The following constitute disciplinary misconduct:
(a) culpable non-performance or improper performance of official duties;
(b) inflicting financial damage to an institution or culpably creating a threat of occurrence of such damage;
(c) indecent conduct directed against general morals or at discrediting an official or an institution (culpable conduct) regardless of whether it was committed in our outside work environment;
The official or the institution whose competence is to appoint the official has the right to apply the following measures of disciplinary liability for the commission of disciplinary misconduct:
(c) withholding of no more than 10 work day salary;
(d) removal from official duties and suspension of salary pay – for no more than 10 work days;
(e) transfer to a lower rank remuneration rate – for no more than 1 year;
(f) dismissal from office on the basis of this Law.
Only one measure of disciplinary liability may be imposed for one piece of disciplinary misconduct.
Application of a measure of disciplinary liability will be included into the personal record.
An official or an institution that has imposed disciplinary liability has the right to release the relevant official from liability before due unless the official commits new misconduct and demonstrated himself/herself as a conscientious worker.
If an official is not imposed a new measure of disciplinary liability within a year, he/she will be regarded as having no previous disciplinary record.
Pre-term release from disciplinary liability shall be documented in writing in two copies, of which one copy remains with the official or the institution that released the relevant official from liability before due and the other copy is handed over to the relevant official.
Pre-term release from disciplinary liability will be included into the personal record.