Measures for rewards and punishments of public institutions

Article 1 In order to mobilize the enthusiasm and creativity of the staff of public institutions, strictly observe discipline, and educate and supervise the staff of public institutions to abide by the law, these measures are formulated according to the General Office of the Central Committee of the CPC's Outline for Deepening the Reform of the Cadre and Personnel System and the opinions of the Organization Department of the CPC Central Committee and the Ministry of Personnel of the State.

Article 2 These Measures shall apply to the staff of institutions owned by the whole people in this Municipality.

Special rewards for staff of public institutions shall be implemented in accordance with the relevant provisions of the state and this Municipality.

Article 3 The staff rewards of public institutions shall follow the following principles:

Fair and reasonable, with appropriate rewards;

(2) Rewards should be timely and practical;

Third, the combination of rewards and punishments;

Fourth, the combination of spiritual reward and material reward, with spiritual reward as the main one.

Article 4 The administrative sanctions against the staff of public institutions shall follow the following principles:

Adhere to the combination of punishment and education;

Adhere to the combination of punishment and reward;

Third, adhere to fair and appropriate punishment;

4. Insist on timely and public punishment.

Fifth city and county (autonomous county, city) government personnel department in charge of employee incentives.

Sixth city and county (autonomous county, city) government personnel department comprehensive management of administrative punishment.

Chapter II Awards and Incentives

Article 7 Staff members of public institutions shall be rewarded under any of the following circumstances:

Being loyal to their duties, working actively and making remarkable achievements;

(two) law-abiding, honest, fair, play an exemplary role;

(three) there are inventions or rationalization proposals in the work, which have achieved remarkable economic or social benefits for the country;

(four) care for public property, saving state-owned assets, and achieved remarkable results;

Outstanding achievements in immigration, poverty alleviation and reemployment;

6. Having made outstanding contributions to enhancing national unity and maintaining social stability;

Having made outstanding contributions to the construction of socialist spiritual civilization;

(eight) to prevent or rescue accidents, to avoid or reduce the loss of national and people's interests;

(9) Making contributions under specific circumstances such as emergency rescue and disaster relief;

Ten courageous, self-sacrificing, maintaining social morality and public order, outstanding performance;

(eleven) to fight against violations of law and discipline and make achievements;

(twelve) in foreign exchanges, to win honor and interests for the country;

(thirteen) there are other achievements.

Article 8 There are five kinds of rewards for the staff of public institutions: awarding honorary titles, recording first-class merit, recording second-class merit, recording third-class merit and commendation.

Article 9 The basic criteria for awards:

Reward those who have excellent work performance, have been rated as excellent in the annual assessment or have made achievements in other aspects;

Those who have made outstanding achievements in their work and outstanding performance in their own units shall be rewarded with third-class merit;

Those who have made great contributions in their work, have a certain influence in this system or have other outstanding deeds can be awarded second-class merit;

Have made significant contributions in the work, have a greater impact in the city or the whole country, or have other remarkable deeds, can be awarded a first class;

Those who have made outstanding achievements and special contributions may be awarded honorary titles.

Tenth municipal government has the right to give all kinds of rewards stipulated in these measures. Among them, honorary titles can only be approved by the municipal government. The name of honorary title is unified and standardized as "advanced worker", and can also be crowned with the system name. Under special circumstances, if the honorary title needs to be awarded, it must be audited by the Municipal Personnel Bureau and approved by the municipal government.

Eleventh city personnel bureau has the right to give the provisions of these measures and the following awards. Among them, the second-class merit is audited by the people's government or municipal government of the county (autonomous county or city) and reported to the Municipal Personnel Bureau for approval.

Twelfth counties (autonomous counties, cities) government or municipal government departments have the right to approve the provisions of these measures and the following awards, and report to the Municipal Personnel Bureau for the record.

Thirteenth district government departments have the right to approve awards, and report to the municipal and district personnel bureau for the record.

Fourteenth staff of institutions that need to be reported to the the State Council or the State Council departments for reward shall be audited by the Municipal Personnel Bureau or the relevant departments of the Municipal Personnel Bureau and * * * shall issue an audit report as required.

Fifteenth reward staff institutions, should strictly select conditions and approval procedures, control the cycle and number of recognition.

Sixteenth awarded to the staff of public institutions, awarded medals or certificates. Medals and award certificates shall be uniformly supervised by the Municipal Personnel Bureau in accordance with the styles prescribed by the state and this Municipality.

Reward the staff of public institutions and give appropriate material rewards at the same time. The amount of bonus is agreed by the Municipal Finance Bureau and the Municipal Personnel Bureau.

Chapter III Administrative Punishment

Article 17 The administrative sanctions against the staff of public institutions can be divided into seven categories: warning, demerit recording, gross demerit recording, demotion, dismissal, expulsion for probation and expulsion.

Professional and technical personnel are not suitable for demotion.

The staff of public institutions are not suitable for demotion or dismissal.

Eighteenth staff of public institutions who violate the law and discipline shall be dealt with according to the nature of their mistakes, the seriousness of the circumstances, the size of the harm and the difference:

If the violation of discipline is minor and has not caused adverse consequences, criticism and education shall be given and administrative sanctions shall be exempted;

2. If the violation of discipline is serious and causes certain losses or adverse consequences to the interests of the state, the collective and the masses, the following sanctions shall be given:

(3) If the violation of discipline is serious, causing heavy losses or serious consequences to the interests of the state, the collective and the masses, it shall be punished by demotion or above;

Those who violate the criminal law and are exempted from criminal punishment according to law shall be dismissed or expelled; Those who are reeducated through labor or subjected to criminal punishment shall be dismissed.

Article 19 The administrative sanctions imposed on the staff of public institutions shall be reported to the competent authority for approval in the form of documents by the unit to which they belong or by the undertaking organ (see Annex 1 for the sample format). After approval, the administrative appointment and removal organ shall make a disciplinary decision in accordance with the management authority. The punishment decision and the "Approval Form for Administrative Punishment of Staff of Public Institutions in Chongqing" are stored in my file.

Chapter IV Revocation of Awards and Revocation of Administrative Punishment

Twentieth winners in any of the following circumstances, revoke their awards:

1. Forging deeds to defraud awards and recognition;

Concealing mistakes or seriously violating the prescribed procedures when reporting awards and commendations;

(3) Being dismissed, reeducated through labor or subjected to criminal punishment after being awarded the honorary title;

Other circumstances stipulated by laws and regulations.

Twenty-first revocation of awards shall be approved by the original reporting organ to the examination and approval authority. Under special circumstances, the original examination and approval authority may directly revoke its award.

Twenty-second after the revocation of the award, the examination and approval authority shall withdraw its award certificate and medal, stop the relevant benefits it enjoys, and recover the economic benefits it has enjoyed.

Article 23 If a staff member of a public institution is subject to administrative sanctions other than dismissal for correcting mistakes, the organ that originally approved the punishment (if the organ that originally approved the punishment is revoked or merged, its functional successor organ or superior organ) shall be dismissed within the following time limit:

1. The warning has been given for half a year;

2. demerit or gross demerit 1 year or more;

3. Demotion and dismissal for 2 years;

4. Dismissal and probation, and 3 years after the expiration of probation.

Correcting mistakes means that during the period of administrative punishment, the staff of public institutions have no more mistakes of the same nature as the disciplinary actions subject to administrative punishment, and there are no other disciplinary actions that need administrative punishment.

Twenty-fourth staff members of institutions who have made special contributions during the period of punishment may be dismissed in advance. The time to terminate the administrative sanction in advance shall not be less than half of the prescribed administrative sanction period. If the mistakes are not corrected within the time limit for punishment, the time limit for lifting the punishment may be appropriately extended. Generally, the extension period of dismissal is half a year, and the longest is 1 year. Those who fail to correct their mistakes or make mistakes again after the extension of the dismissal period shall be dismissed or expelled.

Special contribution refers to the outstanding performance and contribution of the staff of public institutions during the period of administrative punishment, and they have won the first-class merit award or above.

Twenty-fifth procedures for lifting the punishment are:

1. The application is made by myself;

(two) the unit put forward the opinion of lifting the punishment;

3. The original approving authority has made a decision to lift the punishment;

(4) Save the decision on lifting the punishment (attached with the Approval Form for Lifting the Administrative Punishment by the Staff of Public Institutions in Chongqing, see Annex 2 for the style) in my file, and notify the relevant departments and the punished person in writing.

Chapter V Supplementary Provisions

Twenty-sixth institutions staff rewards and punishments to implement the filing system. All relevant units shall submit the rewards and punishments of the previous year to the personnel department of the government at the same level every year 1. Personnel bureaus of all districts and counties (autonomous counties and cities) submit the rewards and punishments of the previous year to Chongqing Personnel Bureau with 1 every year.

Twenty-seventh collective ownership institutions staff rewards and punishments with reference to these measures.

Twenty-eighth approach by the Chongqing Municipal Bureau of personnel is responsible for the interpretation of.

Article 29 These Measures shall come into force as of the date of promulgation.