3. Testimony for legislative hrg

e. Leave policies including holidays; annual, sick, military, funeral, jury and witness; workers compensation; and family medical leave. 3. Training employees, as needed, to assure high quality performance. 4. Retaining employees on the basis of the adequacy of their performance, correcting inadequate performance, and separating employees whose inadequate performance cannot be corrected. a. A for cause employment standard must be used; b. A performance management program including a minimum of an annual performance review; c. A probationary period; d. A corrective and disciplinary process including use of progressive discipline; and e. Defined separations including pre-action process, dismissal, reduction-in-force, and expiration of appointment, including a formal appeal mechanism. 5. Assuring fair treatment of applicants and employees in all aspects of human resource administration without regard to political affiliation, race, color, national origin, sex, religious creed, age or disability and with proper regard for their privacy and constitutional rights as citizens. This "fair treatment" principle includes compliance with the Federal equal employment opportunity and nondiscrimination laws. a. Policies including Americans with Disabilities Act, Fair Labor Standards Act, and Age Discrimination in Employment; b. Compliance with federal and state equal employment opportunity and nondiscrimination laws including Title VI and Title VII of the Civil Rights Act of 1964 as amended, the North Dakota Human Rights Act, and the Public Employee Relations Act of 1985 as amended; c. Grievance policy and procedure; d. Appeals process to a neutral third party; and e. Records management including personnel files, records retention, open records, and compliance with the Health I nformation Portability and Protection Act. 19