PRIME MINISTER’S ORDER N° 027/03 OF 30/12/2021 ESTABLISHING THE SPECIAL STATUTE GOVERNING EMPLOYEES OF RWANDA SOCIAL SECURITY BOARD
This Order sets a special statute for RSSB employees.
AI-assisted research synopsis — verify against the official legal text below.
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- 027/03 OF 30/12/2021
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HR administration annual leave appeals procedure attendance commencement compensation contracting contractual employment desertion disciplinary appeals disciplinary committee disciplinary dismissal dismissal sanctions employee attendance employee discipline employee expenses employee misconduct employee training employment employment regulation government implementation human resources induction training internal decision review +26 more
Statute overview
About this statute
This Order sets a special statute for RSSB employees. RSSB must recruit employees based on its organisational structure approved by the Board of Directors. RSSB must recruit most employees through competition using its e-recruitment system, while some senior managers are excluded from that rule. RSSB may employ contractual staff for specified reasons such as replacing an absent employee or meeting urgent or specialist staffing needs. A new employee must undergo induction training under the internal rules.
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Provisions of PRIME MINISTER’S ORDER N° 027/03 OF 30/12/2021 ESTABLISHING THE SPECIAL STATUTE GOVERNING EMPLOYEES OF RWANDA SOCIAL SECURITY BOARD
Showing 32 of 32
- 1 Verify source ↗
Icyo iri teka rigamije
AI-assisted research summary: This Order sets a special statute for RSSB employees.
Ingingo ya mbere: Icyo iri teka rigamije Article One: Purpose of this Order Article premier: Objet du présent arrêté UMUTWE WA ABAKOZI Ingingo ya mbere: Icyo iri teka rigamije Article One: Purpose of this Order Article premier: Objet du présent arrêté Iri teka rishyiraho sitati yihariye igenga abakozi b’Urwego rw’Ubwiteganyirize mu Rwanda (RSSB). This Order establishes the special statute governing employees of Rwanda Social Security Board (RSSB). Le présent arrêté établit le statut particulier régissant le personnel de l’Office Rwandais de Sécurité Sociale (RSSB). UMUTWE WA II: GUSHAKA ABAKOZI CHAPTER II: RECRUITMENT CHAPITRE II : RECRUTEMENT - 2 Verify source ↗
Basis for recruitment
AI-assisted research summary: RSSB must recruit employees based on its organisational structure approved by the Board of Directors.
Ingingo ya 2: gushaka abakozi II: GUSHAKA CHAPTER II: RECRUITMENT CHAPITRE II : RECRUTEMENT Ibishingirwaho mu Article 2: Basis for recruitment Article 2 : Base de recrutement Ingingo ya 2: Ibishingirwaho mu gushaka abakozi Article 2: Basis for recruitment Article 2 : Base de recrutement bashakwa Abakozi ku mbonerahamwe y’imyanya y’imirimo ya RSSB yemejwe n’Inama y’Ubuyobozi. hashingiwe Employees are recruited on the basis of the organisational structure of RSSB approved by the Board of Directors. Les employés sont recrutés sur base de la structure de RSSB organisationnelle approuvée par le Conseil d’Administration. - 3 Verify source ↗
Uburyo bwo gushaka
AI-assisted research summary: RSSB must recruit most employees through competition using its e-recruitment system, while some senior managers are excluded from that rule.
Ingingo ya 3: Uburyo bwo gushaka abakozi Article 3: Modalities of recruitment Article 3 : Modalités de recrutement Ingingo ya 3: Uburyo bwo gushaka abakozi Article 3: Modalities of recruitment Article 3 : Modalités de recrutement abakozi ba RSSB, uretse Gushaka Umuyobozi Mukuru, Abayobozi Bakuru bungirije n’abandi bagize Ubuyobozi Bukuru, bikorwa binyuze mu ipiganwa, hakoreshejwe inzira y’ikoranabuhanga mu gushaka abakozi ya RSSB. RSSB ishobora gushaka abakozi binyuze mu ipiganwa ry’abakozi basanzwe ari abayo gusa. The recruitment of employees of RSSB, except for the Chief Executive Officer, Deputy Chief Executive Officers and other members of the General Management, is carried out through competition using RSSB e-recruitment. Le recrutement du personnel de RSSB, à l’exception du Directeur général, des Directeurs généraux adjoints et d’autres membres de la Direction générale, s’effectue par compétition à travers le système de recrutement électronique de RSSB. RSSB may use internal recruitment. RSSB peut recourir au recrutement interne. Official Gazette n° Special of 31/12/202157 RSSB ishobora kandi gushaka abakozi mu buryo butaziguye kubera imwe mu mpamvu zikurikira: RSSB may also use direct recruitment due to one of the following reasons: RSSB peut également recourir au recrutement direct pour l’une des raisons suivantes : 1° iyo hasabwa bw’imbonekarimwe; ubumenyi 1° requirement of rare skills; 1° l’exigence des compétences rares; 2° iyo hasabwa ubumenyi buhambaye; 2° requirement of exceptional skills; or cyangwa 2° l’exigence des exceptionnelles; ou compétences 3° iyo umwanya washyizwe ku isoko zikurikirana inshuro ebyiri ntihaboneke uwutsindira. (2) Gukoresha ipiganwa ku bakozi basanzwe bakora muri RSSB gusa no gushaka abakozi mu bikorwa hadakoreshejwe inzira y’ikoranabuhanga mu gushaka abakozi ya RSSB, bitangiwe uburenganzira n’Umuyobozi Mukuru. butaziguye buryo 3° lack of a successful candidate for a post advertised two (2) consecutive times. 3° l’absence d’un candidat ayant réussi pour le poste publié deux (2) fois consécutives. internal recruitment and direct The recruitment is done without using RSSB e- recruitment, upon authorisation of the Chief Executive Officer. Le recrutement interne et le recrutement direct se fait sans le recours au système de recrutement électronique de RSSB, sur autorisation du Directeur Général Amategeko ngengamikorere ateganya inzira yo gushaka abakozi. Internal rules and regulations determine the recruitment process. Le règlement d’ordre intérieur détermine la procédure de recrutement. - 4 Verify source ↗
Abakozi bakorera ku
AI-assisted research summary: RSSB may employ contractual staff for specified reasons such as replacing an absent employee or meeting urgent or specialist staffing needs.
Ingingo ya 4: Abakozi bakorera ku masezerano y’umurimo Article 4: Contractual staff Article 4: Personnel contractuel Ingingo ya 4: Abakozi bakorera ku masezerano y’umurimo RSSB ishobora gukoresha umukozi ukorera ku masezerano y’umurimo kubera imwe mu mpamvu zikurikira: Article 4: Contractual staff Article 4 : Personnel contractuel RSSB may employ contractual staff due to one of the following reasons: RSSB peut employer le personnel contractuel pour l’une des raisons suivantes : Official Gazette n° Special of 31/12/202158 1° gusimbura umukozi udahari mu gihe kingana cyangwa kirengeje amezi atatu (3); 1° replacing of an employee who is absent for a period equal to or exceeding three (3) months; 1° le remplacement d’un employé absent au travail pour une période égale ou supérieure à trois (3) mois ; 2° gushaka umukozi wa single projects implementation unit uteganyijwe ku mbonerahamwe y’imyanya y’imirimo yemejwe; 2° recruitment of a single projects implementation unit employee whose post is provided for by the approved organisational structure; 2° le recrutement d’un employé rattaché à single projects implementation unit et dont le poste est prévu par la structure organisationnelle approuvée; 3° iyo hari ifatika impamvu ituma hakenerwa umukozi ukora umurimo utagendanye ariko wihutirwa n’umwanya uri ku mbonerahamwe y’imyanya y’imirimo; 4° iyo hashakwa umukozi ujya mu mwanya udafitiwe w’umurimo abahanga bahagije kandi ukeneye isoko bwihariye ubuzobere ry’umurimo. ku - 5 Verify source ↗
Amahugurwa y’umukozi
AI-assisted research summary: A new employee must undergo induction training under the internal rules.
Ingingo ya 5: Amahugurwa y’umukozi utangiye akazi Article 5: Induction program Article 5 : Formation préparatoire Official Gazette n° Special of 31/12/202152 III: KONGERA UMUTWE WA UBUSHOBOZI N’IMICUNGIRE Y’ITERAMBERE MU MWUGA BY’UMUKOZI CHAPTER DEVELOPMENT DEVELOPMENT MANAGEMENT CAPACITY CAREER AND III: Icyiciro cya mbere: Kongera ubushobozi Section One: Capacity development CHAPITRE III : DÉVELOPPEMENT DES CAPACITÉS ET GESTION DU DÉVELOPPEMENT DE CARRIÈRE Section première : Développement des capacités Ingingo ya 5: Amahugurwa y’umukozi utangiye akazi ugitangira Umukozi ahabwa amahugurwa yo kumumenyereza akazi n’amategeko ibiteganywa hakurikijwe ngengamikorere. akazi 3° in case of sound reasons requiring an employee to perform an urgent task that does not correspond to any position organisational the structure; in 4° in case of recruitment for a job position requiring rare and specialised skills on the labour market. 3° en cas de raisons fondées nécessitant un employé devant accomplir une tâche ne correspondant à aucun poste de la structure organisationnelle; 4° en cas de recrutement pour un poste d’emploi exigeant des compétences rares et spécialisées sur le marché du travail. Article 5: Induction program Article 5 : Formation préparatoire A new employee undergoes an induction course enabling him or her to be familiar with his or her job in accordance with internal rules and regulations. Un nouvel employé reçoit une formation préparatoire lui permettant de se familiariser avec son travail conformément au règlement d’ordre intérieur. Official Gazette n° Special of 31/12/202159 UMUTWE WA UBUSHOBOZI Y’ITERAMBERE BY’UMUKOZI III: KONGERA N’IMICUNGIRE MWUGA MU CHAPTER DEVELOPMENT DEVELOPMENT MANAGEMENT CAPACITY CAREER AND III: Icyiciro cya mbere: Kongera ubushobozi Section One: Capacity development CHAPITRE III : DÉVELOPPEMENT DES CAPACITÉS ET GESTION DU DÉVELOPPEMENT DE CARRIÈRE Section première : Développement des capacités - 6 Verify source ↗
Gahunda y’amahugurwa
AI-assisted research summary: The annual employee training plan is prepared based on a training-needs assessment and the capacity-building plan.
Ingingo ya 6: Gahunda y’amahugurwa Article 6: Training plan Article 6: Plan de formation Ingingo ya 6: Gahunda y’amahugurwa Article 6: Training plan Article 6: Plan de formation y’umwaka y’amahugurwa Gahunda isuzuma itegurwa hakurikijwe y’abakozi ry’ubumenyi ryagaragaje ko bukenewe, kandi hashingiwe kuri gahunda rusange yo guteza imbere ubushobozi. The annual training plan of employees is prepared in accordance with assessment of training needs and basing on capacity building plan. Le plan annuel de formation du personnel est préparé en fonction de l’évaluation des besoins de formation et sur base du plan de renforcement des capacités. - 7 Verify source ↗
Gutoranya abakozi
AI-assisted research summary: The head of human resources must select employees for training, with the relevant services, under internal rules, and report to the CEO.
Ingingo ya 7: Gutoranya abakozi bahabwa amahugurwa Article 7: Selection of employees to attend training Article 7 : Sélection du personnel pour participer à la formation Ingingo ya 7: Gutoranya abakozi bahabwa amahugurwa Article 7: Selection of employees for training Article 7 : Sélection du personnel pour la formation Umuyobozi ushinzwe imicungire y’abakozi afatanyije na serivisi bireba, atoranya abakozi bahabwa ku biteganywa n’amategeko ngengamikorere, akabitangira raporo ku Muyobozi Mukuru. amahugurwa ashingiye training The head of human resources, in collaboration with concerned services, selects employees for in accordance with criteria internal rules and the provided for regulations, and submits a relevant report to the Chief Executive Officer. in Le responsable des ressources humaines, en collaboration avec les services concernés, sélectionne le personnel qui doit suivre la formation conformément aux critères prévus dans le règlement d’ordre intérieur, et en soumet le rapport au Directeur Général. - 8 Verify source ↗
Uruhushya rwo kujya mu
AI-assisted research summary: The Chief Executive Officer must give an employee written authorisation to attend training.
Ingingo ya 8: Uruhushya rwo kujya mu mahugurwa Article 8: Authorisation to attend training Article 8 : Autorisation de participer à une formation Ingingo ya adateganyijwe 9: Amahugurwa Ingingo ya 8: Uruhushya rwo kujya mu mahugurwa Article 8: Authorisation for training Article 8 : Autorisation de suivre une formation Umuyobozi Mukuru aha umukozi uruhushya rwanditse rwo gukurikirana amahugurwa. The Chief Executive Officer authorises in writing an employee to attend a training. Le Directeur Général autorise par écrit un employé devant suivre une formation. Official Gazette n° Special of 31/12/202160 Umukozi ugiye mu mahugurwa nta ruhushya rwanditse ahawe n’Umuyobozi Mukuru afatwa nk’uwataye akazi. An employee who goes for a training without a written authorisation of the Chief Executive Officer is considered to have deserted his or her position. Un employé qui se rend en formation sans autorisation écrite du Directeur Général est présumé avoir abandonné son poste. - 9 Verify source ↗
Training not provided
AI-assisted research summary: The Chief Executive Officer may send an employee to training that is not in the annual training plan, if the internal rules and regulations criteria are met.
Article 9: Training not provided Article 9: Formation non prévue Ingingo ya n’uwemerewe amahugurwa 10: Amasezerano Ingingo ya 9: Amahugurwa adateganyijwe Article 9: Training not provided Article 9 : Formation non prévue Umuyobozi Mukuru ashobora kohereza umukozi mu mahugurwa atari kuri gahunda y’amahugurwa y’umwaka ashingiye ku biteganywa n’amategeko ngengamikorere. The Chief Executive Officer may send an employee on training not provided for in the annual training plan, basing on the criteria provided for internal rules and the regulations. in Le Directeur Général peut envoyer un employé dans une formation non prévue dans le plan de formation annuel en se basant sur les critères prévus par le règlement d’ordre intérieur. - 10 Verify source ↗
Contract with the beneficiary of
AI-assisted research summary: An employee authorised for training inside or outside the country must sign a contract with RSSB.
Article 10: Contract with the beneficiary of the training Article 10: Contrat avec le bénéficiaire de la formation Ingingo ya 10: Amasezerano n’uwemerewe amahugurwa Article 10: Contract with the beneficiary of the training Article 10 : Contrat avec le bénéficiaire de la formation Umukozi wahawe uruhushya rwo kujya mu mahugurwa imbere mu Gihugu cyangwa mu mahanga hakurikijwe ibiteganywa n’iri teka agirana amasezerano na RSSB. An employee who is authorised to attend training inside or outside the country in accordance with provisions of this Order, signs a contract with RSSB. Un employé autorisé à participer à une formation à l’intérieur du pays ou à l’étranger conformément aux dispositions du présent arrêté signe un contrat avec RSSB. - 11 Verify source ↗
Gukurikira amahugurwa
AI-assisted research summary: An employee authorised for training must attend all courses as planned, and an employee under training who misses training without a valid reason must repay training costs and salary received if they were not working during the training.
Ingingo ya 11: Gukurikira amahugurwa Article 11: Attendance in training Article 11 : Participation à la formation Ingingo ya 11: Gukurikira amahugurwa Article 11: Attendance in training Article 11 : Participation à la formation Umukozi wemerewe kujya mu mahugurwa akurikirana nk’uko yateganyijwe. amasomo yose An employee who is authorised to attend a training pursues all courses as planned. Un employé autorisé à participer à une formation suit tous les cours comme prévus. Umukozi uri mu mahugurwa ntayakurikire nk’uko ateganyijwe nta mpamvu ifatika yishyura amafaranga yishyuriwe kugira ngo ayajyemo n’umushahara yahembwe iyo, mu gihe cy’amahugurwa, atakoraga. An employee under training who fails to attend the training as planned without a valid justification, reimburses the funds spent on him or her while on training and the salary received if, during the training, he or she was not working. Un employé en formation qui ne participe pas à la formation comme prévu sans motif valable rembourse les frais dépensés pour sa formation et le salaire perçu si, au cours de la formation, il ne travaillait pas. Official Gazette n° Special of 31/12/202161 - 12 Verify source ↗
Gusubira mu kazi
AI-assisted research summary: An employee who finishes training must return to work on the next working day after the training authorisation ends.
Ingingo ya 12: Gusubira mu kazi Article 12: Return to work Article 12: Retour au travail Ingingo ya 12: Gusubira mu kazi Article 12: Return to work Article 12 : Retour au travail Umukozi uvuye mu mahugurwa asubira mu kazi uhereye ku munsi w’akazi ukurikira igihe uruhushya rwo kujya mu mahugurwa rwarangiriyeho. An employee who completes the training resumes his or her work starting from the next working day following the day on which the authorisation to attend training ended. L’employé qui termine la formation reprend son travail à partir du jour ouvrable suivant le jour où l’autorisation de participer à la formation a expiré. Umukozi uvuye mu mahugurwa asubira mu mwanya w’umurimo yarimo mbere y’uko ajya mu mahugurwa. Icyakora, RSSB ishobora kumwimurira mu wundi mwanya bitewe n’ubumenyi yungutse. An employee who completes the training returns to the job position he or she held before the training. However, RSSB may transfer him or her to a different position depending on the acquired skills. L’employé qui termine la formation retourne au poste qu’il occupait avant la formation. Toutefois, RSSB peut le transférer à un poste différent nouvelles fonction compétences acquises. de en - 13 Verify source ↗
Raporo y’amahugurwa
AI-assisted research summary: An employee who has completed training must submit a training report to the Chief Executive Officer, following internal rules and regulations.
Ingingo ya 13: Raporo y’amahugurwa Article 13: Training report Article 13 : Rapport de formation Ingingo ya 13: Raporo y’amahugurwa Article 13: Training report Article 13 : Rapport de formation Umukozi wakoze amahugurwa atanga raporo ku Muyobozi Mukuru y’amahugurwa hakurikijwe n’amategeko ngengamikorere. ibiteganywa An employee who pursued a training submits a training report to the Chief Executive Officer in accordance with internal rules and regulations. Un employé ayant suivi une formation soumet un rapport de formation au Directeur Général conformément au règlement d’ordre intérieur. - 14 Verify source ↗
Ikiruhuko cy’umwaka
AI-assisted research summary: An employee under training is entitled to annual leave.
Ingingo ya 14: Ikiruhuko cy’umwaka cy’umukozi uri mu mahugurwa Article 14: Annual leave for an employee in training Article 14: Congé annuel d’un employé en formation Official Gazette n° Special of 31/12/202153 Ingingo ya 14: Ikiruhuko cy’umwaka cy’umukozi uri mu mahugurwa Article 14: Annual leave for an employee in training Article 14: Congé annuel d’un employé en formation Umukozi uburenganzira ku kiruhuko cy’umwaka. uri mu mahugurwa afite An employee under training is entitled to annual leave. L’employé en formation a droit au congé annuel. Icyakora, iminsi y’ikiruhuko umukozi yagiye ahabwa n’ikigo cy’amahugurwa ikurwa mu kiruhuko cye cy’umwaka, agafata ikiruhuko cy’umwaka kingana n’iminsi isigaye. However, holidays awarded to an employee by the training institution are deducted from his or her annual leave and he or she is entitled to the remaining days. Toutefois, les jours de vacance accordés à un employé par l’institution de formation sont déduits de son congé annuel et il a droit aux jours restants. Official Gazette n° Special of 31/12/202162 - 15 Verify source ↗
Itangwa ry’amafaranga
AI-assisted research summary: If RSSB finances training, it covers the listed training costs. If a partner pays part of the training, RSSB covers the remaining eligible expenses.
Ingingo ya 15: Itangwa ry’amafaranga y’amahugurwa Article 15: Financing of training Article 15: Financement de formation Ingingo ya 15: Itangwa ry’amafaranga y’amahugurwa Iyo amafaranga y’amahugurwa agomba gutangwa na RSSB, RSSB yishingira amafaranga ay’ingendo, y’amasomo, ay’amafunguro, ay’icumbi, ay’ubwishingizi bw’indwara, ay’ibitabo n’ay’ibindi bikoresho by’ishuri bikenerwa mu mahugurwa. Article 15: Financing of training Article 15 : Financement de formation If the training is to be financed by RSSB, the funding covers all fees related to training, transport, accommodation, medical insurance, documentation and other school equipment required for the training. subsistence, Lorsque la formation doit être financée par RSSB, le financement couvre tous les frais de formation, de transport, de subsistance, d’hébergement, d’assurance maladie, de documentation et d’autre équipement scolaire nécessaire pour la formation. Iyo igice cy’amafaranga y’amahugurwa gitangwa n’umufatanyabikorwa, umukozi ugiye mu mahugurwa ahabwa na RSSB amafaranga yo kwishyura ibiteganywa mu gika ngingo umufatanyabikorwa atamwishyuriye. mbere cy’iyi cya If the training is partially financed by a partner, the employee who attends a training gets from RSSB the funds to cover expenses provided for in Paragraph One of this Article to extent not covered by the partner. la est Lorsque financée formation partiellement par un partenaire, l’employé qui participe à la formation reçoit de RSSB les frais pour couvrir les dépenses prévues à l’alinéa premier du présent article dans la limite de ce qui n’est pas couvert par le partenaire. - 16 Verify source ↗
Kwishyura amafaranga
AI-assisted research summary: Training fees for an employee are paid according to the training institution’s pro-forma invoice. If the employee fails a required part of the course, fee payment is suspended and the employee pays personally until passing again.
Ingingo ya 16: Kwishyura amafaranga y’amahugurwa Article 16: Payment of training funds Article 16: Payement des formation frais de Ingingo ya 16: Kwishyura amafaranga y’amahugurwa Article 16: Payment of training fees Article 16 formation : Payement des frais de Amafaranga yishyurwa y’amahugurwa hakurikijwe ibiciro biri ku nyemezabuguzi yatanzwe n’ikigo umukozi ahugurirwamo. Training fees for an employee are paid in accordance with the prices specified on the pro-forma invoice provided by the training institution. Les frais de formation d’un employé sont payés sur base des prix indiqués sur la facture pro l’institution de forma formation. fournie par Iyo umukozi uri mu mahugurwa atsinzwe icyiciro cy’amasomo gisabwa kugira ngo akomeze amasomo ye, amafaranga yose y’amahugurwa yishyurirwaga arahagarikwa, umukozi akiyishyurira. RSSB yongera kumwishyurira iyo atsinze. If an employee fails a part of courses required to continue the training, all training fees are suspended and the employee pays for himself or herself. RSSB pays again for him or her if he or she passes. Lorsqu’un employé échoue une partie des cours nécessaires à la poursuite de sa formation, tous les frais de formation sont suspendus et l’employé paie pour lui-même. RSSB ne reprend le payement pour l’employé que lorsque celui-ci réussit. Official Gazette n° Special of 31/12/202163 - 17 Verify source ↗
Ibigenerwa umukozi uri
AI-assisted research summary: Allowances for an employee in training are set by internal rules and regulations.
Ingingo ya 17: Ibigenerwa umukozi uri mu mahugurwa Article 17: Allowances allocated to an employee in training Article 17: Indemnités allouées à un employé en formation Icyiciro cya 2: Imicungire y’iterambere mu mwuga Section 2: Career management Section 2: Gestion de carrière Ingingo ya 17: Ibigenerwa umukozi uri mu mahugurwa Article 17: Allowances allocated to an employee in training Article 17: Indemnités allouées à un employé en formation Ibigenerwa umukozi uri mu mahugurwa bigenwa n’amategeko ngengamikorere. Allowances allocated to an employee who attends a training are determined by internal rules and regulations. Les indemnités allouées à un employé qui participe à la formation sont déterminées par le règlement d’ordre intérieur. Icyiciro cya 2: Imicungire y’iterambere mu mwuga Section 2: Career management Section 2 : Gestion de carrière - 18 Verify source ↗
Kuzamurwa mu ntera
AI-assisted research summary: An employee may be promoted in grade horizontally or vertically based on performance evaluation.
Ingingo ya 18: Kuzamurwa mu ntera Article 18: Grade promotion Article 18: Promotion en grade Ingingo ya 18: Kuzamurwa mu ntera Article 18: Grade promotion Article 18 : Promotion en grade Umukozi ashobora kuzamurwa mu ntera ku ngazi ntambike cyangwa ku ngazi mpagarike, hashingiwe ku isuzumabushobozi. - 19 Verify source ↗
Kuzamurwa mu ntera ku
AI-assisted research summary: An employee who is horizontally promoted stays at the same employment level and gets an additional grade.
Ingingo ya 19: Kuzamurwa mu ntera ku ngazi ntambike Article 19: Horizontal promotion Article 19: Promotion horizontale Ingingo ya 19: Kuzamurwa mu ntera ku ngazi ntambike Umukozi uzamuwe mu ntera ku ngazi ntambike rumwe rw’umurimo akongererwa ingazi. aguma mu rwego Amategeko ngengamikorere agena uburyo bwo kuzamura umukozi mu ntera ku ngazi ntambike. Article 19: Horizontal promotion Article 19 : Promotion horizontale An employee who is horizontally promoted remains at the same level of employment and benefits from an additional grade. Un employé horizontalement promu reste au même niveau d’emploi et bénéficie d’un échelon additionnel. Internal rules and regulations determine modalities for horizontal promotion. Le règlement d’ordre intérieur détermine les modalités de promotion horizontale. - 20 Verify source ↗
Kuzamurwa mu ntera ku
AI-assisted research summary: An employee may be promoted horizontally or vertically based on performance evaluation, and internal rules set the procedures for vertical promotion.
Ingingo ya 20: Kuzamurwa mu ntera ku ngazi mpagarike Article 20: Vertical promotion Article 20: Promotion verticale UMUTWE WA BW’AKAZI IV: UBUTUMWA CHAPTER IV: OFFICIAL MISSION CHAPITRE IV: MISSION OFFICIELLE Ingingo ya 20: Kuzamurwa mu ntera ku ngazi mpagarike An employee may be promoted horizontally or performance evaluation. vertically, based on Un employé peut être promu horizontalement ou verticalement sur base de l’évaluation des performances. Article 20: Vertical promotion Article 20 : Promotion verticale Umukozi uzamuwe mu ntera ku ngazi mpagarike ashyirwa mu rwego rwisumbuye. An employee who is vertically promoted is placed at the higher level of employment. Un employé verticalement promu est placé à un niveau d’emploi supérieur. Official Gazette n° Special of 31/12/202164 Amategeko ngengamikorere agena uburyo bwo kuzamura umukozi mu ntera ku ngazi mpagarike. Internal rules and regulations determine modalities for vertical promotion. Le règlement d’ordre intérieur détermine les modalités de promotion verticale. UMUTWE WA BW’AKAZI IV: UBUTUMWA CHAPTER IV: OFFICIAL MISSION CHAPITRE IV : MISSION OFFICIELLE - 21 Verify source ↗
Ubutumwa bw’akazi
AI-assisted research summary: The Chief Executive Officer may send an employee on official mission inside or outside the country for service-related reasons.
Ingingo ya 21: Ubutumwa bw’akazi Article 21: Official mission Article 21: Mission officielle UMUTWE WA V: AMAKOSA YO MU RWEGO RW’AKAZI N’UBURYO BWO KUYAKURIKIRANA CHAPTER V: DISCIPLINARY FAULTS AND PROCEEDINGS CHAPITRE V: PROCÉDURES DISCIPLINAIRES FAUTES ET Ingingo ya 21: Ubutumwa bw’akazi Article 21: Official mission Article 21: Mission officielle Umuyobozi Mukuru ashobora, mu nyungu z’akazi, kohereza umukozi mu butumwa bw’akazi imbere mu gihugu cyangwa mu mahanga. The Chief Executive Officer may, in the interest of service, send an employee on official mission inside or outside the country. Le Directeur Général peut, dans l’intérêt du service, envoyer un employé en mission officielle à l’intérieur ou à l’extérieur du pays. Umuyobozi Mukuru n’Umuyobozi Mukuru Wungirije boherezwa mu butumwa bw’akazi hakurikijwe n’itegeko rishyiraho sitati rusange igenga abakozi ba Leta. ibiteganywa The Chief Executive Officer and the Deputy Chief Executive Officer are sent on official mission in accordance with provisions of law establishing the general statute governing public servants. Le Directeur Général et le Directeur Général Adjoint sont envoyés en mission officielle conformément aux dispositions de la loi portant statut général régissant les agents de l’État. UMUTWE WA V: AMAKOSA YO MU RWEGO RW’AKAZI N’UBURYO BWO KUYAKURIKIRANA CHAPTER V: DISCIPLINARY FAULTS AND PROCEEDINGS CHAPITRE V: PROCÉDURES DISCIPLINAIRES FAUTES ET - 22 Verify source ↗
Amakosa ahanishwa
AI-assisted research summary: An employee may be dismissed for any listed disciplinary fault, especially fraud involving social security benefits, beneficiary accounts, or beneficiary data.
Ingingo ya 22: Amakosa ahanishwa kwirukanwa ku kazi Article 22: Disciplinary faults sanctioned by dismissal Ingingo ya 22: Amakosa ahanishwa kwirukanwa ku kazi Article 22: Disciplinary faults sanctioned by dismissal Article sanctionnées par la révocation Fautes 22: disciplinaires Haseguriwe ibiteganywa n’Iteka rya Perezida imyitwarire mbonezamurimo ku rigena ahanishwa bakozi ba Leta, umukozi kwirukanwa iyo akoze rimwe mu makosa akurikira: Subject to the provisions of the Presidential Order determining professional ethics for public servants, an employee is sanctioned with dismissal if he or she commits one of the following faults: Sous réserve des dispositions de l’Arrêté Présidentiel l’éthique professionnelle des agents de l’État, un employé est sanctionné par la révocation lorsqu’il commet l’une des fautes suivantes: déterminant Official Gazette n° Special of 31/12/202165 1° kuyobya cyangwa gufasha mu ibigenerwa kuyobya abiteganyirije; 2° guha mu buriganya umuntu uburenganzira ibigenerwa utabifitiye imisanzu cyangwa uwiteganyirije; 1° diverting or contributing to the diversion of social security benefits; 2° fraudulently granting contributions or social security benefits to a person who is not entitled to; 3° guhimba konti z’ubwiteganyirize; 3° creating fictive social security 4° guhindura mu buriganya inomero banki ya konti y’umugenerwabikorwa; ya accounts; 4° fraudulently altering a bank account number of a beneficiary; 5° gusiba cyangwa guhindura mu amakuru buriganya y’umugenerwabikorwa. 5° fraudulently deleting or altering data of a beneficiary. 1° détourner ou au détournement des prestations de la sécurité sociale ; contribuer 2° accorder frauduleusement des contributions ou des prestations de la sécurité sociale à une personne qui n’y a pas droit ; 3° créer des comptes sécurité sociale ; fictifs de 4° altérer frauduleusement le numéro d’un bancaire du compte bénéficiaire ; 5° supprimer altérer frauduleusement les données d’un bénéficiaire. ou - 23 Verify source ↗
Amakosa ahanishwa
AI-assisted research summary: The Board of Directors may decide that another workplace disciplinary fault exists and set its sanction, on the Chief Executive Officer’s proposal.
Ingingo ya 23: Amakosa ahanishwa kwirukanwa ku kazi Article 23: Disciplinary faults sanctioned by dismissal Article sanctionnées par la révocation Fautes 22: disciplinaires Article sanctionnées par la révocation Fautes 23: disciplinaires Official Gazette n° Special of 31/12/202154 Ingingo ya 23: Kugena ibindi bikorwa bifatwa nk’amakosa yo mu rwego rw’akazi Article 23: Determination of other acts considered as disciplinary faults Article 23 : Détermination d’autres actes considérés comme fautes disciplinaires Inama y’Ubuyobozi, ibisabwe n’Umuyobozi Mukuru, ishobora kugena irindi kosa ryo mu rwego rw’akazi ridateganywa n’iri teka rigena rya ndetse imyitwarire mbonezamurimo ku bakozi ba Leta, ikanarigenera igihano. Perezida n’Iteka The Board of Directors upon proposal of the Chief Executive Officer may determine a sanction other than those provided for by this Order and the Presidential Order determining professional ethics for public servants and determine a sanction thereof. Le Conseil d’Administration, sur proposition du Directeur Général, peut déterminer une faute disciplinaire autre que celles prévues par le présent arrêté et par l’Arrêté Présidentiel déterminant l’éthique professionnelle des agents de l’État et en déterminer une sanction. Ubusabe Mukuru bw’Umuyobozi buherekezwa n’inama y’Akanama gashinzwe The proposal of the Chief Executive Officer is accompanied by the advice of the Internal La proposition du Directeur Général est accompagnée par l’avis du comité interne de Official Gazette n° Special of 31/12/202166 gukurikirana amakosa. disciplinary committee. discipline. - 24 Verify source ↗
Kugena ibindi bikorwa
AI-assisted research summary: RSSB must establish an internal disciplinary committee of at least seven members, with some roles appointed by the Chief Executive Officer, and the head of human resources cannot be a member.
Ingingo ya 24: Kugena ibindi bikorwa bifatwa nk’amakosa yo mu rwego rw’akazi Article 24: Determination of other acts considered as disciplinary faults Article 24: Détermination d’autres actes considérés comme fautes disciplinaires Ingingo ya 24: Ishyirwaho ry’akanama gashinzwe gukurikirana amakosa Article 24: Establishment of Internal disciplinary committee Article 24 : Mise en place d’un comité interne de discipline ishyiraho RSSB gukurikirana n’abantu barindwi (7) bakurikira: gashinzwe amakosa kagizwe nibura akanama RSSB establishes an Internal disciplinary committee comprising of at the following seven (7) members: least RSSB met en place un comité interne de discipline composé d’au moins sept (7) membres suivants : 1° Perezida; 1° the Chairperson; 1° le président ; 2° umunyamabanga uturuka mu ishami 2° the Secretary from the Human 2° le secrétaire provenant du département ry’imicungire y’abakozi; resource department; des ressources humaines ; 3° umujyanama mu uturuka mu amategeko; by’amategeko rishinzwe ishami 3° a Legal advisor from the Legal 3° un conseiller juridique provenant du department; département juridique ; 4° abandi bagize akanama gashinzwe gukurikirana amakosa batorwa na bagenzi babo mu buryo bukurikira: 4° other members of Internal disciplinary committee elected by their peers as follows: the 4° d’autres membres du comité interne de discipline élus par leurs paires comme suit: a. umukozi umwe uhagarariye abo a. one employee from the category of mu cyiciro cy’abayobozi; senior managers; a. un employé provenant de catégorie des directeurs ; la b. umukozi umwe uhagarariye abo cy’abayobozi cyiciro mu b’amashami ya RSSB; b. one employee from the category of RSSB branch managers; b. un employé provenant de la catégorie des superviseurs des agences de RSSB ; c. umukozi umwe uhagarariye abo mu cyiciro cy’abaporofesiyoneli; c. one employee from the category of professionals; c. un employé provenant de catégorie des professionnels ; la Official Gazette n° Special of 31/12/202167 d. umukozi umwe uhagarariye abo mu cyiciro cy’imirimo yunganira. d. one employee from the category of d. un employé provenant de la support staff. catégorie du personnel d’appui. Perezida, umunyamabanga n’umujyanama mu by’amategeko bashyirwaho n’Umuyobozi Mukuru. The Chairperson, Secretary, and Legal Advisor are appointed by the Chief Executive Officer. Le Président, le secrétaire et le conseiller juridique sont nommés par le Directeur Général. Umuyobozi ushinzwe imicungire y’abakozi ntashobora kuba umwe mu bagize akanama gashinzwe gukurikirana amakosa. Umuyobozi Mukuru, mu bushishozi bwe kandi ashingiye ku bwinshi bw’ibibazo byerekeranye n’amakosa yo mu rwego rw’akazi, ashobora gushyiraho utunama turenze kamwe dushinzwe gukurikirana amakosa yo mu rwego rw’akazi. The head of human resources cannot be a member disciplinary committee. Internal the of Le responsable des ressources humaines ne peut pas être un membre du comité interne de discipline. The Chief Executive Officer, upon his or her discretion and considering the volume of the disciplinary cases, may establish more than one internal disciplinary committees. Le Directeur Général, à sa discrétion et compte tenu du volume des affaires disciplinaires, peut établir plus d’un comité interne de discipline. - 25 Verify source ↗
Igihe ntarengwa cyo
AI-assisted research summary: Disciplinary proceedings against an employee must be handled within 2 months for first-category sanctions and 3 months for second-category sanctions, counted from the request to provide explanations.
Ingingo ya 25: Igihe ntarengwa cyo gukurikirana ikosa ryo mu rwego rw’akazi Article 25: Deadline for proceedings over a disciplinary fault Article 25 : Délai de poursuite d’une faute disciplinaire Ingingo ya 25: Igihe ntarengwa cyo gukurikirana ikosa ryo mu rwego rw’akazi Article 25: Deadline for proceedings over a disciplinary fault Article 25 : Délai de poursuite d’une faute disciplinaire Ikurikiranwa ry’umukozi ku ikosa ryo mu rwego rw’akazi rihanishwa igihano cyo mu rwego rwa mbere rikorwa mu gihe kitarenze amezi abiri (2) abarwa uhereye ku munsi umukozi yasabwe gutanga ibisobanuro. The proceedings of an employee over a disciplinary fault punishable by a sanction of the first category is carried out within two (2) months counted from the date on which he or she was requested to provide explanations. La poursuite d’un employé ayant commis une faute disciplinaire passible d’une sanction de la première catégorie est faite dans un délai de deux (2) mois à compter de la date à laquelle l’employé a été demandé de fournir des explications. Ikurikiranwa ry’umukozi ku ikosa ryo mu rwego rw’akazi rihanishwa igihano cyo mu rwego rwa kabiri rikorwa mu gihe kitarenze igihe umukozi amezi atatu (3) uhereye The proceedings of an employee over a disciplinary fault punishable by a sanction of the second category is carried out within three (3) months counted from the date on which he La poursuite d’un employé ayant commis une faute disciplinaire passible d’une sanction de la deuxième catégorie est faite dans un délai de trois (3) mois à compter de la date à Official Gazette n° Special of 31/12/202168 yasabwe gutanga ibisobanuro. or she was requested to provide explanations. laquelle l’employé a été demandé de fournir des explications. Icyakora, igihe ntarengwa cy’ikurikirana iyi ngingo ry’amakosa kivugwa muri gishobora kutubahirizwa kubera impamvu zifite ishingiro. the deadline However, for proceedings described in this Article may not be respected due to the justified reasons. Toutefois, les délais de procédure décrits au présent article peuvent ne pas être respectés pour des raisons justifiées. - 26 Verify source ↗
Urwego rufite ububasha
AI-assisted research summary: This article assigns who conducts disciplinary proceedings and who imposes sanctions for certain faults, depending on the employee’s position and the fault category.
Ingingo ya 26: Urwego rufite ububasha bwo guhana no gutanga ibihano Article 26: Competent authority for disciplinary proceedings and imposition of sanction Article 26: Autorité compétente pour la procédure disciplinaire et l’imposition des sanctions Ingingo ya 26: Urwego rufite ububasha bwo guhana no gutanga ibihano Article 26: Competent authority for disciplinary proceedings and imposition of sanction Article 26 : Autorité compétente pour la procédure disciplinaire et l’imposition des sanctions Uretse ku Muyobozi Mukuru, Umuyobozi Mukuru Wungirije, iyo ahari, n’abandi bagize Ubuyobozi Bukuru, ikosa ryo mu rwego rwa mbere ku bakozi rikurikiranwa n’umuyobozi ukuriye umukozi ku rwego rwa mbere. Umuyobozi Mukuru uwo yabihereye ububasha ni we ufite ububasha bwo gutanga igihano cyo mu rwego rwa mbere. cyangwa The disciplinary proceedings for a fault committed by an employee other than the Chief Executive Officer, the Deputy Chief Executive Officer, if applicable, and other members of the General Management, is carried out by the immediate supervisor. The Chief Executive Officer or his or her delegate is competent to impose sanctions of the first category. La procédure disciplinaire pour une faute commise par un employé autre que le Directeur Général, le Directeur Général Adjoint, le cas échéant, et les autres membres de la Direction Générale, est menée par le supérieur hiérarchique au premier degré. Le Directeur Général ou son délégué est compétent pour imposer les sanctions de la première catégorie. Ikosa ryo mu rwego rwa mbere ku wundi rikurikiranwa ugize Ubuyobozi Bukuru n’Umuyobozi Mukuru uwo yabihereye ububasha. Umuyobozi Mukuru cyangwa uwo yabihereye ububasha ni we ufite ububasha bwo gutanga igihano cyo mu rwego rwa mbere. cyangwa The disciplinary proceedings for a fault committed by another member of the General Management is conducted by the Chief Executive Officer or his or her delegate. The Chief Executive Officer or his delegate is competent to impose sanctions of the first category. La procédure disciplinaire pour une faute commise par un autre membre de la Direction Générale est menée par le Directeur Général ou son délégué. Le pouvoir d’imposer les sanctions de première catégorie appartient au Directeur Général ou à son délégué. Ikosa ryo mu rwego rwa kabiri rikurikiranwa uwo n’Umuyobozi Mukuru cyangwa The disciplinary proceeding for a fault of the second category is carried out by the Chief La procédure disciplinaire pour une faute de la deuxième catégorie est menée par le Official Gazette n° Special of 31/12/202169 Igihano gitangwa yabihereye ububasha. n’Ubuyobozi bwashyize umukozi mu kazi cyangwa uwabiherewe ububasha. Executive Officer or his or her delegate. The sanction the appointing is authority or its delegate. imposed by Directeur Général ou son délégué. La sanction est imposée par l’autorité de nomination ou son délégué. - 27 Verify source ↗
Ubujurire ku rwego rwa
AI-assisted research summary: Some employees may appeal a disciplinary sanction in writing to the Human Resources Manager within 10 days, and HR must respond within 30 days after consulting the CEO.
Ingingo ya 27: Ubujurire ku rwego rwa mbere Article 27: Appeal at first level Article 27 : Recours au premier degré Ingingo ya 27: Ubujurire ku rwego rwa mbere Uretse ku Muyobozi Mukuru, Umuyobozi Mukuru Wungirije, iyo ahari, no ku bandi bagize Ubuyobozi Bukuru, umukozi utanyuzwe n’icyemezo yafatiwe ku ikosa yakoze ashobora kujuririra Umuyobozi ushinzwe abakozi mu nyandiko mu gihe kitarenze iminsi icumi (10) uhereye umunsi yamenyesherejweho igihano. nyuma asubiza Umuyobozi ushinzwe ubujurire inama yo Umuyobozi Mukuru, mu gihe kitarenze iminsi mirongo itatu (30) uhereye umunsi ubujurire bwakiriwe. abakozi kugisha Article 27: Appeal at first level Article 27 : Recours au premier degré In case an employee other than the Chief Executive Officer, the Deputy Chief Executive Officer, if applicable, and other members of the General Management, is not satisfied with a disciplinary sanction imposed against him or her, he or she may introduce a written appeal, in the first instance, to the Human Resources Manager in a period not exceeding ten (10) days from the date he or she was notified of the disciplinary sanction. Au cas où un employé autre que le Directeur Général, le Directeur Général Adjoint, le cas échéant, et les autres membres de la Direction Générale n’est pas satisfait d’une sanction disciplinaire prononcée à son encontre, il peut introduire un recours écrit, au premier degré auprès du Chef des Ressources Humaines dans un délai n’excédant pas dix (10) jours à compter de la date à laquelle il a été notifiée de la sanction disciplinaire. The head of human resources responds to the appeal after consultation with the Chief Executive Officer within a period not exceeding thirty (30) days from the date the appeal was received. Le responsable des ressources humaines donne suite au recours après consultation avec le Directeur Général, dans un délai n’excédant pas trente (30) jours à compter de la date de réception du recours. Abandi bagize Ubuyobozi Bukuru bajuririra ku rwego rwa mbere Umuyobozi Mukuru. Muri icyo gihe, ibihe ntarengwa biteganywa muri iyi ngingo birakurikizwa. Other members of the General Management introduce the appeal at first degree to the Chief Executive Officer. In this case, the deadlines provided for in this Article are applicable. Les autres membres de la Direction Générale exercent le recours au premier degré auprès du Directeur Général. Dans ce cas, les délais prévus au présent article sont applicables. Official Gazette n° Special of 31/12/202170 - 28 Verify source ↗
Ubujurire ku rwego rwa
AI-assisted research summary: Certain employees may appeal a first-level decision to the Chief Executive Officer within 10 days, and the Chief Executive Officer must decide within 30 days. Other members of the General Management appeal to the Board of Directors within 10 days, and the Board must decide within 60 days.
Ingingo ya 28: Ubujurire ku rwego rwa kabiri Article 28: Appeal at the second level Article 28 : Recours au deuxième degré Ingingo ya 28: Ubujurire ku rwego rwa kabiri Uretse Umuyobozi Mukuru, Umuyobozi Mukuru Wungirije, iyo ahari, n’bandi bagize Ubuyobozi Bukuru, umukozi utanyuzwe n’icyemezo cyafashwe ku bujurire ku rwego rwa mbere ashobora kujuririra Umuyobozi Mukuru mu gihe kitarenze iminsi icumi (10) uhereye igihe yamenyesherejweho igisubizo cy’ubujurire bwe ku rwego rwa mbere. Umuyobozi Mukuru afata icyemezo mu gihe kitarenze iminsi mirongo itatu (30). Article 28: Appeal at the second level Article 28 : Recours au deuxième degré When the employee other than the Chief the Deputy Chief Executive Officer, Executive Officer, if applicable and other members of the General Management, is not satisfied with the decision on the appeal at the first level, he or she may introduce an appeal to the Chief Executive Officer in the period not exceeding ten (10) days from the time he or she was notified of the response of his or her first appeal. The Chief Executive Officer takes a decision in a period not exceeding thirty (30) days. Lorsque l’employé autre que le Directeur Général, le Directeur général Adjoints, le cas échéant, et les autres membres de la Direction Générale, n’est pas satisfait de la décision sur le recours au premier degré, il peut introduire le recours auprès du Directeur Général dans un délai n’excédant pas dix (10) jours à compter de la notification de la réponse à son premier recours. Le Directeur Général statue dans un délai n’excédant pas trente (30) jours. Abandi bagize Ubuyobozi Bukuru bajurira ku rwego rwa kabiri Inama y’Ubuyobozi mu gihe kitarenze iminsi icumi (10) uhereye igihe bamenyesherejweho igisubizo ku bujurire rwa mbere. bwabo ku Inama y’Ubuyobozi icyemezo mu gihe kitarenze iminsi mirongo itandatu (60). rwego ifata Other members of the General Management introduce their appeal at the second degree to the Board of Directors within a period not exceeding ten (10) days from the date of notification of the response to their first appeal. The Board of Directors takes a decision within a period not exceeding sixty (60) days. Les autres membres de la Direction Générale exercent leur recours au deuxième degré auprès du Conseil d’Administration dans un délai n’excédant pas dix (10) jours à compter de la date de notification de la réponse à leur premier recours. Le Conseil d’Administration statue dans un délai n’excédant pas soixante (60) jours. - 29 Verify source ↗
Ibidateganyijwe muri uyu
AI-assisted research summary: Anything not covered in this Chapter is governed by the Presidential Order on professional ethics for public servants.
Ingingo ya 29: Ibidateganyijwe muri uyu mutwe Article 29: Matters not provided in this Chapter Article 29 : Matières non prévues dans le présent chapitre UMUTWE WA VI: ZINYURANYE N’IZISOZA INGINGO CHAPTER VI: MISCELLANEOUS AND FINAL PROVISIONS CHAPITRE VI DIVERSES ET FINALES : DISPOSITIONS Ingingo ya 29: Ibidateganyijwe muri uyu mutwe Article 29: Matters not provided in this Chapter Article 29 : Matières non prévues dans le présent chapitre Ibidateganyijwe muri uyu mutwe bigengwa imyitwarire n’Iteka rya Perezida rigena mbonezamurimo ku bakozi ba Leta. Matters not provided in this Chapter are the Presidential Order governed determining professional ethics for public servants. by Les matières non prévues dans le présent chapitre sont régies par l’Arrêté Présidentiel déterminant l’éthique professionnelle des agents de l’État. Official Gazette n° Special of 31/12/202171 UMUTWE WA ZINYURANYE N’IZISOZA VI: INGINGO CHAPTER VI: MISCELLANEOUS AND FINAL PROVISIONS CHAPITRE VI DIVERSES ET FINALES : DISPOSITIONS - 30 Verify source ↗
Ibidateganyijwe n’iri teka
AI-assisted research summary: Anything this Order does not cover is governed by the law on the general statute for public servants.
Ingingo ya 30: Ibidateganyijwe n’iri teka Article 30: Matters not provided for by this Order Article 30 : Matières non prévues par le présent arrêté Ingingo ya 30: Ibidateganyijwe n’iri teka Article 30: Matters not provided for by this Order Article 30 : Matières non prévues par le présent arrêté Ibidateganyijwe muri teka bigengwa n’itegeko rishyiraho sitati rusange igenga abakozi ba Leta. iri Matters not provided for by this Order are governed by the law establishing the general statute governing public servants. Les matières non prévues par le présent arrêté sont régies par la loi portant statut général régissant les agents de l’État. - 31 Verify source ↗
Abashinzwe gushyira mu
AI-assisted research summary: The Minister of Public Service and Labour and the Minister of Finance and Economic Planning are responsible for implementing this Order.
Ingingo ya 31: Abashinzwe gushyira mu bikorwa iri teka Article 31: Authorities responsible for the implementation of this Order Article 31 l’exécution du présent arrêté : Autorités chargées de Ingingo ya 31: Abashinzwe gushyira mu bikorwa iri teka Article 31: Authorities responsible for the implementation of this Order Article 31 l’exécution du présent arrêté : Autorités chargées de Minisitiri w’Abakozi ba Leta n’Umurimo na Minisitiri n’Igenamigambi bashinzwe gushyira mu bikorwa iri teka. w’Imari The Minister of Public Service and Labour and Minister of Finance and Economic the entrusted are Planning implementation of this Order. with Le Ministre de la Fonction Publique et du Travail et le Ministre des Finances et de la Planification Économique sont chargés de l’exécution du présent arrêté. - 32 Verify source ↗
Igihe iri teka ritangirira
AI-assisted research summary: This Order starts to apply on the date it is published in the Official Gazette of Rwanda.
Ingingo ya 32: Igihe iri teka ritangirira gukurikizwa Article 32: Commencement Article 32 : Entrée en vigueur Official Gazette n° Special of 31/12/202155 ITEKA RYA MINISITIRI W’INTEBE N° 027/03 RYO KU WA 30/12/2021 SITATI YIHARIYE RISHYIRAHO B’URWEGO IGENGA MU RW’UBWITEGANYIRIZE RWANDA ABAKOZI PRIME MINISTER’S ORDER N° 027/03 OF 30/12/2021 ESTABLISHING THE SPECIAL STATUTE GOVERNING EMPLOYEES OF RWANDA SOCIAL SECURITY BOARD ARRÊTÉ DU PREMIER MINISTRE N° 027/03 DU PORTANT 30/12/2021 STATUT PARTICULIER RÉGISSANT LE PERSONNEL DE L’OFFICE RWANDAIS DE SÉCURITÉ SOCIALE Minisitiri w’Intebe; The Prime Minister; Le Premier Ministre ; ku Itegeko Nshinga Ashingiye rya Repubulika y’u Rwanda ryo mu 2003 ryavuguruwe mu 2015, cyane cyane mu ngingo zaryo, iya 119, iya 120, iya 122 n’iya 176; Pursuant to the Constitution of the Republic of Rwanda of 2003 revised in 2015, especially in Articles 119, 120, 122 and 176; Vu la Constitution de la République du en 2015, Rwanda de 2003 spécialement en ses articles 119, 120, 122 et 176 ; révisée Ashingiye ku Itegeko no 017/2020 ryo ku wa 07/10/2020 rishyiraho sitati rusange igenga abakozi ba Leta nk’uko ryahinduwe kugeza ubu, cyane cyane mu ngingo yaryo ya 3; Pursuant to Law n° 017/2020 of 07/10/2020 establishing the general statute governing public servants as amended to date, especially in Article 3; Vu la Loi n° 017/2020 du 07/10/2020 portant statut général régissant les agents de l’État telle que modifiée à ce jour, spécialement en son article 3 ; Ashingiye ku Itegeko n° 009/2021 ryo ku wa Urwego 16/02/2021 rw’Ubwiteganyirize mu Rwanda, cyane cyane mu ngingo yaryo ya 27; rishyiraho Pursuant to Law n° 009/2021 of 16/02/2021 establishing Rwanda Social Security Board, especially in Article 27; Vu la Loi n° 009/2021 du 16/02/2021 portant création de l’Office Rwandais de Sécurité Sociale, spécialement en son article 27 ; Bisabwe na Minisitiri w’Abakozi ba Leta n’Umurimo; On proposal by the Minister of Public Service and Labour; Sur proposition du Ministre de la Fonction Publique et du Travail ; Inama y’Abaminisitiri yateranye ku wa 12/11/2021 no kubyemeza; kubisuzuma imaze After consideration and adoption by the Cabinet, in its meeting of 12/11/2021; Après examen et adoption par le Conseil des Ministres, en sa séance du 12/11/2021; Official Gazette n° Special of 31/12/202156 ATEGETSE: ORDERS: ARRÊTE : UMUTWE WA MBERE: RUSANGE INGINGO CHAPTER PROVISIONS ONE: GENERAL CHAPITRE PREMIER: DISPOSITIONS GÉNÉRALES Ingingo ya 32: Igihe iri teka ritangirira gukurikizwa Article 32: Commencement Article 32 : Entrée en vigueur Iri teka ritangira gukurikizwa ku munsi Igazeti ya Leta ya ritangarijweho mu Repubulika y’u Rwanda. This Order comes into force on the date of its publication in the Official Gazette of the Republic of Rwanda. Le présent arrêté entre en vigueur le jour de sa la publication au Journal Officiel de République du Rwanda. Official Gazette n° Special of 31/12/202172 Kigali, 30/12/2021 (sé) Dr NGIRENTE Edouard Minisitiri w’Intebe Prime Minister Premier Ministre (sé) RWANYINDO KAYIRANGWA Fanfan Minisitiri w’Abakozi ba Leta n’Umurimo Minister of Public Service and Labour Ministre de la Fonction Publique et du Travail Bibonywe kandi bishyizweho Ikirango cya Repubulika: Seen and sealed with the Seal of the Republic: Vu et scellé du Sceau de la République : (sé) Dr UGIRASHEBUJA Emmanuel Minisitiri w’Ubutabera akaba n’Intumwa Nkuru ya Leta Minister of Justice and Attorney General Ministre de la Justice et Garde des Sceaux Official Gazette n° Special of 31/12/202173
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PRIME MINISTER’S ORDER N° 027/03 OF 30/12/2021 ESTABLISHING THE SPECIAL STATUTE GOVERNING EMPLOYEES OF RWANDA SOCIAL SECURITY BOARD
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