio de funciones.
Faltas graves y muy graves
This section discusses the classification of serious and very serious disciplinary offenses.
Clasificación de las faltas graves y muy graves
- Las faltas disciplinarias que no deben considerarse como muy graves o graves se clasifican como tales.
- El incumplimiento de deberes y obligaciones del funcionario puede ser considerado una falta grave o muy grave, dependiendo del caso.
Inicio del procedimiento disciplinario
This section explains how the disciplinary procedure is initiated and the role of denuncias (complaints).
Inicio del procedimiento disciplinario
- El expediente disciplinario siempre se inicia de oficio, aunque puede haber una denuncia previa.
- La denuncia por sí sola no inicia el procedimiento administrativo.
- Si durante la tramitación del expediente se encuentran indicios fundados de criminalidad, se suspende el procedimiento y se informa al ministerio fiscal.
Responsabilidad por inducir a otros
This section discusses the responsibility of individuals who induce others to commit disciplinary offenses.
Responsabilidad por inducir a otros
- Aquellos que induzcan a otros a cometer actos constitutivos de falta disciplinaria incurren en la misma responsabilidad.
- Los que encubran faltas graves o muy graves también incurren en responsabilidad.
Separación entre fase instructora y sancionadora
This section explains the separation between the investigative and sanctioning phases of the disciplinary procedure.
Separación entre fase instructora y sancionadora
- Existe una separación clara entre la fase instructora y la fase sancionadora del procedimiento disciplinario.
- La fase instructora recopila pruebas y testimonios, mientras que la fase sancionadora evalúa las pruebas desde otro punto de vista para tomar una decisión sobre la sanción.
Medidas provisionales y suspensión provisional
This section discusses provisional measures and temporary suspension in the disciplinary procedure.
Medidas provisionales y suspensión provisional
- Durante el procedimiento disciplinario, se pueden adoptar medidas provisionales para asegurar la resolución final del caso.
- Una medida cautelar común es la suspensión provisional del empleado público acusado en el régimen disciplinario.
- La suspensión provisional no puede exceder de seis meses, a menos que haya una paralización imputada.
Provisional No Se Convierte En
This section discusses the concept of "provisional" and its implications.
Provisional Status
- The term "provisional" does not automatically convert into a permanent status.
- Further discussion is needed to clarify the topic.
Falta Disciplinaria Grave y Evadir los Sistemas de Control de Horario
This section focuses on serious disciplinary offenses related to evading time control systems.
Serious Disciplinary Offenses
- Evading time control systems is considered a serious disciplinary offense.
- Inappropriate behavior towards superiors, colleagues, or subordinates is also a disciplinary offense.
- Failure to fulfill obligations in essential services during strikes is considered a disciplinary offense.
Incumplimiento de la Obligación de Atender Servicios Esenciales Durante Huelgas
This section highlights the failure to attend essential services during strikes as a disciplinary offense.
Failure to Attend Essential Services During Strikes
- Failing to attend essential services during strikes is considered a disciplinary offense.
Conclusion and Request for Feedback
The speaker concludes the discussion on disciplinary regulations and requests feedback from the audience.
Conclusion and Feedback Request
- The speaker concludes the discussion on disciplinary regulations.
- There is no need to create videos about cooperation between public administrations unless specifically requested.
- Viewers are encouraged to leave comments or send emails for any further inquiries or feedback.