Page 112 - Personnel Policy and Procedures Manual

Section 800.022 Immigration Law Compliance

Augusta, Georgia is committed to employing only United States citizens and aliens who are authorized to
work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition
of employment, must complete the Employment Eligibility Verification Form I-9 and present
documentation establishing identity and employment eligibility. Within three days of the new hire
employment date, and upon completion of Form I-9, Human Resources will submit a request through the
E-Verify Employment Eligibility Verification system. Human Resources will immediately receive notice
if the employee has received 1) Employment Authorization, 2) SSA Tentative Non-confirmation, or 3) DHS
Verification in Process notice. The State of Georgia, in conjunction with Homeland Security, implemented
this employment eligibility requirement July, 2007.

Employees with questions or seeking more information on immigration law issues are encouraged to contact
the Employment Manager. Employees may raise questions or complaints about immigration law
compliance without fear of reprisal.

Section 800.023 Conflicts of Interest

Employees have an obligation to conduct business within guidelines that prohibit actual or potential
conflicts of interest. This policy establishes only the framework within which Augusta, Georgia wishes the
business to operate. The purpose of these guidelines is to provide general direction so that employees can
seek further clarification on issues related to the subject of acceptable standards of operation. Contact the
Human Resources Director for more information or questions about conflicts of interest.

An actual or potential conflict of interest occurs when an employee is in a position to influence a decision
that may result in a personal gain for that employee or for a relative as a result of Augusta, Georgia's business
dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or
whose relationship with the employee is similar to that of persons who are related by blood or marriage.

Transactions with outside firms must be conducted within a framework established and controlled by the
executive level of Augusta, Georgia. Business dealings with outside firms should not result in unusual gains
for those firms. Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual price
breaks/increases, and other windfalls designed to ultimately benefit the employer, the employee, or both.
Promotional plans that could be interpreted to involve unusual gain require specific executive-level
approval.

No "presumption of guilt" is created by the mere existence of a relationship with outside firms. However,
if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative
that they disclose to an officer of Augusta, Georgia as soon as possible the existence of any actual or
potential conflict of interest so that safeguards can be established to protect all parties.

Personal gain may result not only in cases where an employee or relative has a significant ownership in a
firm with which Augusta, Georgia does business, but also when an employee or relative receives any
kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings
involving Augusta, Georgia.

All Rights Reserved – As approved by the Commission on 05-07-2019 112 | P a g e