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007 <br /> Merit Principle III: Training <br /> General Resuirement. Employees will be trained as needed to assure <br /> hiet quality performance. <br /> Merit Principle IV: Performance As Basis For Continued Ft lo ent/ <br /> Reduction In Force <br /> General Repuirement. Employee will be continued in good standing as <br /> long as they sustain satisfactory performance. Attempts will be made <br /> with employees to improve inadequate performance, and provisions will <br /> be made for separating employees whose inadequate performance cannot <br /> be corrected. <br /> (A) EMPLOYEE PERFORMANCE <br /> (1) Requirement. Employees who have acquired permanent <br /> status will not be discharged, suspended, or reduced <br /> in pay or position except fro just cause. <br /> (2) Requirement. Policies will be developed which provide for <br /> fair and uniform procedures for demotion, transfer, <br /> suspension, or dismissal of employees whose performance <br /> continues to be inadequate after reasonable efforts have <br /> been made to correct it. Such policies shall specifically <br /> provide that in the case of such disciplinary action, the <br /> employee will, before the action is taken, be given a <br /> statement in writing setting forth in numerical order the <br /> specific acts or omissions that are the reason for the <br /> disciplinary action, and the employee's appeal rights. A <br /> copy of this statement shall be filed with the County <br /> Personnel Director. <br /> (B) REDUCTION-IN-FORCE <br /> Requirement. Retention of employees in selected separations <br /> due to curtailment of work or lack of funds will be based <br /> upon systematic consideration of type of appointment and <br /> other relevant factors which consider employee contribution. <br /> (C) APPEALS - <br /> (1) Requirement. Generally, in the event of disciplinary action, <br /> suspension, and dismissal, the county will provide permanent <br /> employees with the right to appeal through a timely and <br /> impartial process, the results of which may be recommendatory <br /> to or enforceable upon the appointing authority. The grievance <br /> procedure shall also give access to employees with non- <br /> disciplinary grievances which do not involve issues of in- <br /> herent management prerogative, such as budgets, and hours and <br /> conditions of work. Appeals of alleged discrimination in any <br /> personnel action on the basis of race, color, religion, sex, <br /> national origin, political affiliation, age or handicap by <br /> any applicant or employee will result in timely, enforceable <br /> decisions. <br />