Page 78 - Personnel Policy and Procedures Manual

Employee Initiated
Any employee who feels that his or her position was adversely effected by a reclassification, reallocation,
and/or reorganization may seek reconsideration of the adverse action by submitting to his or her Department
Director the reasons the adverse action was inappropriate. If the Department Director deems that
reconsideration is appropriate, the Department Director shall complete the steps under Department Director
initiated appeals below. If the Department Director does not believe that reconsideration is appropriate, the
Department Director shall provide the employee with a written explanation why reconsideration in not
appropriate.

Department Director Initiated
Of his or her own will or at the request of an employee, a Department Director may seek reconsideration of
any position adversely effected by a reclassification, reallocation, and/or reorganization. In order to seek a
reconsideration, the Department Director shall submit the following to the Human Resources Director:

a. Position control information for current and previous position (obtain from finance department);
b. Name, pay rate and grade for the position at issue;
c. Addition/deletion of duties and responsibilities for the position at issue;
d. Current and proposed (if reconsideration granted) organizational charts (for your department);
e. Proposed job description for position at issue; and
f. Availability of funding in the current Fiscal Year to support the reconsideration.

Upon receipt of this information, the Human Resources Director will reconsider the adverse impact upon
the position at issue. If the Human Resources Director grants the reconsideration, steps will be taken to
institute the reconsideration. If the Human Resources Director denies the reconsideration, the Department
Director will be provided a written explanation why the reconsideration was denied.

D. OTHER COMPENSATION-RELATED POLICIES

Section 500.301 Compliance

Augusta, Georgia’s Compensation Policies and Procedures Manual was developed and implemented to
provide administrative guidance for compliance with the Fair Labor Standards Act of 1938 as amended and
Title VII of the Civil Rights Act, as amended. Notwithstanding any other provisions herein, all salary
adjustments/pay increases, leave payouts, and other benefits provided for in this Manual are subject to
available funding in the pertinent fiscal year at the sole discretion of the Augusta, Georgia Commission.

Section 500.302 Interpretations

Questions concerning the interpretation of these policies and procedures should be directed to Human
Resources Director. Any disagreement between a Department Director and Human Resources Director as
to the interpretation of this policy will be referred to the Administrator.

Section 500.303 Petitions

It is the desire of Augusta, Georgia to address employee complaints concerning the administration of the
Plan first on an informal basis. Both management and employees are expected to make every effort to
resolve disagreements.

All Rights Reserved – As approved by the Commission on 05-07-2019 78 | P a g e