Page 122 - Personnel Policy and Procedures Manual

G. While operating a vehicle, employees may not answer a Device unless and until they pull over in a
safe spot (or let a passenger answer the call). If it is urgent, an employee may accept or return a call
or text, provided that he/she remain parked off the roadway. An employee may not resume driving
until the conversation is over. Employees may not make outgoing calls or respond to text messages
or e-mails while driving. If an employee needs to place a call or respond to a text or e-mail, he/she
must first pull over in a safe spot.

H. Any employee found in violation of the policy will be subject to discipline, up to and including
termination, in accordance with the discipline procedure.

Section 800.037 Fitness-For-Duty Policy

Augusta, Georgia endeavors to provide a safe and productive work environment for the benefit of all the
employees and citizens of Augusta, Georgia. Staff are expected to manage their health in such a way that
they can safety and affectively perform their essential job functions and to discuss with their supervisor any
circumstances that may impact their ability to do so. Augusta, Georgia may require professional evaluation
of an employee’s physical or mental capabilities to determine his or her ability to perform essential job
functions. Such evaluations are conducted by an independent, third-party licensed health professional and
are undertaken only after careful review of Augusta, Georgia Human Resources. To the extent possible,
Augusta, Georgia will protect the confidentiality of the evaluation and results.

Human Resources will:
• Review the circumstances that led to the referral for an evaluation;
• Determine whether or not a fitness-for-duty evaluation is necessary;
• Select the health care professional who will perform the evaluation;
• Notify the employee in writing if an evaluation is deemed necessary; and
• Review results and determine what, if any, action is appropriate.

If the evaluation by a health care professional concludes that the employee is not able to perform the
essential functions of his or her position, Human Resources will work with the employee and employing
department to determine if there is a reasonable accommodation that will allow the employee to continue
working. If an appropriate accommodation cannot be made, other options (for example, placing the
employee on leave or termination of employment) may be considered and will be communicated to the
employee by Human Resources.

This evaluation process is for only those situations where reliable observations indicate that the employee
may not be physically or mentally able to perform the essential functions of his or her position due to a
physical or mental condition. It is not intended to be a substitute for sick or medical leave requests, workers’
compensation claims, allegations of violence in the workplace, situations where there is an immediate threat
of harm or for performance management or disciplinary processes. Supervisors should continue to address
performance problems through the implementation of corrective or disciplinary action as appropriate.

Related Polices and Resources

Work-Related Injuries or Illness
All matters relating to job-related illness or injury must be referred to the Risk Management office. This
includes, but is not limited to, benefits eligibility, medical certifications, the length of leave, return to work,
and accommodation for return to work.
All Rights Reserved – As approved by the Commission on 05-07-2019 122 | P a g e