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      ! Cover Memo Item # 3  Attachment number 1 Page 1 of 4 ORDINANCE NO. ___________ AN ORDINANCE TO AMEND THE AUGUSTA, GA CODE TITLE ONE CHAPTER SEVEN ARTICLE FOUR SECTION 1-7-51 RELATING TO THE ADOPTION OF PERSONNEL POLICIES AND PROCEDURES OF AUGUSTA, GEORGIA; TO REPEAL ALL CODE SECTIONS AND ORDINANCES AND PARTS OF CODE SECTIONS AND ORDINANCES IN CONFLICT HEREWITH; TO PROVIDE AN EFFECTIVE DATE AND FOR OTHER PURPOSES. WHEREAS, on June 21, 2011, the Augusta Georgia Commission approved removing the word “exclusive” from the Administrator’s duties; WHEREAS, on August 16, 2011, the Augusta, Georgia Commission instructed that certain substantive revisions related to application of the sections be made to the Personnel Policy and Procedures Manual; and WHEREAS, Augusta, Georgia desires to update and amend the Personnel Policy and Procedures Manual as related to the duties of the Administrator and application of the sections to be consistent with the aforementioned instructions. THE AUGUSTA, GEORGIA COMMISSION, ordains as follows: SECTION 1. Appendix B to the Augusta Georgia Code as incorporated in AUGUSTA, GA. CODE Section 1-7-51, also known as the Augusta, Georgia Personnel Policy and Procedures Manual, is hereby amended by striking the version passed on March 1, 2011 in its entirety and replacing it with the version attached hereto as Exhibit A. SECTION 2. This ordinance shall become effective on the first day of the first month following adoption in accordance with AUGUSTA, GA. CODE Section 1-7-51. SECTION 3. All ordinances or parts of ordinances in conflict herewith are hereby repealed. Adopted this _____ day of , 2011. ___________________________ David S. Copenhaver As its Mayor Attest: Item # 3  Attachment number 1 Page 2 of 4 ______________________________ Lena J. Bonner, Clerk of Commission Seal: Item # 3  Attachment number 1 Page 3 of 4 CERTIFICATION The undersigned Clerk of Commission, Lena J. Bonner, hereby certifies that the foregoing Ordinance was duly adopted by the Augusta-Richmond County Commission on_________________, 2011 and that such Ordinance has not been modified or rescinded as of the date hereof and the undersigned further certifies that attached hereto is a true copy of the Ordinance which was approved and adopted in the foregoing meeting(s). ______________________________ Lena J. Bonner, Clerk of Commission Published in the Augusta Chronicle. Date: ______________________ First Reading: Second Reading: Item # 3  Attachment number 1 Page 4 of 4 EXHIBIT A Item # 3  Personnel Policy and Procedures Manual Revisions – August 23, 2011 Reference Old Item Revision Effect Introduction Department Directors are at-will employees. The Department Directors are at-will employees. Deleted “exclusive” and (Page 11) Administrator shall have the exclusive right to The Administrator shall have the right to modify titles to be consistent recommend appointment and discharge of recommend appointment and discharge of with Consolidation Act and Department Directors to the Commission and the Department Directors to the Commission and Charter Commission shall, at its sole discretion, approve the Commission shall, at its sole discretion, or deny such recommendation. The approve or deny such recommendation. The Administrator, Clerk of Commission, DBE Administrator, Clerk of Commission, Director Federal Program Director, the Equal Opportunity of Equal Employment Opportunity and Director, and General Counsel shall be appointed Minority and Small Business Opportunities, and discharged directly by the Augusta, Georgia and General Counsel shall be appointed and Commission. discharged directly by the Augusta, Georgia Commission. Chapter 1 Employees, who leave Augusta, Georgia and are Employees, who leave employment with Clarifies that sick leave and Section then rehired within one year, will be eligible to Augusta, Georgia while in good standing and leave accruals will be returned 100.001 count past years of service when applying this are then rehired within one year, may have to employees who are rehired (Page 17) policy, provided they gave appropriate their accrued sick leave returned and rate of within one year of discharge notification of resignation and worked out their annual leave accruals reinstated, provided so long as they left in good notice. Persons rehired after one year has passed they gave appropriate notification of resignation standing and provided proper will be treated as a newly hired employee with no and worked out their notice. Persons rehired notice credit for previously worked time. after one year has passed will be treated as a newly hired employee with no credit for previously worked time. Probationary employees have no rehire/reinstatement rights. Chapter 1 Leave accrual based on month Leave accrual based on pay period Same amount of leave is Section accrued but simpler formula 100.007 for application (page 17) Chapter 1 All vacation for fire suppression personnel will be Annual Leave for fire suppression personnel Allows annual leave to be Section taken between January 1 and December 20 of may be taken between January 1 and December used throughout the year so 100.008 each year. All vacations and personal use of 31 of each year. All vacations and personal use long as it is scheduled by (Page 18) Annual Leave must be scheduled by December of Annual Leave must be scheduled by December 20 of the prior year 31st of the previous year. December 20th of the previous year. (as requested by AFD) Page 1 of 18 Item # 3 Chapter 1 When an employee is separated from Augusta, When an employee is separated from Augusta, Removed requirement of Section Georgia, such employee shall be paid for all Georgia, such employee shall be paid for all providing notice to be paid for 100.012 accrued unused AL unless he/she fails to give accrued unused AL unless he/she has failed to accrued vacation leave upon (Page 19) proper notice of resignation or has failed to complete twelve (12) months of continuous separation complete twelve (12) months of continuous service excluding periods of LWOP. service excluding periods of LWOP. Chapter 1 The maximum allowable sick leave that may be The maximum allowable sick leave that may be Increases maximum allowable Section accrued and carried into the next calendar year accrued and carried into the next calendar year for sick leave for employees who 100.016 all employees is nine hundred and ninety (990) for all employees is nine hundred and ninety remained on 8 hour shifts in (Page 20) (990) hours, other than for shift workers (8 order to provide consistent hours, other than for Firefighters. hour shifts), whose maximum is 1056 hours, amount of time off and Firefighters, whose maximum is explained in Section 100.008. Chapter 1 Employees will not be paid for unused SL. Employees will not be paid for unused SL. Clarifies that option for sick Section Provided, however, that employees who are Provided, however, that employees who are leave at retirement is governed 100.017 retiring and would be eligible for retirement retiring under the then governing defined by the retirement plan that the (Page 20) under the then governing retirement plan may be contribution retirement plan may be paid for up employee is enrolled in as paid for up to half of their accrued SL leave at to half of their accrued SL leave at retirement. required by law retirement or may convert unused SL leave Employees who are retiring under the then toward retirement credit, not to exceed six (6) governing defined benefit retirement plan may months. convert unused SL leave toward retirement credit, not to exceed six (6) months. Chapter 1 Augusta, Georgia provides military leave to Augusta, Georgia provides military leave to Clarifies that first 18 days of Section employees in accordance with the Uniformed employees in accordance with the Uniformed military leave per year are 100.026 Services Employment and Re-employment Rights Services Employment and Re-employment paid in accordance with (Page 24) Act of 1994 (USERRA) and Georgia law. Rights Act of 1994 (USERRA) and Georgia Georgia law law. In accordance with Georgia law, Augusta, Georgia provides a maximum of eighteen (18) days or one hundred forty-four (144) hours of paid leave per year for military duty as defined in O.C.G.A. §38-2-279. Page 2 of 18 Item # 3 Chapter 2 The EEO Policy shall override any internal The EEO Policy shall override any internal Allows elected officials and Section departmental policies and procedures in relation departmental policies and procedures, except independent boards and 200.019 to EEO issues or complaints. for elected officials’ and independent boards’ authorities to maintain their Page 49 and authorities’ standard operating internal investigatory regimes procedures, in relation to EEO issues or if they so choose complaints. Chapter 3 Personnel Board Appeal Procedures 1-6 5. If an employee has a conflict which will not Insert new #5 (making this Section allow the employee to attend the open hearing section 1-7) which provides a 300.014 and needs to reschedule the date of the open procedure to reschedule their (Page 61) hearing concerning their employment to the open hearing when they have next regularly scheduled meeting of the a verifiable conflict and Personnel Board, the employee must provide provides a consequence if an at least forty-eight (48) hours notice of the employee fails to attend need to reschedule and must provide written scheduled open hearing verification of the conflict to the Director of Human Resources at least twenty-four (24) hours before the scheduled open hearing. Failure to provide adequate notice or written verification of a conflict will result in the open hearing to proceed as scheduled. If an employee fails to attend the scheduled open hearing, the employee’s appeal will be denied and the decision of the Human Resources Director will be upheld. Chapter 3 None Insert Reference Numbers for Violations for Provide easy form of citing Disciplinary citations purposes violations of disciplinary Action policy Guidelines (Pp. 74-78) Page 3 of 18 Item # 3 Chapter 4 (All degrees, licenses, certifications, etc., (All degrees, licenses, certifications, etc., Clarifies that compensation Section eligibility must be approved by the Department eligibility must be approved by the Department will not be provided for 400.010 Director and the HR Director prior to the Director and the HR Director prior to the degrees, certification, or (Page 83) employee beginning the degree, licenses, employee beginning the degree, licenses, licenses earned prior to certifications, etc., for any reimbursement to be certifications, etc., for any reimbursement to be implementation of the policy authorized for payment. Authorization for authorized for payment. Authorization for payment is subject to funds availability.) payment is subject to funds availability. Payments for degrees, licenses, and certifications obtained or begun prior to implementation of this policy or prior to obtaining approval shall not be allowed.) Chapter 5 When it is asserted, by a Department Director or When it is asserted, by a Department Director Clarified circumstances under Section Elected Official other than Commissioners, that or Elected Official other than Commissioners, which exceptional 500.106 an employee’s salary requires adjustment, the that an employee’s salary requires adjustment, circumstance adjustments can (Page 92) Department Director or Elected Official shall the Department Director or Elected Official be made provide justification to adjust employee’s base shall provide justification to adjust employee’s salary due to one of the following situations: base salary. Salaries may be adjusted as follows: 1. Pay adjustments as determined by the HR Director to the Administrator. 1. Pay adjustments due to significant 2. Pay inconsistency as determined by the change in job duties up to five (5%) HR Director to the Administrator. percent as determined by the HR 3. Employee retention purposes to the Director and approved by the Administrator. Administrator; 2. Pay inequities up to fifteen (15%) percent as determined by the HR Director and approved by the Administrator; and 3. Employee retention purposes up to fifteen (15%) percent as determined by the HR Director and approved by the Administrator. Page 4 of 18 Item # 3 Chapter 5 The Human Resources Director should be Department Directors and Supervisors will be Delete first sentence because Section consulted by Department Directors prior to held accountable if they create internal inequity all salary offers are required to 500.108 making any salary offers or pay decisions. in their department. come from Human Resources (Page 93) Department Directors and Supervisors will be held accountable if they create internal inequity in their department. Chapter 5 For the purposes of determining leave accrual, For the purposes of determining leave accrual, Revised to make consistent Section service awards, and any other program based service awards, and any other program based with Section 100.001 500.115 upon length of service as eligibility criteria, a re- upon length of service as eligibility criteria, an (Page 94) hired employee who previously terminated their employee, who left employment with Augusta, employment (for any reason other than Georgia while in good standing and was retirement) within one year of termination, shall rehired within one year, shall receive prior receive prior service credit for their previous full- service credit for their previous full-time tenure time tenure with either Richmond County, the with either Richmond County, the City of City of Augusta or Augusta, Georgia and given Augusta or Augusta, Georgia and given an an adjusted hire date to be calculated by the adjusted hire date to be calculated by the Human Resources Department. Human Resources Department, provided they gave appropriate notification of resignation and worked throughout their notice period . Persons rehired after one year has passed will be treated as a newly hired employee with no credit for previously worked time. Chapter 5 Augusta, Georgia recognizes the valuable service Augusta, Georgia recognizes the valuable Deleted “or full-time” in order Section provided by long-tenured employees and provides service provided by long-tenured employees to allow retirees to be hired in 500.115 a retirement program for employees who have and provides a retirement program for a full-time capacity so long as (Page 94) reached the end of their Augusta, Georgia career. employees who have reached the end of their it is not in a regular capacity As such, it is Augusta, Georgia’s policy that Augusta, Georgia career. As such, it is Augusta, employees who have achieved retirement status Georgia’s policy that employees who have will not be reemployed in a regular or full-time achieved retirement status will not be status. A retired employee may be hired back into reemployed in a regular status. A retired a temporary part-time position only. If the former employee may be hired back into a temporary employee has received a retirement incentive part-time position only. If the former employee upon retirement, they are not eligible to be has received a retirement incentive upon rehired for twenty-four (24) months after their retirement, they are not eligible to be rehired for retirement date. twenty-four (24) months after their retirement date. Page 5 of 18 Item # 3 Chapter 5 An employee may transfer to another department An employee may transfer to another Replaced “performance Section or office after six (6) months in current position department or office after six (6) months in increase” with “pay step 500.117 and in the same classification and such transfer current position and in the same classification increase” to be consistent with (Page 95) shall not change the employee's pay rate or the and such transfer shall not change the other language in PPPM date for consideration for a pay for performance employee's pay rate or the date for increase. consideration for a pay for any pay step increase. Chapter 5 When an employee included in a structured pay When an employee included in a structured pay Replace “less” with “greater” Section plan is promoted, the employee’s salary will plan is promoted, the employee’s salary will to reflect original intent of 500.119 increase to up to ten percent (10%) above the increase ten percent (10%) above the minimum section (Page 95) minimum of the new grade or increase up to of the new grade or increase fifteen percent fifteen percent (15%) above the employee’s (15%) above the employee’s current salary, current salary, whichever is less. whichever is greater, except that such salary shall not exceed the maximum of the pay grade for the promoted position. Chapter 5 If a reclassification results in an employee If a reclassification results in an employee Deleted unnecessary language Section occupying a position of higher class and pay, the occupying a position of higher class and pay, 500.120 employee shall be promoted to the higher class. the employee shall be promoted to the higher (Page 95) In cases where promotion occurs as a result of a class. In cases where promotion occurs as a reclassification, the employee's salary will result of a reclassification, the employee's increase at least to the minimum salary of the new salary will increase at least to the minimum pay grade. If an employee is reclassified one (1) salary of the new pay grade. If an employee is grade higher, the increase will be at least the reclassified one (1) grade higher, the increase minimum salary of the new pay grade or up to will be at least the minimum salary of the new five percent (5%) more than the previous salary. pay grade or up to five percent (5%) more than If the reclassification results in two (2) or three the previous salary. If the reclassification (3) grade increases, the employee shall receive at results in two (2) or three (3) grade increases, least the minimum salary of the higher class or up the employee shall receive at least the minimum to ten percent (10%) more than the previous salary of the higher class or up to ten percent salary. If the reclassification is four (4) or more (10%) more than the previous salary. If the grades higher, the employee shall receive at least reclassification is four (4) or more grades the minimum salary of the new pay grade or up to higher, the employee shall receive at least the fifteen percent (15%) more than the previous minimum salary of the new pay grade or up to salary. When an employee included in a fifteen percent (15%) more than the previous structured pay plan is reclassified, the salary. employee’s salary will increase at least to the minimum salary of the new grade. Page 6 of 18 Item # 3 Chapter 5 The Department Director or Elected Official will The Department Director or Elected Official Deleted unnecessary language Section decide the amount of the promotional increase will decide the amount of the promotional 500.121 within the standards stated in this policy. increase within the standards stated in this (Page 95) Promotional increases are not to exceed the policy. Promotional increases are not to exceed maximum of the range. If an employee is the maximum of the range. promoted and their salary is over the maximum of the range, the employee’s salary will remain red-circled until their salary falls back within the range. Employees that do not receive a promotional increase because they are over the maximum of their new pay grade shall receive the promotional increase as a lump sum, one- time payment only. Chapter 5 The rate of pay for an employee that is demoted The rate of pay for an employee that is demoted Add pertinent language to Section for disciplinary reasons shall be reduced up to ten for disciplinary reasons shall be reduced up to make consistent with both 500.122 percent (10%) for up to three (3) grades demotion ten percent (10%) for up to three (3) grades levels of demotion (Page 96) or to the rate applicable to the new position as demotion or to the rate applicable to the new determined by the Department Director or position as determined by the Department Elected Official and approved by the Human Director or Elected Official and approved by Resources Director. A demotion of four (4) the Human Resources Director. A demotion of grades or more shall result in a reduction in salary four (4) grades or more shall result in a up to fifteen percent (15%). reduction in salary up to fifteen percent (15%) or to the rate applicable to the new position as determined by the Department Director or Elected Official and approved by the Human Resources Director. Page 7 of 18 Item # 3 Chapter 5 When an employee is demoted to a minimum of Employees who voluntarily demote shall have Deleted unnecessary, Section five percent (5%) pay cut in the new position, their rate of pay reduced up to five percent (5%) redundant language 500.124 the employee shall be paid at a rate which is for one (1) grade and up to ten percent (10%) (Pp. 96-97) within the approved range for the lower for a two (2) or three (3) grade demotion or to position. the rate applicable to the new position as determined by the Department Director or The rate of pay for an employee not included in Elected Official and approved by the Human a structured pay plan who is voluntarily demoted Resources Director. A demotion of four (4) shall have their rate of pay reduced up to ten grades or more shall result in a reduction in percent (10%) for up to three (3) grades salary up to fifteen percent (15%) or to the rate demotion, or to the rate applicable to the new applicable to the new position as determined by position as determined by the Department the Department Director or Elected Official and Director or Elected Official and approved by the approved by the Human Resources Director. Human Resources Director. A demotion of four (4) grades or more shall result in a reduction in salary up to fifteen percent (15%). The rate of pay for an employee in a structured pay plan who voluntarily demotes shall have their rate of pay reduced to the salary of the respective within the new grade. Employees who voluntarily demote outside of a structured pay plan shall have their rate of pay reduced up to five percent (5%) for one (1) grade and up to ten percent (10%) for a two (2) or three (3) grade demotion, or to the rate applicable to the new position as determined by the Department Director or Elected Official and approved by the Human Resources Director. A demotion of four (4) grades or more shall result in a reduction in salary up to fifteen percent (15%). Page 8 of 18 Item # 3 Chapter 5 Employees will be moved to the entry level pay Employees will be moved to the entry level pay Replace “less” with “greater” Section of the job grade of the vacant position or the of the job grade of the vacant position or the to reflect original intent of 500.135 employee will receive a fifteen percent (15%) employee will receive a fifteen percent (15%) section (Page 99) increase, whichever is less. The Administrator increase, whichever is greater. The may approve additional increase of up to fifteen Administrator may approve additional increase per cent (15%) if funds are available. of up to fifteen per cent (15%) if funds are available. Chapter 5 Augusta, Georgia’s Compensation Policies and Augusta, Georgia’s Compensation Policies and Added disclaimer language Section Procedures Manual was developed and Procedures Manual was developed and 500.301 implemented to provide administrative guidance implemented to provide administrative (Pp. 107- for compliance with the Fair Labor Standards Act guidance for compliance with the Fair Labor 108) of 1938 as amended and Title VII of the Civil Standards Act of 1938 as amended and Title Rights Act, as amended. VII of the Civil Rights Act, as amended. Notwithstanding any other provisions herein, all salary adjustments/pay increases, leave payouts, and other benefits provided for in this Manual are subject to available funding in the pertinent fiscal year at the sole discretion of the Augusta, Georgia Commission. Chapter 5 Green Circle Rate is the rate of pay that is less Green Circle Rate is the rate of pay that is less Replace “increases” with Section than the minimum established rate for that pay than the minimum established rate for that pay “adjustments” 500.306 grade. An employee paid under this circumstance grade. An employee paid under this (Page 108) will be eligible for increases that will bring that circumstance will be eligible for adjustments person’s salary up to the minimum of the salary that will bring that person’s salary up to the range depending on availability of funds. The minimum of the salary range depending on Human Resources Director and the Administrator availability of funds. The Human Resources may make the adjustment as deemed necessary. Director and the Administrator may make the adjustment as deemed necessary. Page 9 of 18 Item # 3 Chapter 5 The SES Group I – covers a wide spectrum of The SES Group I – covers a wide spectrum of Cleans up SES language Section executive level jobs involving managing executive level jobs involving a high level of 500.308 managers and professional staff on a daily basis, professional expertise or managing managers (Page 111) as well as leading and directing daily operational and professional staff on a daily basis, as well type work to subordinates. as leading and directing daily operational type The SES Group III – covers employees who work to subordinates. They also may manage actively participate in developing organization their department’s budget. SES Group I also policy and report directly to elected official(s), includes employees who actively participate in Commission, or Board. They advise the Elected developing organization policy for Elected Officials(s), Commission, or Board on strategy. Officials or Independent Boards or Authorities and report directly to the Elected Official or Independent Board or Authority. Jobs in this category contribute largely through the use of their level of professional expertise. The SES Group III – covers employees who actively participate in developing organization policy and report directly to the Commission or Administrator. They advise the Commission or Administrator on strategy. Chapter 5 SES Chart See Revised SES Chart Modifies SES members to be Section consistent with reorganization 500.308 and elected official opt-ins (Page 112) Chapter 7 None Note: this Chapter contains minimum Add specific disclaimer that (Page 122) requirements only. Department Directors may Department Directors institute dress and appearance requirements that are stricter or more restrictive for their respective departments. Chapter 7 Dresses and skirts must reach at least 3 inches in Dresses and skirts must reach within 3 inches in Clarify skirt and dress length Section length above the knee. length above the knee or longer. requirement 700.002 (Page 122) Page 10 of 18 Item # 3 Item # 3 Chapter 8 To be eligible to apply for a posted job, To be eligible to apply for a posted position, an Clarified language Section employees must have performed competently for employee must have performed competently for 800.006 at least six (6) months in their current position. at least six (6) months in his/her current (Page 128) Employees who have received a written warning position. Employees who have received a in the last twelve (12) months or are on a written warning, disciplinary probation, or disciplinary probation or suspension are not suspension in the last twelve (12) months are eligible to apply for posted jobs. Eligible not eligible to apply for posted positions. employees can only apply for those posted jobs Eligible employees should only apply for and for which they possess the required skills, will only be considered for those posted jobs for competencies, and qualifications. which they possess the required skills, competencies, and qualifications. Chapter 8 Reassignments or voluntary transfers at the same Reassignments, reinstatements, or voluntary Include reinstatements in Section or lower grade level. Selecting officials may transfers at the same or lower grade level. exclusion to competitive 800.007 consider applicants for vacancies who are willing Selecting officials may consider applicants for process (Page 128) to accept vacancies at any time. vacancies who are willing to accept vacancies at any time. Chapter 8 The Human Resources Department shall provide The Human Resources Department shall Clarified and makes consistent Section the methods and means by which interested provide the methods and means by which with rest of section that hand- 800.008 parties and current employees may apply for interested parties and current employees may delivered or mailed (Page 129) positions under recruitment. This process apply for positions under recruitment. This applications or resumes will includes the use of automated employment process includes the use of automated not be accepted. system (NEOGOV) which allows applicants an employment system (such as NEOGOV) which opportunity to accurately reflect their education, allows applicants an opportunity to accurately training, previous work experience, knowledge, reflect their education, training, previous work skills and abilities. The Human Resources experience, knowledge, skills and abilities. The Department will administer the process. Human Resources Department will administer the process. Applications and resumes will only be accepted through the Human Resources Department’s official electronic employment system (such as NeoGov), which Manual or hand written applications will not be allows for supplemental electronic accepted. attachments by a candidate. Manual, hand written, or e-mailed applications or resumes will not be accepted. Include e-mails and resumes Page 12 of 18 Item # 3 Chapter 8 6. The applicant must sign a waiver and 6. The applicant must sign a fitness Revised to reflect the language Section acknowledge that they are not afraid of heights to acknowledgement and certification that they on the fitness 800.011 participate in this exam. possess the physical and mental attributes acknowledgement and (Page 132) necessary to perform the tasks required to certification 15. Certification - Firefighter must receive the participate in this exam. Intermediate EMT certification within 12 months Driving Privileges – Firefighters must of hire. maintain a valid Georgia driver’s license or will be subject to discipline, up to and Includes requirement of valid including discharge, in accordance with the driver’s license throughout Fire Department’s policies and procedures. employment in accordance Notwithstanding the limitations in Section with FD policies and 1000.102 herein, Fire Fighters may drive Fire procedures Department vehicles with appropriate supervisor approval. Certification - Firefighter must receive the Intermediate EMT certification within 12 months of hire. Chapter 8 These exams are conducted to meet the NFPA These exams are conducted to meet the NFPA Website is password protested Section 1582 standard. This standard can be read in detail 1582 standard. This standard is to be available so needed to make alternative 800.011 at the following internet site, www.nfpa.org. for review at the Fire Department availability (Page 132) Administration building. Chapter 8 The employment interview is part of the selection The employment interview is part of the Allows waiver of the Section process. The primary function of the interview is selection process. The primary function of the interview process if the 800.013 to obtain data or to assess certain knowledge, interview is to obtain data or to assess certain applicant is from the same (Page 134) skills, and abilities of a candidate not available knowledge, skills, and abilities of a candidate department as the posted through review of applications. not available through review of applications. position in very limited For basically qualified applicants from the circumstances, such as the same department as the posted position, only applicant. interviews may be waived with prior approval by the Employment Manager in very limited circumstances. Chapter 8 Refer to Compensation Manual for salary offers Refer to Section 500.119 for salary offers that Make consistent with Section Section that exceed (10) percent of the minimum salary exceed ten (10) percent of the minimum salary 500.119 800.014 range or up to (15) percent above current salary range or up to fifteen (15) percent above current (Page 135) for promotions, whichever is less. salary for promotions, whichever is greater. Page 13 of 18 Item # 3 Chapter 8 The following minimum sanctions are to be The following minimum sanctions are to be Properly updates criteria and Section imposed on applicants when the position applied imposed on applicants when the position provides cross-reference 800.016 for requires the operation of an Augusta, Georgia applied for requires the operation of an (Page 137) vehicle - Augusta, Georgia vehicle - Disqualification if the applicant scores 7 or Disqualification if the applicant has convicted of more points on the Risk Management MVR a DUI in the past seven (7) years; and Review Form (See Form RM-MVR-RF after Disqualification if the applicant has accrued more Chapter 11 herein). than ten (10) points on their license within the past seven (7) years. Chapter 8 The Human Resources Department tracks The Human Resources Department tracks Allows delegation Section orientation attendance. Departments will be orientation attendance. Departments will be 800.021 notified by a memorandum from the HR Director notified by a memorandum from the HR (Page 142) if employees fail to complete the orientation in Director or his/her designee if employees fail the time frame indicated. to complete the orientation in the time frame indicated. Chapter 8 Order of Layoff - Should it become necessary to Order of Layoff - Should it become necessary Clarifies factors and provides Section reduce the number of employees within a given to reduce the number of employees within a access to employees for 800.027 class in any department, such employees shall be given class in any department, such employees review (Page 146) laid off on the basis of the following three factors shall be laid off on the basis of the following to be weighted equally - length of service in class, three factors to be weighted equally - length of length of service with the government, and service in class, length of service with the performance evaluations for the last three years. government, and performance evaluations for the last three years – as these factors are defined and accounted for in the Standard Operating Procedure for Reduction in Force Selection for Employees within a given class in any department (a copy of this SOP is available for review in the Human Resources Department). Page 14 of 18 Item # 3 Chapter 8 It is the policy of Augusta, Georgia to provide It is the policy of Augusta, Georgia to provide Allows a higher premium to Section employees with a work environment that is both employees with a work environment that is both be charged to smokers and 800.033 safe and healthy. safe and healthy. All employees that smoke are provides information to obtain (Page 149) encouraged to contact the Human Resources access to an ADA approved Department for information about an ADA smoking cessation program approved Smoking Cessation Program. Employees that smoke or who have dependants who smoke may be charged a higher premium for health insurance. Chapter 8 If an appropriate accommodation cannot be made, If an appropriate accommodation cannot be Correct Scribner’s error Section other options (for example, placing the employee made, other options (for example, placing the 800.037 of leave or termination of employment) may be employee on leave or termination of (Page 152) considered and will be communicated to the employment) may be considered and will be employee by Human Resources. communicated to the employee by Human Resources. Chapter 8 If Human Resources deems it necessary, the Inserted new #6 Section employee may be required to obtain a second 800.038 opinion from another independent, third-party (Page 153) licensed health care professional chosen by Human Resources. Page 15 of 18 Item # 3 Chapter 8 While applicants to positions under the While applicants to positions under the Clarifies that elected officials Section jurisdiction of Augusta, Georgia elected officials jurisdiction of Augusta, Georgia elected can have more specific or 800.040 and employees of Augusta, Georgia elected officials, independent boards and authorities restrictive policies which (Page 155) officials are not specifically covered under this and employees of Augusta, Georgia elected govern their office Manual, unless such elected official has opted officials and independent boards and into the Manual on the Election Form by an authorities are not specifically covered under Elected Official contained herein, they are this Manual, unless such elected official or covered by any applicable federal and state laws, independent board or authority has opted into including those governing equal opportunity and the Manual on the Election Form contained non-discrimination. If any applicant or employee herein, they are covered by any applicable of an Augusta, Georgia elected official desires to federal and state laws, including those determine whether a particular elected official has governing equal opportunity and non- opted into this Manual, they may do so by discrimination. If any applicant or employee of contacting the Augusta, Georgia Human an Augusta, Georgia elected official or Resources Department. independent board or authority desires to determine whether a particular elected official or independent board or authority has opted into this Manual, they may do so by contacting the Augusta, Georgia Human Resources Department. In cases where an elected official or independent board or authority has opted to have its employees covered by this Manual, all references in the Manual to the Administrator shall refer to the elected official or governing body of the independent board or authority or his/her/its designee (except in matters that for consistency purposes must remain the Administrator – i.e. annual leave buy-back). The elected official or independent board or authority may also have office specific policies or standard operating procedures (“SOPs”) which also govern the employment of the employees of the elected official or independent board or authority. For any matter in which the office specific policy or SOPs areof 18 Page 16 more specific, detailed, or restrictive than the Manual, the terms of Item the# 3 office specific policy or SOPs will apply. Chapter 10 See also Section F of this Chapter See also Sections 1000.501-1000.503 of this Update cross-reference Section Chapter 1000.008 (Page 186) Chapter 10 See also Section E of this Chapter See also Sections 1000.401-1000.411 of this Update cross-reference Section Chapter 1000.009 (Page 186) Chapter 10 A. Chairperson - Director, Finance A. Chairperson - Director, Finance Modified to fit reorganization Section Department (Votes to break tie votes) Department (Votes to break tie votes) 1000.502 B. Co-chairperson - Risk Management B. Co-chairperson - Risk Management (Pp. 209- Manager (Nonvoting Member) Manager (Nonvoting Member) 210) C. Chief Deputy of Administration - Sheriff's C. Chief Deputy of Administration - Department (Member) Sheriff's Department (Member) D. Battalion chief or higher- Fire Department D. Battalion chief or higher- Fire (Member) Department (Member) E. Warden - RCCI (Member) E. Deputy Administrator of Operations F. Assistant Director Public Works (Member) (Member) G. Superintendent - Utilities (Member) F. Director of Engineering or Assistant H. Director of Recreation (Member) Director of Traffic Engineering I. Workers' Compensation Coordinator (Member) (serves as Secretary - Nonvoting) G. Director or Assistant Director - Environmental Services (Member) H. Director or Assistant Director - Utilities Department(Member) I. Director or Assistant Director - Recreation, Parks & Facilities Department (Member) J. Workers' Compensation Coordinator (serves as Secretary - Nonvoting) Page 17 of 18 Item # 3 Chapter 11 TO ESTABLISH COMMON WRITTEN POLICY TO ESTABLISH COMMON WRITTEN POLICY Clarify that employee is not Section AMONG DEPARTMENTS - Employees must AMONG DEPARTMENTS - Employees must responsible for damage to 1100.307 exercise due care with small and/or portable exercise due care with small and/or portable property if occurred during an (Page 220) equipment assigned for their use, i.e. power tools, equipment assigned for their use, i.e. power emergency situation such as a two-way radios, laptop computers, GPS handheld tools, two-way radios, laptop computers, GPS fire devices, cameras, cell phones, pagers, etc. When handheld devices, cameras, cell phones, pagers, equipment of a portable nature is issued/assigned etc. When equipment of a portable nature is to an employee and that equipment is lost, issued/assigned to an employee and that damaged, destroyed or stolen (not recovered) the equipment is lost, damaged, destroyed or stolen employee will be expected to pay the replacement (not recovered), in a non-emergency situation, cost of such property. the employee will be expected to pay the replacement cost of such property. Definitions None At-will Employee – An employee that can be Add definition for at-will (Page 254) discharged at any time with or without cause employee and does not have any appeal rights under the disciplinary policies and procedures. Definitions None Non-classified Employee – An employee Add definition for non- (Page 262) (usually of an elected official or independent classified employee board or authority) who holds a position that is not covered by the Augusta, Georgia Classified Service. Page 18 of 18 Item # 3 
            
       

                              
     
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