[ { "sop_number": "104.01", "title": "Delegation of Authority", "division": "Administration and Finance", "effective_date": "2017-10-04", "summary": "This policy establishes which GDC officials have authority to make personnel decisions on behalf of the Commissioner. It designates the Chief of Staff, Assistant Commissioners, Director of Human Resources, and Region Directors as Appointing Authorities for different employment matters, and allows limited delegation of hiring, leave approval, and adverse action authority to Field Appointing Authorities (Wardens and designated officials) within their facilities.", "url": "https://gps.press/sop-data/104.01/" }, { "sop_number": "104.02", "title": "Human Resources Records Management", "division": null, "effective_date": null, "summary": null, "url": "https://gps.press/sop-data/104.02/" }, { "sop_number": "104.03", "title": "Bulletin Boards", "division": "Administration & Finance Division (Human Resources)", "effective_date": "2022-05-25", "summary": "This policy establishes requirements for maintaining Official and Unofficial Bulletin Boards at all GDC locations. All facilities must display an Official Bulletin Board in a conspicuous location containing required federal, state, and local workplace postings, with materials sourced from the Department website. Unofficial Bulletin Boards are permitted for general employee notices but are prohibited from displaying profane, slanderous, commercial, political, or outdated materials.", "url": "https://gps.press/sop-data/104.03/" }, { "sop_number": "104.04", "title": "Employee Assistance Program_Peer Support", "division": null, "effective_date": null, "summary": null, "url": "https://gps.press/sop-data/104.04/" }, { "sop_number": "104.06", "title": "Workplace Violence", "division": "Administration & Finance (Human Resources)", "effective_date": "2021-12-16", "summary": "This policy establishes GDC's commitment to maintaining a safe work environment and outlines procedures for addressing workplace violence. It applies to all GDC employees and defines workplace violence as abusive, threatening, intimidating, disruptive, or violent behavior directed at employees, visitors, contractors, or vendors. The policy requires employees to report all threats and incidents, mandates prompt investigation by supervisors, and specifies that violations can result in disciplinary action up to dismissal and criminal charges.", "url": "https://gps.press/sop-data/104.06/" }, { "sop_number": "104.07", "title": "Position Actions", "division": "Administration Division and Finance Division (Human Resources)", "effective_date": "2020-09-03", "summary": "This policy establishes procedures for all Georgia Department of Corrections position changes, including staffing analysis, staffing audits, and personnel action submissions. It applies to all GDC employees and facilities and requires position changes to be submitted through properly completed Personnel/Position Actions (PAs) using the TeamWorks system, with appropriate approvals from Appointing Authorities and budget review before processing.", "url": "https://gps.press/sop-data/104.07/" }, { "sop_number": "104.08", "title": "Gender-Specific Post Assignments_Job Responsibilities", "division": null, "effective_date": null, "summary": null, "url": "https://gps.press/sop-data/104.08/" }, { "sop_number": "104.09", "title": "Filling a Vacancy", "division": "Administration & Finance (Human Resources)", "effective_date": "2022-05-25", "summary": "This policy establishes procedures for the Georgia Department of Corrections to select qualified applicants to fill vacant positions in accordance with state and federal laws. The policy applies to all GDC appointing authorities and employees involved in the hiring and selection process. It outlines key requirements including compliance with applicable state and federal employment laws, State Personnel Board Rules, and GDC policies, and clarifies the distinction between classified and unclassified positions and how vacancies are filled.", "url": "https://gps.press/sop-data/104.09/" }, { "sop_number": "104.10", "title": "Certifying a Peace Officer", "division": "Administrative & Finance Division (Human Resources)", "effective_date": "2018-08-28", "summary": "This policy establishes the requirements for Georgia Department of Corrections employees to obtain and maintain Peace Officer Certification through the P.O.S.T. Council. All GDC staff in positions requiring P.O.S.T. Correctional Officer Certification must meet minimum eligibility requirements including age, citizenship, education, background checks, physical/mental fitness, and examination passage before entering Basic Correctional Officer Training. Certified officers must maintain their certification and immediately report any suspension, revocation, or arrest to their appointing authority.", "url": "https://gps.press/sop-data/104.10/" }, { "sop_number": "104.12", "title": "Fingerprinting Employees", "division": "Administration Division (Human Resources)", "effective_date": "2024-12-11", "summary": "This policy requires all Georgia Department of Corrections employees, whether full-time or part-time, to be fingerprinted prior to or immediately after hiring as a condition of employment. Fingerprints are submitted electronically through the Georgia Applicant Processing Service (GAPS) for comparison against state and federal criminal databases. The policy establishes procedures for reviewing background check results, handling falsification or withholding of information, conducting periodic criminal history checks every five years, and protecting applicant privacy rights including the ability to challenge or correct criminal history records.", "url": "https://gps.press/sop-data/104.12/" }, { "sop_number": "104.13", "title": "Verification of Right to Work", "division": "Administration & Finance", "effective_date": "2018-08-28", "summary": "This policy requires all GDC employees, whether newly hired or rehired, to verify their authorization to work in the United States through the Employment Eligibility Verification (EEV) System and Form I-9. The policy establishes the acceptable documents employees must present to prove both identity and employment authorization, lists the federal and state laws that govern this requirement, and outlines the procedures HR staff must follow to verify and maintain records of work eligibility.", "url": "https://gps.press/sop-data/104.13/" }, { "sop_number": "104.14", "title": "Review of Applicant Qualifications", "division": "Administration & Finance (Human Resources)", "effective_date": "2020-10-20", "summary": "This policy establishes the process for reviewing whether job applicants meet the minimum qualifications required for employment, transfer, job change, promotion, or demotion with GDC. Appointing Authorities make preliminary qualification review decisions and conduct interviews only with applicants who meet minimum qualifications, while the Corrections Human Resource Management (CHRM) Job Evaluation Unit makes official qualification decisions for selectees before a job offer can be extended. The policy defines minimum qualifications (required education, experience, and attributes) versus preferred qualifications (desirable but not required credentials).", "url": "https://gps.press/sop-data/104.14/" }, { "sop_number": "104.15", "title": "Work Test and Permanent Status for Classified Employees", "division": "Administration & Finance", "effective_date": "2018-09-06", "summary": "This policy establishes procedures for classified employees who are promoted, demoted, or transferred within the Georgia Department of Corrections to serve an appropriate Working Test Period (probationary period of 6-12 months). During this period, employees must demonstrate they can satisfactorily perform their new position duties through formal evaluation. The policy includes requirements for mid-year reviews and procedures for achieving permanent status in the new position.", "url": "https://gps.press/sop-data/104.15/" }, { "sop_number": "104.16", "title": "Exit Questionnaires", "division": "Administrative & Finance", "effective_date": "2015-03-31", "summary": "This policy establishes procedures for collecting feedback from GDC employees who are resigning or transferring. All departing employees are offered the opportunity to complete an exit questionnaire to provide information about their work experience and reasons for leaving. The collected data is used to identify areas for improvement in employee retention and workplace conditions. Local personnel representatives are responsible for administering the questionnaire and entering the data into the system by the 10th of the month following separation.", "url": "https://gps.press/sop-data/104.16/" }, { "sop_number": "104.18", "title": "Obtaining and Using Records for Criminal Justice Employment", "division": "Administrative & Finance Division (Human Resources)", "effective_date": "2020-10-13", "summary": "This policy establishes requirements for GDC to obtain and use criminal history and driver's license records when considering applicants for employment. All job applicants must sign a Criminal/Driver History Consent Form before any criminal history records can be requested, and if an applicant refuses to sign, they cannot be hired. The policy also specifies procedures for obtaining driver's license history records, conducting multi-state background checks for POST-certified positions, and notifying applicants of adverse employment decisions based on criminal records.", "url": "https://gps.press/sop-data/104.18/" }, { "sop_number": "104.20", "title": "Hourly Employment", "division": "Administrative & Finance (Human Resources)", "effective_date": "2021-04-27", "summary": "This policy establishes procedures for hiring and managing part-time hourly employees at the Georgia Department of Corrections. It covers the process for establishing hourly positions, advertising vacancies, selecting and hiring hourly employees, tracking work time in compliance with federal labor law, and determining hourly pay rates. The policy applies to all facilities and departments within GDC that employ staff on an hourly basis (29 hours or less per week).", "url": "https://gps.press/sop-data/104.20/" }, { "sop_number": "104.21", "title": "Americans with Disabilities Act, Title I (Employment Provisions)", "division": "Administrative & Finance", "effective_date": "2017-04-25", "summary": "This policy establishes GDC's compliance with the Americans with Disabilities Act Amendments Act of 2008 and prohibits employment discrimination based on disability. The policy covers hiring practices, reasonable accommodations, pre-employment inquiries, and employment-related procedures for applicants and GDC employees. It requires that qualified individuals with disabilities receive equal employment opportunities and reasonable accommodations unless providing such accommodations would cause undue hardship to the agency.", "url": "https://gps.press/sop-data/104.21/" }, { "sop_number": "104.22", "title": "Workers Compensation", "division": "Administrative & Finance Division (Human Resources)", "effective_date": "2020-05-27", "summary": "This policy establishes procedures for Georgia Department of Corrections employees who sustain work-related injuries or occupational diseases to receive Workers' Compensation benefits as provided by state law. It requires immediate reporting of all accidents and injuries to supervisors and human resources, specifies notification procedures to the Workers' Compensation Managed Care Organization within 24 hours, and outlines requirements for medical treatment, documentation, and transitional/modified duty assignments during recovery.", "url": "https://gps.press/sop-data/104.22/" }, { "sop_number": "104.23", "title": "Return-to-Work Program", "division": "Administrative & Finance (Human Resources)", "effective_date": "2019-10-08", "summary": "This policy establishes GDC's Return-to-Work (RTW) Program to help injured and ill employees return to work safely and quickly through temporary modified job assignments. The program applies to all GDC employees who are injured or ill and cleared by a healthcare provider to return with restrictions. Key requirements include establishing a Transitional Employment Team, creating written TE plans with specific duties and timelines, and periodically reviewing and revising assignments as the employee's medical condition improves.", "url": "https://gps.press/sop-data/104.23/" }, { "sop_number": "104.25", "title": "Transfers - Internal and From Other State Agencies", "division": "Administrative & Finance (Human Resources)", "effective_date": "2018-02-23", "summary": "This policy establishes procedures for transferring Georgia Department of Corrections employees to different positions within GDC and for transferring employees from other state agencies to GDC positions. It covers lateral transfers within the same agency, lateral transfers from different agencies, and promotion/demotion transfers. The policy applies to all GDC employees seeking vacant positions and specifies requirements such as minimum 12-month retention for newly hired Correctional Officers, qualification reviews, and proper personnel action documentation.", "url": "https://gps.press/sop-data/104.25/" }, { "sop_number": "104.26", "title": "Relocations", "division": "Administration & Finance (Human Resources)", "effective_date": "2020-04-28", "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.", "url": "https://gps.press/sop-data/104.26/" }, { "sop_number": "104.27", "title": "Suspension with Pay", "division": "Administrative & Finance", "effective_date": "2020-10-13", "summary": "This policy establishes procedures for placing full-time Georgia Department of Corrections employees on suspension with pay. Suspensions may be used during investigations of alleged misconduct, pending disciplinary actions, criminal charges, positive drug tests, or when an employee is unfit to perform duties. Suspensions are typically limited to 30 calendar days and require written notice to the employee specifying reporting requirements and work availability expectations.", "url": "https://gps.press/sop-data/104.27/" }, { "sop_number": "104.28", "title": "Suspension Without Pay", "division": "Administrative & Finance", "effective_date": "2009-03-15", "summary": "This policy establishes the conditions and procedures under which the Georgia Department of Corrections may place full-time employees on suspension without pay. Suspensions without pay may be imposed for disciplinary reasons (up to 30 calendar days), pending criminal court action, failure to maintain required licenses or permits, or positive drug test results. The policy specifies different notice and response procedures for classified versus unclassified employees, with classified employees receiving 15 days' notice and unclassified employees receiving 24 hours' notice.", "url": "https://gps.press/sop-data/104.28/" }, { "sop_number": "104.29", "title": "Salary Regulations", "division": "Administrative & Finance Division (Human Resources)", "effective_date": "2020-10-13", "summary": "This policy establishes the GDC's procedures for employee compensation to ensure equitable and adequate pay in compliance with federal and state laws. It covers entrance salaries for new hires and advance hires, salary adjustments for promotions and demotions, performance-based increases, and various pay-related actions. The policy applies to all GDC employees and outlines the roles of appointing authorities and the Department Human Resources Director in approving salary decisions.", "url": "https://gps.press/sop-data/104.29/" }, { "sop_number": "104.30", "title": "Teacher (Full-Time) Compensation Requirements", "division": "Administrative & Finance", "effective_date": "2011-04-01", "summary": "This policy establishes compensation requirements for all full-time teachers employed by the Georgia Department of Corrections (GDC). Teachers must be paid according to their Georgia teaching certification level and years of experience using the GDC teacher pay scale, and must maintain current certification with the Georgia Professional Standards Commission. The policy outlines procedures for new hires, certification maintenance and upgrades, and salary increase eligibility based on performance ratings.", "url": "https://gps.press/sop-data/104.30/" }, { "sop_number": "104.32", "title": "Call Back Pay", "division": "Administrative & Finance Division (Human Resources)", "effective_date": "2019-07-30", "summary": "This policy establishes eligibility and procedures for call back pay for non-exempt GDC employees in designated maintenance and trades positions who are officially designated as \"on call.\" Eligible employees receive one hour of pay at their regular rate each time they are recalled and report to the workplace. Call back pay is provided in addition to any compensation for actual hours worked and must be documented through the Time Reporting Device or Web clock.", "url": "https://gps.press/sop-data/104.32/" }, { "sop_number": "104.33", "title": "Payroll Deductions (Mandated)", "division": "Administration & Finance Division (Human Resources)", "effective_date": "2018-09-24", "summary": "This policy establishes the mandatory payroll deductions that GDC must make from employee paychecks, including federal and state income taxes, pension plan contributions (ERS and GDCP), Social Security, Medicare, garnishments, IRS levies, bankruptcy court orders, child support orders, and other legal levies. The policy outlines which deductions are automatic upon hiring and payroll activation, and which require direct submission to the Payroll Unit.", "url": "https://gps.press/sop-data/104.33/" }, { "sop_number": "104.34", "title": "Payment Due a Deceased Employee's Beneficiary/Estate", "division": "Administrative & Finance", "effective_date": "2020-04-17", "summary": "This policy establishes the procedures for GDC to pay outstanding wages and monies owed to the beneficiary or estate of a deceased employee in accordance with Georgia law (O.C.G.A. \u00a7 34-7-4). Employees must designate beneficiaries on the Employee's Designation of Beneficiary Form, and the GDC Benefits Unit processes payments to the primary designated beneficiary, with succession to alternate beneficiaries if the primary is deceased or incapacitated. If no beneficiary is designated, payments go to the surviving spouse, guardian of minor children, or the deceased employee's estate as required by law.", "url": "https://gps.press/sop-data/104.34/" }, { "sop_number": "104.35", "title": "Payroll Check Distribution - Payroll Exceptions", "division": "Administrative & Finance", "effective_date": "2018-07-10", "summary": "This policy establishes procedures for GDC to distribute paychecks accurately and prevent payroll exceptions (instances where employees receive incorrect compensation). It requires appointing authorities to develop internal policies to track absences, verify leave balances, confirm personnel actions, and ensure all deductions are processed before releasing paychecks. The policy holds appointing authorities and responsible staff financially liable for payroll exceptions resulting from careless errors or failure to follow established procedures.", "url": "https://gps.press/sop-data/104.35/" }, { "sop_number": "104.36", "title": "Direct Deposit", "division": "Administration & Finance", "effective_date": "2018-01-30", "summary": "This policy requires all GDC employees to enroll in direct deposit for receiving paychecks, expense reimbursements, and terminal leave checks within 30 days of hire or rehire. Employees may request an exemption through the State Accounting Office (SAO), but failure to enroll in direct deposit without an approved exemption can result in disciplinary action up to and including dismissal.", "url": "https://gps.press/sop-data/104.36/" }, { "sop_number": "104.37", "title": "Working Hours, Overtime, and Compensatory Time", "division": "Administration and Finance", "effective_date": "2017-04-18", "summary": "This policy establishes GDC procedures for managing employee working hours, overtime compensation, and compensatory time in compliance with the Fair Labor Standards Act (FLSA). It applies to all GDC employees (classified, unclassified, full-time, and part-time) and defines three types of compensatory time: FLSA compensatory time (earned at 1.5x rate for hours physically worked over the maximum), State compensatory time (earned at straight time for credited hours including holidays), and Holiday Deferral (earned at 1:1 rate for time worked on state holidays). Supervisors must enforce assigned work periods and ensure proper compensation for all hours worked, with appointing authorities determining whether compensation is provided as cash overtime or compensatory time.", "url": "https://gps.press/sop-data/104.37/" }, { "sop_number": "104.39.01", "title": "Time Off for Job Interviews", "division": "Administration & Finance (Human Resources)", "effective_date": "2019-07-10", "summary": "This policy allows GDC employees applying for other positions within the Department to use work time to attend job interviews without using accrued leave, provided they obtain supervisor approval and submit written verification of the interview details. Employees interviewing for positions outside GDC must use their own accrued leave or compensatory time. Travel expenses and state vehicles cannot be used for interview purposes.", "url": "https://gps.press/sop-data/104.39.01/" }, { "sop_number": "104.39.02", "title": "Annual and Terminal Leave", "division": "Administrative & Finance", "effective_date": "2006-12-15", "summary": "This policy establishes the rules for Georgia Department of Corrections employees to request and use accrued annual leave and defines how terminal leave is handled upon separation from employment. Eligible employees (those working 30+ hours on leave-earning positions) earn annual leave on a semi-monthly basis at rates ranging from 5 to 7 hours per pay period depending on length of service, with a maximum accumulation of 360 hours. Annual leave requests must be approved by the designated Appointing Authority, and employees may be denied leave if granting it would adversely affect business operations.", "url": "https://gps.press/sop-data/104.39.02/" }, { "sop_number": "104.39.03", "title": "Injury Leave With Pay", "division": "Administrative & Finance", "effective_date": "2018-05-31", "summary": "This policy establishes the process for GDC full-time employees who suffer work-related injuries caused by violent acts to receive paid leave of absence for up to 180 working days while unable to perform their job duties. The policy coordinates with Workers' Compensation benefits, specifies medical documentation requirements, and outlines procedures for temporary duty assignments, return-to-work notifications, and Personnel Action Requests through the Correctional Human Resources Management office.", "url": "https://gps.press/sop-data/104.39.03/" }, { "sop_number": "104.39.04", "title": "Leave Without Pay", "division": "Administration & Finance (Human Resources)", "effective_date": "2023-11-29", "summary": "This policy establishes the procedures for GDC employees to take leave without pay, including both authorized and unauthorized absences. It covers three types of leave without pay: Authorized Leave (up to 10 consecutive workdays), Regular Leave (up to 12 months with guarantee to return), and Contingent Leave (up to 12 months with return contingent on position availability). Appointing Authorities must monitor employees during unpaid leave periods, consider medical certifications when required, and ensure employees exhaust other paid leave options before approval.", "url": "https://gps.press/sop-data/104.39.04/" }, { "sop_number": "104.39.05", "title": "Military Leave", "division": "Administration & Finance Division (Human Resources)", "effective_date": "2018-05-31", "summary": "This policy establishes GDC's procedures for employees who need to take time off for military service. Eligible employees can receive up to 144 hours of paid military leave per federal fiscal year (October 1 - September 30) for ordered military duty, including attending military training schools and serving in the National Guard or reserve forces. Employees must notify their supervisor and provide military orders to qualify for paid leave; if military duty exceeds the allowed hours, employees may use other accrued leave or go on unpaid military leave.", "url": "https://gps.press/sop-data/104.39.05/" }, { "sop_number": "104.39.06", "title": "Sick Leave", "division": "Administrative & Finance Division (Human Resources)", "effective_date": "2020-04-09", "summary": "This policy establishes the rules for how eligible GDC employees can request and use accrued sick leave. Eligible employees are non-temporary salaried employees scheduled to work 20+ hours per week. Sick leave can be used for personal illness or medical care, family illness requiring the employee's presence, adoptions requiring health-related presence, and family death (limited to 5 workdays). The Appointing Authority must approve all sick leave requests and may require medical documentation if patterns of abuse are detected.", "url": "https://gps.press/sop-data/104.39.06/" }, { "sop_number": "104.39.07", "title": "Leave for a Religious Holiday", "division": "Administration & Finance (Human Resources)", "effective_date": "2022-08-02", "summary": "This policy allows Georgia Department of Corrections employees to request time off to observe religious holidays that are not designated as state holidays. Employees may request priority consideration for up to three workdays per calendar year, with at least seven days' advance notice to their Appointing Authority. Requests can only be denied if the employee's duties are urgently required and they are the only person available, or if accommodating the request would cause undue hardship.", "url": "https://gps.press/sop-data/104.39.07/" }, { "sop_number": "104.39.09", "title": "Administrative Leave", "division": "Administration & Finance (Human Resources)", "effective_date": "2018-08-28", "summary": "This policy establishes the types of paid administrative leave available to eligible GDC salaried employees, including leave for emergency office closures, blood donations, and bone marrow donations. Administrative leave is provided in addition to and not charged against an employee's accrued leave balances. The policy specifies eligibility requirements, procedures for different leave circumstances, and exceptions for temporary employees, hourly employees, and certain rehired retirees.", "url": "https://gps.press/sop-data/104.39.09/" }, { "sop_number": "104.39.11", "title": "Personal Leave", "division": "Administration & Finance Division (Human Resources)", "effective_date": "2020-04-09", "summary": "This policy allows GDC employees who have accumulated more than 120 hours of sick leave to convert up to 24 hours of excess sick leave into Personal Leave once per calendar year. Personal Leave can be used for any reason with supervisor approval and must be used by December 31st of the year following conversion, or it will be forfeited. Employees cannot receive payment for unused Personal Leave if they terminate employment.", "url": "https://gps.press/sop-data/104.39.11/" }, { "sop_number": "104.39.12", "title": "Family and Medical Leave Act (FMLA)", "division": "Administrative & Finance", "effective_date": "2018-01-16", "summary": "This policy establishes GDC procedures for administering the federal Family and Medical Leave Act (FMLA), which provides eligible employees with up to 12 weeks of unpaid, job-protected leave per rolling 12-month period for qualifying reasons including childbirth/adoption, care of family members with serious health conditions, the employee's own serious health condition, military service situations, or care for injured service members. Employees must meet eligibility requirements including 12 months of state employment and 1,250 hours worked in the preceding 12 months.", "url": "https://gps.press/sop-data/104.39.12/" }, { "sop_number": "104.39.13", "title": "Leave Donation Program", "division": "Administrative & Finance Division (Human Resources)", "effective_date": "2019-12-09", "summary": "This policy establishes a voluntary leave donation program that allows eligible GDC employees to donate accrued annual, sick, or personal leave to other eligible employees who have exhausted their own leave due to serious medical conditions or family care needs. Donors must maintain minimum leave balances (60 hours for annual and sick leave) and cannot donate more than 120 hours of sick leave per calendar year. Recipients must have been employed for at least 12 months, exhausted all paid leave, and be on leave without pay for at least 40 hours before becoming eligible to receive donated leave.", "url": "https://gps.press/sop-data/104.39.13/" }, { "sop_number": "104.39.14", "title": "Education Support Leave", "division": "Administrative & Finance Division (Human Resources)", "effective_date": "2019-07-30", "summary": "This policy provides eligible GDC employees with up to eight paid hours per calendar year to support education-related activities in Georgia. The leave can be used for activities directly related to student achievement and academic support, ranging from early care and learning through higher education. Employees must obtain prior supervisor approval, and the leave does not accumulate or carry over to subsequent years.", "url": "https://gps.press/sop-data/104.39.14/" }, { "sop_number": "104.40", "title": "Sales Agents and Third Party Contacts", "division": "Administration & Finance", "effective_date": "2019-01-10", "summary": "This policy prohibits solicitation by sales agents and third-party organizations to GDC employees during work time or on state property, except for state-sanctioned entities approved by the Department of Administrative Services. Appointing authorities may only post information, distribute materials, or designate meeting locations for approved entities such as AFLAC and Colonial Supplemental Insurance. Unsanctioned representatives cannot contact employees while on duty or distribute materials, with limited exceptions for contracted vendors.", "url": "https://gps.press/sop-data/104.40/" }, { "sop_number": "104.41", "title": "Taxable Income From the Use of an Official Vehicle", "division": "Administrative & Finance", "effective_date": "2009-03-15", "summary": "This policy requires Georgia Department of Corrections employees who are assigned state vehicles for 24-hour use to report and pay taxes on the value of personal use of those vehicles. The Department values commuting trips between home and work at $1.50 each way (maximum $3.00 per day) in accordance with Internal Revenue Service rules. Law enforcement officers whose vehicle assignment is critical to emergency response duties are exempted from this requirement.", "url": "https://gps.press/sop-data/104.41/" }, { "sop_number": "104.42", "title": "Benefits for Public Safety Officers", "division": "Administrative & Finance Division (Human Resources)", "effective_date": "2020-07-01", "summary": "This policy informs GDC employees about financial benefit programs available to law enforcement officers, firefighters, chaplains, emergency medical technicians, and their eligible survivors if they are killed or permanently disabled in the line of duty. The policy describes four benefit programs: the federal Public Safety Officers' Benefits (PSOB) program, Georgia State Indemnification Fund, Georgia Public Safety Memorial (GPSM) Grant for dependents' education, and the Correctional Peace Officers Foundation (CPOF).", "url": "https://gps.press/sop-data/104.42/" }, { "sop_number": "104.43", "title": "Employee Complaint Resolution Procedure", "division": "Administrative & Finance Division (Human Resources)", "effective_date": "2018-05-31", "summary": "This policy establishes the employee complaint resolution procedure for addressing workplace concerns at the Georgia Department of Corrections. It applies to all eligible GDC employees and outlines the process for filing complaints related to discrimination, harassment, retaliation, and other unfair employment decisions. The policy protects employees from retaliation for filing complaints and requires supervisors to work with an Agency Complaint Resolution Coordinator to address eligible issues fairly.", "url": "https://gps.press/sop-data/104.43/" }, { "sop_number": "104.44", "title": "Written Reprimand Review Process (Classified Employees)", "division": "Administration & Finance Division (Human Resources)", "effective_date": "2020-01-23", "summary": "This policy establishes a formal review process for classified Georgia Department of Corrections employees who wish to challenge a written reprimand or written confirmation of an oral reprimand. Employees must request a review in writing within five work days of receiving the reprimand, and the request is evaluated by a designated Written Reprimand Reviewing Official (WRRO) who can uphold, modify, or remove the reprimand from the employee's record. The policy also encourages informal resolution at the local level before pursuing formal review.", "url": "https://gps.press/sop-data/104.44/" }, { "sop_number": "104.46", "title": "Unlawful Harassment (Includes Sexual Harassment)", "division": "Administration and Finance Division (Human Resources)", "effective_date": "2017-06-30", "summary": "This policy establishes GDC's zero-tolerance approach to harassment in the workplace, including sexual harassment and harassment based on protected characteristics such as race, color, religion, national origin, age, disability, gender, pregnancy, military status, and other legally protected statuses. The policy applies to all GDC employees, supervisors, contractors, and others in the workplace and defines prohibited conduct, employee rights, and procedures for reporting, investigating, and addressing harassment complaints. The policy also prohibits retaliation against employees who report harassment in good faith or assist in investigations.", "url": "https://gps.press/sop-data/104.46/" }, { "sop_number": "104.47", "title": "Employee Standards of Conduct", "division": "Administrative & Finance (Human Resources)", "effective_date": "2024-01-17", "summary": "This policy establishes the standards of conduct and behavior expected of all Georgia Department of Corrections employees. All employees must adhere to higher standards of conduct than the general public due to the Department's security mission and responsibility to serve as a model of public safety. Employees and supervisors are required to annually acknowledge and sign agreements confirming they have read the Employee Standards of Conduct, the Governor's Code of Ethics, and the Communications Device Acknowledgement statement.", "url": "https://gps.press/sop-data/104.47/" }, { "sop_number": "104.48", "title": "Appearance and Dress", "division": "Administrative & Finance", "effective_date": "2016-10-05", "summary": "This policy establishes dress code standards for all Georgia Department of Corrections employees, both uniformed and non-uniformed staff. Non-uniformed employees are required to wear Business Casual Attire as standard, with Business Attire required for external representations and formal meetings, and Casual Attire permitted on Fridays. The policy prohibits revealing clothing, offensive graphics, and inappropriate appearance while also addressing restrictions on wearing uniforms or identifying GDC apparel in off-duty situations that could reflect negatively on the Department.", "url": "https://gps.press/sop-data/104.48/" }, { "sop_number": "104.50", "title": "Other Employment", "division": "Administrative & Finance (Human Resources)", "effective_date": "2019-01-22", "summary": "This policy establishes requirements for Georgia Department of Corrections employees seeking to work outside employment. Employees must obtain prior written permission from their supervisor and Appointing Authority before engaging in other employment. The policy prohibits other employment that conflicts with GDC duties, creates conflicts of interest, impairs job performance, or violates laws and regulations. Non-Exempt FLSA employees are prohibited from working with other state agencies, while Exempt employees may do so under specific conditions with benefit restrictions.", "url": "https://gps.press/sop-data/104.50/" }, { "sop_number": "104.51", "title": "Employment of Relatives", "division": "Administrative & Finance (Human Resources)", "effective_date": "2019-01-22", "summary": "This policy prohibits the Georgia Department of Corrections from hiring, promoting, or transferring employees into positions where they would supervise or be supervised by close relatives or individuals with special relationships (such as cohabitating or dating partners). The policy applies to all GDC hiring and employment decisions and includes specific restrictions for security staff, fiscal positions, and employees of senior leadership. Employees must report relationships that violate this policy, and violations may result in disciplinary action.", "url": "https://gps.press/sop-data/104.51/" }, { "sop_number": "104.52", "title": "Criminal History Record Information", "division": "Administration & Finance (Human Resources)", "effective_date": "2020-05-27", "summary": "This policy establishes GDC procedures for complying with Georgia Crime Information Center (GCIC) regulations regarding the handling of criminal history record information. All employees must be informed of penalties for unlawful access or disclosure, sign a Criminal Record Disclosure Awareness Statement upon hire, and complete GCIC Security Awareness Training within 60 days of employment and biennially thereafter. Division leaders must ensure employees with access to criminal history information receive appropriate training before authorization.", "url": "https://gps.press/sop-data/104.52/" }, { "sop_number": "104.54", "title": "Georgia Department of Corrections (GDC) Identification Cards", "division": "Administrative & Finance", "effective_date": "2003-07-01", "summary": "This policy establishes requirements for GDC identification cards for all employees, contractors, and volunteers who conduct business with the Department. All full-time and part-time employees must visibly wear their official blue identification card while on duty, while contractors and volunteers must wear appropriate green or gold cards while on GDC premises. The policy covers card types, issuance procedures, storage requirements, and verification of information.", "url": "https://gps.press/sop-data/104.54/" }, { "sop_number": "104.55", "title": "Issuance of Police Powers Identification Cards", "division": "Administration & Finance (Human Resources)", "effective_date": "2024-07-24", "summary": "This policy establishes procedures for issuing Police Powers Identification Cards to Georgia Department of Corrections employees who are Peace Officers Standards Training (P.O.S.T.) certified and whose job duties require arrest powers and weapon authority. The policy covers eligibility requirements, card design and features, temporary card issuance, replacement procedures for lost or stolen cards, and requirements for surrendering cards upon job changes or separation from employment.", "url": "https://gps.press/sop-data/104.55/" }, { "sop_number": "104.56", "title": "Student Internships", "division": "Administrative & Finance (HR Division)", "effective_date": "2018-09-11", "summary": "This policy establishes the Georgia Department of Corrections' student internship program, which provides opportunities for high school, college, and graduate students to gain practical work experience through supervised internships at GDC facilities and offices. The policy outlines requirements for student eligibility, application procedures, background checks, orientation and training requirements, roles of Local Intern Coordinators and Intern Supervisors, and conditions for program continuation or discontinuation.", "url": "https://gps.press/sop-data/104.56/" }, { "sop_number": "104.57", "title": "Repayment for Failure to Return State Issued Property", "division": "Administration & Finance Division (Human Resources)", "effective_date": "2019-07-30", "summary": "This policy establishes that all GDC employees are responsible for the care, safekeeping, and return of state-issued property including uniforms, weapons, badges, computers, vehicles, and other equipment. Employees who lose, damage, or fail to return state property are financially liable for replacement costs and must reimburse the Department through direct payment or payroll deduction. The policy outlines procedures for reimbursement, including payment methods and payroll deduction options.", "url": "https://gps.press/sop-data/104.57/" }, { "sop_number": "104.58", "title": "Alcohol/Drug Testing Program \u2013 Non Safety Sensitive Positions", "division": "Administration and Finance (Human Resources)", "effective_date": "2020-08-19", "summary": "This policy establishes the Georgia Department of Corrections' alcohol and drug testing program for employees in non-safety sensitive positions. The policy covers three testing programs: High Risk (Drug), Safety Sensitive (Alcohol and Drug), and Pre-Employment (Drug) testing. All GDC employees may be subject to testing based on reasonable suspicion, and employees in specific positions are subject to additional testing based on job duties. The policy defines who is subject to testing, the types of tests required, and the procedures for conducting and responding to test results.", "url": "https://gps.press/sop-data/104.58/" }, { "sop_number": "104.59", "title": "Alcohol and Drug Testing Program - Safety Sensitive Positions", "division": "Administrative & Finance", "effective_date": "2017-10-30", "summary": "This policy establishes Georgia Department of Corrections procedures for testing employees in safety-sensitive positions for alcohol and drug use in compliance with federal transportation regulations. The policy applies to all GDC employees required to perform safety-sensitive duties, particularly those required to possess a commercial driver's license. Testing covers illegal drugs (marijuana, cocaine, amphetamines, opiates, PCP) and alcohol misuse through screening, confirmation tests, and Medical Review Officer evaluation.", "url": "https://gps.press/sop-data/104.59/" }, { "sop_number": "104.61", "title": "Performance Management", "division": "Administration & Finance (Human Resources)", "effective_date": "2021-04-20", "summary": "This policy establishes the Georgia Department of Corrections' electronic Performance Management Program (ePerformance), which guides how supervisors and employees collaborate on performance expectations, goal-setting, and evaluation. The policy applies to all GDC employees and outlines the process for establishing performance plans within 45 days of a new position, conducting mid-year and end-of-year reviews, and provides employees with a formal review process if they disagree with assigned responsibilities or performance ratings.", "url": "https://gps.press/sop-data/104.61/" }, { "sop_number": "104.62", "title": "Unemployment Compensation", "division": "Administrative & Finance Division (Human Resources)", "effective_date": "2018-07-10", "summary": "This policy establishes procedures for GDC to manage unemployment compensation matters in coordination with the Georgia Department of Labor. It requires HR offices to complete Separation Notice forms (GDOL-800) for all employees who leave employment, provide required information to GDOL when former employees file for benefits, and represent the Department in unemployment hearings when benefits are contested. The policy specifies different procedures based on the reason for separation, including attendance, performance, misconduct, lack of work, involuntary resignation, and inability to perform job duties.", "url": "https://gps.press/sop-data/104.62/" }, { "sop_number": "104.63", "title": "Privacy of Personnel Records", "division": "Administrative & Finance (Human Resources)", "effective_date": "2020-05-07", "summary": "This policy establishes guidelines for protecting and controlling access to GDC employee personnel records, both official files maintained by Corrections Human Resources Management (CHRM) and local personnel files maintained at facilities. The policy requires that personnel records be kept confidential and only accessed by authorized personnel with a legitimate need to know. It specifies procedures for inspecting and copying personnel records, restricts disclosure of sensitive personal information (such as social security numbers, medical data, and home addresses), and establishes accountability measures for records custodians.", "url": "https://gps.press/sop-data/104.63/" }, { "sop_number": "104.64", "title": "Adverse Actions (Classified Employees)", "division": "Administrative & Finance (Human Resources)", "effective_date": "2017-10-04", "summary": "This policy establishes procedures for GDC to take disciplinary actions (suspensions without pay, demotions, salary reductions, or dismissals) against classified employees. The policy outlines the grounds for adverse actions, the process for proposing and documenting disciplinary actions, notice and response requirements, and employee appeal rights. It applies to all classified employees and requires approval from Legal Services and compliance with the State Personnel Board Rules.", "url": "https://gps.press/sop-data/104.64/" }, { "sop_number": "104.65", "title": "Adverse Actions (Unclassified Employees)", "division": "Administrative & Finance (Human Resources)", "effective_date": "2020-05-01", "summary": "This policy establishes procedures for taking adverse actions (suspension without pay, demotion, salary reduction, or dismissal) against unclassified employees at GDC. The policy recognizes three types of adverse actions: misconduct-based actions subject to review, criminal-based terminations (not subject to appeal), and at-will dismissals. Unclassified employees are employed at-will and serve at the discretion of the Department. The Commissioner's Designee for Adverse Actions (CDAA) oversees the process, which may involve review by a Disciplinary Panel composed of Field Appointing Authorities, a Regional Director, Legal Services attorney, and the CDAA.", "url": "https://gps.press/sop-data/104.65/" }, { "sop_number": "104.66", "title": "Teleworking", "division": "Administrative & Finance (Human Resources)", "effective_date": "2021-04-29", "summary": "This policy establishes guidelines for GDC employees to perform work at alternative locations rather than their primary workplace. It outlines eligibility requirements (including six months of employment, acceptable performance ratings, and no recent adverse actions), job suitability criteria, and equipment/technology provisions. Teleworking is voluntary and requires a signed agreement between the employee and supervisor.", "url": "https://gps.press/sop-data/104.66/" }, { "sop_number": "104.67", "title": "Official Work Hours and Alternative Work Schedules", "division": "Administration and Finance (Human Resources)", "effective_date": "2017-10-04", "summary": "This policy establishes the official work hours and alternative work schedule options available to non-security employees at the Georgia Department of Corrections. The policy sets core work hours from 8:00 A.M. to 4:30 P.M., Monday through Friday, and authorizes supervisors to implement alternative work schedules such as flexible schedules, alternating work day offs, and 10-hour days when operationally appropriate. Employees on alternative schedules must complete an agreement form with their supervisor and comply with requirements related to leave usage and state holiday compensation.", "url": "https://gps.press/sop-data/104.67/" }, { "sop_number": "104.68", "title": "Employees' Suggestion Program", "division": "Administration & Finance Division (Human Resources)", "effective_date": "2021-03-31", "summary": "This policy encourages GDC employees to submit suggestions and ideas that improve operations, reduce costs, eliminate waste, or save time and money. Employees submit suggestions through the Department of Administrative Services website, and an internal Agency Suggestion Committee reviews and evaluates submissions within 45 days, providing written recommendations on whether to adopt each suggestion. The program excludes personal grievances, job duties, pay classification matters, and issues requiring legislative action.", "url": "https://gps.press/sop-data/104.68/" }, { "sop_number": "104.71.10", "title": "Salary Increase Criteria for Completion of State Financial Management Certificate Program", "division": "Administrative & Finance", "effective_date": "2022-08-02", "summary": "This policy establishes criteria for GDC employees in designated fiscal and accounting positions to receive salary increases upon successful completion of the State Financial Management Certificate Program. Group I employees are eligible for a 3% salary increase after completing Introductory Governmental Accounting Parts I and II. Group II employees receive a 3% increase for completing the introductory course and an additional 2% increase upon completion of Intermediate Governmental Accounting Parts I and II. Employees must submit required forms and certificates to their Human Resources analyst prior to established cutoff dates.", "url": "https://gps.press/sop-data/104.71.10/" }, { "sop_number": "104.71.19", "title": "Conditional Pay Supplement for Employees Temporarily Assigned Additional or Replacement Duties", "division": "Administration & Finance (Human Resources)", "effective_date": "2019-07-30", "summary": "This policy establishes guidelines for providing temporary pay supplements to GDC employees who perform additional duties or replacement duties for higher-paying vacant or temporarily unfilled positions. Eligible full-time employees may receive a 5% or 10% conditional pay supplement calculated on their base salary, paid semi-monthly for no longer than 90 days unless otherwise specified. The supplement does not change base salary, requires HR Director approval, and must be discontinued when the employee no longer performs the qualifying duties.", "url": "https://gps.press/sop-data/104.71.19/" }, { "sop_number": "104.71.22", "title": "Salary Increase Criteria for Attainment of Certain Professional Counseling Certificates", "division": "Administrative & Finance (Human Resources)", "effective_date": "2020-04-09", "summary": "This policy establishes eligibility for a 10% criteria-based salary increase for GDC employees who obtain professional counseling licenses or certifications (LPC, LCSW, LMFT, CAC, or MAC) and use them in their daily job duties. Employees must submit proof of valid licensure to their Appointing Authority and sign an acknowledgement to maintain their credentials. The salary increase is contingent on annual verification of current licensure, and failure to maintain credentials results in salary reduction.", "url": "https://gps.press/sop-data/104.71.22/" }, { "sop_number": "104.73", "title": "Medical Requirements for Employment", "division": "Administration & Finance", "effective_date": "2019-12-26", "summary": "This policy establishes medical examination requirements for all GDC job applicants and new hires to ensure they are physically capable of performing their job duties, protect applicants from harmful employment-related health effects, and protect the state from workers' compensation liability. All security positions require full medical examination by a licensed physician prior to employment, while non-security positions require completion of medical history and health information forms with review by personnel representatives. Applicants denied employment based on medical requirements may appeal within 15 calendar days.", "url": "https://gps.press/sop-data/104.73/" }, { "sop_number": "104.75", "title": "Research Guidelines", "division": "Administrative & Finance (Human Resources)", "effective_date": "2017-10-25", "summary": "This policy establishes guidelines for research activities conducted by or within the Georgia Department of Corrections involving staff and offenders. All research proposals must be submitted to the Commissioner for review and approval based on study justification, human subject protections, legal authority, methodological rigor, and resource availability. The policy strictly prohibits experimental medical, pharmaceutical, and cosmetic testing on offenders while regulating data confidentiality, dissemination of findings, and survey procedures across the agency.", "url": "https://gps.press/sop-data/104.75/" }, { "sop_number": "104.76", "title": "Equal Employment Opportunity", "division": "Administration & Finance", "effective_date": "2021-06-10", "summary": "This policy establishes GDC's commitment to providing equal employment opportunities to all employees and applicants without regard to protected characteristics including race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, and veteran status. The policy applies to all aspects of employment including recruiting, hiring, promotion, compensation, training, and termination, and prohibits workplace harassment and retaliation. All managers and employees are responsible for ensuring EEO compliance and reporting discrimination or harassment through established channels.", "url": "https://gps.press/sop-data/104.76/" }, { "sop_number": "104.77", "title": "Professional Associations and Activities", "division": "Administrative & Finance", "effective_date": "2017-10-25", "summary": "This policy establishes GDC's support for employees to participate in and obtain membership in approved professional associations and activities for professional development and training purposes. The Commissioner or designee must pre-approve any participation during work hours, and agency administrators determine reimbursement eligibility in advance. All travel expenses and fees are reimbursed according to SOP 406.04 and related expense policies.", "url": "https://gps.press/sop-data/104.77/" }, { "sop_number": "104.79", "title": "Employee Wellness Program", "division": "Administration and Finance Division (Human Resources)", "effective_date": "2020-05-27", "summary": "This policy establishes a voluntary wellness program for all GDC employees designed to improve their physical health, mental health, preventive health, feminine health, financial health, and work environment. The program encourages employees to participate in wellness initiatives including physical activity breaks (up to 30 minutes per workday), nutrition education, preventive health screenings, and financial wellness support. Supervisors are responsible for providing access to all wellness program materials and ensuring physical activity breaks do not interfere with agency operations.", "url": "https://gps.press/sop-data/104.79/" } ]