SOP_NUMBER: 104.26
TITLE: Relocations
REFERENCE_CODE: IVO05-0004
DIVISION: Administration & Finance (Human Resources)
TOPIC_AREA: 104 Policy-HR Relocate/Suspend/Demote/Terminate
EFFECTIVE_DATE: 2020-04-28
WORD_COUNT: 522
POWERDMS_URL: https://public.powerdms.com/GADOC/documents/105230
URL: https://gps.press/sop-data/104.26/

SUMMARY:
This policy establishes procedures for GDC management to relocate employees between work locations (facilities, centers, or offices) based on operational needs such as reorganization, filling vacancies, or improving workplace effectiveness. Employees in Warden, Deputy Warden, and Superintendent positions are subject to relocation as a condition of employment. All relocations require advance written notice from the Appointing Authority, and cannot be made arbitrarily, for harassment, or as punishment. When partial relocation is necessary, voluntary agreement is attempted first; if unsuccessful, a reduction-in-force plan is used to select employees, subject to Human Resources Director approval.

KEY_TOPICS: employee relocation, job transfers, reassignment, Warden positions, Deputy Warden positions, Superintendent positions, advance notice, reduction in force, RIF, relocation expenses, Appointing Authority, Human Resources Director approval, facility transfers

ATTACHMENTS:
  1. Relocation Terms and Conditions Employment Notice
     URL: https://gps.press/sop-data/104.26-att-1/

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FULL TEXT:
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|GEORGIA DEPARTMENT OF CORRECTIONS<br>Standard Operating Procedures|Col2|Col3|
|---|---|---|
|**Policy Name:** Relocations|**Policy Name:** Relocations|**Policy Name:** Relocations|
|**Policy Number:** 104.26|**Effective Date:** 4/28/2020|**Page Number:** 1 of 2|
|**Authority:**<br>Commissioner<br>|**Originating Division:** <br>Administration & Finance<br>Division (Humans Resources)<br>|**Access Listing:**<br>Level I: All Access<br>|



**I.** **Introduction and Summary:**

An Appointing Authority may relocate an employee. The costs of relocation may be
reimbursable under the Office of Planning and Budget regulations. Management has the
responsibility to accomplish the mission of the agency and may relocate employees as
necessary to carry out this responsibility. Reasons for relocating an employee may
include, but are not limited to: reorganizing or abolishing functions, filling vacancies
requiring experience not practicably attainable through promotion or hiring of new
employees and removing an employee from a work situation in which the employee is no
longer effective. Employees may not be relocated arbitrarily, or for purposes of
harassment or punishment.

**II.** **Authority:**

A. Ga Comp. R. & Regs.: 478-1-.15, 478-1-.20, 478-1-.04, and 478-1-.27;

B. Office of Planning and Budget Policy Memorandum No. 2, Revision 7, Rules

Governing the Payment of Intrastate Relocation Expense to State Employees; and

C. Georgia Department of Corrections (GDC) Standard Operating Procedures (SOPs):

406.10, Employee Relocation Expense and 104.43, Employee Complaint Resolution
Procedure.

**III.** **Definitions:**

A. **Relocation -** The reassignment of an employee from one work location

(facility/center/office) to another resulting from transfer, promotion, demotion,
relocation of function, or reassignment of duties.

**IV.** **Statement of Policy and Applicable Procedures:**

A. When an employee is being Relocated, the Appointing Authority must provide
advance written notice, specifying the effective date of the Relocation. The
Appointing Authority should make a good faith effort to provide the employee the
maximum amount of notice possible.

B. Employees in Warden, Deputy Warden or Superintendent job series are subject to

Relocation as a condition of employment, based on Department requirements
(Attachment 1).

C. When it is necessary to move some, but not all, employees in the same job at one


|GEORGIA DEPARTMENT OF CORRECTIONS<br>Standard Operating Procedures|Col2|Col3|
|---|---|---|
|**Policy Name:** Relocations|**Policy Name:** Relocations|**Policy Name:** Relocations|
|**Policy Number:** 104.26|**Effective Date:** 4/28/2020|**Page Number:** 2 of 2|
|**Authority:**<br>Commissioner<br>|**Originating Division:** <br>Administration & Finance<br>Division (Humans Resources)<br>|**Access Listing:**<br>Level I: All Access<br>|



location, the Appointing Authority will attempt to establish an agreement between all
parties involved for voluntary Relocation. If a voluntary agreement cannot be reached,
a reduction-in-force plan conducted in accordance with 478-1-.25 of the Rules of the
State Personnel Board will be used to select any classified employee(s) involved for
Relocation. Selection of unclassified employees for Reduction in Force (RIF) should
follow the classified process if feasible. No RIF plan will commence without the
approval of the Department Human Resources Director.

D. Unless the Relocation is agreed upon by both units involved and the employee

concerned, the employee may not be Relocated without prior approval of the
appropriate Appointing Authority who must consult with the Department Human
Resources Director prior to granting permission.

**V.** **Attachments:**

Attachment 1: Relocation Terms and Conditions Employment Notice

**VI.** **Record Retention of Forms Relevant to this Policy:**

Upon completion, Attachment 1 shall be retained permanently in the employee’s personnel
file.