Staff Regulations
I.
Staff Regulations
For the officials, office staff members and money collectors of the Magyar Nemzeti Bank
The Staff Regulations were adopted during the session of the High Council held on 26 May 1924. The Staff Regulations were amended on the sessions of the High Council on 30 December 1924,
23 June 1925, and 28 September 1925.
Budapest, 1925
Issued by the Magyar Nemzeti Bank - The subject matter of the “Staff Regulations”
“Staff Regulations” specify the legal relationship between Magyar Nemzeti Bank and its male and female officials, clerks, and collectors, lay down the terms and conditions for recruitment of Magyar Nemzeti Bank, the rights and obligations of employees, the consequences of the breach of duty and the procedure to be followed in such cases, and the methods of termination of employment.
Where the “Staff Regulations” mention a president, chief executive officer, director, or manager, we actually refer to their deputies if they are prevented from action.
Rank
In the event that an official lower in rank than other officials working in the department or division concerned is appointed to head or assist in the management of a department or a particular division, he shall also be a line manager in that capacity to the senior official in that department or division.
General recruitment requirements - Reasons for exclusion
Whoever wanted to be employed by the Bank, had to possess the following skills and abilities in general:
1. Hungarian nationality and the knowledge of the Hungarian language in verbal and written communication;
2. older than 23 and younger than 40 years of age;
3. good medical status and proper physical fitness;
4. clean record and reliability;
5. sound financial standing.
Married candidates who apply for an official position shall declare a steady income which, in the opinion of the management, is sufficient to enable them to cover their costs of living, taking into consideration the starting salary received for their employment with the Bank.
People who meet the following criteria cannot be hired by the Bank:
a) whoever was punished or convicted by a court for a criminal offence or a misdemeanour or offence for profit;
b) whoever was under custody due to wasting or was bankrupt;
c) whoever was dismissed from public or private employment as a punishment.
Job applications - Confirmation of satisfying the application criteria
Whoever intends to apply for a position as a male or female official, or cash collector at the Bank shall submit a handwritten application to the Bank’s management and shall, in addition to a precise and complete presentation of his career, verify their compliance with general and special conditions laid down for the position (Section 4 and 5) by the relevant documents: birth certificate, certificate of baptism, marriage certificate and children’s birth certificates, certificate of nationality or residence, a clean record, school and service certificates, military documents, etc.
The Bank shall have the right to have the applicant’s medical fitness examined by its own medical practitioner, irrespective of any medical certificate attached to the application. Other knowledge and skills required for employment or indicated in the application (language skills, typing, shorthand, etc.), in particular, if they cannot be certified, shall be tested by the Bank’s HR Department or by a branch at the potential request of the management.
Observing instructions - General workplace liabilities
Employees are responsible for strict and accurate compliance with the general rules and with the specific instructions applicable to their branch of service, as well as with the written and oral instructions received from their line manager from time to time.
If an employee believes that an oral instruction from his line manager is contrary to the general or special rules in force, to the interests of the service or to the nature of the case, he shall inform his line manager of his concerns and, if he insists on following them, request a signed written order from him. (Section 16)
Workplace confidentiality
The employees of the Bank are required to keep the amounts of credit granted by the Bank to individuals and companies, the extent to which they are drawn, the amount, number, quality and value of the funds, mortgages and deposits held with the Bank, and the names of the owners strictly confidential, not only during their term of service but also after they quit the Bank. (Article 42 of the Statutes) Employees shall also be required to keep the meetings and other business transactions of the Bank confidential, in particular the equipment installed, and arrangements made to safeguard the Bank’s business, assets and valuables entrusted to it, and shall refrain from any disclosure of official business matters that they are not expressly authorised to make.
Office hours
Extraordinary service
The Employees shall precisely observe relevant office and working hours.
Prevention from work
Employees are not allowed to be absent from work without an authorised leave, except for sickness or other unforeseen issues.
The Bank reserves the right to hire a medical professional to assess the health of Employees who are absent from work due to sickness.
Leave
Employees of the Bank are allowed to go on a holiday each year, if permitted by work conditions, for the period specified below based on their length of service:
for male and female officials and clerks:
if their verified length of service is
over 30 years 5 weeks
15 to 30 years 4 weeks
5 to 15 years 3 weeks
less than 5 years 2 weeks
for temporary male and female officials:
over 5 months 2 weeks
for collectors:
over 25 years 4 weeks
10 to 25 years 3 weeks
less than 10 years 2 weeks
Classification charts (pages)
The actual employees of the Bank, other than those who are under the direct supervision of the Bank’s General Council or the Chief Executive Officer, shall be assessed individually each year during their term of service on the basis of their talents, knowledge, character and other qualities as well as their performance.
Conduct while on and off duty
If an employee is found to be leading a private life incompatible with the conduct expected of an employee of the Bank, or to be in arrears with his payments, he may be dismissed or disciplined, depending on the circumstances. If the employee turns out to be in arrears with his payments, his line manager should instruct him to declare his actual debts. Depending on the circumstances, a deadline may be specified for him to settle his financials.
Employment by third parties
Employees are strictly forbidden to engage in stock exchange transactions with futures, unsecured or borrowed money, as well as transactions that are incompatible with their financials and any kind of profit-making.
Usually, no prior authorisation is required for entirely private side jobs, such as teaching in a private home, keeping books, housekeeping, office work, etc. The same stands for honorary positions held in trade, industrial or other associations or casinos as well as authorship.
Marriage permit
Employees of the Bank whose total annual salary does not exceed the total annual salary for married revisers in category a) of salary chart No I of the “Remuneration Policy”, which constitutes a supplementary part of this “Staff Regulations”, shall request the authorisation of the General Council if they intend to get married.
Such applications shall include the name, address, marital status of their fiancée (unmarried or widow), number and age of any children from the previous marriage of the fiancée, her potential salary and the civil jobs held by her parents. Officials are also required to provide proof of assets or fixed income, whether from themselves or from the fiancée, which, in the opinion of the management, is sufficient to enable them to establish and maintain a household of their own that is appropriate for their position.
If they get married without the permission of the General Council, the wife of the bank employee concerned will not be entitled to a widow’s pension, nor will they receive a child-raising allowance for the children born out of their marriage.
If a female official gets married, it is considered as though she quit her job with the Bank.
Workplace offences
Minor errors made during work should be eliminated by the line manager through training and warning. Major or repeatedly missed obligations or infringements despite benevolent warnings shall be considered offences.
Severance pay
Male and female officials, clerks and collectors with a permanent status who have not completed the 10-years term of service and leave the Bank involuntarily or not after a disciplinary dismissal may be entitled to a lump-sum severance pay, whose amount shall be equal to one times their net annual salary as shown in the relevant salary charts, and for employees who have completed more than 5 years but less than 10 years’ service, up to twice their net annual salary.