Circular of the Organization Department of the Jilin Provincial Party Committee of the Communist Party of China and the Jilin Provincial Department of Human Resources and Social Security on the "Notice on Printing and Distributing the Provisions on the Punishment of Staff of Public Institutions".
Organization Department of Municipal (Prefecture) Party Committees, Human Resources and Social Security Bureaus, Organization Departments of Changbai Mountain Party Working Committee, Human Resources and Social Security Bureaus, Organization Department of Meihekou Municipal Party Committee, Human Resources and Social Security Bureaus, Personnel (Cadres) Divisions of Provincial Departments (Units), and Party Committees of Provincial Colleges and Universities
In November 2023, the Organization Department of the CPC Central Committee and the Ministry of Human Resources and Social Security jointly revised and issued the Notice on Printing and Distributing the Provisions on the Punishment of Staff of Public Institutions (Ministry of Human Resources and Social Security Fa 2023 No. 58, hereinafter referred to as the "Punishment Regulations"). The "Punishment Regulations" is guided by the thought of socialism with Chinese characteristics in the new era, implements the requirements of comprehensive and strict governance of the party, adheres to the principle of party management of cadres and party management of talents, adheres to justice and fairness, and adheres to the combination of punishment and education.
The newly revised Provisions on Sanctions are linked to the Supervision Law of the People's Republic of China and the Law of the People's Republic of China on Governmental Sanctions for Public Employees, and the provisions that are not adapted to the current situation have been readjusted. All localities and departments should strengthen organization and leadership, earnestly enhance ideological understanding, and comprehensively and systematically organize the staff of their subordinate institutions to conscientiously study and Xi the "Punishment Regulations." In particular, personnel cadres should study and Xi the original text, article by clause, sentence by sentence, and profoundly understand the essence of the spirit. In practical work, strengthen guidance and supervision to ensure the smooth implementation of the "Punishment Provisions" and achieve results.
Contact: Gao Guijun **0431-88690529
Attachment: Circular of the Organization Department of the Communist Party of China and the Ministry of Human Resources and Social Security on Printing and Distributing the Regulations on the Punishment of Staff of Public Institutions
Organization Department of Jilin Provincial Committee of the Communist Party of China.
Jilin Provincial Department of Human Resources and Social Security.
November 29, 2023.
Contact unit: Jilin Provincial Department of Human Resources and Social Security Personnel Management Office of public institutions).
Attachments
Organization Department of the Communist Party of China, Ministry of Human Resources and Social Security
Notice on the issuance of the "Provisions on the Punishment of Personnel of Public Institutions".
Organization Departments of Party Committees of all provinces, autonomous regions, and municipalities directly under the Central Government, human resources and social security departments (bureaus), Organization Departments of Party Committees and Human Resources and Social Security Bureaus of the Xinjiang Production and Construction Corps, and organization and personnel departments of ministries and commissions of state organs, and organizations and personnel departments of various people's organizations, as well as Party committees of some institutions of higher learning
In order to strictly enforce the discipline and rules of public institutions, standardize the behavior of public institution staff, and ensure that public institutions and their staff perform their duties in accordance with the law, in accordance with the "Law of the People's Republic of China on Governmental Sanctions for Public Employees" and the "Regulations on the Personnel Management of Public Institutions" and other laws and regulations, the Organization Department and the Ministry of Human Resources and Social Security have jointly researched and formulated the "Provisions on the Punishment of Personnel of Public Institutions", which are hereby issued to you, and please conscientiously implement them in light of the actual conditions of the region and the department.
Organization Department of the Communist Party of China.
Ministry of Human Resources and Social Security.
November 6, 2023.
Contact unit: Department of Personnel Management of Public Institutions of the Ministry of Human Resources and Social Security).
Provisions on sanctions for staff of public institutions
Chapter I: General Provisions
Article 1: These Provisions are formulated on the basis of the "Law of the People's Republic of China on Governmental Sanctions for Public Employees" and the "Regulations on the Personnel Management of Public Institutions" so as to strictly enforce the discipline and rules of public institutions, regulate the conduct of public institution staff, and ensure that public institutions and their staffs perform their duties in accordance with law.
Article 2: Where the staff of public institutions violate rules or discipline or law and shall bear disciplinary responsibility, sanctions are to be given in accordance with these Provisions.
The provisions of Chapters 2 and 3 of the "Law of the People's Republic of China on Governmental Sanctions for Public Employees" are to be applied to the sanctions given to personnel engaged in management in public institutions by appointment and removal organs and public institutions. These Provisions apply to the procedures for sanctions, appeals, and so forth.
Article 3: Sanctions given to staff of public institutions shall adhere to the principle of Party management of cadres and Party management of talent;Adhere to justice and fairness;Persist in combining punishment with education.
Sanctions given to staff of public institutions shall be commensurate with the nature, circumstances, and degree of harm of their violations, discipline, and law.
Sanctions given to staff of public institutions shall be clear in facts, conclusive in evidence, accurate in characterization, appropriately handled, lawful in procedure, and complete in formalities.
Chapter II: Types and Application of Sanctions
Article 4: The types of sanctions for the staff of public institutions are:
a) Warning;2) Demerits;
3) Downgrading the post;
4) Expulsion. Article 5: The period for public institution staff to receive sanctions is:
a) Warning, six months;
b) Demerit, 12 months;
3) Reduction of post level, twenty-four months.
The sanction decision takes effect on the date it is made, and the disposition period is calculated from the date on which the sanction decision takes effect.
Article 6: Where staff members of public institutions receive a warning sanction, they are to participate in the annual evaluation in the year in which the sanction decision is made, and it cannot be determined to be an excellent grade;In the year in which they received a demerit sanction, in the year in which they received a demotion in their post level, and in the second year, they participated in the annual assessment, and only wrote comments, and were not sure of the grade.
Where staff members of public institutions receive a sanction of downgrading their posts, they are to be hired at one or more posts or staff levels from the date on which the sanction decision takes effect, and their wages and benefits are to be determined in accordance with the relevant provisions on income distribution of public institutions;Where staff members of public institutions serving in both managerial and professional and technical positions violate rules and discipline or law, when giving the sanction of reducing the level of the post, the level of the two types of posts shall be reduced at the same time, and the priority of the reduction of the post category is to be determined on the basis of the relevance of the circumstances of the violation, discipline and law to the nature of the post.
During the period of sanctions, staff of public institutions must not be hired to a position higher than their current position or staff level. Where they receive the sanction of dismissal, their personnel relationship with the public institution is to be terminated from the date on which the sanction decision takes effect.
Article 7: Where staff of public institutions receive a demerit or above, they must not participate in the evaluation of professional and technical titles or the determination of the professional skill level of skilled personnel during the period of punishment.
Article 8: Where staff of public institutions have two or more conduct that requires sanctions at the same time, the sanctions shall be determined separately. Where the types of sanctions that should be given are different, the heaviest of them is to be enforced;Where more than one sanction of the same type shall be given, the sanction shall be enforced, and the period of punishment shall be determined in accordance with the sum of the number of sanctions for one or more punishment periods and the number of punishment periods, but must not exceed 48 months at the longest.
Where staff members of public institutions receive new sanctions during the period of sanctions, the period of punishment is the sum of the period for which the original period of punishment has not yet been enforced and the period for new sanctions, but must not exceed 48 months at the longest.
Article 9: Where two or more staff members of public institutions jointly violate rules or discipline or law, and it is necessary to give sanctions, they are to be given corresponding sanctions in accordance with the responsibilities they should bear.
Article 10: In any of the following circumstances, heavier sanctions shall be given:
1) Intentionally violating rules or discipline or law again during the sanction period, and shall receive a sanction;
2) Playing a major role in two or more joint violations of rules or discipline;
3) Concealing, fabricating, or destroying evidence;
4) Colluding to confess or preventing others from exposing or reporting or providing evidentiary materials;
5) Harboring persons in the same case;
6) Coercing or instigating others to commit violations of rules or discipline or law;
7) Refusal to hand over or return gains made in violation of rules or discipline or law;
8) Other aggravating circumstances provided for by laws, regulations, or rules.
Article 11: In any of the following circumstances, sanctions may be mitigated or commuted:
1) Voluntarily confessing violations of rules and discipline or law that they should be sanctioned;
2) Cooperate with the investigation and truthfully explain the facts of their own violations, discipline and laws;
3) Proactively employing measures to effectively avoid or recover losses or eliminate negative impacts;
4) Reporting others' violations, discipline, and law, and the circumstances are true;
5) Playing a secondary or auxiliary role in joint violations of rules or discipline or law;
6) Voluntarily handing over or making restitution of illegal or illegal gains;
7) Other mitigating or mitigating circumstances.
Article 12: Where violations of rules or discipline or law are minor, and there are any of the circumstances provided for in article 11 of these Provisions, they may be reminded of their conversations, criticized and educated, ordered to be inspected, or admonished, and may be waived or not sanctioned.
Where staff of public institutions are coerced or coerced into participating in activities that violate rules, discipline, or law because they do not know the truth, and truly show repentance after being criticized and educated, sanctions may be commuted, waived, or not given.
Article 13: The unit making the sanction decision is to confiscate, recover, or order restitution of property obtained by the staff of public institutions in violation of rules and discipline or law, or property used in violation of rules or discipline or law, except where other organs shall confiscate, recover, or order restitution in accordance with lawand where it shall be returned to the original owner or holder, it shall be returned in accordance with law;Where it is state property or should not be returned, or cannot be returned, it shall be turned over to the state treasury.
Article 14: Where retired staff members of public institutions have violated rules or discipline or law before or after retirement and should be punished, a decision on punishment is not to be made, but a case may be opened for investigation;Where sanctions of demotion to a post level or higher shall be given in accordance with regulations, discipline, and law, the benefits they enjoy shall be adjusted accordingly in accordance with provisions.
Article 15: Where public institutions have violations of rules, discipline, or law, and shall be pursued for disciplinary responsibility, the responsible leaders and directly responsible personnel are to be sanctioned in accordance with regulations, discipline, and law.
Chapter III: Violations of rules and discipline and law and their applicable sanctions
Article 16: Those who exhibit any of the following conduct are to be given a demerit sanction;where the circumstances are more serious, a sanction of demotion to the post level is to be given;where the circumstances are serious, a sanction of expulsion is given
1) Disseminating remarks that are detrimental to the authority of the Constitution, the leadership of the Communist Party of China, and the reputation of the state;
2) Participating in gatherings, processions, demonstrations, or other activities aimed at opposing the Constitution, the leadership of the Communist Party of China, and the state;
3) Refusal to implement or covertly failure to implement the line, principles, policies, or major decisions and deployments of the Communist Party of China and the state;
4) Participating in illegal organizations or activities;
5) Using religious activities to undermine ethnic unity and social stability;Provoking or undermining ethnic relations, or participating in ethnic activities
6) Harming the honor and interests of the state in foreign exchanges;
7) Bringing into the territory of books, periodicals, audio-visual products, or electronic publications containing content prohibited by law;
8) Other violations of political discipline.
Where there is any of the conduct in items (2), (4), or (5) of the preceding paragraph, the masterminds, organizers, and core elements are to be given sanctions of expulsion.
Those who publicly publish articles, speeches, declarations, statements, and so forth that oppose the national guiding ideology established by the Constitution, oppose the leadership of the Communist Party of China, oppose the socialist system, and oppose reform and opening up, are to be given a sanction of expulsion.
Article 17: Those who exhibit any of the following conduct are to be given warnings or demerits;where the circumstances are more serious, a sanction of demotion to the post level is to be given;where the circumstances are serious, a sanction of expulsion is given
1) Employing improper means to obtain a position for themselves or others;
2) Violations of organizational personnel discipline in personnel management work such as selection and appointment, open recruitment, evaluation, training, recusal, reward, appeal, and evaluation of professional titles;
3) Other violations of organizational and personnel discipline.
Those who tamper with or falsify their own archives and materials are to be given a demerit sanction;where the circumstances are serious, a sanction of demotion is to be given.
Those who leave the country in violation of regulations or apply for exit documents for private purposes shall be given a demerit sanction;where the circumstances are serious, a sanction of demotion is to be given.
Those who obtain foreign nationality or obtain foreign permanent residence qualifications or long-term residence permits in violation of provisions are to be given a sanction of demotion to a higher post level.
Article 18: Those who exhibit any of the following conduct are to be given warnings or demerits;where the circumstances are more serious, a sanction of demotion to the post level is to be given;where the circumstances are serious, a sanction of expulsion is given
1) Disobeying commands, dispatches, or passive confrontation in the course of carrying out important national tasks or responding to public emergencies;
2) Disrupting the normal order of work, causing losses to the state or the public interest;
3) Commanding or operating in violation of regulations, causing losses to people's lives and property;
4) In the event of a major accident, disaster, or incident, leaving one's post without authorization, or failing to report in accordance with regulations, failing to take measures to deal with it, or handling it ineffectively;
5) Engaging in favoritism in project evaluation and review, product certification, equipment testing and inspection, etc., or violating regulations and causing adverse effects;
6) Divulging state secrets, or divulging inside information or personal privacy obtained as a result of work, causing negative consequences;
7) Other violations of work discipline and dereliction of duty.
Article 19: Those who exhibit any of the following conduct are to be given warnings or demerits;where the circumstances are more serious, a sanction of demotion to the post level is to be given;where the circumstances are serious, a sanction of expulsion is given
1) Soliciting bribes, offering bribes, introducing bribes, or misappropriating bribes
2) Taking advantage of one's work to seek improper benefits for oneself or others;
3) Accepting gifts, cash gifts, all kinds of valuable money, or payment vouchers in official activities or work;
4) Using inside information known or in their possession to seek benefits;
5) Traveling with ** or using ** in disguise;
6) Violating state regulations by engaging in or participating in for-profit activities or holding a concurrent position to receive remuneration;
7) Other violations of integrity discipline.
Article 20: Those who exhibit any of the following conduct are to be given warnings or demerits;where the circumstances are more serious, a sanction of demotion to the post level is to be given;where the circumstances are serious, a sanction of expulsion is given
1) Violating the relevant provisions on the surrender of state revenues;
2) Using or fraudulently obtaining financial funds in violation of regulations, or using, fraudulently obtaining, concealing, transferring, embezzling, or misappropriating social insurance in violation of regulations
3) Setting up charging items without authorization or changing the scope, standards and objects of charging items without authorization;
4) Squandering or wasting state assets or causing the loss of state-owned assets;
5) Violating the provisions on the management of State-owned assets and occupying, using, or disposing of State-owned assets without authorization;
F) in the bidding and procurement of materials in violation of the relevant provisions, resulting in adverse effects or losses;
7) Other violations of financial and economic discipline.
Article 21: Those who exhibit any of the following conduct are to be given warnings or demerits;where the circumstances are more serious, a sanction of demotion to the post level is to be given;where the circumstances are serious, a sanction of expulsion is given
1) Using professional technology or skills to carry out violations of rules or discipline or law;
2) Academic misconduct such as plagiarism, plagiarism, or misappropriation of others' academic achievements, forgery or tampering with data and literature, or fabrication of facts;
3) Using professional status to induce, threaten, or mislead, harming the lawful rights and interests of others;
4) Exploiting authority, position, or resources under their control to suppress dissenting opinions, restrict academic freedom, and cause major losses or negative impacts;
5) Falsification in the process of declaring positions, projects, honors, etc.;
6) Having a bad work attitude, causing a negative social impact;
7) Other serious violations of professional ethics.
Where there is conduct provided for in item (1) of the preceding paragraph, a sanction of demerit or higher is to be given.
Article 22: Those who exhibit any of the following conduct are to be given warnings or demerits;where the circumstances are more serious, a sanction of demotion to the post level is to be given;where the circumstances are serious, a sanction of expulsion is given
1) Violating public order and good customs, engaging in inappropriate conduct in a public place, causing a negative impact;
2) Producing or disseminating illegal and prohibited items and information;
3) Participation in gambling activities;
4) Committing domestic violence, abusing or abandoning family members, or refusing to bear obligations to support, raise, or support;
5) Other conduct that seriously violates public order and social morality.
Those who ingest or inject drugs, organize gambling, or organize, support, or participate in **, pornographic and promiscuous activities, are to be given sanctions of demotion to a higher post level.
Article 23: In any of the following circumstances, the staff of public institutions who commit crimes are to be given the sanction of dismissal:
1) Those who have been sentenced to controlled release, short-term detention, or fixed-term imprisonment or higher (including a suspended sentence) for intentional crimes;
2) Those who have been sentenced to fixed-term imprisonment for crimes of negligence and have a sentence of more than three years;
3) Being deprived of political rights alone or concurrently for committing a crime.
Those who are sentenced to controlled release, short-term detention, or up to three years imprisonment for crimes of negligence shall generally be given a sanction of dismissal;Where the circumstances of the case are special and it is more appropriate to give a sanction of reducing the level of the post, dismissal may not be given, but it shall be reported to the competent department of the public institution for approval, and reported to the comprehensive personnel management department of the public institution at the same level for filing.
Where staff members of public institutions are fined for committing crimes, or where the circumstances of the crime are minor, and the people's procuratorate makes a decision not to prosecute in accordance with law, or the people's court waives criminal punishment in accordance with law, they are to be given a sanction of demotion to their post level;where a negative impact is caused, a sanction of expulsion is to be given.
Chapter IV: Authority and Procedures for Sanctions
Article 24: Sanctions against the staff of public institutions are to be decided by public institutions or the competent departments of public institutions in accordance with the scope of authority for cadre personnel management.
The sanction of dismissal is to be decided by the competent department of the public institution, and is to be reported to the comprehensive personnel management department of the public institution at the same level for the record.
The punishment of the staff of ** and local institutions directly under the government shall be decided by the unit or relevant departments in accordance with the authority of cadre personnel management;Of these, where the unit makes a decision to dismiss them, it shall be reported to the comprehensive personnel management department of the public institution at the same level for the record.
Article 25: Sanctions against staff of public institutions are to be handled in accordance with the following procedures:
1) Where it is necessary to further verify the violations of rules and discipline and law by the staff of a public institution after a preliminary investigation, the case shall be filed in accordance with the scope of cadre personnel management authority, with the approval of the responsible person of the public institution or the consent of the relevant departments;
2) Conduct further investigations into the violations, disciplines, and laws of the staff of the public institution under investigation, collect and verify relevant evidence and materials, and form a written investigation report;
3) Inform the staff of the public institution under investigation of the facts ascertained by the investigation and the basis for the proposed sanctions, hear their statements and defenses, and conduct a review of the facts, reasons, and evidence they submit, and record them in the case file. Where the facts, reasons, and evidence submitted by the staff of the public institution under investigation are sustained, they shall be admitted;
4) In accordance with the authority of the sanction decision, make a decision to give sanctions, waive or not sanction the staff of the public institution, or withdraw the case;
5) The sanction decision unit issues the sanction decision;
6) Notify the staff of the sanctioned public institution and relevant units in writing of the sanction decision, and announce it within a certain range;
7) Store the sanction decision in the file of the staff of the public institution receiving the sanction.
Article 26: Where the staff of a public institution has already been placed on file for investigation and it is not appropriate to continue to perform their duties, the public institution or relevant departments may suspend their duties in accordance with the scope of authority for cadre personnel management.
During the period when a case is filed and investigated, the staff of a public institution under investigation must not terminate their employment contract or leave the country, and their unit must not exchange, promote, reward, or go through retirement formalities for them.
Article 27: Investigations into cases involving public institution staff shall be conducted by two or more case-handling personnel;Units and individuals under investigation shall truthfully provide information.
Evidence gathered through violence, threats, inducements, deception, or other illegal means must not be the basis of a verdict.
Where in the course of investigation it is discovered that the staff of a public institution have been falsely reported, accused, or falsely accused and framed, causing a negative impact, they shall promptly clarify the facts, restore their reputation, and eliminate the negative impact in accordance with provisions.
Article 28: Where personnel participating in the investigation or handling of cases involving the staff of public institutions shall recuse themselves, the "Provisions on the Recusal of Personnel Management of Public Institutions" and other relevant provisions shall be implemented.
Article 29: A decision shall be made within 6 months of approving the filing of a case to give sanctions to the staff of public institutions;Where the case is complicated or other special circumstances are encountered, it may be extended, but the time limit for handling the case must not exceed 12 months at the longest.
Article 30: Sanction decisions shall include the following content:
1) Basic information such as the name, work unit, name and grade of the position (position) to which the person was employed, and the level of the staff of the public institution receiving the sanction;
2) Facts of violations, discipline and laws that have been verified;
3) The type of sanction, the period and basis for the sanction;
4) Channels and time limits for appeals against dissatisfaction with sanction decisions;
5) The name, seal, and date of the decision was made by the unit making the sanction decision.
Article 31: Where staff members of public institutions receive sanctions and shall go through formalities for changing their positions, staff grades, salaries, and other relevant benefits, the personnel department is to handle it within one month of making the sanction decision in accordance with its management authority;Under special circumstances, the time limit may be appropriately extended upon approval, but the maximum shall not exceed six months.
Article 32: Where staff members of public institutions who have received a sanction other than dismissal have shown repentance and reformation during the period of punishment, and there are no further violations of rules, discipline, or law, the sanctions are to be automatically lifted after the sanction period is completed.
After the sanction is lifted, the evaluation and promotion of positions and staff grades, titles, and salaries and benefits shall be implemented in accordance with the relevant provisions of the state, and will no longer be affected by the original sanction. However, those who have received a punishment of reducing the level of their post are not to be restored to their positions, staff levels, or salaries before receiving the sanctions;Where there is no post or staff level that can be lowered and the salary scale is reduced, the salary scale and salary scale before the sanction is lifted are not to be restored.
Article 33: After the staff of a public institution receives the sanction of dismissal, the public institution shall promptly go through the formalities for the transfer of archives and social insurance relations, and the specific measures shall be implemented in accordance with the relevant provisions.
Chapter V: Review and Appeal
Article 34: Where the staff of a public institution receiving a sanction is dissatisfied with the sanction decision, they may apply for a review to the unit that made the original sanction decision within 30 days of knowing or should have known of the sanction decision. Those who are not satisfied with the results of the review may, within 30 days of receiving the review decision, submit an appeal to the competent department of the unit that originally made the sanction decision or to the comprehensive personnel management department of the public institution at the same level in accordance with the "Provisions on Appeals by Public Institution Staff" and other relevant provisions.
The appeals of the staff of the public institutions directly under the local government shall be accepted by the comprehensive personnel management department of the public institution at the same level in accordance with the authority of the cadre personnel management authority.
Article 35: The unit that made the original sanction decision shall make a review decision within 30 days of receiving the application for review. The unit accepting the appeal shall make a decision on the handling within 60 days of accepting it;Where the case is complicated, it may be appropriately extended, but the extension period is not to exceed 30 days at most.
Enforcement of sanctions is not to be stopped during the period of review and appeal.
Employees of public institutions are not to be given heavier punishments for submitting reviews or appeals.
Article 36: In any of the following circumstances, the unit accepting the sanction review or appeal shall revoke the sanction decision, make a new decision, or order the unit that made the original sanction decision to make a new decision:
1) The facts on which the sanction is based are unclear or the evidence is insufficient;
2) Violating prescribed procedures, impacting the fair handling of the case;
3) Exceeding authority or abusing authority to make a sanction decision.
Article 37: In any of the following circumstances, the unit accepting the review or appeal shall modify the sanction decision or order the unit that made the original sanction decision to modify the sanction decision:
1) Applying laws, regulations, or rules in error;
2) There is an error in the determination of the circumstances of violations, discipline or law;
3) The sanction is improper.
Article 38: Where the sanction decision of a staff member of a public institution is changed, and it is necessary to adjust the staff member's position, staff level, or salary and benefits, it shall be adjusted in accordance with provisions;Where the sanction decision of a staff member of a public institution is revoked, and it is necessary to restore the staff member's position, staff level, or salary and benefits, arrange for the corresponding post or staff level in accordance with the original post or staff level, restore the corresponding salary and benefits, and restore their reputation within the scope of the announcement of the original sanction decision.
Where the salaries and benefits of the staff of public institutions whose sanctions have been revoked or commuted suffer losses, compensation shall be given. Where property is confiscated or recovered in error, it shall be returned and compensated in accordance with regulations, discipline, and law.
Chapter VI Supplementary Provisions
Article 39: Personnel who abuse their powers, derelict their duties, twist the law for personal gain, accept bribes, and other violations of rules and disciplines in the work of sanctioning staff of public institutions shall be punished in accordance with relevant provisions;where a crime is suspected, criminal responsibility is pursued in accordance with law.
Article 40: Sanctions given to service personnel of organs are to be implemented with reference to these Provisions.
Article 41: Departments such as for education, scientific research, culture, medical and health, and sports may, on the basis of these Provisions and in light of the actual conditions of their own work, jointly formulate specific measures with the comprehensive personnel management departments of public institutions.
Article 42: Before the implementation of these Provisions, if a case that has already been concluded requires a review or appeal, the provisions at that time apply. In cases that have not yet been concluded, if the provisions at the time of the conduct are not considered to be a violation of rules or discipline or law, the provisions at that time apply;If the provisions at the time of the conduct are found to be violations of rules or disciplines, it shall be handled in accordance with the provisions at that time, but if these Provisions do not consider it to be a violation of rules or disciplines or laws or the punishment is relatively minor in accordance with these Provisions, these Provisions shall apply.
Article 43: The terms "above" and "below" as used in these Provisions include this number.
Article 44: The Organization Department of the Communist Party of China and the Ministry of Human Resources and Social Security are responsible for the interpretation of these Provisions.
Article 45: These Provisions take effect on the date of promulgation.
*: Jilin Provincial People's **Official Website, Jilin**WeChat.