Public employment laws sought to create a kind of balance between the obligations and rights of both the public administration and the public employee during the period of the employment relationship, starting from appointment and ending with disengagement from the job by regular or exceptional means. The public employee enjoys a set of guarantees, which provides the employee with the full opportunity to prove his innocence and ward off any behavior directed at him, whether in word or deed, that constitutes a violation of the laws and regulations regarding the employee. The disciplinary system is an integral part of the functional system, and these systems are divided into three: The administrative system in discipline: in which the disciplinary process is undertaken by the administration alone, without the participation of external parties. The quasi-judicial system of discipline, in which the disciplinary process is undertaken by the administration, along with another party outside it. The judicial system in disciplinary matters: in which the judicial authority or an entity outside the administration undertakes the entire disciplinary process. At the end of the study, we concluded that the administrative system of discipline is valid in job legislation in which the job is occupied temporarily, and is not valid in legislation that adopts the corps system or permanent job employment. In the quasi-judicial system, the distribution of jurisdiction between the two parties is based on referring the external party to take measures.
Othman et al. (Fri,) studied this question.