SOP 215.22: Resident Employment Requirements and Services

|GEORGIA DEPARTMENT OF CORRECTIONS
Standard Operating Procedures|Col2|Col3|
|---|---|---|
|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|
|Policy Number: 215.22|Effective Date: 1/23/2020|Page Number: 1 of 13|
|Authority:
Commissioner
|Originating Division:
Facilities Division
(Transitional Centers)
|
Access Listing:
Level I: All Access
|

I. Introduction and Summary:

A. Each Transitional Center’s employment program shall provide discharging

residents with the opportunity to secure and maintain steady employment
following an extended period of confinement. This policy outlines the resources
available to assist offenders in locating jobs.

NOTE: A record is maintained for each offender and includes, at a minimum,
the following information:

1. Current employment data; and
2. Education data.

II. Authority:

A. GDC Board Rules: 125-2-1-.0l(d), 125-3-5.05, 125-3-6-.01, 125-3-6-.02, 125-3
6-.03, 125-3-6-.04, 125-3-6-.05, and 125- 4-2-.06;

B. GDC Standard Operating Procedure (SOP): 215.21 Transitional Center Financial

Operations and Fees; and

C. ACA Standards: 4-ACRS-5A-20 and 4-ACRS-7D-09.

III. Definitions:

None.

IV. Statement of Policy and Applicable Procedures:

A. Specific objectives of the community facility employment programs are as

follows:

1. To provide employment preparation and instruction designed to convey to

residents skills and work habits associated with finding and holding a job;

2. To guide each resident in developing a written personal budget to be

reviewed by program staff;

|GEORGIA DEPARTMENT OF CORRECTIONS
Standard Operating Procedures|Col2|Col3|
|---|---|---|
|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|
|Policy Number: 215.22|Effective Date: 1/23/2020|Page Number: 2 of 13|
|Authority:
Commissioner
|Originating Division:
Facilities Division
(Transitional Centers)
|
Access Listing:
Level I: All Access
|

3. To assess each resident's vocational needs and potential in light of

employment realities;

4. To provide the opportunity for residents to secure and maintain steady

employment in the community prior to release;

5. To provide the opportunity for residents to express concerns or problems

arising from their jobs in counseling groups and to facilitate the development
of employment related problem solving and interpersonal skills;

6. To provide employers with stable and reliable work forces and thereby

enhance the image of the community center; and

7. To encourage residents to assume responsibility for the monetary support of

their dependents.

B. Employment Preparation Sessions:

1. The Superintendent or Assistant Superintendent shall designate the

appropriate staff member to design, implement, and instruct individual and
group work readiness sessions;

2. These sessions will include, at a minimum:

a. A discussion of employment goals and values;

b. Understanding the job market;

c. Job search and interview techniques;

d. Attitudinal perceptions of co-workers and employers;

e. Work habits;

f. Work relationships;

|GEORGIA DEPARTMENT OF CORRECTIONS
Standard Operating Procedures|Col2|Col3|
|---|---|---|
|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|
|Policy Number: 215.22|Effective Date: 1/23/2020|Page Number: 3 of 13|
|Authority:
Commissioner
|Originating Division:
Facilities Division
(Transitional Centers)
|
Access Listing:
Level I: All Access
|

g. Employee benefits;

h. Sexual harassment; and

i. Communication skills.

3. The resident will receive further instruction regarding mandatory compliance

with departmental and Center employment guidelines, including:

a. Resident responsibility to obtain and maintain employment during his/her

residency at the Center;

b. Examples of acceptable jobs, salaries, and working conditions for which

the resident may apply; and

c. Resident responsibility to notify a potential employer of his/her

incarcerated status.

4. Transitional residents will participate in an approved course of instruction

prior to being certified ready for employment;

5. This initial preparation will be completed by each resident within the first

fourteen (14) to thirty (30) days of arrival and is mandatory to be considered
eligible for employment;

6. Each resident will be expected to search for and secure full-time

employment; and

7. If, in the opinion of the Employment Manager, a resident fails to make a

serious effort to locate work or repeatedly turns down apparently suitable job
offers, he/she will be referred to the Superintendent or designee for review.

C. Employment Manager:

1. A designated Counselor(s) or Correctional officer may perform some

Employment Manager duties;

|GEORGIA DEPARTMENT OF CORRECTIONS
Standard Operating Procedures|Col2|Col3|
|---|---|---|
|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|
|Policy Number: 215.22|Effective Date: 1/23/2020|Page Number: 4 of 13|
|Authority:
Commissioner
|Originating Division:
Facilities Division
(Transitional Centers)
|
Access Listing:
Level I: All Access
|

2. The Employment Manager’s role is a full-time job which serves the entire

population; and

3. The Employment Manager will perform the following duties:

a. Solicit new employment prospects;

b. Initiate and maintain a close working relationship with the regional

offices of the Departments of Labor and Vocational Rehabilitation;

c. Contact prospective employers and acquaint them with the mission of

Transitional Centers;

d. Develop a reliable pool of employers;

e. Assess the employability of the resident in terms of the following, and

then discuss these findings with the resident to determine realistic
expectations:

i. Available social;

ii. Vocational;

iii. Educational;

iv. Psychological;

v. Medical;

vi. Criminal history; and

vii. Disciplinary history.

f. Assist residents in securing their own employment;

g. Communicate significant employment activities to the:

|GEORGIA DEPARTMENT OF CORRECTIONS
Standard Operating Procedures|Col2|Col3|
|---|---|---|
|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|
|Policy Number: 215.22|Effective Date: 1/23/2020|Page Number: 5 of 13|
|Authority:
Commissioner
|Originating Division:
Facilities Division
(Transitional Centers)
|
Access Listing:
Level I: All Access
|

i. Superintendent;

ii. Assistant Superintendent;

iii. The Chief of Security; and

iv. The assigned Counselor.

h. Establish and maintain a system for recording pertinent employment data

such as:

i. Hourly wage;

ii. Employer;

iii. Place of employment for each offender; and

iv. Submit an analysis of these figures to the Superintendent and

Assistant Superintendent as requested.

i. Data on length of employment, place of employment and wages, for each

offender, are to be maintained for a period of one (1) year;

j. Follow up services may be provided to help former residents maintain

employment after release;

k. Prior to employment, each Transitional resident must sign the Paycheck

Procedure, Search Fee, And Positive Alcohol/Drug Test Fee Agreement
(Attachment 3 of SOP 215.21); and

l. Each resident must provide to the Employment Manager the following

information about the prospective employer:

i. Name;

ii. Address;

|GEORGIA DEPARTMENT OF CORRECTIONS
Standard Operating Procedures|Col2|Col3|
|---|---|---|
|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|
|Policy Number: 215.22|Effective Date: 1/23/2020|Page Number: 6 of 13|
|Authority:
Commissioner
|Originating Division:
Facilities Division
(Transitional Centers)
|
Access Listing:
Level I: All Access
|

iii. Telephone number;

iv. Beginning date of employment;

v. Work schedule;

vi. Wage amount; and

vii. Name of the immediate supervisor.

D. Employment Assessment at Transitional Centers:

1. Program staff will contact each Transitional resident during orientation to

arrange for an intake and to schedule a future meeting;

2. At the time of this initial conference, program staff will attempt to assess the

resident's employability;

3. Program staff will discuss assessment findings with the resident's counselor

for verification and information; and

4. If the assessment findings indicate that a resident does not possess the skills

to successfully maintain employment, placement in a work adjustment
program may be made.

E. Criteria for Acceptable Employment:

1. All employment and related activities must conform to GDC Rules 125-3-6
.01 through 125-3-6-.05;

2. Each Center shall adopt procedures which provide that no resident is

approved to resume or begin a job unless and until the Employment Manager
(or other authorized counselor) has determined that the job requirements,
where possible, are consistent with the resident’s:

a. Vocational interest;

|GEORGIA DEPARTMENT OF CORRECTIONS
Standard Operating Procedures|Col2|Col3|
|---|---|---|
|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|
|Policy Number: 215.22|Effective Date: 1/23/2020|Page Number: 7 of 13|
|Authority:
Commissioner
|Originating Division:
Facilities Division
(Transitional Centers)
|
Access Listing:
Level I: All Access
|

b. Aptitudes;

c. Experience; and

d. Capabilities.

3. The employment offers the residents substantially the same pay benefits,

rights and privileges granted to other employees working in comparable
positions within that organization or similar organizations within the
community;

4. The job is not subject to labor disputes;

5. The job is not likely to pose unreasonable seduction to criminal activity or

violation of Center rules;

6. Appropriate on-the-job training opportunities may exist for which the

resident could reasonably expect to qualify;

7. The pay and number of hours per workweek are enough to justify the resident

holding the job;

8. The employer has Worker's Compensation to adequately protect the resident's

interest;

9. If the employer has four or less employees, the employer need only have

insurance comparable to worker's compensation;

10. The job climate is likely to be conducive to satisfactory relationships between

the resident, his supervisor and fellow employees;

11. The employer acknowledges his/her knowledge of the requirement that

residents/employees are not to be discriminated against;

12. The employer agrees to confer with the Employment Manager when issues

arise involving circumstances of employment;

|GEORGIA DEPARTMENT OF CORRECTIONS
Standard Operating Procedures|Col2|Col3|
|---|---|---|
|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|
|Policy Number: 215.22|Effective Date: 1/23/2020|Page Number: 8 of 13|
|Authority:
Commissioner
|Originating Division:
Facilities Division
(Transitional Centers)
|
Access Listing:
Level I: All Access
|

13. The employer agrees to notify the designated Center staff whenever he/she

desires the resident to work overtime and whenever the resident fails to
appear for work as scheduled or is released from work earlier than scheduled;

14. The Employment Manager has adequate reason to believe the employer is

financially solvent and can meet his/her payrolls;

15. The Employment Manager determines the identity of the job supervisor and

how he/she can be contacted;

16. The Employment Manager is informed concerning any requirements for the

resident to join a union, attend after hour meetings, provide special tools,
possess any license, etc.;

17. The employer must make appropriate paycheck deductions and pay

appropriate taxes;

18. The employer must report to the Center, in the form of a paycheck stub or

any other method agreeable to both the Center and employer, all deductions;

19. No resident may work on a job where the employer does not deduct and pay

all appropriate taxes and other appropriate deductions;

20. No community facility resident may do any type of work resulting in private

gain to any individual (from GDC Rule 125-3-5.05), except as:

a. A direct result of employment in the Transitional Center work release

program;

b. As part of a live work training program authorized by GDC (GDC Rule

125-4-2-.06); or

c. As a direct result of participation in authorized community service

programs;

21. The Superintendent has the final authority on any job placement or removal;

|GEORGIA DEPARTMENT OF CORRECTIONS
Standard Operating Procedures|Col2|Col3|
|---|---|---|
|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|
|Policy Number: 215.22|Effective Date: 1/23/2020|Page Number: 9 of 13|
|Authority:
Commissioner
|Originating Division:
Facilities Division
(Transitional Centers)
|
Access Listing:
Level I: All Access
|

22. The Superintendent has the authority to bar an employer;

23. The Superintendent will ensure that all employers understand the terms and

conditions of employing residents by having all employers review and sign
the Transitional Center Employment Agreement (Attachment 3);

24. The original will be filed in the Employment Manager’s Office; and

25. A copy of the agreement will be placed in the resident’s file.

F. Employment Involving Special Conditions:

1. Special scrutiny and consideration shall be given on an individual basis

before a resident is approved by the Superintendent for the following kinds of
employment:

a. Employment for which the employer is a relative or friend of the resident;

b. Sales work;

c. Work involving travel;

d. Employment which exposes employees to unusual physical risk or injury;

e. Employment which frequently involves working in excess of twelve (12)

hours per day or sixty (60) hours per week;

f. Employment, which requires over ninety (90) minutes of one-way travel;

g. Employment, which consistently provides less than full-time
employment, is seasonal, or involves irregular work hours; and

h. Employment which requires known association with former crime

partners or with other crime-prone persons (particularly, other residents
or current probationers).

|GEORGIA DEPARTMENT OF CORRECTIONS
Standard Operating Procedures|Col2|Col3|
|---|---|---|
|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|
|Policy Number: 215.22|Effective Date: 1/23/2020|Page Number: 10 of 13|
|Authority:
Commissioner
|Originating Division:
Facilities Division
(Transitional Centers)
|
Access Listing:
Level I: All Access
|

G. Out of State Employment:

1. All out of state employment must be approved by the center Superintendent;

2. Residents working out of state will have a completed travel permit

(Attachment 4) in their possession while at work; and

3. Sex offenders and residents who are close security are prohibited from

working out of state.

H. Commercial Driver’s Licensee Employment :

1. Residents under this provision must be directly responsible for transporting

material or goods as a primary duty of their employment;

2. Residents will not be allowed to travel more than one (1) hour away from the

Georgia State line at any time;

3. Residents must notify the Center of their destination, estimated departure,

and estimated return time prior to any out of state travel; and

4. No overnight travel is permitted.

I. Employer with the Periodic Need to Travel Across State Lines:

1. Residents under this provision are employed by construction, service, and

repair companies that require intermediate or infrequent travel across state
lines;

2. All residents must receive approval from the Center Superintendent prior to

any out of state travel; and

3. When possible, residents must submit a written request containing:

a. The dates of out of state travel;

|GEORGIA DEPARTMENT OF CORRECTIONS
Standard Operating Procedures|Col2|Col3|
|---|---|---|
|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|
|Policy Number: 215.22|Effective Date: 1/23/2020|Page Number: 11 of 13|
|Authority:
Commissioner
|Originating Division:
Facilities Division
(Transitional Centers)
|
Access Listing:
Level I: All Access
|

b. Nature of work;

c. Out of state destination; and

d. Name of work site supervisor.

J. Out of State Full-Time Employer:

1. An out of state full time employer is a company that is based in an adjacent

state, and will require daily out of state employment in that state;

2. Residents will be scrutinized closely by the classification committee for

placement in these jobs;

3. Job site checks will be conducted on a frequent but irregular basis to ensure

compliance;

4. All candidates will have a current GCIC check conducted prior to job

placement;

5. Transportation method will be Center approved; and

6. Documentation shall be maintained in the resident file approving any out of

state work sites.

K. Family and Children Services: Superintendents shall cooperate with Family

and Children Services.

L. Part-time Employment:

1. The Superintendent may grant part-time employment for a resident but only

under special circumstances where local employment patterns dictate parttime employment to be the sole available resource for a particular resident;

2. Although residents may be approved for part-time employment, all employed

residents must pay the established room and board assessment; and

|GEORGIA DEPARTMENT OF CORRECTIONS
Standard Operating Procedures|Col2|Col3|
|---|---|---|
|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|
|Policy Number: 215.22|Effective Date: 1/23/2020|Page Number: 12 of 13|
|Authority:
Commissioner
|Originating Division:
Facilities Division
(Transitional Centers)
|
Access Listing:
Level I: All Access
|

3. Care should be taken to assure that part-time employed residents can meet

their financial obligations with this part-time salary.

M. Maintenance Residents:

1. Transitional maintenance residents are not eligible for employment in the

community until or unless they become work-release residents; and

2. This rule applies to all maintenance residents, but specifically to state

offenders assigned to Transitional Centers to work on contract work details at
other government agencies (such as the governor's mansion detail).

N. Paychecks for Transitional Residents:

1. The following procedures shall be used to handle transitional resident

paychecks:

a. SOP 215.21 Transitional Center Financial Operations and Fees, provides

procedures for resident paychecks;

b. Generally, all transitional resident paychecks will either be by:

i. Direct deposit;

ii. Mailed to the Center; or

iii. Picked up by Center staff;

c. No resident shall be authorized to accept cash payment directly from the

employer;

d. No resident should receive their paycheck directly from the employer;

e. Tips are considered a part of the paycheck and should be turned in to the

Center; and

|GEORGIA DEPARTMENT OF CORRECTIONS
Standard Operating Procedures|Col2|Col3|
|---|---|---|
|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|Policy Name: Resident Employment Requirements and Services|
|Policy Number: 215.22|Effective Date: 1/23/2020|Page Number: 13 of 13|
|Authority:
Commissioner
|Originating Division:
Facilities Division
(Transitional Centers)
|
Access Listing:
Level I: All Access
|

f. The Employment Manager should discuss this issue with the employer

and make every effort to ensure that tip income is reported and turned in
to the Center as required.

O. On-Site Visits with Employers/Resident Workers:

1. A minimum of fifty (50%) percent of all job sites should be visited monthly

to ensure the residents' presence on the site and to ascertain any problems or
concerns by either the residents or employer; and

2. Results will be noted on Attachment 2.

V. Attachments:

Attachment 1: Transitional Resident Data Form
Attachment 2: Employer Job-Site Visits Form
Attachment 3: Transitional Center Employment Agreement
Attachment 4: Out of State Work Travel Permit

VI. Record Retention of Forms Relevant to this Policy:

Upon completion, Attachments 1, 3 and 4 will be placed in the resident’s case
history file and will be maintained according to the official retention schedule for
Resident Case History Files. Attachment 2 will be placed with the Center’s copies of
the monthly statistical reports. It will be maintained according to the official
retention schedules for Monthly Reports to the State Director’s Office.