Page 125 - Personnel Policy and Procedures Manual

affected employee who was last hired to see if there is a comparable position available in another
department. If no comparable position is found in another department within sixty (60) days of the
commencement of the relationship, or if a transfer is offered and declined by the employee, all continued
rights of employment shall cease, and such employee will be separated.

Employees who are aware of an unreported workplace relationship that violates this policy shall report such
relationship to the Human Resources Department.

All employees should also remember that Augusta, Georgia maintains a strict policy against unlawful
harassment of any kind, including sexual harassment. Augusta, Georgia will vigorously enforce this policy
consistently with all applicable federal, state, and local laws.

Section 800.040 Elected Officials, Independent Boards and Authorities, and Their Employees

While applicants to positions under the jurisdiction of Augusta, Georgia elected officials, independent
boards and authorities and employees of Augusta, Georgia elected officials and independent boards and
authorities are not specifically covered under this Manual, unless such elected official or independent board
or authority has opted into the Manual on the Election Form contained herein, they are covered by any
applicable federal and state laws, including those governing equal employment opportunity and non-
discrimination. If any applicant or employee of an Augusta, Georgia elected official or 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 are more specific, detailed,
or restrictive than the Manual, the terms of the office specific policy or SOPs will apply.

All Rights Reserved – As approved by the Commission on 05-07-2019 125 | P a g e