Page 39 - Personnel Policy and Procedures Manual

Discrimination and harassing behavior are destructive to our culture and against our core values. We have
no tolerance whatsoever for unlawful discrimination or harassment based on race, color, religion, gender,
age, national origin, disability, military service or status, veteran status, citizenship status, or any other
characteristic protected by federal, state or local law.

Discrimination is any unfair or unfavorable treatment suffered by any employee because of the employee’s
inclusion in a protected category. The areas of employment which may be affected by discrimination
include, but are not limited to, compensation, promotions, recruiting, job evaluations, job training, and
hiring. Harassment is a form of discrimination. Harassment consists of unwelcome conduct, whether
verbal, physical, or visual, that is based upon any category protected by law. Harassing behaviors may
include, but are not limited to, racist, sexist, ethnic, or other derogatory comments, name-calling, kidding,
teasing, or jokes directed at one person or group belonging to a protected category.

Augusta, Georgia will not tolerate discriminatory or harassing conduct that affects pay or benefits, that
interferes with an individual's work performance, or that creates an intimidating, hostile, or offensive
working environment. Augusta, Georgia will not tolerate discrimination or harassment of employees by
anyone, including any supervisor, co-worker, vendor, client, customer, or visitor.

Any individual either experiencing or observing a suspected incident of discrimination or harassment should
report the incident to their supervisor, to any Department Head, or to the EEO Officer. If the complaint
involves the employee's supervisor, department director, or anyone else in a supervisory position over the
employee, the employee should report the incident to the Human Resources Department or to the EEO
Officer. Any manager who receives a report of discrimination or harassment must immediately report it to
the EEO Officer, but in any event no later than three (3) working days after receipt of the complaint.

All complaints of discrimination and harassment will receive immediate attention. Augusta, Georgia's
policy is to investigate all such complaints thoroughly, promptly, and in an impartial manner. If such an
investigation reveals that the complaint is valid, Augusta, Georgia will administer disciplinary and other
corrective action as appropriate to stop the discrimination or harassment and prevent its recurrence. Such
disciplinary action shall include any corrective action deemed necessary, up to and including immediate
termination of employment. Discipline will be based on the seriousness of the offense. To the fullest extent
practicable, Augusta, Georgia will keep complaints, related investigations, and the terms of their resolution
confidential. Retaliation against reporters of harassment or individuals who cooperate with a corresponding
investigation is strictly prohibited and will result in discipline up to and including termination.

Respect and dignity for others is the key to providing a discrimination and harassment-free workplace. All
Augusta, Georgia employees are responsible for helping to assure that we successfully avoid discrimination
and harassment and their effects.

Section 200.003 Disability Accommodation

Augusta, Georgia is committed to complying fully with the Americans with Disabilities Act (ADA) and
ensuring equal opportunity in employment for qualified persons with disabilities. All employment practices
and activities are conducted on a non-discriminatory basis.

Hiring procedures and provide persons with disabilities meaningful employment opportunities. Pre-
employment inquiries are made only regarding an applicant's ability to perform the essential duties of the
position.

All Rights Reserved – As approved by the Commission on 05-07-2019 39 | P a g e