Disciplinary Infractions Research Articles

Judicial practice: Violations of labor and workplace discipline among employees and staff of the Ministry of Emergency Management of Russia

The article presents an analysis of judicial practice related to violations of discipline among employees and staff (personnel) of the Ministry of Emergency Management of Russia. It is maintained that work to ensure safety and prevent emergency situations is significant and responsible. Effective performance of the tasks of the Ministry of Emergency Management of Russia depends on discipline and compliance with the law on the part of the personnel. The analysis provided in the article is based on the consideration of materials of court cases on violations of discipline considered in judicial instances. The article presents individual examples from judicial practice that illustrate various aspects of violations related to the certification procedure and failure to comply with restrictions and prohibitions, requirements for the provision or settlement of a conflict of interest and failure to fulfill the duties established in the context of combating corruption. Based on the analysis results, it was concluded that failure to comply with the rules and legislatively established prohibitions, in particular failure to comply with restrictions and prohibitions, requirements for the prevention or settlement of a conflict of interest, as well as failure to fulfill the duties established for the purpose of combating corruption and the correctness of the certification procedure in terms of the law, relates to issues of maintaining discipline among the personnel of the Ministry of Emergency Management of Russia. Violation of the law leads to the court’s refusal to satisfy claims.

Penegakan Sanksi Disiplin Berat terhadap Pegawai Negeri Sipil di Lingkungan Kementerian Perhubungan

This study is a non-dogmatic study or empirical study, where law is the embodiment of the symbolic meanings of social actors which are seen in the interactions between them. The aim of the research is to find out the procedures for applying heavy disciplinary sanctions to civil servants in accordance with Government Regulation Number 94 of 2021 and to find out the application of heavy disciplinary sanctions to civil servants within the Ministry of Transportation. Based on Government Regulation Number 94 of 2021 concerning Civil Servant Discipline, severe disciplinary penalties are divided into three categories: First, demotion to a lower level position for 12 months, Second, release from position to acting position for 12 months, and Third, honorable dismissal not at his own request as a Civil Servant. The procedures for imposing heavy disciplinary sanctions are contained in BKN Regulation Number 6 of 2020, which includes: forming an inspection team, summons, examination, determining heavy disciplinary penalties and delivering decisions on heavy disciplinary penalties. The research results show that the Ministry of Transportation has implemented severe disciplinary sanctions in accordance with applicable regulations, namely Government Regulation Number 94 of 2021 concerning Civil Servant Discipline. The Ministry of Transportation has also implemented the stages that have been mandated in the legal regulations that serve as guidelines for its implementation, namely State Civil Service Agency Regulation Number 6 of 2022. The factors that hinder the implementation of heavy disciplinary sanctions include officials suspected of committing serious disciplinary violations, not being temporarily released. from his position, the immediate superior has not played an active role in handling disciplinary violations, Submitting Decrees on Severe Disciplinary Punishments which do not comply with the provisions.

DIAGNOSTICS OF REGIONAL DIFFERENCES IN THE HUMAN RESOURCE MANAGEMENT SYSTEM IN MODERN CONDITIONS

The article notes that in the conditions of war in which our country is currently located, an important issue is the development of measures to regulate objective processes in the labor market caused by the departure of a significant number of qualified specialists abroad, the movement of the employed population from region to region, and the mobilization of a significant part of the economically active population. The article indicates that within the framework of this problem, the main task is to improve the interaction between the central government and local government bodies, taking into account the real state of the military, economic, demographic, social, political, and humanitarian situation. It is necessary to significantly expand the powers of territorial communities in all spheres of public life. Management by peaceful methods during war is impossible. This is especially relevant, since the administrative and territorial reform has not yet been completed and is closely related to the results of hostilities. The article notes that the war has imposed new requirements on the style of personnel management. The main thing is to preserve labor capital and increase the efficiency of employees. The management system should be flexible and economically justified and legally impeccable. This approach assumes a certain freedom of decisions and actions of managers. A state of emergency allows for extraordinary organizational measures, in particular in the field of logistics of goods and services. The article notes that the regulatory documents that we have already analyzed emphasize that during martial law, the freedom of decisions and actions for managers of organizations may be limited. The instability of the political and economic situation can lead to a disruption of investment in production and the supply of products and spare parts, as well as electricity, which in turn can increase the risk of injuries, violations of labor discipline, and staff turnover. Preservation of labor potential is a priority for every manager. For this, it is necessary to use various forms and means of stimulating personnel. Management practice has developed such forms of employee encouragement as mutual support and cooperation, material and moral incentives, training and development, advanced training, and prospects for professional and career growth.

Peran Majelis Kehormatan Disiplin Kedokteran Indonesia Dalam Kasus Pelanggaran Standar Profesional Dokter

In Indonesia, the increase in the number of medical disputes reflects dissatisfaction with health services. This study aims to analyze the role of MKDKI as a law enforcement tool in cases of violation of doctors' professional standards, as well as supporting and inhibiting factors for the implementation of this role. The research method used is the empirical normative method. The data collected was analyzed to identify how MKDKI carried out its role in handling violation cases. The results of the study show that the Government has established laws and established KKI, MKDKI, and MKEK to protect the doctor-patient relationship. This panel assesses disciplinary violations based on operational and professional standards. The effectiveness of the Assembly is influenced by regulations, member commitment, institutional support, and resources. Obstacles such as inadequate regulation and external intervention need to be overcome through regulatory revision strategies, increased resources, and transparency. The suggestion in this study is to increase transparency and consistency in handling cases of violations of doctors' professional standards, the Indonesia Medical Honorary Council (MKDKI) needs to be supported by strong regulations and the support of related institutions. It is also important to establish MKDKI in each province and conduct socialization about their roles, as well as ensure that their decisions are in line with the Indonesia Medical Council (KKI)

Peran Ankum Dalam Pemberian Sanksi Pelanggaran Disiplin Militer Dari Perspektif Keadilan dan Pembinaan Prajurit

The problem of disciplinary violations committed by soldiers is a sensitive issue considering the vital role of the military in maintaining the security and sovereignty of the country, therefore the role of Ankum as a direct superior who provides disciplinary law is very important for soldiers. Normative legal research or library legal research, with a statutory regulatory approach. The nature of this research is normative juridical because the researcher will analyze the role of Ankum in imposing disciplinary sanctions that adhere to the principles of justice and development. The results of the study The Role of Ankum in Imposing Sanctions for Military Disciplinary Violations from the Perspective of Justice and Development of Soldiers

Kekerasan Fisik Yang Dilakukan Oleh Anggota Polri Terhadap Masyarakat

Introduction: The National Police is a public security protection agency, but now many individuals are caught committing acts that disrupt security and even persecute the community. The existence of these violations adds to the long blacklist of increased violations of discipline and code of ethics committed by members of the National Police.Purposes of the Research: To analyze physical violence committed by members of the National Police against the community, this is because the police is a subsystem that is directly related to the perpetrators of crimes and the community, so that the duties and responsibilities of the police can be said to be greater than other subsystems.Methods of the Research: The method used to analyze and discuss this problem is Normative Juridical.Results of the Research: Increased police commitment to better protection and promotion of human rights at the national level. This was realized by the birth of Law No. 39 of 1999 concerning Human Rights. As stipulated in international human rights law and standards, the police have rights, but there are also limits to the powers of the police. However, different from the expected reality, the presence of the police in the midst of the community has caused a scourge for the community. There is police behavior that deviates from the expected professional ethics and there are also those that make the community miserable, such as pungli, arrogant and violent behavior. This causes a fall in public trust in the police Regardless of whether the actions of the National Police are true or not, in the institution of the National Police if there are irregularities, violations of the law and abuse of authority, then members of the National Police will be processed based on the applicable rules.

O devido processo legal em investigações administrativas de assédio sexual: a força do mandamento constitucional e a realidade da instrução processual disciplinar

This article aims to present the main difficulties in implementing the constitutional principle of due administrative legal process in sexual harassment investigations, especially regarding the selection and obtaining of evidence, as well as the production and evaluation of evidence. First, we analyze the contemporary contours of the principle of due administrative legal process (article 5°, LIV and LV of the Constitution of the Brazilian Federative Republic and articles 20, 21 and 22 - LINDB). Next, we present sexual harassment as an administrative disciplinary infraction. We deal with aspects related to conceptualization, typology and legal provisions. We also analyzed some jurisprudential precedents of the Federal Supreme Court and Superior Court of Justice. Finally, we point out the elements, production and valuation of evidence in the administrative disciplinary procedural investigation of conduct involving the practice of sexual harassment. At this point, we highlight how the nature of the infraction and the victim's condition of vulnerability interfere with the implementation of the guarantees of contradictory and full defense. We conclude that there is a precarious classification system regarding the administrative offense of sexual harassment. This dysfunction ends up having consequences for the development of substantial due process, including with regard to the institute of evidence collection, requiring the evolution of the legislator, in action to combat the practice of sexual harassment in the Public Administration and in terms of accountability.

Acts of Entities Involved in Disciplinary Charges Against Civil Servants

This article presents a legal analysis of external methods for limiting discretion in the process of holding civil servants accountable for disciplinary violations. This article addresses the application of acts by various entities involved in disciplinary proceedings, such as prosecutor’s submissions, and decisions issued by control and accounting bodies, authorized officials, and other relevant authorities. The findings suggest that the scope of entities involved in disciplinary charges must be clearly defined under disciplinary service legislation. Additionally, the authority of these entities to issue and transmit acts mandating the consideration of disciplinary liability should be codified into sectoral laws.

Strategi Pengelolaan Sumber Daya Manusia di Lembaga Kesejahteraan Masjid Rahmatan Lil Alamin Al-Zaytun Indramayu

Factors such as leadership behavior, employee compensation, and related policies significantly impact employee engagement in achieving organizational performance. Case studies from large and medium-sized companies in Indonesia indicate that achieving shared goals requires balancing performance targets at every individual level. This study analyzes human resource management (HRM) at the Rahmatan Lil Alamin Mosque Welfare Institution, Al-Zaytun Indramayu, and formulates HRM strategies using SWOT analysis.The findings show that HRM at the Rahmatan Lil Alamin Mosque Welfare Institution, Al-Zaytun, is implemented through two main approaches: motivation and soft skill development. The motivational approach aligns with fulfilling employees' physiological needs, while the soft skill approach addresses the need for security, appreciation, love, and self-actualization. The SWOT analysis reveals that the institution's internal strengths include standardized systems and procedures, well-managed human resources, and clear job descriptions for each role. Identified weaknesses are the absence of job analysis as a foundation for HR planning and recurring disciplinary violations. Externally, opportunities include utilizing e-commerce and implementing minimum service standards, while threats arise from individuals or parties who oppose the institution's existence.

DISCIPLINARY PROCEEDINGS IN NATIONAL POLICE UNITS AS A TYPE OF ADMINISTRATIVE-JURISDICTION ACTIVITY

The article deals with study of disciplinary proceedings in the units of the National Police as an important element of the administrative and legal activities of the police. In the context of the article, it is determined that disciplinary proceedings in the bodies of the National Police serve as an important structural element of the administrative-jurisdictional process and a form of bringing police officers to disciplinary responsibility for violation of official discipline. It has been established that the current legislation does not recognize such a concept as "disciplinary proceedings in units of the National Police". It was determined that one of the key problems is the need to ensure effective and high quality of police service in the conditions of increasing complexity of social challenges, which calls into question the ability of existing processes of disciplinary proceedings to meet modern requirements. It was determined that the legal basis of disciplinary proceedings in the bodies of the National Police is characterized by multi-level sectoral regulation, both horizontally and vertically. It was found that disciplinary proceedings are regulated not only by the norms of administrative law and process, although it also refers to the administrative and jurisdictional activities of the police.The article also analyzes the different views of scientists regarding the definition of the concept of "disciplinary proceedings in the units of the National Police", as well as the author’s definition of the concept of "disciplinary proceedings in the units of the National Police" as regulated by various normative legal acts, the activities of authorized officials of the National Police of the police and the Ministry of Internal Affairs of Ukraine, aimed at establishing the grounds and resolving the issue of the application of disciplinary measures to police officers provided for by law, in order to ensure legality and discipline.

ENSURING THE LEGALITY OF THE APPLICATION OF ADMINISTRATIVE COERCION MEASURES BY THE POLICE IN THE SPHERE OF PUBLIC ORDER AND SECURITY UNDER MARTIAL LAW

In the article, based on the analysis of the current legislation of Ukraine and the practice of its application, the theoretical understanding of a number of scientific works from various fields of knowledge, the essence, significance and peculiarities of compliance with the principle of legality of the use of administrative coercion measures by the police in the sphere of ensuring public order and public safety during the operation are clarified the legal regime of martial law. It has been proven that the effectiveness of public order and public safety and the quality performance of their powers by police officers are directly dependent on their compliance with the principle of legality during the application of administrative coercion measures. It has been established that the main prerequisite for the legality of the application of administrative coercion measures is compliance by subjects of power with the requirements of the legislation, in particular, the grounds and features of the application of the specified measures by police officers within the scope of their law enforcement activities in the field of public order and public safety. Characteristic violations of legality and official discipline in the activities of the police during the application of measures of administrative coercion in the sphere of ensuring public order and public safety under the conditions of the legal regime of martial law have been identified. A number of proposals and recommendations aimed at increasing the effectiveness of administrative and legal enforcement of lawfulness and discipline in police activities have been formulated, including by: continuing the development of external and internal control mechanisms over police activities, in particular with the participation of experts, representatives of civil society, focusing on measures, which would make it possible to effectively prevent police abuse of power, etc.

Application of SMART Method and Dashboard Visualization for Student Code of Conduct Violations

In order to handle student discipline infractions at school, this project intends to design a decision support system (DSS) based on the Simple Multi-Attribute Rating Technique (SMART) technique integrated with a graphical dashboard. A variety of visual tools, such as scatter plots, heatmaps, pie charts, bar charts, and line charts, are used to evaluate and display violation data. This integration's primary goals are to make monitoring and analysis faster and more efficient and to support decision-making with regard to student infractions. The findings demonstrate how the SMART approach and visualization dashboard can be used to manage violation data more effectively, provide a better knowledge, and speed up reactions to infractions. This technique makes it easier for schools to spot trends in infractions, choose the best course of action for corrective measures, and enhance overall student discipline. It is anticipated that this system will enable discipline management in a learning environment in an efficient manner.

Formation of militia personnel in the 1960s.

The article examines the main aspects of recruitment, training and education of militia personnel in the 1960s. The overall shortage of personnel, especially qualified and experienced ones, continued to be significant in those years. In 1964–1967, almost half of the rank and file and junior militia officers changed hands. The ways in which professional training for the militia was organised, in particular through the Higher School of the Ministry of Internal Affairs of the USSR, Donetsk, Dnipro, Ivano-Frankivsk, Lviv and Odesa secondary specialised militia schools and the establishment of training and advisory centres at them, and the organisation of schools for improving operational skills, are shown. The formation of militia personnel during this period was largely carried out using the same methods as before, in particular, the leadership was recruited through the transfer of employees of party, Soviet and Komsomol bodies to the militia. In the 1960s, the militia staff was increased. The Ministry of Public Order and its local bodies paid considerable attention to political and educational work among militia officers, as had been the case throughout the Soviet period. To this end, in 1966, the activities of political departments were restored. Measures were taken to improve the financial situation and medical care of militia officers. The awarding of special ranks to those who served in the militia was regulated. The next special ranks of commanding officers could be assigned in a sequential order after the expiry of the established term and length of service in the previous rank in accordance with the new rank of the staff position held and in the presence of a positive attestation. However, during the period under study, there were numerous violations of discipline and the rule of law among militia officers, and their level did not decrease, and in some cases even increased. The state of countering crime was often ‘embellished’, crimes were concealed, and the rights of detainees were violated. The study and analysis of unsolved crimes showed that the lack of professional skills, especially of operatives, was one of the main reasons for the delayed solving of a number of serious crimes. Nevertheless, in general, it can be stated that the situation with militia personnel has improved somewhat at present.

Значение руководителя служебного коллектива органа внутренних дел в формировании нормативного поведения его участников: эмпирическое исследование

Introduction. Increasing the effectiveness of the activity of the internal affairs bodies of the Russian Federation in modern conditions focuses on psychological factors of its implementation both individually (by particular employees) and in the process of cooperative actions (by service staffs). Special consideration should be given to the role of the head as an organiser and regulator of the activities of subordinate employees, who is responsible for the quality and legality of their actions. Existing ideas on the interaction of service staff members characterise the role of the head in different ways, but empirically insufficiently verify its significance in teams with different levels of functional relations and normative behaviour. The prerequisite of the present research is the replenishment of scientific and practical knowledge of the role of the head of the service staff as a regulator of functional relations and normative behaviour of internal affairs officers. The purpose of the research is to reveal the significance of the attitude to the head of the service staff when assessing the influence of functional characteristics of relations in the service staff on the understanding normative behaviour among its members. Research methods. A set of psychodiagnostic questionnaires was used: ‘Subjective assessment of intragroup relations’ (S. V. Dukhnovsky, K. V. Zlokazov), ‘Attitude of an employee to the performed activity, his direct supervisor and his reputation’ (A. A. Sarsenova), ‘Normativity. Intelligence. Regulation’ (S. V. Dukhnovsky, V. M. Kofanov). The sample of the research consisted of 160 employees of internal affairs bodies (112 males and 48 females aged from 29 to 43 years). Regression analysis was used as a method of data processing. Results. The authors found out that the normative behaviour of service team members is determined by functional-negative characteristics of their interaction and is an independent cause of service discipline violations. This fact testifies that negative forms of interaction of service team members (aimlessness, uncontrollability, connivance) as well as relations (hostility, negativism and conflict) reduce the level of normative service behaviour. It is determined that the attitude of employees to the head of the service team mediates the influence of functional-negative characteristics, acting as a regulator of their service behaviour. The results of the research expand scientific ideas on psychology of management of formal groups (by the example of service staffs) and can be used in preparation of employees of internal affairs bodies for positions of junior and middle supervising staffs.

Lithuanian laborers in Nazi-occupied Austria 1942–1945

The theme of forced and voluntary labor of Lithuanians in Nazi Germany has been nearly forgotten and not studied by Lithuanian historians in recent decades. Even less examined has been the forced labor and imprisonment of Lithuanians in Nazi-annexed Austria. Up to 70,000 Lithuanians could have been deported to Germany during World War II. This is a fairly significant part of the Lithuanian population, which has affected Lithuanian Poles, Roma and minority Lithuanians most severely. When assessing the types and scale of Nazi violence, apart from the genocide of the Jews, the conclusion is that it affected people in Lithuania most who suffered from forced labor and forced removal from residential areas. At the current stage of research, we can predict that at least a thousand Lithuanians, forcibly or voluntarily, ended up in Nazi-annexed Austria during World War II. The national composition was made up predominantly of Lithuanians, Poles and Russians. Lithuanians were transported to Austria en masse from 1942 to almost until the defeat of Nazi Germany in the Second World War. The vast majority of Lithuanians brought to Austria worked in industrial and transport companies. The overview of the workplaces shows that the majority of the Lithuanians was concentrated in Vienna, Kapfenberg and Marktle. A smaller number of Lithuanians were employed by farmers in the villages. Part of the Lithuanian population came to Austria as political prisoners or for racial reasons (Jews). Another part was imprisoned while staying in Austria for disciplinary violations or attempts to flee to Lithuania. The imprisoned residents of Lithuania were mainly held in the Mauthauzen concentration camp and its branches (Guzen, etc.). At the current stage of research, it can be predicted that at least one hundred inhabitants of Lithuania of different nationalities were imprisoned in the Mauthauzen concentration camp. The revised List of 68 Lithuanians who died in Mauthauzen concentration camp (some persons may be Latvian residents) listed below in appendix 1 (list clarified by LGGRTC employee Stanislovas Buchaveckas).

Safety culture: from student to professional

Traffic safety culture, recently this definition is very often heard at conference calls of heads of services. What does this concept imply, how is it interconnected with safety management and why do these areas of work relate to the main tasks of the Russian Railways holding in the field of traffic safety and operation of railway transport? The article discusses the causes of traffic safety violations, which are associated with the influence of the human factor, violation of labor discipline, and improper performance of official duties. The main objective of the study is to find approaches to raising the level of safety culture among railway workers. Most often, when solving a certain task, it is necessary to go beyond it and consider issues that at fi rst glance do not relate to the essence of the problem, but the more you delve into the study, you come to conclusions that show the connection between themselves sometimes in the most unexpected and unpredictable way. How to improve the traffic safety culture among the company’s employees? Is it possible to correct employees whose professional experience has been assessed not for one year, but for decades? Is it possible to change the thinking of an employee whose professional experience has been assessed not for one year, but for decades? In my opinion, an employee who has been violating for many years will no longer be able to perform his job duties properly. This is a “professional” defect that cannot be corrected, because most often it was taught this way during an internship in production. Most cases could have been avoided because minor violations combined with certain factors are fatal.

Evaluasi Kebijakan Disiplin Pegawai Negeri Sipil Di Kantor Lurah Patih Galung Kota Prabumulih Provinsi Sumatera Selatan

This article aims to describe and analyze the evaluation of civil servant discipline policies and determine the causes of civil servant disciplinary violations at the Patih Galung sub-district office. This research uses a qualitative research approach involving 11 informants. The data collection techniques used in this research are observation, interviews and documentation studies. The research results show that the evaluation of civil servant discipline policies at the Patih Galung Village Head Office, Prabumulih City, shows an increase in discipline since the implementation of PP 53 of 2010, although it is not yet optimal. Key factors such as organizational culture, supervision, incentives, sanctions, and effective leadership play an important role. However, challenges such as leadership assertiveness and lack of socialization still exist. Further efforts are needed to improve communication, resource management, disposition, and bureaucratic structure to achieve optimal discipline.

Modern Means of Evidence before Administrative Investigation Committees under Jordanian Legislation: A Comparative Study

This study sought to identify the foremost modern methods of evidence employed before the Administrative Investigation Committee for detecting disciplinary misconduct. In conformity with Article 146/B/2 of Civil Service Bylaw No. 9 of 2020, the legislative framework in Jordan has primarily centered on establishing conventional rules governing the presentation of evidence. It is a well-established tenet that the burden of proof rests with the administration, necessitating a comprehensive demonstration of the evidential basis underpinning their misconduct allegations. Therefore, it is the responsibility of the administration to provide indisputable evidence in cases where employees are accused of disciplinary infractions. Simultaneously, employees have to present evidence that contradicts these allegations. Investigative committees are tasked with examining the necessary evidence to establish the accuracy of these claims. The study found a significant gap in the legislative framework pertaining to modern methods of evidence within the Jordanian civil service Bylaw. While these methods are acknowledged in general legal provisions, this recognition is considered insufficient due to variations among different employment systems. Therefore, this study recommends explicitly incorporating modern evidence presentation methods into legislation to align with ongoing scientific and technological progress and facilitate their widespread adoption. Consequently, there is a need to revise legislative regulations governing employment systems and include the methods at the core of this investigation. This study addresses the ambiguity in Jordan's legal framework related to validating allegations against public employees before administrative investigators using an analytical and comparative approach, juxtaposing the legal provisions of Jordan and Egypt in this context.

Reduction of occupational injuries as a way to solve the problem of the shortage of personnel to reduce risks in the energy industry

Energy security is a priority area of economic development and an important component of the state's national security. Among the internal threats to energy security, experts point to market defects, equipment degradation and backwardness of technologies, imperfect management, personnel problems, and others. One of the reasons for the shortage of qualified personnel is industrial injuries. In the work, a comparative analysis of data for the period from 2015 to 2023 was carried out regarding the level of industrial injuries in various sectors of the economy and the causes of accidents. The fact of a sharp increase in the total number of insurance accidents in 2021–2022 was established only in two sectors - the sphere of health care and the sphere of electricity and gas supply. In other sectors of the economy, the number of industrial injuries decreased compared to 2015. The largest number of accidents with fatal consequences in the energy industry is caused by electrocution of personnel during maintenance and repair of electrical installations. As the conducted studies have shown, in recent years the number of accidents has increased significantly not only due to man-made reasons, which was explained by the corona virus pandemic, but also due to organizational reasons. Among the organizational reasons, violations of labor discipline are in the first places – non-fulfilment of the requirements of labor protection instructions, non-fulfilment of job duties and violation of the technological process. Therefore, the development of proposals for the improvement of the labor protection management system and labor relations in the energy industry is an urgent task. There are proposed measures to reduce the level of injuries due to organizational reasons in stressful conditions of mass absenteeism of personnel due to illness or during hostilities.

إثبات المخالفات التأديبية اثناء التحقيق الإداري على ضوء نظام الخدمة المدنية الأردني رقم 9 لسنة 2020 (دراسة مقارنة)

Objectives: this study sheds light on disciplinary evidence and defines its features to ascertain if an employee has committed a disciplinary offence while carrying out his job duties. It demonstrates how the Administrative Investigation Committee can establish the burden of proof. Research Problem: the adequacy of organising special rules of evidence before the Administrative Investigation Committee to detect behavioural violations. The Jordanian legislator addressed these rules in Article 146/b/2 of the Jordanian Civil Service Law No. 9 of 2020. However, these rules are not integrated, as it is assumed that the administration has complete evidence of claims of behavioural violations. It does not have the right to accuse the employee of deviating from his job mandate without evidence. The employee is also entitled to present evidence refuting such claims. Thus, it falls to investigation committees to search for the necessary evidence to clarify the truth. Methods: this study adopts a descriptive and analytical approach that compares the Jordanian, Egyptian and Emirati legislation concerning the rules of evidence. Results and Conclusions: the paper concludes by with the following results such as: Jordanian Civil Service Law fails to organise the means of evidence and administrative papers, as the legislator did not explicitly grant the Administrative Investigation Committee the authority to review documents related to the violation. In contrast, they were expressly formulated in the Egyptian and Emirati legislations. As well as, the Jordanian legislator did not deal with the method of inspection before the administrative investigation committee in the Civil Service Law, unlike the Egyptian legislator who regulated that method in the law and provided instructions to the Administrative Prosecution. Such was also the case for the UAE federal legislator within the framework of the executive regulations of the human resources law in the federal government. يهدف هذ البحث لتسليط الضوء على الأدلة التأديبية وتحديد ملامحها لمعرفة فيما إذا كان الفعل الواقع من الموظف أثناء قيامه بممارسة واجباته الوظيفية يدخل ضمن إطار المخالفة التأديبية من عدمه، ومعرفة كيفية وضع عبء الإثبات من قبل لجنة التحقيق الإداري، والوقوف عليها للخروج بتوصيات في غاية الأهمية للمشرع الأردني. وركز هذا البحث على موضوع في غاية الأهمية وهو الوقوف على مدى كفاية تنظيم قواعد خاصة بالإثبات أمام لجنة التحقيق الإداري للكشف عن المخالفات المسلكية، فقد تناول المشرع الأردني هذه القواعد وفقاً للمادة 146/ب/2 من نظام الخدمة المدنية الأردني رقم 9 لسنة 2020، إلا أنها غير متكاملة، فمن المفترض أن يكون لدى الإدارة دليل إثبات كامل على ما تدعي بوجود هذه الواقعة، وليس لها اتهام الموظف بالخروج عن مسلك وظيفته دون وجود ما يدل على موقفها، كما يحق للموظف تقديم ما ينفي ويدحض كل ما هو منسوب اليه، ويقع على عاتق لجان التحقيق عبء الوصول للأدلة اللازمة لاستجلاء الحقيقة، وقد بيّنت الدراسة عدم اهتمام المشرع الأردني للقواعد التي تتناول الأدلة الإثباتية في المخالفات التأديبية، إذ تناول بعضها دون بعض، ولذلك تكمن الاشكالية في وجود نقص في التشريع الأردني لتنظيم الإثبات للكشف عن المخالفة الواقعة من الموظف العام. وعليه نوصي بالعمل على تعديل المنظومة التشريعية من خلال إضافة نصوص قانونية تتعلق بأحكام وطرق الإثبات واجراءاتها من الناحية التفصيلية. واعتمد هذا البحث على مناهج عدة منها؛ المنهج التحليلي لتحليل النصوص التشريعية ومضمون الأحكام القضائية والآراء الفقهية ذات العلاقة، كما استخدم البحث المنهج المقارن، حيث تناول الموضوعات المطروحة في هذا البحث ضمن إطار مقارن بين الأردن ومصر والامارات في ضوء الأحكام القانونية المتعلقة بهذا الموضوع للوقوف على نقاط القوة والضعف، والوصول إلى أهم النتائج والتوصيات.