توكيل محام للموظف المحال للمساءلة التأديبية في قانون الموارد البشرية المدنية القطري رقم (15)‎ لسنة 2016م

Abstract EN

Man, of course, is wrong and slippery, and he's not a homeowner.

His mistakes, albeit small or large, may hold him accountable to the story, whether as a violation, a misdemeanor or a felony, as in his working life and in his career community.

In the area of the job, there is no room for error, although there is no harm to the facility.

A small error, if overlooked, would make other mistakes and open the door to playboys and indifference in persisting with the error.

As the staff member's duties are accumulated or because of his or her inaction, he or she may be subjected to disciplinary accountability and may end up being convicted by the disciplinary body of the punishments or penalties prescribed by law or may be acquitted of such action.

Several questions may arise as to whether a staff member can engage a lawyer to represent him or her and bring him or her before the disciplinary body? Does legislation, laws and regulations permit this? In particular, he will appear before an investigative committee, which will carry out the investigation procedure.

If he ends up deciding by the investigating body (Department of Legal Affairs) to refer him to the disciplinary committee to hold him accountable for the results of the investigation, which resulted in an exit and a breach of the requirements of the post.

The country legislator has put in place an important guarantee of disciplinary accountability for the transferring officer.

He has given him an important guarantee of disciplinary accountability by authorizing him to engage a lawyer to defend him and represent him during the investigation and disciplinary accountability phases, so that the country legislator has achieved the highest guarantees of justice, which are recognized.

The defense is a right guaranteed to all by the divine laws, constitutions, covenants and international norms.

No one should lose sight of this right.

Everyone should cooperate with the official referred for disciplinary accountability in enabling him to appoint a lawyer and inform him of the file of the disciplinary proceedings so that he can defend his client in accordance with the principle of innocence until proven guilty.

In our research, which is marked with the appointment of a lawyer to the staff member referred for disciplinary accountability, we will address through the first research the definition of the staff member in accordance with the human resources law.

The first requirement will deal with disciplinary error in jurisprudence, law, and the second requirement for guarantees of disciplinary accountability.

The third requirement is for the staff member's resignation from his or her post.

In the second examination, we will address the employee's right to appoint a lawyer in accordance with the jurisprudence and the law.

In the first requirement, they will speak about the right of the lawyer or the person whom the employee calls upon to defend before the disciplinary body, and the authorized patry to adjudicate disciplinary action in the second.