State HR Policies

The OMB Personnel Policy Manual (2 MB pdf) is intended for official use by OMB staff and can be used as a resource by agencies in developing their personnel policies. The OMB Policy Manual is an example, but agency policies must be specific to the agency's needs and may differ from the OMB Policy Manual. HRMS staff assist agencies in developing and revising their personnel policies. If you work for a non-OMB company, please contact your company's human resources department.

Universal Employment Policies

As part of an ongoing effort to improve the agency's human resources function, a set of universal employment policies has been developed. The purpose is to improve understanding of workplace expectations and requirements through these simplified and standardized policies.

Chinese

Additional Employment

Effective date: January 10, 2022

The employer, the State of North Dakota, has established an additional employment policy that applies to all team members regardless of status. Class members may seek re-employment or additional employment opportunities or consider starting a business, provided that no conflict of interest exists between the class member and the employing agency.

Team members must notify their supervisor and human resources in writing or by email of any additional employment or personal business before working for another employer. Notification to the hiring company must include the name and location of the additional employer, the job title or type of work, and the expected work schedule.

Team members must resign from any position if the labor organization determines that the additional employment is prohibited by law, violates state law, is a conflict of interest, or reflects negatively on the organization's image.

Team members who accept additional employment may not use state-provided paid sick leave for other employers or personal work.

For purposes of the federal Fair Labor Standards Act, all agencies of the North Dakota state government are considered one employer. If a team member works for two different state hiring agencies, he or she must ensure that both hiring agencies continue to comply with FLSA requirements.

Team members who are found to have violated this policy will be subject to disciplinary action, up to and including termination.

Citation FLSA Updated September 2022 Revised June 2023

Americans with Disabilities Act (ADA)

Effective date: September 1, 2022

The employer, North Dakota, promises to provide and promote all of its activities and services. This includes rational consideration in all aspects of employment processes for the known physical and mental restrictions of the qualified applicants or groups of disabled groups. Retalysis on individuals who seek convenience or exercise the AD A-based rights is strictly forbidden. This policy applies to all applicants and team members, unreasonably unreasonable difficulties.

Rational consideration is to reasonably adjust the work environment and normal way so that individuals with disabilities can enjoy equal employment opportunities. We must make convenience in the recruitment process (application, test, interview), execution of essential duties, and equal opportunities for benefits and promotion.

Unreasonable difficulties refers to acts that require significant difficulties and costs in light of factors, such as the size, financial resources, the nature of the employer, and the structure of the employer.

To receive ADA protection, it is necessary to meet the following conditions:

• There is a physical or mental disability that substantially restricts one or more major living activities.
• There must be a history or record of such a disability. lingering
• Being considered to be a no n-minor disorder.

A qualified team member or a disability applicant can request the convenience of performing essential duties. Go to the Human Resources Department or workplace leader.

Pregnant team members or applicants can receive additional protection under the "Pregnancy Worker Fair Law". Regarding, childbirth, or relevant medical conditions, or known restrictions, it must provide reasonable convenience unless unreasonable difficulties occur.

If rational consideration is not provided and you cannot perform a required job in that position, you may be eliminated in that position.

Team members or applicants who feel specially treated for disability can contact the Human Resources Department to express concerns. Team members can also complain to the organization, and if they are dissatisfied, they can complain with HRMS. < SPAN> Effective date: September 1, 2022

The employer, North Dakota, promises to provide and promote all of its activities and services. This includes rational consideration in all aspects of employment processes for the known physical and mental restrictions of the qualified applicants or groups of disabled groups. Retalysis on individuals who seek convenience or exercise the AD A-based rights is strictly forbidden. This policy applies to all applicants and team members, unreasonably unreasonable difficulties.

Team members who are found to have violated this policy will be subject to disciplinary action, up to and including termination.

Unreasonable difficulties refers to acts that require significant difficulties and costs in light of factors, such as the size, financial resources, the nature of the employer, and the structure of the employer.

Annual Leave

Effective date: September 1, 2022

There is a physical or mental disability that substantially restricts one or more major living activities.

There must be a history or record of such a disability. lingering

Being considered to be a no n-minor disorder.

A qualified team member or a disability applicant can request the convenience of performing essential duties. Go to the Human Resources Department or workplace leader.

Pregnant team members or applicants can receive additional protection under the "Pregnancy Worker Fair Law". Regarding, childbirth, or relevant medical conditions, or known restrictions, it must provide reasonable convenience unless unreasonable difficulties occur.

If rational consideration is not provided and you cannot perform a required job in that position, you may be eliminated in that position.

Team members or applicants who feel specially treated for disability can contact the Human Resources Department to express concerns. Team members can also complain to the organization, and if they are dissatisfied, they can complain with HRMS. Effective date: September 1, 2022

The employer, North Dakota, promises to provide and promote all of its activities and services. This includes rational consideration in all aspects of employment processes for the known physical and mental restrictions of the qualified applicants or groups of disabled groups. Retalysis on individuals who seek convenience or exercise the AD A-based rights is strictly forbidden. This policy applies to all applicants and team members, unreasonably unreasonable difficulties.

Rational consideration is to reasonably adjust the work environment and normal way so that individuals with disabilities can enjoy equal employment opportunities. We must make convenience in the recruitment process (application, test, interview), execution of essential duties, and equal opportunities for benefits and promotion.

Unreasonable difficulties refers to acts that require significant difficulties and costs in light of factors, such as the size, financial resources, the nature of the employer, and the structure of the employer.

To receive ADA protection, it is necessary to meet the following conditions:

There is a physical or mental disability that substantially restricts one or more major living activities.

There must be a history or record of such a disability. lingering

Being considered to be a no n-minor disorder.

A qualified team member or a disability applicant can request the convenience of performing essential duties. Go to the Human Resources Department or workplace leader.

Pregnant team members or applicants can receive additional protection under the "Pregnancy Worker Fair Law". Regarding, childbirth, or relevant medical conditions, or known restrictions, it must provide reasonable convenience unless unreasonable difficulties occur.

If rational consideration is not provided and you cannot perform a required job in that position, you may be eliminated in that position.

Team members or applicants who feel specially treated for disability can contact the Human Resources Department to express concerns. Team members can also complain to the organization, and if they are dissatisfied, they can complain with HRMS.

Team members retaliation, forced, threatening, and intimidation, because they have supported or encouraged individuals to exercise or enjoy the rights under the ADA, or to support or encourage individuals to exercise or protect the rights to be given or protected by ADA. Do not harass or obstruct.

Team members who are determined to have violated this policy are subject to disciplinary action, including dismissal.

Applicant Open Record

Update: 12/2023 Revised: 12/2023

Effective date: January 9, 2022

North Dakota will provide annual paid leave to team members who are employed as regular employees. Annual paid leave can be obtained according to the following schedule from the first day of employed as a regular job:

Length of service

0 to 3 years

From the 4th to the 7th year

From the 8th to 12th

Bomb Threats

From the 13th to the 18th year

After 19 years

Conflicts of Interest

A similar annual vacation is given to general employees who are less than 40 hours a week. When calculating annual leave, working hours include holidays and paid leave.

use

It cannot be used before acquiring an annual license.

1. Applying for annual vacation is approved as much as possible. Except for the emergency, applications for annual leave must be submitted and approved before taking annual leave. If a team member wants to attend a legislative hearing during working hours due to personal or no n-operating stake, he must take an annual vacation. If the absence hinders irrational operations or services of your institution, or for other reasons, vacation applications may be rejected.
2. Temporary team members have no right to take annual vacation. A temporary team member has been relocated to a regular job without a year of more than one year, and its team members take into account the work results up to that point when determining the annual leave rate. Masu.
3. Resurrection / transfer of annual paid leave

The team members r e-employed within three years after the dismissal will be considered seniority in the future annual holiday rate. If a team member moves from a state institution to another state institution and does not interrupt the work, the "dispatch side" agency will be a team member the value of the annual vacation acquisition time that the "accept side" will not accept. You have to pay.

The balance restriction < Span> team members retaliation and dedicated to the fact that the individual who exercises or enjoys the rights under the ADA, or the exercise of the right to be given or protected by the ADA. Do not intimidate, intimidate, harass, or obstruct.

Team members who are determined to have violated this policy are subject to disciplinary action, including dismissal.

Update: 12/2023 Revised: 12/2023

Effective date: January 9, 2022

North Dakota will provide annual paid leave to team members who are employed as regular employees. Annual paid leave can be obtained according to the following schedule from the first day of employed as a regular job:

Length of service

Team members who are found to have violated this policy will be subject to disciplinary action, up to and including termination.

From the 4th to the 7th year

From the 8th to 12th

Criminal History Record Information

From the 13th to the 18th year

After 19 years

A similar annual vacation is given to general employees who are less than 40 hours a week. When calculating annual leave, working hours include holidays and paid leave.

use

It cannot be used before acquiring an annual license.

Applying for annual vacation is approved as much as possible. Except for the emergency, applications for annual leave must be submitted and approved before taking annual leave. If a team member wants to attend a legislative hearing during working hours due to personal or no n-operating stake, he must take an annual vacation. If the absence hinders irrational operations or services of your institution, or for other reasons, vacation applications may be rejected.

Temporary team members have no right to take annual vacation. A temporary team member has been relocated to a regular job without a year of more than one year, and its team members take into account the work results up to that point when determining the annual leave rate. Masu.

Resurrection / transfer of annual paid leave

The team members r e-employed within three years after the dismissal will be considered seniority in the future annual holiday rate. If a team member moves from a state institution to another state institution and does not interrupt the work, the "dispatch side" agency will be a team member the value of the annual vacation acquisition time that the "accept side" will not accept. You have to pay.

The balance restricted team members retaliation, forced, threatening, for individuals who exercise or enjoy the rights under the ADA, or have supported or encouraged the exercise of the right to be given or protected by ADA. Do not intimidate, harass, or obstruct.

Designated Medical Provider

From the 13th to the 18th year

Update: 12/2023 Revised: 12/2023

Effective date: January 9, 2022

North Dakota will provide annual paid leave to team members who are employed as regular employees. Annual paid leave can be obtained according to the following schedule from the first day of employed as a regular job:

Discipline

Length of service

0 to 3 years

From the 4th to the 7th year

From the 8th to 12th

From the 13th to the 18th year

After 19 years

A similar annual vacation is given to general employees who are less than 40 hours a week. When calculating annual leave, working hours include holidays and paid leave.

use

It cannot be used before acquiring an annual license.

Applying for annual vacation is approved as much as possible. Except for the emergency, applications for annual leave must be submitted and approved before taking annual leave. If a team member wants to attend a legislative hearing during working hours due to personal or no n-operating stake, he must take an annual vacation. If the absence hinders irrational operations or services of your institution, or for other reasons, vacation applications may be rejected.

Temporary team members have no right to take annual vacation. A temporary team member has been relocated to a regular job without a year of more than one year, and its team members take into account the work results up to that point when determining the annual leave rate. Masu.

Resurrection / transfer of annual paid leave

The team members r e-employed within three years after the dismissal will be considered seniority in the future annual holiday rate. If a team member moves from a state institution to another state institution and does not interrupt the work, the "dispatch side" agency will be a team member the value of the annual vacation acquisition time that the "accept side" will not accept. You have to pay.

Balance limit

It is not possible to carry over an unused annual vacation over 240 hours since April 30 every year. The over 240 hours will disappear after April 30. The team member's boss can request team members to use annual paid leave before taking annual paid leave for vacation.

1. Payment of the remaining amount
2. However, lon g-term absentee (6 months or more), mabatical vacation, transfer to temporary employment, or specially requested by labor offices for business reasons before April 30, and HRMS approved this. Except for the go.
3. Acquired and unused annual leave will be paid at the end of employment, regardless of the reason for dismissal.
4. See: NDAC 4-07-12
5. Environmental date: January 8, 2021

Эа пола п к госанам в отанам рабress рая Дакота, Дола быт да вачач пой зап. эа пола п толо кая о о па работ.

Сдющ сандары п госдар

Т и бал цалых канананы оываю толо файы фалы аопоп бал цованых кандиатов в качов дао расасот. аов, зая и и саные саны файы фалолол оов яот оыт.

Однако еаг жае жасасот заяок рае рае пабож работ накака т, м но назачат нак канандиат, зап, оос каяам, е подлат разаш.

1. Two or less qualified applicant s-all applicants are public files. If there are less than three qualified applicants who meet the minimum qualification conditions before the application period for vacancy recruitment is over, records related to the application documents and application documents will be published.
2. NDCC 44-04-18.

Effective date: January 12, 2022

If you receive a blast notice, the person who has received the report should strive to know as much information as possible using the blast notice report (SFN 51502) as much as possible.

Environmental date: 2018/1/10

As an employer, North Dakota must avoid any interests, influences or relationships that may conflict or appear to conflict with the interests of the state or that may affect employment decisions. Team members must avoid situations where they have divided loyalties and immediately disclose any actual or potential conflicts to their supervisor. This policy applies to all team members, regardless of the situation.

Conflict of Interest: A conflict between the job duties of a team member and the interests of the team member or a team member's immediate family member. Examples of potential conflict of interest situations include, but are not limited to:

Ownership, significant financial or other relationships with a vendor or a vendor of the state.

Having a financial interest in business transactions with the state.

Accepting gifts of more than nominal value.

Gifts: Gifts: machinery, meals, entertainment, or other benefits with a nominal value exceeding $50.

Immediate Family: The immediate family of a group member, including parents, spouse, children, siblings, siblings, grandparents, in-laws (parents, children, siblings), and step-parents (parents, children, siblings).

Driving While Conducting State Business

Conflicts of interest are avoided through disclosure practices and corrective actions. Team members with conflicts of interest must disclose the conflict and remove themselves from related negotiations, discussions, and decisions. However, team members may take a position and answer questions when they believe their expertise would be helpful.

Team members may not accept or give money for the purpose of attempting to influence other public officials or team members in their official positions, opinions, actions, failure to fulfill legal duties, or in the performance of official duties. "Anything of value" does not mean campaign contributions properly received and reported pursuant to NDCC 16. 1-08. 1.

Team members who are found to have violated this policy will be subject to disciplinary action, up to and including termination.

If a team member receives a gift or benefit of nominal value, the team member must immediately report it to his or her supervisor. Any items received must be returned, shared, or donated to an appropriate charity.

Drug and Alcohol Free Workplace

A similar annual vacation is given to general employees who are less than 40 hours a week. When calculating annual leave, working hours include holidays and paid leave.

Team members found to have violated this policy will be subject to disciplinary action, up to and including termination.

Elected or appointed officials of the state's executive or legislative branches shall follow the rules and laws of the Ethics Commission.

Reference 4, Governor's Ethics Policy

Effective Date: September 1, 2020

Note: This policy applies only to law enforcement agencies.

As an employer, the State of North Dakota may conduct criminal background checks on potential or current team members and reserves the right to conduct additional checks as a condition of continued employment if deemed necessary. This policy applies to Criminal History Information (ChRI) and fingerprint-based requests through the North Dakota Bureau of Criminal Investigation (NDBCI). State agencies may conduct criminal history checks only if expressly authorized by state or federal law.

State agencies must enter into a user agreement with NDBCI to request ChRIs.

Organizations must identify specific locations where ChRIs can be accessed. The names of team members stationed at these locations must be reported to the NDBCI. NDBCI must be notified of any staffing updates. Authorized personnel have access to records and addresses, subject to completing required FBI training. Team members must sign an abuse statement before handling, addressing, or discussing information presented to the Chri.

Electronic Communication Devices

As part of the recruitment and application process, making false statements or failing to disclose relevant information may result in a candidate being disqualified from consideration for employment.

Individuals may be asked to provide additional information regarding information presented to the Chri. If an individual believes that his or her criminal history record is inaccurate or incomplete, he or she must notify the state agency within five business days of his or her intent to contest the report.

Individuals have the right to request a copy of their CHRI. Only the individual may receive a copy of the CHRI, and copies must be received at the state agency location.

If a team member is accused or convicted of a crime during their employment, they must disclose the necessary information to their immediate supervisor or Human Resources. Team members who are found to have violated this policy will be subject to disciplinary action, up to and including termination.

References NDCC 12-60-24, 12-60-16. 5, 12-63-06, 12-63-09, 54-46 and Public Law (Pub L.) 92-544. Reviewed 6/2023

Effective date: September 1, 2020

The Risk Management Division (RMD) and the Safety & amp; Camp: Workforce Insurance manage state agencies. Workforce Insurance manages state government workers' compensation accounts. This allows RMD to designate medical providers to respond to workplace injuries and illnesses. These medical providers can be individuals, clinics, hospitals, or a combination of these. WSI cannot pay for medical care from another provider unless you receive a report from the designated provider or have selected another physician prior to injury. Emergency care is excluded from the designated provider requirement.

Team members may choose to have treatment from another provider prior to injury by completing the designated provider form available through the PeopleSoft Employee Self-Service Portal.

Team members can learn more about Team ND Connect (enter "designated provider" in "Search"). Review 6/2023

Effective Date: January 1, 2020

North Dakota believes that as an employer, you need reasonable standards for your team's behavior and performance. Violations of rules and poor performance are grounds for disciplinary action, including termination.

State agencies employing individuals in occupations classified by the Human Resources Management Service shall follow a graduated disciplinary system, except in cases where violations or infractions are of such a serious nature, such as non-compliance, theft, pay tampering, or assault or intimidation of superiors, coworkers, patients or customers, that it would be inappropriate to impose less serious disciplinary measures.

The gradual disciplinary system starts with a less severe appropriate measure when the business performance ability is low or repeatedly violates the same or similar rules or standards. The purpose is to correct the behavior of team members. Gradually disciplinary action includes oral warnings, written warnings, suspension (paid or unpaid), demoted, and dismissal.

Warnings and notices on suspension of work (whether paid or unpaid), relegation, and dismissal must be adjusted with the Human Resources Department of the organization. The copy must be submitted to the team member and the original must be stored in the personnel file of the team member. All disciplinary documents described in the team members must be confirmed and signed by team members. If a team member refused to sign a filing copy, the agent nominated by the head of or the director or the director would have given a material to the team member and the material. It specifies that the signing was asked to confirm and that the team members had refused to sign a filing copy. A team leader or team leader's nominated agent will sign a document proving that the team member has refused signature to the copy submitted by the team member and witnesses, and fills the date.

Discipline of regular team members

However, except that violations and violations are of the abov e-mentioned serious properties and the less disciplinary action is inappropriate.

Oral warning

The verbal warning is to change the behavior of team members and have the effects of improving performance. The oral warning is the performance, actions, and bad performances that are expected in the future, as the problems, their acts or bad performance, the discipline and validity of the services that team members are engaged or committed. I will explain the results of the continuation. The oral warning is recorded in the boss's memo or record. A copy of the oral warning shall be given to team members and personnel organizations.

A written warning < SPAN> The gradual disciplinary system starts with a less strict measure when the business performance ability is low or repeatedly violates the same or similar rules and standards The purpose is to correct the behavior of regular team members by shifting. Gradually disciplinary action includes oral warnings, written warnings, suspension (paid or unpaid), demoted, and dismissal.

Warnings and notices on suspension of work (whether paid or unpaid), relegation, and dismissal must be adjusted with the Human Resources Department of the organization. The copy must be submitted to the team member and the original must be stored in the personnel file of the team member. All disciplinary documents described in the team members must be confirmed and signed by team members. If a team member refused to sign a filing copy, the agent nominated by the head of or the director or the director would have given a material to the team member and the material. It specifies that the signing was asked to confirm and that the team members had refused to sign a filing copy. A team leader or team leader's nominated agent will sign a document proving that the team member has refused signature to the copy submitted by the team member and witnesses, and fills the date.

Discipline of regular team members

However, except that violations and violations are of the abov e-mentioned serious properties and the less disciplinary action is inappropriate.

Oral warning

The verbal warning is to change the behavior of team members and have the effects of improving performance. Oral warnings are the performance or actions that are expected in the future, how the problems, their acts or bad performances have an adverse effect on the discipline and validity of the services that team members are engaged or committed. I will explain the results of the continuation. The oral warning is recorded in the boss's memo or record. A copy of the oral warning shall be given to team members and personnel organizations.

A written warning advanced disciplinary system starts with less strict measures and shifts to more appropriate measures if the work performance is low, or when repeatedly violates the same or similar rules or standards. The purpose is to correct the behavior of regular team members. Gradually disciplinary action includes oral warnings, written warnings, suspension (paid or unpaid), demoted, and dismissal.

Warnings and notices on suspension of work (whether paid or unpaid), relegation, and dismissal must be adjusted with the Human Resources Department of the organization. The copy must be submitted to the team member and the original must be stored in the personnel file of the team member. All disciplinary documents described in the team members must be confirmed and signed by team members. If a team member refused to sign a filing copy, the agent nominated by the head of or the director or the director would have given a material to the team member and the material. It specifies that the signing was asked to confirm and that the team members had refused to sign a filing copy. A team leader or team leader's nominated agent will sign a document proving that the team member has refused signature to the copy submitted by the team member and witnesses, and fills the date.

Discipline of regular team members

However, except that violations and violations are of the abov e-mentioned serious properties and the less disciplinary action is inappropriate.

Oral warning

The verbal warning is to change the behavior of team members and have the effects of improving performance. Oral warnings are the performance or actions that are expected in the future, how the problems, their acts or bad performances have an adverse effect on the discipline and validity of the services that team members are engaged or committed. I will explain the results of the continuation. The oral warning is recorded in the boss's memo or record. A copy of the oral warning shall be given to team members and personnel organizations.

Written warning

If an unacceptable performance pattern is identified, or if an unauthorized act occurs, a written warning may be appropriate. Writing warnings are usually made after verbal warning, but is not required.

Warnings by document include the same elements as the oral warning, and must be signed by the boss and team members in a letter, memo, or formal format. The writing warning is listed in the team's personnel file, and the copy must be handed over to the team members.

Advance warning

Management authorities shall make prior notice in writing when considering unpaid job suspension, demoted, or dismissal of regular team members.

The preliminary letter is the one that includes the following:

The appointed authority believes that there is a reason for the demanding of team members, unpaid suspension, and disciplinary action that leads to dismissal.

Employee Assistance Program

As part of the recruitment and application process, making false statements or failing to disclose relevant information may result in a candidate being disqualified from consideration for employment.

A provision for team members to respond in writing within at least 5 business days.

Explain the status of team members until the final decision is made.

A statement stating that it will provide team members a written notification on final measures.

Employment of Relatives Nepotism

As part of the recruitment and application process, making false statements or failing to disclose relevant information may result in a candidate being disqualified from consideration for employment.

Team members can access all the official human resources files and all the information that is the basis for the claim. The user must attach documents and information that the user thinks that there is a document or information that is based on prior measures, or a document that the user considers as a reason for disciplinary action. Team members must be accepted in writing or before or before.

Notification of final disposal

Team members must be notified in writing about the final disposal. The final disposal notification must include one of the following:

If the final disposal is less than demoted, unpaid suspension, or dismissal, you must provide a sentence that explains why the expected disciplinary action has been reduced. In addition, the provisions that may be applied to the continuation of employment must be described. < SPAN> If an unacceptable performance pattern is identified, or if an unauthorized act occurs, a written warning may be appropriate. Writing warnings are usually made after verbal warning, but is not required.

Warnings by document include the same elements as the oral warning, and must be signed by the boss and team members in a letter, memo, or formal format. The writing warning is listed in the team's personnel file, and the copy must be handed over to the team members.

Advance warning

Team members who are found to have violated this policy will be subject to disciplinary action, up to and including termination.

Equal Employment Opportunities

As part of the recruitment and application process, making false statements or failing to disclose relevant information may result in a candidate being disqualified from consideration for employment.

The appointed authority believes that there is a reason for the demanding of team members, unpaid suspension, and disciplinary action that leads to dismissal.

Explanation of the claim to the team members.

A provision for team members to respond in writing within at least 5 business days.

Explain the status of team members until the final decision is made.

Fair Labor Standards Act

A statement stating that it will provide team members a written notification on final measures.

The appointed authority and the Human Resources Department will determine the transmission method that ensures the most reliable acceptance of the notification of the team members.

Team members can access all the official human resources files and all the information that is the basis for the claim. The user must attach documents and information that the user thinks that there is a document or information that is based on prior measures, or a document that the user considers as a reason for disciplinary action. Team members must be accepted in writing or before or before.

Notification of final disposal

Team members must be notified in writing about the final disposal. The final disposal notification must include one of the following:

If the final disposal is less than demoted, unpaid suspension, or dismissal, you must provide a sentence that explains why the expected disciplinary action has been reduced. In addition, the provisions that may be applied to the continuation of employment must be described. If an unacceptable performance pattern is identified, or if an unauthorized act occurs, a written warning may be appropriate. Writing warnings are usually made after verbal warning, but is not required.

Warnings by document include the same elements as the oral warning, and must be signed by the boss and team members in a letter, memo, or formal format. The writing warning is listed in the team's personnel file, and the copy must be handed over to the team members.

Advance warning

A provision for team members to respond in writing within at least 5 business days.

Explain the status of team members until the final decision is made.

The appointed authority believes that there is a reason for the demanding of team members, unpaid suspension, and disciplinary action that leads to dismissal.

Explanation of the claim to the team members.

Family Medical Leave Act

A provision for team members to respond in writing within at least 5 business days.

Explain the status of team members until the final decision is made.

A statement stating that it will provide team members a written notification on final measures.

The appointed authority and the Human Resources Department will determine the transmission method that ensures the most reliable acceptance of the notification of the team members.

Team members can access all the official human resources files and all the information that is the basis for the claim. The user must attach documents and information that the user thinks that there is a document or information that is based on prior measures, or a document that the user considers as a reason for disciplinary action. Team members must be accepted in writing or before or before.

Notification of final disposal

Team members must be notified in writing about the final disposal. The final disposal notification must include one of the following:

If the final disposal is less than demoted, unpaid suspension, or dismissal, you must provide a sentence that explains why the expected disciplinary action has been reduced. In addition, the provisions that may be applied to the continuation of employment must be described.

If the final measure to be implemented is submitted, suspended, or refused by a team member, a detailed explanation of the measure must be provided. In this notification, the North Dakota Administrative Law shall notify the class committee members of the right to be dissatisfied with the decision in accordance with the provisions of. 1-03.

The administrative authorities and the Human Resources Department shall determine the transmission method that ensures that team members receive the final disposal notice.

Paid or unpaid employment suspension

With the cooperation of the affiliated institution of the affiliated institution, the affiliated head or its nomination must determine whether the suspension is paid or unpaid, or the period of suspension. The suspension of work must be worth the degree of poor performance or misconduct of the team member. The suspension of employment disposal must be obtained in the preliminary warning process described above. Unpaid suspension must not exceed 30 calendar days. If a team member who has been suspended is exempted from overtime work under the Fair Labor Standards Law, the appointed authority may deduct a salary for unpaid disciplinary suspension for more than a day. 。

The final notification by the team member includes an explanation that includes an overview of the preliminary measures. The Human Resources Department needs to confirm all suspensions before implementation.

Relegation

Team members may be demoted for inefficient, fraud, or for other reasons. Dissemination is the lower occupation classification, the lower salary grade, or both. The affiliated or its nomination will inform you of the relegation in writing after prior measures and explain the objection procedure.

Dismissal

This is the heaviest disciplinary action and the final disposition. This level of disciplinary action is usually performed when the previous disciplinary action is not effective or when there is a serious illegal act. Dismavment may be used in the early stage of the disciplinary process, consistent with business performance and fraud, and may be used.

Written notifications to team members include explanations that are outlined in the pr e-action process.

Reference: NDAC 4-07-19-02

Pretendal date: November 1, 2018 < SPAN> If the final measure implemented, a detailed explanation of the measure must be provided if a team member is submitted, paused, or rejected. In this notification, the North Dakota Administrative Law shall notify the class committee members of the right to be dissatisfied with the decision in accordance with the provisions of. 1-03.

The administrative authorities and the Human Resources Department shall determine the transmission method that ensures that team members receive the final disposal notice.

Paid or unpaid employment suspension

With the cooperation of the affiliated institution of the affiliated institution, the affiliated head or its nomination must determine whether the suspension is paid or unpaid, or the period of suspension. The suspension of work must be worth the degree of poor performance or misconduct of the team member. The suspension of employment disposal must be obtained in the preliminary warning process described above. Unpaid suspension must not exceed 30 calendar days. If a team member who has been suspended is exempted from overtime work under the Fair Labor Standards Law, the appointed authority may deduct a salary for unpaid disciplinary suspension for more than a day. 。

The final notification by the team member includes an explanation that includes an overview of the preliminary measures. The Human Resources Department needs to confirm all suspensions before implementation.

Relegation

Team members may be demoted for inefficient, fraud, or for other reasons. Dissemination is the lower occupation classification, the lower salary grade, or both. The affiliated or its nomination will inform you of the relegation in writing after prior measures and explain the objection procedure.

Dismissal

This is the heaviest disciplinary action and the final disposition. This level of disciplinary action is usually performed when the previous disciplinary action is not effective or when there is a serious illegal act. Dismavment may be used in the early stage of the disciplinary process, consistent with business performance and fraud, and may be used.

Written notifications to team members include explanations that are outlined in the pr e-action process.

Team members who are found to have violated this policy will be subject to disciplinary action, up to and including termination.

Effective date: If the final measure implemented on November 1, 2018 is submitted, paused, or refused, a detailed explanation of the measure must be provided. In this notification, the North Dakota Administrative Law shall notify the class committee members of the right to be dissatisfied with the decision in accordance with the provisions of. 1-03.

The administrative authorities and the Human Resources Department shall determine the transmission method that ensures that team members receive the final disposal notice.

Funeral Leave

A similar annual vacation is given to general employees who are less than 40 hours a week. When calculating annual leave, working hours include holidays and paid leave.

With the cooperation of the affiliated institution of the affiliated institution, the affiliated head or its nomination must determine whether the suspension is paid or unpaid, or the period of suspension. The suspension of work must be worth the degree of poor performance or misconduct of the team member. The suspension of employment disposal must be obtained in the preliminary warning process described above. Unpaid suspension must not exceed 30 calendar days. If a team member who has been suspended is exempted from overtime work under the Fair Labor Standards Law, the appointed authority may deduct a salary for unpaid disciplinary suspension for more than a day. 。

The final notification by the team member includes an explanation that includes an overview of the preliminary measures. The Human Resources Department needs to confirm all suspensions before implementation.

Relegation

Team members may be demoted for inefficient, fraud, or for other reasons. Dissemination is the lower occupation classification, the lower salary grade, or both. The affiliated or its nomination will inform you of the relegation in writing after prior measures and explain the objection procedure.

Dismissal

This is the heaviest disciplinary action and the final disposition. This level of disciplinary action is usually performed when the previous disciplinary action is not effective or when there is a serious illegal act. Dismavment may be used in the early stage of the disciplinary process, consistent with business performance and fraud, and may be used.

Written notifications to team members include explanations that are outlined in the pr e-action process.

Genetic Information Nondiscrimination Act

Reference: NDAC 4-07-19-02

Environmental date: November 1, 2018

The employer, North Dakota, complies with all team members who drive vehicles when performing the state's business We are obliged to do. This applies to all vehicles, including stat e-o f-th e-art cars, private cars, leasing vehicles, and rental cars.

Team members who have violated this policy are subject to disciplinary action, including dismissal.

See: NDCC 24-02-03.

Effective date: 2018/10/1

North Dakota wants to provide a healthy and secure workplace without drugs as an employer. Team members are required to go to work in a safe, efficient and satisfying way to carry out their duties. This policy applies to all team members, regardless of status.

Grievance Policy (template)

Any team member, in any workplace, or in any vehicle used for the government's official purpose, is strictly forbidden to use regulatory drugs or alcohol unauthorized or illegal manufacturing, distribution, dispensing, and use. This prohibition is applied during all breaks, working hours, duties, execution, or execution of government agencies, or during the state of the state public affairs. The use of prescription drugs is permitted unless you impair the ability of team members who effectively execute duties, in a safe way that does not exercise other people, equipment and property. No team members can go to work with the smell of alcohol beverages from the face or under the influence of alcohol or drugs.

All team members must sign the "confirmation of work and alcoho l-free" (SFN 16769) at the time of recruitment. < SPAN> The employer North Dakota is all over all team members who drive vehicles when conducting state operations We are obliged to comply with policy. This applies to all vehicles, including stat e-o f-th e-art cars, private cars, leasing vehicles, and rental cars.

Team members who have violated this policy are subject to disciplinary action, including dismissal.

See: NDCC 24-02-03.

Effective date: 2018/10/1

North Dakota wants to provide a healthy and secure workplace without drugs as an employer. Team members are required to go to work in a safe, efficient and satisfying way to carry out their duties. This policy applies to all team members, regardless of status.

Any team member, in any workplace, or in any vehicle used for the government's official purpose, is strictly forbidden to use regulatory drugs or alcohol unauthorized or illegal manufacturing, distribution, dispensing, and use. This prohibition is applied during all breaks, working hours, duties, execution, or execution of government agencies, or during the state of the state public affairs. The use of prescription drugs is permitted unless you impair the ability of team members who effectively execute duties, in a safe way that does not exercise other people, equipment and property. No team members can go to work with the smell of alcohol beverages from the face or under the influence of alcohol or drugs.

All team members must sign the "confirmation of work and alcoho l-free" (SFN 16769) at the time of recruitment. The employer, North Dakota, complies with all team members who drive vehicles when performing the state's business We are obliged to do. This applies to all vehicles, including stat e-o f-th e-art cars, private cars, leasing vehicles, and rental cars.

Team members who have violated this policy are subject to disciplinary action, including dismissal.

See: NDCC 24-02-03.

Effective date: 2018/10/1

North Dakota wants to provide a healthy and secure workplace without drugs as an employer. Team members are required to go to work in a safe, efficient and satisfying way to carry out their duties. This policy applies to all team members, regardless of status.

Any team member, in any workplace, or in any vehicle used for the government's official purpose, is strictly forbidden to use regulatory drugs or alcohol unauthorized or illegal manufacturing, distribution, dispensing, and use. This prohibition is applied during all breaks, working hours, duties, execution, or execution of government agencies, or during the state of the state public affairs. The use of prescription drugs is permitted unless you impair the ability of team members who effectively execute duties, in a safe way that does not exercise other people, equipment and property. No team members can go to work with the smell of alcohol beverages from the face or under the influence of alcohol or drugs.

All team members must sign the "confirmation of work and alcoho l-free" (SFN 16769) at the time of recruitment.

The manager determines that the team members are working in inappropriate form and cannot effectively execute their duties in a safe way without risking themselves or others. You can ask the members to leave the workplace. Team members may need to use annual vacation or sick leave. If the manager decides that a team member should not drive a car, the manager needs to arrange the means of transportation for the team member. If the team member refuses to pick up and claims to drive a car, the manager will notify the police authorities that the team member is not suitable for driving a car. After that, the police authorities are appropriately notified.

Based on the "Workplace Law without Drugs, a team member of the state who performs a contract with the government and subsidies must report to the state if he is convicted of a dru g-related acts in the workplace. It doesn't. The report must be made within 5 days of the convicted ruling.

When sponsored by a state or a state organization or participating in social activities related to workplace activities, the members of the group will not be danger to members of themselves, other groups, or the general public, or will impair the state's reputation. It is required to act in a way that is not.

In order to inform the team members of the important provisions of this policy, the state has established a drug abuse prevention enlightenment program. This program provides information about the risk and impact of drug abuse in the workplace, resources available to team members, and the results of violating this policy. Team members who have doubts and concerns about addiction and drug abuse are encouraged to use resources in employee support programs. Team members can also consult with their boss, personnel department, or HRMS about these issues and policy, get assistance, and introduce appropriate resources in the region.

Team members who have been violated by this policy will be subject to disciplinary action, including dismissal, and will participate in drug abuse rehabilitation or treatment programs.

Effective date: June 1, 2023 < SPAN> Manager is working in inappropriate team members, and does not expose themselves or others to danger, but have a safe manner in a safe way. If you decide that it cannot be done effectively, you can ask Chemmers to leave the workplace. Team members may need to use annual vacation or sick leave. If the manager decides that a team member should not drive a car, the manager needs to arrange the means of transportation for the team member. If the team member refuses to pick up and claims to drive a car, the manager will notify the police authorities that the team member is not suitable for driving a car. After that, the police authorities are appropriately notified.

Based on the "Workplace Law without Drugs, a team member of the state who performs a contract with the government and subsidies must report to the state if he is convicted of a dru g-related acts in the workplace. It doesn't. The report must be made within 5 days of the convicted ruling.

When sponsored by a state or a state organization or participating in social activities related to workplace activities, the members of the group will not be danger to members of themselves, other groups, or the general public, or will impair the state's reputation. It is required to act in a way that is not.

In order to inform the team members of the important provisions of this policy, the state has established a drug abuse prevention enlightenment program. This program provides information about the risk and impact of drug abuse in the workplace, resources available to team members, and the results of violating this policy. Team members who have doubts and concerns about addiction and drug abuse are encouraged to use resources in employee support programs. Team members can also consult with their boss, personnel department, or HRMS about these issues and policy, get assistance, and introduce appropriate resources in the region.

Team members who have been violated by this policy will be subject to disciplinary action, including dismissal, and will participate in drug abuse rehabilitation or treatment programs.

Effective Date: June 1, 2023 The manager is working in an inappropriate state of the team, and effectively the basic function of duties in a safe way without risking himself or others. If you decide that you cannot do it, you can ask Chemmers to leave the workplace. Team members may need to use annual vacation or sick leave. If the manager decides that a team member should not drive a car, the manager needs to arrange the means of transportation for the team member. If the team member refuses to pick up and claims to drive a car, the manager will notify the police authorities that the team member is not suitable for driving a car. After that, the police authorities are appropriately notified.

Based on the "Workplace Law without Drugs, a team member of the state who performs a contract with the government and subsidies must report to the state if he is convicted of a dru g-related acts in the workplace. It doesn't. The report must be made within 5 days of the convicted ruling.

When sponsored by a state or a state organization or participating in social activities related to workplace activities, the members of the group will not be danger to members of themselves, other groups, or the general public, or will impair the state's reputation. It is required to act in a way that is not.

In order to inform the team members of the important provisions of this policy, the state has established a drug abuse prevention enlightenment program. This program provides information about the risk and impact of drug abuse in the workplace, resources available to team members, and the results of violating this policy. Team members who have doubts and concerns about addiction and drug abuse are encouraged to use the resources of employee support programs. Team members can also consult with their boss, personnel department, or HRMS about these issues and policy, get assistance, and introduce appropriate resources in the region.

Team members who have been violated by this policy will be subject to disciplinary action, including dismissal, and will participate in drug abuse rehabilitation or treatment programs.

Effective date: June 1, 2023

North Dakota provides electronic communication equipment (ECD) and information technology (IT) infrastructure to promote business communication between state governments, educational institutions, governmen t-designated cities, and their business officials. These devices include telephone (mobile phones and smartphones), multifunctional printers, tablet terminals, laptop computing devices, workstations, video equipment, all computers and networ k-related hardware, software ( e-mail, Internet, Instant messaging, including blogs) and / or peripherals. Devices connected to the state computing infrastructure must not hurt North Dakota's reputation or impair the integrity of the system.

This policy applies to both the stat e-owned device and the device owned by a team member who is synchronized or directly connected to the state IT network infrastructure. Unless the law is exempted, all electronic communications follow the North Dakota Public Record Law. The ECD in North Dakota does not belong to any group member's welfare program.

Use of e-telecommunications equipment

The team members of the team members provide the necessary equipment (such as desktops or laptop computers) and are responsible for their maintenance and exchange. In addition to laptops and desktop personal computers, depending on the occupation, you may need to use portable computing devices such as smartphones, smartphones, and tablet devices.

The institution is responsible for determining whether to provide a stat e-owned portable computing device, or to synchronize with a personal portable computing device or directly connected on the state computing infrastructure. 。 Each situation should be considered individually based on the duties and positions of team members.

All electronic communications are subject to the North Dakota Public Records (NDCC 44-04-18).

Available in use

The state's policy is to limit the use of state ECDs to public affairs. However, if you use your personal use (personal use is not considered to be working hours), outside of working hours, and following the following conditions of this policy, the use of ECD may be allowed: < Span> North. Dakota provides e-telecommunications equipment (ECD) and information technology (IT) infrastructure to promote business communication between the state government, educational institutions, governmen t-designated cities, and their business officials. These devices include telephone (mobile phones and smartphones), multifunctional printers, tablet terminals, laptop computing devices, workstations, video equipment, all computers and networ k-related hardware, software ( e-mail, Internet, Instant messaging, including blogs) and / or peripherals. Devices connected to the state computing infrastructure must not hurt North Dakota's reputation or impair the integrity of the system.

This policy applies to both the stat e-owned device and the device owned by a team member who is synchronized or directly connected to the state IT network infrastructure. Unless the law is exempted, all electronic communications follow the North Dakota Public Record Law. The ECD in North Dakota does not belong to any group member's welfare program.

Use of e-telecommunications equipment

The team members of the team members provide the necessary equipment (such as desktops or laptop computers) and are responsible for their maintenance and exchange. In addition to laptops and desktop personal computers, depending on the occupation, you may need to use portable computing devices such as smartphones, smartphones, and tablet devices.

The institution is responsible for determining whether to provide a stat e-owned portable computing device, or to synchronize with a personal portable computing device or directly connected on the state computing infrastructure. 。 Each situation should be considered individually based on the duties and positions of team members.

All electronic communications are subject to the North Dakota Public Records (NDCC 44-04-18).

Available in use

The state's policy is to limit the use of state ECDs to public affairs. However, if you use your personal use (personal use is not regarded as working hours), outside of working hours, and following the following conditions of this policy, the use of ECD may be allowed: North Dakota. We provide electronic communication devices (ECD) and information technology (IT) infrastructure to promote business communication between state governments, educational institutions, governmen t-designated cities, and their business officials. These devices include telephone (mobile phones and smartphones), multifunctional printers, tablet terminals, laptop computing devices, workstations, video equipment, all computers and networ k-related hardware, software ( e-mail, Internet, Instant messaging, including blogs) and / or peripherals. Devices connected to the state computing infrastructure must not hurt North Dakota's reputation or impair the integrity of the system.

This policy applies to both the stat e-owned device and the device owned by a team member who is synchronized or directly connected to the state IT network infrastructure. Unless the law is exempted, all electronic communications follow the North Dakota Public Record Law. The ECD in North Dakota does not belong to any group member's welfare program.

Use of e-telecommunications equipment

The team members of the team members provide the necessary equipment (such as desktops or laptop computers) and are responsible for their maintenance and exchange. In addition to laptops and desktop personal computers, depending on the occupation, you may need to use portable computing devices such as smartphones, smartphones, and tablet devices.

The institution is responsible for determining whether to provide a stat e-owned portable computing device, or to synchronize with a personal portable computing device or directly connected on the state computing infrastructure. 。 Each situation should be considered individually based on the duties and positions of team members.

All electronic communications are subject to the North Dakota Public Records (NDCC 44-04-18).

Available in use

The state's policy is to limit the use of state ECDs to public affairs. However, if you use your personal use (personal use is not regarded as working hours), outside of working hours, and following the following conditions of this policy, the use of ECD may be allowed:

-Apse the user's execution of public affairs. -The cost and value are small. -Densing an inappropriate impression. -Dist not political or personal commercial purposes. -Time, period, and frequency are reasonable. -Mill minimal use of hardware, software, and network resources. -In only the software licensed by our engine. Unauthorized downloads for software / shared software are prohibited. ECD can be monitored at any time.

Behavior standards

Use of ECD, which does not follow the national policy, will have personal responsibilities (legal, financial, etc.). The ECD is used in professional and ethical as follows:

-Do not use ECD for detection or hacking. -Achargan, intimidation, intimidation, discrimination, slander, aggressive, sexually explicit, discomfort, or ECD should not be used to distribute or access content. -An North Dakota's computer, you must not intentionally create, distribute, copy, save, use, or send unauthorized copies of materials protected by copyright. -The use of "streaming", which uses a large amount of bandwidth of the state, the use of audio and images (including Internet radio, stock/ news, video streaming, etc.) must be restricted. -In the restricted area and places where privacy is required (toilets, etc.), use an ECD with photos/ videos/ audio functions, and do not electronically send images, videos, and audio recorded on such devices without permission. 。 -A must not be used for illegal acts, gambling, or buying and selling illegal drugs. -Do pirated software and data must not be used to copy, distribute, save, and use ECDs. -Detting or distributing viruses, not intentionally damaging the ECD, or avoiding the virus detection system. -If the virus is detected, you must report immediately.

Supported mobile device

The device that NDIT completely supports and manages is an iPhone device via the supported mobile device management (MDM) solution. Support is limited to the following: < SPAN> -It does not hinder the execution of the user. -The cost and value are small. -Densing an inappropriate impression. -Dist not political or personal commercial purposes. -Time, period, and frequency are reasonable. -Mill minimal use of hardware, software, and network resources. -In only the software licensed by our engine. Unauthorized downloads for software / shared software are prohibited. ECD can be monitored at any time.

Behavior standards

Use of ECD, which does not follow the national policy, will have personal responsibilities (legal, financial, etc.). The ECD is used in professional and ethical as follows:

-Do not use ECD for detection or hacking. -Achargan, intimidation, intimidation, discrimination, slander, aggressive, sexually explicit, discomfort, or ECD should not be used to distribute or access content. -An North Dakota's computer, you must not intentionally create, distribute, copy, save, use, or send unauthorized copies of materials protected by copyright. -The use of "streaming", which uses a large amount of bandwidth of the state, the use of audio and images (including Internet radio, stock/ news, video streaming, etc.) must be restricted. -In the restricted area and places where privacy is required (toilets, etc.), use an ECD with photos/ videos/ audio functions, and do not electronically send images, videos, and audio recorded on such devices without permission. 。 -A must not be used for illegal acts, gambling, or buying and selling illegal drugs. -Do pirated software and data must not be used to copy, distribute, save, and use ECDs. -Detting or distributing viruses, not intentionally damaging the ECD, or avoiding the virus detection system. -If the virus is detected, you must report immediately.

Supported mobile device

The device that NDIT completely supports and manages is an iPhone device via the supported mobile device management (MDM) solution. Support is limited to the following:-does not hinder the execution of the user's public affairs. -The cost and value are small. -Densing an inappropriate impression. -Dist not political or personal commercial purposes. -Time, period, and frequency are reasonable. -Mill minimal use of hardware, software, and network resources. -In only the software licensed by our engine. Unauthorized downloads for software / shared software are prohibited. ECD can be monitored at any time.

Behavior standards

Use of ECD, which does not follow the national policy, will have personal responsibilities (legal, financial, etc.). The ECD is used in professional and ethical as follows:

-Do not use ECD for detection or hacking. -Achargan, intimidation, intimidation, discrimination, slander, aggressive, sexually explicit, discomfort, or ECD should not be used to distribute or access content. -An North Dakota's computer, you must not intentionally create, distribute, copy, save, use, or send unauthorized copies of materials protected by copyright. -The use of "streaming", which uses a large amount of bandwidth of the state, the use of audio and images (including Internet radio, stock/ news, video streaming, etc.) must be restricted. -In the restricted area and places where privacy is required (toilets, etc.), use an ECD with photos/ videos/ audio functions, and do not electronically send images, videos, and audio recorded on such devices without permission. 。 -A must not be used for illegal acts, gambling, or buying and selling illegal drugs. -Do pirated software and data must not be used to copy, distribute, save, and use ECDs. -Detting or distributing viruses, not intentionally damaging the ECD, or avoiding the virus detection system. -If the virus is detected, you must report immediately.

Supported mobile device

The device that NDIT completely supports and manages is an iPhone device via the supported mobile device management (MDM) solution. Support is limited to the following:

-MDM and related applications and content. -The audio application that enables audio service from bass devices and connecting to enterprise audio solutions. -A application procured from NIC.

Any device status system or data is not allowed from "root" or default installation at the time of factory shipment. Devices owned by team members are limited to the best Effort type, and we do not provide support that needs to be interacted with team members' service providers.

Use of e-mail

You need to be careful when communicating by email. This guidance applies to all ECDs:

-Exmonal and attachments are not encrypted, so there is a risk of intercept by malicious people. -Learn all e-mail messages, including personal email messages, are the property of North Dakota and may be investigated as needed. -Exmonal users do not allow individuals who have no authority to access the North Dakota e-mail account. -The e-mail users should be careful when receiving unknown email messages and attachments. -ECD issued by the ECD does not allow access to external email accounts.

ECD cloud storage

North Dakota has set the following requirements to sync files and later access from web browsers or mobile devices:

-There is to use ONEDRIVE for Business as a portability solution for business data. Other cloud storage solutions cannot be used. -The files can only be synchronized through a business laptop, commercial mobile phones, and personal mobile phones managed by mobile device manager (MDM). Masu. Work e-mail and work documents should not be synchronized with these solutions.

1. Other responsibility of team members who use personal ECD
2. Personal ECD owners are responsible for confirming that the device is protected, the virus software is installed, enabled, and that the virus software is up to date. North Dakota is not responsible for providing virus software to personal ECDs.
3. Personal ECD owners are responsible for confirming that the latest operating system updates are applied, including all applicable security recommendations. North Dakota is not responsible for the maintenance, support, protection, replacement, repair, or data loss of personal ownership.

monitor

North Dakota is a business purpose for business purposes that include email, text messages, instant messages, voice emails, or information received or transmitted on the Internet, but are not limited to them. Reserves the right to monitor the use of networks, systems, and devices at any time without notice. Therefore, personal passwords or other personal passwords may be provided for login, but users should not expect any privacy other than the law. The government discloses records to third parties through law enforcement agencies, governments, government officials, or summons and other procedures. Therefore, team members must always confirm that communication is accurate, appropriate, and legal.

To avoid abuse of surveillance functions, browsing a system recorded on a specific team member requires approval of the Human Resources Department.

Publish mobile phone number

Financial and management policy 514 is about the publication of mobile phone numbers.

Use of device and compatibility

Financial and management policy 514 Doctor of use of equipment and compatibility.

Measures against violations