Moultrie Technical College - Human Resources FAQ

A1. Job openings are either internal to MTC employees, internal to DTAE employees, or external. Job announcements are sent via email to the Institution and are posted for a minimum of five work days. In addition, external vacancies are advertised in local papers, the Department of Labor, and www.dtae.org. Of course, one can contact Human Resources at any time to learn what vacancies are currently available.

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Q2. Is every open position advertised?

A2. Yes, with the exception of student employment. Some positions are advertised internally only while others are posted internally and externally.

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Q3. If I am interested in another position within the college, do I have to submit an employment application and/or resume?

A3. Yes. To be a qualified candidate you must meet the minimum qualifications of the position and apply for a specific, available job. The resume/application is necessary to show your interest for an open position. This way a complete record can be made of the particular job opening and will show all candidates that applied. If you are selected to fill the position, the resume/application will be moved to your personnel file.

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Q4. How long is my application retained?

A4. Your application for a particular position is active for 45 days or until the position is filled. For recordkeeping purposes, it will be retained for 36 months following the closing date for the advertised position. Unsolicited applications are destroyed after 12 months.

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Q5. Am I required to notify my supervisor if I intend to apply for another position within the college?

A5. Moultrie Technical College encourages faculty and staff to explore other opportunities within our institution and become cross trained among other areas. Due to this value, supervisors are not permitted to retaliate against employees for expressing their interests in other opportunities. Therefore, as a matter of courtesy it is recommended that you notify your supervisor if you intend to apply for an internal position. Vice Presidents, in particular, are expected to notify the respective Vice President if he or she will be considering another Vice President’s employee.

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Q6. If I apply for a full-time position, what can I expect during the application and selection process?

A6. Once your resume and application have been submitted to Human Resources for an open position prior to the application deadline, your information will be placed among the other applicants who apply. After a period of time, the hiring manager will review the resumes submitted. A diverse interview committee will be formed and will begin interviewing selected candidates. The interview committee will select a finalist(s) to interview with the President of MTC. All candidates who applied but who did not get the job will be notified.

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Q7. If I separate from Moultrie Technical College, am I required to participate in an exit interview?

A7. Exit interviews are not required but are highly encouraged. Human Resources conducts the interview, and information is gathered about your employment experience with Moultrie Technical College, the quality of its services, your pay, your work environment, and so forth. After separation, your responses are shared with the President, Vice President, and Supervisor of the department which you worked. The information is collected for feedback and growth purposes only. Moultrie Technical College is concerned when someone decides to leave employment and wants to make every effort to collect information on ways to make working here better.

Your exit interview results are filed separately from your personnel file and will not be considered in re-employment decisions. The exit interview also provides an opportunity to turn in keys, laptop computers, other college property, and to discuss benefit options after retirement.

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Performance Management

Q1. When are performance reviews conducted?

A1. The normal performance review cycle is in the spring, usually between April 1 and May 15. Some supervisors may ask you to complete a self-review.

There may be times when a supervisor conducts a mid-year, or off-cycle, performance review. This may apply to one employee or all the employees within a particular department.

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Q2. Am I required to complete a self review?

A2. If a supervisor asks you to complete a self review, he or she is trying to gauge your sense of accomplishment and where you feel you may need to focus, especially if the supervisor has been in place for a short period of time. It is your opportunity to list what you’ve done to ensure your supervisor is aware of your progress throughout the year. Therefore, completing a self review will aid your supervisor in assessing your performance. If you desire not to complete a self review, you should discuss the matter with your supervisor and come to a mutual understanding.

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Q3. What is the difference among Exceeds, Meets, or Below Expectations ratings?

A3. The different ratings are used to classify an employee’s performance into a particular category. The table below defines the type of employee each rating represents:

Exceeds Expectations	Meets Expectations	Below Expectations
Achieves all results as stated in job description Consistently exceeds performance expectations in the quality, timeliness, and quantity of work completed; has reputation for consistently producing the highest quality work Always delivers the highest levels of customer service Takes the initiative to add value to work and the organization in general, determining real needs, and taking action above and beyond the basic requirements of the job Is a strong team player who is sought out by coworkers for help and who always finds the time to assist others Innovative; produces work that reflects creativity, with thoughtful enhancements that truly improve the value of the work Works independently with minimal coaching from his or her supervisor When compared to peers, overall job performance, initiative, and work ethic is exceptional, superior, and unmatched.	Achieves most results as stated in the job description Work is acceptable and typically completed on time Delivers good customer service results most of the time Work performed adds value to the organization Needs some direction and coaching at times to determine the right course of action	Does not achieve results as stated in job description Does not meet performance expectations in the quality and timeliness of work Does not deliver adequate levels of customer service Occasionally does extra work, but work is neither value-added nor on-target Requires more than normal leadership time to coach and correct work As performance expectations increase, is unable to keep up Is on a performance improvement plan

Q4. What is a Performance Discussion Tracking Form?

A4. This is a form that is kept in your personnel file which documents performance conversations your supervisor has had with you. From time to time, a supervisor will document good performance conversations or poor performance conversations and may consider this documentation when evaluating your performance during review time.

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Q5. What if there is something on my review that I disagree with?

A5. There is space on the performance review form for you to write in comments about the review. You may use this space to express your opinion of your work or to contest a statement that is in your review. Changing the content of a review may be permissible through the grievance review process; however, facts contained in the review cannot be changed unless they are not job related. Additionally, comments made on the review that are derogatory in nature may be required to be removed by the Director of Human Resources.

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Q6. Am I required to sign my review if I disagree with it?

A6. No. You may contest any review. However, the review will still become part of your personnel record whether or not you sign it. Remember your signature simply indicates the review meeting took place, not that you agree with the review.

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Q7. Can I have a copy of my performance review?

A7. Yes. You should always receive a copy of your completed review. If you are unable to obtain a copy at the time of review, contact Human Resources for a copy.

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Q8. What is a Performance Improvement Plan?

A8. A Performance Improvement Plan (PIP) is an attempt to bring poor performance to the employee’s attention and provide a one-time opportunity to improve job performance. PIP’s usually last about 30 days or less but not more than 90 days. Immediate, sustained improvement is required by the employee or termination for poor job performance may result. The supervisor should provide periodic feedback with the employee and document the conversations in the personnel file. If the employee successfully improves and sustains performance after being placed on the Plan, the supervisor may then conduct another mid-year review and rate the employee as Meets Expectations to bring the employee off of the Performance Improvement Plan. The employee must then maintain sustained improvement or termination for poor job performance may result. Employees are allowed to be placed on a Performance Improvement Plan only once during their employment with Moultrie Technical College.

The Performance Improvement Process is not a prerequisite to termination for poor job performance. This Process may be skipped if the employee’s job performance warrants immediate discharge. Supervisors, however, are required to partner with Human Resources prior to any PIP being issued to ensure its appropriateness.

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Labor Relations

Q1. If I have a problem with another individual at work, who do I speak with to address it?

A1. Moultrie Technical College encourages all disputes be handled at the lowest possible level. Whenever possible, problems between coworkers should be reconciled with the coworker directly. If this is not an option or a reconciliation attempt has failed, the employee should involve his or her supervisor. If the supervisor is the problem, the employee should contact the Vice President of the department or Human Resources.

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Q2. Am I permitted to view my personnel file?

A2. Yes. You may view your personnel file with reasonable notice to the Human Resources. To protect the integrity of the file, a representative of Human Resources must be present while the employee views the file.

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Q3. Am I permitted to make copies of my personnel file?

A3. Yes. The employee can identify the documents to be copied, and Human Resources will provide the copies in a reasonable time frame.

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Q4. Does my supervisor have the privilege to view my personnel file without my knowledge?

A4. Yes. The President, Vice Presidents, and supervisors may have access to your file when necessary for employment-related purposes or on a need-to-know basis. During inspection, Human Resources will be present to ensure the file’s integrity.

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Q5. What do I do if any of my job duties conflict with my cultural values, religious beliefs, or fear of communicable disease?

A5. Employees whose cultural values, ethical concerns, or religious beliefs change after hire are to notify their department manager of the potential conflict as soon as possible. The Vice President of the department may partner with the President and/or Director of Human Resources for a course of action, if any.

All requests for job reassignment must be submitted in writing to the immediate supervisor. When possible, the supervisor will reassign another employee who does not have a conflict with the particular activity due to cultural values, ethical concerns, or religious beliefs. All requests must have the final approval of the Vice President or designee. Unresolved requests will be forwarded to the President and Director of Human Resources. All requests must be submitted to Human Resources for recordkeeping purposes. A work reassignment will not be granted if a student’s learning, a student’s or employee’s safety, or institutional advancement would be compromised.

Employees who refuse to perform their work duties because of a fear of contracting a communicable disease are subject to the following guidelines:

The employee will be counseled by his or her supervisor in an effort to educate the employee relative to transmission risk of disease and the use of standard precautions if appropriate.
Upon completion of counseling and appropriate education, an employee’s continued refusal to perform job duties may result in disciplinary action up to and including termination.

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Q6. What is the Code of Conduct?

A6. The Code of Conduct and Ethics describes Moultrie Technical College’s expectations for appropriate workplace behavior. The Institution believes that most employees intend to perform their job duties with professionalism. From time to time, however, an individual may behave in a way that is inconsistent with established guidelines and rules of conduct and ethics. When this occurs, a supervisor may attempt to improve the inappropriate behavior through discipline or, if the infraction is serious in nature, terminate the employee’s employment. Such discipline may be applied in the form of verbal reprimand, written reprimand, suspension, and/or termination, depending on the severity of the infraction.

Although not all inclusive, the Code of Conduct addresses behavioral problems such as: Attendance, Respect, Integrity, Alcohol and Drugs, Weapons, Safety, and other policies.

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Q7. What are Minor Work Rule Violations?

A7. Minor Work Rule Violations are those behaviors that disrupt the workplace but usually are not severe enough to warrant termination on the first offense. However, repeated behaviors involving Minor Work Rule Violations may ultimately result in dismissal.

Examples of Minor Work Rule Violation include but are not limited to tardiness, dress code violations, and engaging in gossip or the spreading of rumors.

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Q8. What are Major Work Rule Violations?

A8. Major Work Rule Violations are those behaviors which are so severe in nature that immediate termination usually results on the first offense.

Examples of Major Work Rule Violation include but are not limited to alcohol and drugs, weapons, respect, integrity, and insubordination.

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Q9. What is a Disciplinary Action Tracking Form?

A9. This form is placed in the personnel file and is used to document verbal coaching sessions between you and your supervisor. It also tracks any written discipline notices and administrative leave. In essence, it provides a snapshot of any past disciplinary problems and helps guide the discipline process should new infractions occur.

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Q10. What is a Disciplinary Action Notice?

A10. The Disciplinary Action Notice is a tool used to document in writing a Code of Conduct violation. In other words, a write up. It defines the behavior that is unacceptable, the desired behavior, and the consequences if the behavior continues. There is a place for the employee to write any comments as well as signature lines for the employee and supervisor.

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Q11. Can I have a copy of my Disciplinary Action Notice?

A11. Yes. You should always receive a copy of your notice. If you are unable to obtain a copy at the time of counseling, contact Human Resources for a copy.

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Q12. Can I be held accountable for my off-duty conduct?

A12. In general, Moultrie Technical College is not concerned as an employer with non-work time of employees. Off-duty conduct becomes a legitimate business concern, however, when it affects Institutional operations or reflects discredit on the Institution. Such off-duty conduct may result in appropriate disciplinary action up to and including separation from employment.

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Q13. What constitutes a conflict of interest?

A13. A conflict of interest may exist where employees engage in activities which may financially or otherwise enhance themselves, their relatives or individuals with whom they are personally or financially involved as a result of knowledge, information or action taken in an official capacity as Moultrie Technical College employees. All employees have a duty of trust to the State and its citizens, and no one is permitted to make an improper profit from the exercise of duties and responsibilities.

Specific questions regarding a potential conflict of interest should be forwarded to Human Resources for interpretation.

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Q14. What are the rules about releasing confidential information?

A14. Confidential information about employees or students must never be discussed with anyone unless he or she has a legitimate need to know. Such information can be, but is not limited to, name, address, class schedule, marital status, gender, grades, and so forth. Inquiries regarding students should be forward to the Registrar. Inquiries regarding employees should be forwarded to the Director of Human Resources.

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Q15. What are my responsibilities if I get arrested or convicted of a crime while employed with Moultrie Technical College?

A15. Employees are required to notify their supervisor or Director of Human Resources of any arrests and/or convictions within five calendar days of the date of arrest or conviction. A determination of appropriate action will be made on a case-by-case basis.

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Q16. As an employee of the college, are there any rules regarding what I can or cannot do when interacting with non-employees or other organizations?

A16. Yes. The following guidelines apply:

Employees must be alert in conducting business with non-employees to avoid even the appearance of misconduct, personal or financial WITH gain or conflict of interest.

Employees must report ownership or partial ownership of a company if the company in which the employee is part owner is doing business, or seeks a business relationship with MTC, including any entity within MTC.

Employees are prohibited from serving for compensation as a corporate officer or director of any for-profit or publicly held company. Voluntarily, pro bono services on behalf of non-profit organizations may be permitted, so long as services to such organizations would not have the potential to create a conflict and do not impair the employee’s ability to discharge his or her public duties fully, faithfully, and impartially.The President of the Institution may not have any ongoing dual employment.

Employees are prohibited from membership on the Board of Directors of any organization with which the Institution contracts.

Employees are prohibited from accepting personal favors or benefits under circumstances which may influence or give the appearance of influencing their official activities. Such favors and benefits may not be accepted by employees on behalf of other individuals.

Employees are prohibited from involvement in official activities in which a client, student orcustomer is a relative, or in-law. Employees are prohibited from involvement in official activities in which a client, student or customer is a personal acquaintance when the relationship creates a conflict or perception of conflict of interest.

Employees are required to report such circumstances to their supervisors to avoid the appearance of giving unjustified preference or conflict of interest.

Employees are encouraged to discuss the above circumstances with their supervisors if there are any questions concerning relatives, in-laws or personal acquaintances

Employees must conduct themselves in a positive and courteous manner at all times towards clients, students and customers. Mistreatment of clients, students or customers in any form is a matter of concern at all supervisory levels and will not be tolerated. Prohibited activities include, but are not limited to:

Obtaining alcohol or illegal drugs for or from clients, students or customers;
Gambling, buying, selling, trading, borrowing or lending goods or money with clients, students or customers;
Using relationships with, or clinical information obtained on, current or former clients, students or customers to take unfair advantage of them, their relatives, friends or personal acquaintances;
Engaging in sexual relationships, physical sexual conduct, or inappropriate verbal sexual conduct with clients, students or customers, or otherwise taking sexual advantage of them; and, Engaging in sexual relationships, physical sexual conduct, or inappropriate verbal sexual conduct with clients, students or customers, or otherwise taking sexual advantage of them; and,Engaging in rude, argumentative, hostile or otherwise unprofessional behavior toward clients, students or customers.

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Q17. Can I accept gifts?

A17. In most cases, no. Violating this policy could be a felony in Georgia. Following are the rules for accepting gifts:

A member of the Board or an employee of the Department, or any other person on his or her behalf, shall not directly or indirectly solicit, receive, accept or agree to receive a thing of value by inducing the reasonable belief that the giving of the thing will influence his/her performance or failure to perform any official action. Such action is a felony under O.C.G. A. § 16-10-2.

Board members and Department employees are prohibited from knowingly accepting directly or indirectly, a gift from any vendor or lobbyist as those terms are defined in Georgia statutes. (O.C.G.A. § 21-5-70(6) and O.C.G.A. § 45-1-6(a)(5)(b)). If a gift has been accepted, it must be either returned to the donor or transferred to a charitable organization. A gift may be accepted by the employee on behalf of the Department or a Technical College subject to a written report to the Commissioner or Technical College President. The employee receiving the gift shall not maintain custody of the gift for any period of time beyond that reasonably necessary to arrange for the transfer of custody and ownership of the gift.

For purposes of this policy a gift is defined as lodging, transportation, personal services, a gratuity, subscription, membership, trip, loan, extension of credit, forgiveness of debt, advance or deposit of money, or anything of value. A gift shall not include:

Food or beverage consumed at an occasional meal or event, provided the value is reasonable under the circumstances but in no event exceeds $100 per person;
Food, beverages, and registration at group events to which substantial numbers of Department employees are invited;
Food, beverage, or expenses afforded employees, relatives or others that are associated with normal and customary business or social functions or activities;
Actual and reasonable expenses for food, beverages, travel, lodging and registration provided to permit participation in a meeting, demonstration, or training related to official or professional duties if participation has been approved in writing by the Commissioner, the President, or his/her designee;
Promotional items generally distributed to the general public;
Textbooks, software, and instructional materials to be reviewed by faculty only if accepted by the faculty member on behalf of the Technical College;
An award, plaque, certificate, memento, or similar item given in recognition of therecipient's civic, charitable, political, professional, private or public service or achievement;
Legitimate salary, honoraria, benefit, fees, commissions, or expenses associated with the recipient's non-public business, employment, trade, or profession;
Gifts from a person or entity who is neither a lobbyist nor a vendor as those terms are defined in Georgia statutes, nor a student, nor a live work client at a Technical College; or
Gifts from Technical College foundations or other separately incorporated, charitable entities.

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Q18. What are the conditions of employment?

A18. Employees must comply with the conditions of employment specified in laws, rules, policies, Code of Ethics and the Governor's Executive Order referenced previously. Examples include but are not limited to:

Dressing appropriately and presenting a neat and clean appearance.

Maintaining professional relationships with co-workers and supervisors. Maintaining a courteous, professional demeanor in the presence of clients, the general public, and other employees. Giving clear and accurate information in a professional manner. Using appropriate telephone courtesy.

Reporting for work on time. Observing appropriate call-in procedures for late arrival and/or absence. Observing provisions of the Fair Labor Standards Act. Observing policies on break and meal periods.

Using work time for work-related activity.

Using leave appropriately, including submitting timely requests and providing documentation for use of leave when required.

Observing established policies on health, safety, security and sanitation. Notifying supervisors of circumstances or situations that present potential health hazards.

Complying with instructions from all supervisors and managers, unless doing so would violate safety standards or law.

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Q19. What workplace behavior does Moultrie Technical College expect from me?

A19. Employees are expected to maintain a professional and businesslike relationship with fellow employees. Moultrie Technical College will not tolerate acts or threatened acts of violence in the workplace. Reports of threats or acts of violence will be thoroughly reviewed and appropriate action will be taken. Examples of prohibited behavior include but are not limited to:

Threatening, abusive, disrespectful, or profane language, behavior or written material;
Argumentative behavior, whether directed toward a supervisor, client, student, customer, co-worker or any other party while on duty or while acting under color of office;
Fighting;
Unprofessional behavior such as sexual-related conversations, inappropriate touching of another employee (e.g., kissing, hugging, caressing, massaging, sitting on laps), racial or ethnic jokes and slurs, and other verbal or physical conduct of an offensive nature;
Employees are not to engage in activities other than official business during working hours. Prohibited activities include, but are not limited to:
Lending or borrowing money (occasional voluntary loans of nominal value may be acceptable);
Gambling;
Conducting an outside business while on duty by any means of communication, such as wearing beepers, operating fax or copier machines, computers, telephones, etc.;
Being on call for other employment;
Soliciting, selling products or fund raising on the work premises for personal profit or for an organization unless specifically authorized (e.g., the State Charitable Contributions Program, personal events such as retirements); and,
Distributing advertisements, pamphlets, or similar literature or soliciting memberships. Training where products or services are sold is strongly discouraged.

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Q20. What should I do if I feel I am a victim of harassment or a hostile work environment?

A20. Moultrie Technical College encourages all disputes be handled at the lowest possible level. Whenever possible, problems between coworkers should be reconciled with the coworker directly. If this is not an option or a reconciliation attempt has failed, the employee should involve his or her supervisor. If the supervisor is the problem, the employee may contact the Vice President of the department or Human Resources. If the employee feels there is no resolution possible at the local level, he or she can contact the Director of Human Resources for DTAE at the state office.

All allegations must be submitted in writing. A prompt and thorough investigation will be conducted to resolve the issue. In addition, Moultrie Technical College prohibits retaliation against anyone who files a truthful complaint.

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Q21. If I witness harassment or other misconduct at work, do I have to report it?

A21. Yes. Moultrie Technical College takes such behavior very seriously and wants to make every attempt to resolve inappropriate behavior. No one will be retaliated against for filing a truthful complaint. Failing to report inappropriate behavior, however, can place you as an accessory which could lead to disciplinary action up to and including discharge.

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Q22. Can I tape record conversations at work?

A22. No. Certain hearings and meetings may be recorded if conducted by a state investigator, however.

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Q23. Can I carry a pocket knife to work?

A23. Weapons are not permitted on any campus. However, pocket knives with a blade measuring 3 inches or less are permissible as long as it is not part of a flailing instrument, balisong (butterfly), straight-edge razor, or spring-loaded knife. Management reserves the right to interpret the appropriateness of any pocket knife brought onto campus. (O.C.G.A. §16-11-127.1(a)(2))

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Q24. Are fireworks permitted on campus?

A24. No. It is unlawful for any person to carry to or to possess or have such person's control while within a school safety zone or at a Technical College building, function, or property or on a bus or other transportation furnished by Moultrie Technical College any weapon or unlawful explosive compo und including fireworks. (O.C.G.A. §16-11-127.1 )

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Q25. Can I bring my firearm to work?

A25. No. Even if the firearm is left in your vehicle, it is still a violation of Georgia law to bring a firearm on campus. Exceptions include employees carrying firearms because it is related to their job and is specifically required as a condition of employment. Firearm violations carry a felony charge with fines and prison time. (O.C.G.A. §16-11-127.1 )

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Q26. What is Moultrie Technical College’s policy on drugs and alcohol in the workplace?

A26. Rule of thumb: Report to work clean and sober and stay that way.

No employee may illegally engage in the manufacture, distribution, dispensation, possession, or use of a controlled substance at any time or place, including while at the workplace. If an employee is convicted (including a plea of nolo contendere) of violating any criminal drug statute of any jurisdiction, regardless of whether the alleged violations occurred at the workplace or elsewhere, the employee or others must notify the Commissioner or President in writing of each conviction within five days of the conviction. Such convictions may result in immediate discharge.

There are strict guidelines regarding the consumption of alcohol at school-related functions. No alcohol may be served whatsoever without written approval from the President.

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Q27. Is it okay to have visitors at work?

A27. Absent extraordinary circumstances, employees may not bring or permit their children or other dependents to be present at their worksite. Employees must obtain their supervisor's permission before bringing such persons to their work area. Supervisors shall refuse permission if the person's presence is likely to create an unsafe or unproductive work situation.

Generally, such requests should be limited to emergencies in which the employee has no other viable child care solution. This prohibition does not apply to brief, informal visits by an employee's children or other dependents, as long as such visits are infrequent and are not distracting or disruptive.

Visitors other than that described above are not permitted to be present at the worksite unless their presence is business related.

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Q28. Can I bring personal items to work for the purpose of decorating my work space?

A28. Offices, work stations, and office furniture are State property and are reserved for work-related activities. If approved, employees may have personal items in the office or work station, if suitable for the work area and reasonable.

Examples include family photographs; certificates; diplomas; and small, discreet, decorative or inspirational items intended for the comfort and enjoyment of the employee.
Such items must not be offensive or inflammatory, or otherwise inconsistent with the Institution's work setting.
Employees may be required to remove items determined to be inappropriate from work areas at any time.

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Q29. What are the guidelines for using state property?

A29. As a rule of thumb, property, equipment, and supplies that are owned by the state should be used only for business-related purposes. Employees may not make long distance telephone calls that are not business related; may not use a state vehicle to conduct personal errands; and may not use state cellular phones for personal calls (this list is not exhaustive). Business communications must convey professional, business-like appearances.

Email, Internet, and other computer tools and equipment are provided to employees for work-related reasons. Use of the Internet for non-work related reasons is, however, permitted on a basis similar to that applied to local telephone calls on state telephones, i.e., the use is infrequent, of short duration, and does not interfere with work. This privilege may, however, be withdrawn if abused. The display or transmission of sexually oriented material is prohibited. Other prohibited uses include, but are not limited to, ethnic slurs, racial or other off-color jokes or remarks, game playing, or anything that may be considered harassment or expressing disrespect for others.

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Q30. Does Moultrie Technical College have a dress code?

A30. Yes. The guidelines are set forth in the table below:

A P P A R E L	Women		Men
	Acceptable	Unacceptable	Acceptable	Unacceptable
	Dress, skirt, blouse, collared shirt, sweater, dress slacks, business/ professional pants, or lab coats or other professional attire/uniform appropriate for the profession they represent. Moultrie Technical College shirts embroidered with the MTC logo and/or employee name.	Casual shorts, cutoffs, city shorts, jeans (unless part of an approved MTC Foundation incentive), skirts/dresses shorter than 3” above the knee, sundress, T-shirts, tank tops, sports jerseys, halter tops, strapless shirts/dresses, midriffs, open back dresses, spandex, jogging/wind suits, un-tucked shirts (except for maternity and those designed to be worn un-tucked), visible undergarments, garments that reveal excessive cleavage.	Slacks, collared shirt with tie, sport coat, suit, polo shirts (Fridays only), lab coats or other professional attire/uniform appropriate for the profession they represent. Moultrie Technical College shirts embroidered with the MTC logo and/or employee name with a tie. Ties not required on Fridays.	Casual shorts, cutoffs, T-shirts, jeans (unless part of an approved MTC Foundation incentive), sports jerseys, tank tops, spandex, jogging/ wind suits un-tucked shirts, visible undergarments.
F O O T W E A R	Pumps, loafers, dress sandals, high heels. Non-skid boots or tennis shoes for maintenance staff only.	Tennis shoes (allowed for maintenance staff), beach sandals, flip flops, work boots (unless required for program.	Loafers, dress shoes. Non-skid boots or tennis shoes for maintenance staff only.	Tennis shoes (allowed for maintenance staff), beach sandals, flip flops, work boots (unless required for program).
H E A D W E A R	Hair clasps, barrettes, banana clips, hair bands, pony tail holders.	Bandanas, hats (except where required by program, i.e. hard hats), curlers, turbans (except as permitted for religious accommodation or medical treatment, i.e. chemotherapy, requiring discrete headwear, other than hats.	Pony tail holders, if applicable.	Bandanas, hats (except were required by program, i.e. hard hats), curlers, turbans (except as permitted for religious accommodation or medical treatment, i.e. chemotherapy, requiring discrete headwear, other than hats.
J E W E L R Y	Rings, earrings, watches, necklaces, bracelets.	Visible body piercing other than the ears.	Rings, earrings, watches, necklaces, bracelets.	Visible body piercing other than the ears.
N A M E B A D G E	Clearly visible, right side up, and placed on upper right side of chest.	Not visible, upside down or sideways, and not placed on upper right side of chest.	Clearly visible, right side up, and placed on upper right side of chest.	Not visible, upside down or sideways, and not placed on upper right side of chest.
H A I R S T Y L E	Professional, groomed, conservative hairstyle. Highlights acceptable.	Unprofessional, un-groomed, non-businesslike hairstyle.	Professional, groomed, conservative hairstyle. Highlights acceptable. Trimmed mustache/beard acceptable.	Unprofessional, un-groomed, non-businesslike hairstyle.

There a few exceptions to the dress code guidelines, for example:

Certain jobs may be exempt from portions of this policy if following this policy poses a safety risk. However, professional attire is required for on/off campus meetings with business/industry special functions and formal events. The following additional exceptions may apply to certain job classifications while performing regular work. This list is not exhaustive; those working around hazardous equipment/materials are to exercise safety practices when selecting their attire.

Jobs involving working with moving parts or machinery such as but not limited to: wood working machinery, automotive machinery, and other similar industrial equipment are exempt from wearing ties as part of the apparel guidelines. However, a tucked in collared shirt is required.
Jobs involving working with moving parts or machinery such as but not limited to: wood working machinery, automotive machinery, and other similar industrial equipment should not wear jewelry that could become entangled in the machinery.

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Q31. What is Moultrie Technical College’s expectation for punctuality and attendance?

A31. In order for Moultrie Technical College to effectively serve its customers, it must have regular and punctual attendance from its staff. Reporting to work on time when scheduled is an essential job function.

Frequent absences, regardless of the reasons, can be grounds for disciplinary action, even dismissal. Excessive or abusive leave use is considered to be a pattern of recurring, short-term use.

Another basic term and condition of employment is appropriate leave use and regular attendance. Performance evaluations as well as Code of Conduct documentation evaluate how well employees adhere to institutional procedures for requesting and using leave and attendance guidelines. Not meeting these guidelines could result in one not receiving a salary increase for the rating period and/or being subject to disciplinary action up to and including discharge.

Additionally, Moultrie Technical College can terminate employment for the following attendance-related reasons (this list is not exhaustive):

Absent 5 consecutive workdays without approval.
Failing to return from a leave of absence.
Absent 5 consecutive workdays after all sick leave and annual leave have been used.

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Q32. For what attendance-related reasons can I be terminated for?

A32. Frequent absences, regardless of the reasons, can be grounds for disciplinary action, even dismissal. Excessive or abusive leave use is considered to be a pattern of recurring, short-term use.

Additionally, Moultrie Technical College can terminate employment for the following attendance-related reasons (this list is not exhaustive):

Absent 5 consecutive workdays without approval.
Failing to return from a leave of absence.
Absent 5 consecutive workdays after all sick leave and annual leave have been used.

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Q33. Can my supervisor require that I have a medical excuse for an absence?

A33. Yes. Generally, employees will not need to provide a doctor’s excuse for using less than 17 hours of sick leave. However, if there is an established pattern for excessive or abusive use of leave or if the supervisor questions the validity of the absence, employees may be required to provide a doctor’s excuse.

Excessive use or abusive use is considered to be a pattern of recurring, short-term use. Supervisors will use the following indicators to determine whether use of leave is excessive or abusive:

Frequently using less than 17 hours of sick leave within rolling 30-day periods.
Requesting sick leave for an absence for which annual leave has been denied.
Frequently using sick leave in connection with holidays, weekends, scheduled days off, or pay days.
Frequently using sick leave when scheduled for undesirable, temporary shifts or assignments, or during periods of peak work loads.
Frequently leaving work during the day due to illness.
Using peculiar or improbable excuses.

Supervisors may also require an employee to provide a doctor’s excuse if he or she has been placed on written notice for not following proper procedures for requesting leave, or for inappropriate attendance or excessive leave. If an employee fails to provide an appropriate doctor’s statement that meets Moultrie Technical College’s approval, the request for sick leave may be denied. For this reason, employees should ensure that they provide an original document (instead of a photo copy) with a legible signature of the treating doctor (instead of initials or a stamped signature). The doctor’s statement should include at a minimum the appropriate medical reasons for the absence, when the illness or disability began, and when the employee can be expected to return to work.

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Q34. What is the normal work schedule for Moultrie Technical College employees?

A34. Typically, the regular work schedule for most faculty and staff at Moultrie Technical College is from 8:00 a.m. to 5:00 p.m. Monday through Thursday, and 8:00 a.m. to 4:00 p.m. on Fridays. Due to business needs, some departments, positions, and/or employees may work outside of the typical work schedule. Employees who elect to leave work at 4 p.m. on Fridays must have already worked an additional hour during the same week (or have received permission to use accrued leave) in order to be paid for 40 hours; otherwise, the employee’s pay will be docked. The President, Vice Presidents, and Supervisors are authorized to vary work schedules of employees on an individual basis as necessary for the efficient operation of the office or institution.

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Q35. What is the policy on meals and rest periods?

A35. Moultrie Technical College will make every attempt to provide at least a 30-minute meal period when an employee works at least 7 hours during one workday. The meal period should not exceed 1 hour in length. Supervisors may require that they be notified by the employee prior to taking and/or returning from a meal period.

Meal periods are considered non-work time. Non-exempt employees are prohibited from taking their meal period in their work area (i.e. desk, office, workshop, etc.) where their meal period could potentially be interrupted for business-related needs.

Moultrie Technical College will make every attempt to provide up to a 15 minute rest period for every 4 hours of work. Due to workload demand, sometimes a rest period may not be available or approved. Rest periods should not coincide with the taking of meal periods. Supervisors may require that they be notified by the employee prior to taking and/or returning from a rest period.

Rest periods are considered work time. Employees must remain on campus during rest periods. Typically, rest periods should not be taken within the first hour or the last hour of the work shift, or within one hour on either side of the meal period. Since rest periods are discretionary, employees cannot accumulate rest periods in order to leave work early or come in late.

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Q36. Do I have to inform my supervisor if I anticipate missing work?

A36. Yes. Leave requests should be submitted in writing to your supervisor using the Request for Leave form at least 10 days prior to the commencement of the leave.

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Q37. Who do I notify if I cannot report to work, or will report late, on a particular day?

A37. Employees who cannot report to work due to illness or any other reason must contact their immediate supervisor via telephone as soon as possible and speak with him or her directly about the absence. If the immediate supervisor is unavailable, the employee should follow the chain of command to provide notice of absence. Leaving messages, including voice messages, for one’s supervisor to notify him or her of an absence is considered insufficient notice.

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Q38. Who is eligible to receive compensatory time?

A38. Employees who are not exempt from the provisions of the Fair Labor Standards Act shall be compensated for all hours worked over 40 during any regular workweek. A workweek begins on Monday and ends on Sunday.

Whenever possible, supervisors shall schedule work so that employees, who must work more than the normal number of hours during a particular day, will be given compensatory time during the remainder of the work week and thereby keep the total number of hours worked to 40 or less.

If it is necessary for non-exempt employees to work more than 40 hours in any workweek, they may be given compensatory time, at a rate of one and one-half hours for each overtime hour worked. The maximum number of hours of compensatory time in lieu of cash that most employees may accrue per calendar year is 240. Alternatively, such employees may be paid overtime pay at a rate of one and one-half times their regular hourly rate for all hours worked over 40 during any regular workweek.

Executive, Administrative, and Professional Employees are exempt from the Act and are not entitled to overtime or compensatory time at the overtime rate. In appropriate circumstances, supervisors may provide their exempt employees with compensatory time at the regular rate when the employee has had to work an extraordinary amount of hours beyond their normal schedule.

Supervisors may require that any earned compensatory time be used first in lieu of annual leave.

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Q39. What is the maximum number of compensatory hours that I can accrue?

A39. The maximum number of hours of compensatory time in lieu of cash that most employees may accrue per calendar year is 240.

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Q40. What is Moultrie Technical College’s policy on tobacco use?

A40. Use of tobacco products, including cigarettes and chewing tobacco (dip), is not allowed inside any campus building or in state vehicles anywhere at anytime. Tobacco products may only be used in an area designated for tobacco use, such as a designated outdoor gazebo.

Using tobacco products in areas other than that described above is prohibited. This includes entranceways, parking lots, and other areas on campus other than the designated area. In addition, having chewing tobacco or dip in one’s mouth while on duty is prohibited unless one is on an approved break and in a designated smoking area.

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Q41. Are amorous relationships permitted between coworkers?

A41. Moultrie Technical College strongly discourages amorous relationships in the workplace. When employees or students enter into an amorous relationship, it is the responsibility of both to ensure that their relationship does not disrupt the orderly operation of the institution or its educational environment. The good faith reporting of inappropriate conduct by any employee or student shall not constitute a disruption of the institution or its educational environment.

Amorous relationships between supervisors and their subordinates are discouraged for several reasons. First, there is a potential conflict of interest when individuals evaluate the work or performance of other individuals with whom they have intimate relationships. Common ethical principles require that an employee avoid situations in which the employee makes official evaluations of family members, or other persons with whom they have an intimate relationship. An amorous relationship combined with a responsibility for evaluation constitutes at the very least the appearance of a conflict of interest. Such evaluations include but are not limited to participating in decisions to hire, retain, promote, discipline, reassign or determine salaries.

Second, any relationship involving a power differential has the potential for serious legal consequences because the relationship may exist or endure beyond a certain point only because of the power differential. A subordinate employee may feel that they are not free to end the relationship without risking harm to their professional career.

In the case of supervisor and subordinate, the ability of the supervisor to properly direct, evaluate, and discipline an employee may be compromised. Moultrie Technical College and the supervisor risk exposure not only to sexual harassment complaints but also complaints of discrimination from other employees, not in a social relationship with the supervisor, who perceive inequitable comparative treatment.

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Q42. What should I do if there is severe inclement weather?

A42. The President or his/her designee may authorize a school closing. If the existing or imminent weather conditions are sufficiently severe to warrant not opening, opening late, or closing early an office or work place, employees directly affected by such conditions shall be excused from duty without loss of pay or use of leave.

As determined by the President, employees who are late in arriving to duty or request early release from duty because of severe weather conditions, and the office or work place shall observe normal hours, may be permitted to make up time lost from work, charge it to accrued compensatory time, or charge it to accrued annual leave. Otherwise, the time lost shall count as leave without pay.

Employees on a regular day off or otherwise not affected when their office or work place is closed because of severe weather conditions shall not receive additional time off or other considerations because of the closing.

Media contacts for communicating a school closing are as follows:

Television	Newspaper	Radio
WALB-TV, Albany, NBC Affiliate	The Moultrie Observer	95.3, The Hook
WFXL-TV, Albany, FOX Affiliate	The Tifton Gazette	93.9, Cruisin’ 94
WCTV, Tallahassee, CBS Affiliate	The Albany Herald
	The Wiregrass Farmer
	The Sylvester Local

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Q43. What are the notice requirements if I intend to resign?

A43. Moultrie Technical College requests that faculty and staff provide as much notice as possible so that we can find a replacement; however, a minimum of two weeks is requested. For Vice Presidents and Directors, the notice request is four weeks.

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Q44. What is Moultrie Technical College’s policy on employment of relatives?

A44. No individual shall be employed in a Central Office or Technical College Work unit which will result in the existence of a supervisor – subordinate relationship between the individual and any relative of the individual through any line of authority in the work unit. The term, “line of authority” is defined as authority extending vertically through one or more organizational levels of supervision or management.

Relatives will not be employed or placed in a work environment in which fiscal checks or balances are among the assigned duties and responsibilities of the positions involved.

Relatives will not be placed in a working relationship in which the nature of the assigned duties and responsibilities may contribute to personal or financial gain, fraud, collusion, other abuses of position, or a possible conflict of interest.

Employees shall not advocate for or cause the advancement, appointment, employment, promotion, or transfer of a family member/relative to any Department position.

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Q45. What is Moultrie Technical College’s grievance process?

A45. The grievance process is an in-depth program that is too broad to attempt to summarize in this forum. Contact Human Resources to review the policy and receive guidance on filing a grievance. If Human Resources is not an option, contact the President. If either poses a barrier, contact the Director of Human Resources for DTAE.

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Q46. What is Moultrie Technical College’s policy on intellectual property?

A46. To further its goal of making education accessible to as many people as possible, Moultrie Technical College owns the intellectual property rights in any and all works produced by or for the Institution.

In order that the Institution be able to utilize to the best and fullest extent all works produced for it, and all works provided for its use, anyone producing work for the Institution and anyone providing work for the Institution 's use, represents and warrants that such works:

Do not violate any law;
Do not violate or infringe any intellectual property right (including but not limited to copyright, trademark, patent, or right of publicity) of any person or firm; and
Do not libel, defame, or invade the privacy of any person or firm.

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Training and Development

Q1. How many hours of professional development am I expected to complete each year?

A1. Full-time employees are expected to complete 20 professional learning hours each fiscal year (July through June).

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Q2. How do I find out how many hours I have completed?

A2. Contact Human Resources to determine how many training hours have been recorded.

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Q3. Does required training such as Hazmat, Ethics in Action, and Exposure Control training count towards my hours requirement?

A3. Yes, but only once per fiscal year.

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Q4. How do I complete Hazmat training?

A4. Visit the HR page at www.moultrietech.edu and follow the link to Staff Development.

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Q5. How do I complete Ethics in Action training?

A5. Visit the HR page at www.moultrietech.edu and follow the link to Staff Development.

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Q6. How do I complete Exposure Control training?

A6. Visit the HR page at www.moultrietech.edu and follow the link to Staff Development.

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Q7. How can I find out what professional development opportunities are available?

A7. Go to the Microsoft Outlook Public Folders. Then go to All Public Folders, then click on the Training Calendar.

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Q8. What should I do after I complete a professional development course?

A8. Always notify Human Resources whenever you complete professional development to ensure you receive credit. Include your name, course name, date completed, and the number of hours of credit.

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Health and Safety

Q1. What is workers’ compensation?

A1. Workers’ compensation is an employer-provided benefit that covers medical expenses related to a job injury arising in and out of the course of employment. This benefit may also cover lost work time at a percentage of the employee’s regular pay.

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Q2. What should I do if I get hurt at work?

A2. Notify your supervisor immediately. Your supervisor must partner with human resources to complete an incident report. All injuries should be reported, even if they require only first aid. If emergency care is needed, proceed to the nearest emergency room for treatment. Otherwise, all other treatment must be coordinated with human resources.

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Q3. Am I free to see any doctor I want to for a work-related injury?

A3. No. Moultrie Technical College participates in a Managed Care Organization. You must contact Human Resources to receive treatment for non-emergency injuries. If you receive services from a doctor who is not approved, you will be responsible for payment. The only exception is for emergency care.

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Q4. What do I do if I want to change my treating physician?

A4. If you are unhappy with your initial choice of physician, you may make a one-time change without permission; however, you should notify Human Resources of your decision. If you desire to make another change after that, you must receive permission from the claims adjuster.

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Q5. Can I see a specialist on my first visit for treatment?

A5. No. Due to the high cost of specialist services, your initial treatment must be performed by a primary care physician (PCP). If the PCP determines you need specialist care, you will be referred to one. Bypassing this rule may result in denial of payment for specialist care.

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Q6. How can I get information about crimes that have occurred on our campuses?

A6. A campus crime log is maintained for all of our campuses. Contact the Admissions office for the most current copy.

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Q7. What types of campus crimes should be reported?

A7. Statistics on the following crimes and offenses shall be reported.

Criminal Homicide: Murder, non-negligent, and negligent manslaughter.

Sex Offenses, Forcible or Non-forcible: A forcible sex offense is any sexual act directed against another person, forcibly and/or against that person's will; or not forcibly or against that person's will where the victim is incapable of giving consent, i.e., intoxicated. Non-forcible sex offenses are acts of "unlawful, non-forcible sexual intercourse," e.g., incest or sta tutory rape.

Robbery: The taking, or attempting to take anything of value from the control, custody, or care of a person or persons by force or threat of force or violence and/or by putting the victim in fear.

Aggravated Assault: An unlawful attack by one person upon another for the purpose of inflicting severe or aggravated bodily injury. This offense is usually accompanied by the use of a weapon or by means likely to produce death or great bodily harm.

Burglary: The unlawful entry (breaking and entering) into a building or other structure with the intent to commit a felony or theft.

Arson: Willful or malicious burning or an attempt to burn a dwelling house, public building, motor vehicle or aircraft, or personal property.

Motor Vehicle Theft: The theft or attempted theft of a motor vehicle.

On-campus Arrests for Alcohol, Drug and Illegal Weapon Violations.

Certain Referrals for Campus Disciplinary Actions for alcohol, drug or illegal weapon violations. (If included in the report as an arrest, a referral need not be reported under this category.)
Hate Crimes falling into the above list, involving bodily injury, or reported to the campus security office or local police. (Hate crimes are to be reported by category of prejudice: race, gender, religion, sexual orientation, ethnicity or disability.)

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Q8. What are the guidelines for securing my computer in my work location?

A8. Never leave your work computer unattended without securing it. Press CTRL + ALT + DEL then click Lock Computer if you step away from your computer. In addition, turn your monitor away from onlookers so that confidential on-screen information cannot be read.

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Benefits and Compensation

Q1. As a full-time employee, how much annual leave do I earn each month?

A1. Based on your length of continuous service, the accrual schedule is as follows:

10 hours per month for 0-60 months of service
12 hours per month for 61-120 months of service
14 hours per month for 121 and greater months of service

Annual leave is available on the first day after it is earned. Eligible employees must be in pay status for at least half of the month in order to accrue annual leave. Part-time, temporary, and state re-employed ERS/TRS retired employees are ineligible for annual leave.

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Q2. What is the maximum number of annual leave hours I can have in the bank?

A2. Eligible employees can accumulate up to a maximum of 360 hours of annual leave. Any leave in excess of 360 hours is placed in a forfeited status, but may be restored in cases of illness or disability.

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Q3. What can annual leave be used for and are there any restrictions?

A3. Annual leave may be used for any purpose. Unless an emergency situation exists, employees must request and receive approval from their supervisors before using annual leave. Employees are also responsible for planning time off well in advance and notifying their supervisors as soon as possible in order to minimize the interruption to work flow. Employees may be required to use FLSA compensatory time in lieu of using annual leave. Employees are not required to give specific reasons for requesting annual leave, unless a situation such as the following applies:

The leave is for an unscheduled/emergency absence
MTC is short staffed or has a major assignment pending
The employees are under the restrictions of an Attendance Plan

Employees involved in direct classroom instructional activities should restrict annual leave requests to periods when classes are not in session.

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Q4. As a supervisor, what are my responsibilities relating to use of annual leave from my staff?

A4. Supervisors are responsible for scheduling annual leave. Prior to approving requests for annual leave, they must consider factors such as:

Workloads
Deadlines
Priorities
Office coverage
Leave requested by other employees
Direct classroom instructional activities

Supervisors should make reasonable efforts to grant employees’ annual leave requests; however, supervisors are not required to grant requested annual leave when leave would:

Disrupt work schedules
Leave an office uncovered
Inconvenience the work force or public
Contribute to employees’ not meeting performance expectations

Emergency annual leave requests should be reviewed on a case-by-case basis. Supervisors are to determine whether the absence will be charged to annual leave or unauthorized leave without pay.

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Q5. How does terminal leave work?

A5. When employees have a break in service, all accrued and unused annual leave that has not been forfeited, up to a maximum of 360 hours, will be paid in lump sum to the employees.

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Q6. As a full-time employee, how much sick leave do I earn each month?

A6. Eligible employees accrue sick leave at 10 hours per month. The accrual rate does not increase with years of service.

Sick leave is available on the first day after it is earned. Eligible employees must be in pay status for at least half of the month in order to accrue sick leave. Part-time, temporary, and state re-employed ERS/TRS retired employees are ineligible for sick leave.

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Q7. What is the maximum number of sick leave hours I can have in the bank?

A7. Eligible employees can accumulate up to a maximum of 720 hours of sick leave. Any sick leave in excess of 720 is placed in a forfeited status, but may be restored in cases of illness or disability.

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Q8. What can sick leave be used for and are there any restrictions?

A8. Upon receiving supervisory approval, an employee may use sick leave for absences due to the following:

Personal illness or disability
Exposure to contagious disease, when attendance on duty would endanger the health of others
Dental or medical care
Dental or medical care, illness, accident, or death in the immediate family that requires the employee’s presence

Sick leave for medical and dental care should be limited to the time necessary for the appointment and related travel. Employees who are injured/ill for at least three workdays during a period of annual leave may substitute sick leave for annual leave during the period of injury/illness. Employees cannot use sick leave while receiving short- or long-term disability benefits. Employees may request to use FLSA compensatory time in lieu of sick leave; however, employees cannot be required to do this. When there is a break in service accrued sick leave and forfeited leave balances are lost.

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Q9. What are the requirements for requesting sick leave?

A9. Employees must contact their supervisor or other designated official as soon as possible when sick leave is needed. When employees are incapacitated, supervisors may accept calls regarding the employee’s status from other individuals. Employees may be required to report each day by telephone to their supervisor and provide satisfactory evidence for the use of sick leave.

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Q10. What is personal leave and how can I receive it?

A10. Employees who have accumulated more than 120 hours of sick leave as of November 30 of any year are eligible to convert up to 24 hours of sick leave in excess of 120 hours to personal leave. This conversion must be made no later than December 31 of that year for use the following year. Once converted, personal leave cannot be changed back to sick leave or any other type of leave.

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Q11. What should I do if I receive a summons to appear in court?

A11. Notify your supervisor immediately if you foresee the need to miss work. Court leave is available to eligible employees on all days that employees are summoned for jury duty, subpoenaed or otherwise ordered to attend a judicial proceeding by any federal, state, or local court. Court leave may also be used for out-of-state judicial proceedings.

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Q12. Can I miss work to volunteer my time with disaster relief?

A12. Qualified employees may be eligible for disaster volunteer leave with pay for up to 15 workdays in a 12-month period to participate in specialized disaster relief.

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Q13. If I want to file a grievance with Moultrie Technical College, can I have time to prepare my grievance?

A13. Employees who are eligible to file a grievance may be granted up to four hours of work time, as approved by the supervisor, to file or process a grievance. A maximum of twelve hours per calendar year may be approved as grievance preparation time.

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Q14. Can I leave work with pay to donate blood?

A14. Employees may be granted leave with pay when donating blood and when donating blood platelets or ganulocytes through the phoresis process.

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Q15. Can I miss work to donate a kidney?

A15. A leave of absence with pay for thirty calendar days will be granted to employees who donate a kidney for transplantation. This leave of absence will be included as service in computing any retirement or pension benefits.

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Q16. Can I leave work to vote?

A16. Employees may take necessary time off for voting purposes, if needed, with prior notification to their supervisor. If the polls are not open either two hours before or two hours after the employee’s scheduled work hours, the difference in time may be granted as leave with pay for voting purposes. If necessary, employees who are not eligible for this voting time with pay may request to use accrued annual or personal leave, compensatory time, or leave without pay for voting purposes.

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Q17. Does Moultrie Technical College offer military leave?

A17. For eligible employees, military leave is a leave of absence from work while engaged in the performance of military duty and while going to and returning from such duty. A Request for Personnel Action/Leave Request Form is to be completed in order to place an employee on military leave. The form and a copy of the orders must be included in the employee’s official personnel file.

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Q18. Can I donate or accept leave from other employees?

A18. An eligible employee may request that other employees within the same business unit donate accrued annual, sick, or personal leave for use by the recipient as sick leave. The donation of leave is voluntary. Donated leave can only be sued by recipients for absences that qualify for sick leave. Donated leave cannot be requested or used by employees who are on contingent leave of absences without pay.

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Q19. What state holidays do we receive?

A19. Some holidays are non-work days with pay when so proclaimed by the Governor of Georgia. All employees in pay status at the time of a designated holiday will be paid for the holiday. Georgia Law provides for 12 holidays each year, including: New Year’s Day, Martin Luther King, Jr.’s Birthday, Robert E. Lee’s Birthday, George Washington’s Birthday, Confederate Memorial Day, National Memorial Day, Independence Day, Labor Day, Columbus Day, Veteran’s Day, Thanksgiving Day, and Christmas Day.

Some holidays are work days but are recognized later in the year when the college is closed.

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Q20. How often are we paid, and when is pay day?

A20. We are paid once a month on the last workday of the month. Those employees on direct deposit will not receive a pay stub. To view your pay stub, you must log in to Employee Self Service.

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Q21. What are the requirements for participating in direct deposit?

A21. Your net paycheck can be deposited into your bank account if your bank accepts electronic deposits. For full-time employees, direct deposit is active if the annual leave balance is 24 hours. Otherwise, a physical check will be issued until the annual leave is built back up.

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Q22. Do we have a tuition reimbursement program?

A22. With approval, employees may be eligible for remission of tuition and fees for job-related credit and non-credit courses. Contact Human Resources for additional information regarding this program.

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Q23. As a state employee, what benefits are available from Cingular?

A23. Cingular offers Georgia state employees 15 percent off of their wireless bill plus 25 percent off of accessories. To sign up for the discount, click here. To view the discounts available on accessories, click here.

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Q24. It’s open enrollment time, where do I go to sign up for health insurance?

A24. Click here to visit the State Health Benefit Plan website to sign up for health insurance.

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Q25. It’s open enrollment time, where do I go to sign up for flexible benefits?

A25. Click here to visit the Georgia Merit System website to sign up for flexible benefits.

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Q26. Where can I go to learn more about my health and flexible benefits?

A26. Click here to access links to various websites and presentations relating to benefits.

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