Page 42 - Personnel Policy and Procedures Manual

(J) Conducting multicultural recruitment initiatives to promote a diverse applicant pool of
qualified candidates, as needed.

Section 200.006 EEO Office Oversight and Jurisdiction

EEO Office Coverage

The official organizational name of Equal Employment Opportunity, Equal Opportunity Office, EEO, or
any similarly-phrased name shall be exclusively designated to this specific office.

The EEO Office will collaborate with employees, managers, and various departments to promote EEO
compliance, systemic inclusion, and diversity.
The EEO Office may mediate in organizational matters which directly connect to EEO laws and the
expansion of diversity. In addition, the EEO Office may become involved in matters relating to
organizational diversity, respond to inquiries by the Augusta, Georgia Commission, and serve as a
consultant to the Commission. In matters involving overall department-wide or organizational
investigations, the EEO Office will make recommendations for changes to the Commission after
consultation with the Administrator.

Augusta, Georgia employee EEO issues include:

1. Allegations of unlawful discrimination based on race, color, gender, pregnancy status,
marital status, genetic information, national origin, age, religion, disability, and veteran’s
status;

2. Allegations of harassment, including sexual harassment, as defined under federal
employment laws and EEOC Guidelines; and

3. Allegations of retaliation for asserting legally protected rights.

The Augusta, Georgia EEO Office Policy and Procedures do NOT apply to:

1. General personnel matters and personality conflicts that the employee states or concedes are
not based on race, color, gender, pregnancy status, marital status, genetic information,
national origin, age, disability, religion, veteran’s status or EEO-related retaliation;

2. Issues or claims pending before any court;

3. Any adverse employment action that is not based on race, color,
gender, pregnancy status, marital status, genetic information, national origin, disability, age,
religion, veteran’s status or EEO-related retaliation including but not limited to termination,
demotion, denial of a job interview, denial of promotion, reassignment, department
reorganizations, furlough, layoff from duties because of lack of work, or other action
resulting from a reduction in the work force or job abolition;

4. Elected officials and their direct-report employees (unless such elected official submitted a
written, signed notice opting into the Augusta, Georgia Personnel Policy and Procedures
Manual);

All Rights Reserved – As approved by the Commission on 05-07-2019 42 | P a g e