Welcome to the City of Colquitt

[Audio] Welcome to the City of Colquitt Employee Orientation.

[Audio] Introduction Welcome To Colquitt! Colquitt is a charming rural city known for its warm hospitality and rich cultural heritage. With a population of just over 2,000 residents, our tight-knit community offers a unique blend of small-town charm and modern conveniences. Colquitt is famous for its vibrant arts scene, particularly the annual "Mayhaw" festival, which celebrates our agricultural roots and showcases local crafts, music, and delicious Southern cuisine. The city is also home to the Swamp Gravy, a community theater that brings stories of our region to life through captivating performances. Our friendly neighborhoods, local shops, and family-owned restaurants create a welcoming atmosphere where everyone feels at home. As you join our team, we encourage you to explore all that Colquitt has to offer, from its rich history to its community events. We are excited to have you as part of our city and look forward to seeing the positive impact you will make in our community.

[Audio] When you think about the City of Colquitt’s values, what do you think these might look, sound, or feel like for YOU in your new role? 5/7/2025.

[Audio] City of Colquitt: Organization Chart.

[Audio] Section 1- Purpose/At-Will Employment Purpose of Employment Policies: - These policies and procedures aim to create an effective personnel administration system for the City of Colquitt, Georgia. - All employees are considered "AT WILL" employees under Georgia Law. - This means employees can be terminated without cause, and the City of Colquitt policies do not change that relationship.

[Audio] Racial Equity and Social Justice at the City of Colquitt The City of Colquitt prohibits discrimination based on sex, race, color, religion, national origin, political affiliation, age, or disability in employment. Employees must adhere to this policy in their interactions. For concerns regarding equal employment opportunity, please contact your supervisor, HR, or the City Manager.

[Audio] SECTION 4 - STANDARDS OF CONDUCT ETHICAL CONDUCT Employees must uphold high ethical standards in their duties. They should avoid actions that may: - Give improper preferential treatment. - Impede government efficiency or economy. - Lead to decisions outside official channels. - Compromise independence or impartiality. - Use public office for personal gain. - Undermine public confidence in officials..

[Audio] ABUSE OF ALCOHOL & SUBSTANCES The City of Colquitt enforces a ZERO Tolerance Policy: - Use, possession, or distribution of illegal or controlled substances is prohibited, except with a valid prescription. - Reporting to work impaired by alcohol (BAC of .02 or higher) is prohibited. Testing Policy: The City may conduct tests (urine or hair follicle) under the following conditions: - Reasonable suspicion of impairment. - After an accident. - Pre-employment screening. - Random testing as required by law. Consequences: - Immediate termination for positive drug/alcohol tests or refusal to test..

[Audio] SEXUAL HARASSMENT The City of Colquitt is committed to a work environment free from sexual harassment, defined as: - Granting or denying employment benefits based on sexual favors. - Creating an intimidating, hostile, or offensive work environment. Prohibited Behaviors Include: - Threatening job status for rejecting advances. - Offering preferential treatment for sexual conduct. - Unwelcome sexual flirtations, advances, or propositions. - Verbal abuse of a sexual nature. - Unnecessary touching or graphic comments. - Displaying sexually suggestive materials or jokes. Reporting: Employees who experience sexual harassment should report it to their supervisor, HR, or the City Manager. The City will investigate all claims confidentially and take appropriate action. Consequences: Sexual harassment will not be tolerated, and offenders may face disciplinary action, including termination..

[Audio] SOCIAL MEDIA Social media is a valuable tool for sharing experiences, but it also comes with risks and responsibilities. Here are key guidelines for appropriate use: Definition: Social media includes all forms of online communication, such as blogs, social networking sites, and chat rooms, whether related to the City of Colquitt or not. Standards: Employees are held to higher standards of conduct, both on and off duty. Activities acceptable in the private sector may violate this policy. Responsibility: You are responsible for your online posts. Consider the potential risks and rewards before sharing content. Consequences: Conduct that negatively impacts job performance or the City’s interests may lead to disciplinary action, including termination. Inappropriate content, such as discriminatory remarks or threats, will not be tolerated. Confidentiality: Employees must never post protected customer information on social media..

[Audio] WORK HOURS Office Hours: City of Colquitt operates from 8:00 a.m. to 5:00 p.m., Monday to Friday. Clocking in/out 10+ minutes early/late requires supervisor approval. Work schedules vary by position. Lunch Breaks: Non-exempt employees receive a 1-hour lunch break (deducted from daily time). Exceptions apply to City Hall, Police, and Golf Course personnel. If unable to take a break, supervisor approval and signature on the timecard are required. Punctuality: Arrive on time and start work immediately. Personal business must be done before clocking in. If late, notify your supervisor within 30 minutes. Failure to call may result in loss of leave time, which is at the supervisor's discretion. Absenteeism: Three consecutive unexcused absences will be considered job abandonment. Bulletin Boards: Check daily for official City information and programs. SECTION 6- EMPLOYMENT AND COMPENSATION.

[Audio] SECTION 9- EMPLOYMENT PERFORMACE EVALUATION OBJECTIVE The employee performance evaluation aims to provide feedback on job performance and areas for improvement. It may influence merit raises, training needs, promotions, demotions, transfers, or terminations. PERIOD OF EVALUATION All employees (excluding temporary, seasonal, or part-time) will receive their first evaluation after three months and then annually in June. EVALUATION Evaluations are prepared by the immediate supervisor, reviewed by the division director, and approved by the City Manager. Supervisors leaving their position must evaluate employees who haven't been assessed in the last six months..

[Audio] CONTINUE... REVIEW WITH EMPLOYEES Evaluators must discuss evaluations with employees. If an employee disagrees, they can submit a written statement within ten days, which will be attached to the evaluation and sent to the City Manager. CONFIDENTIALITY Performance evaluations are confidential and accessible only to the evaluated employee, their supervisor, department head, division director, and City Manager. Public release is subject to federal laws and Georgia's open meeting laws. NO OBLIGATION FOR RAISES This policy does not obligate the City of Colquitt to provide future salary increases or confer any property rights related to employment..

[Audio] TYPES OF TERMINATION Termination from city employment includes: A. Resignation B. Job abandonment C. Failure to complete probation D. Inability to perform essential functions (even with accommodation) E. Loss of necessary job requirements F. Dismissal "at will" by management G. Retirement H. Death See the City of Colquitt Personnel Policies for Definition of each. SECTION 10- TERMINATION OF EMPLOYMENT.

[Audio] PURPOSE To outline the Code of Conduct for all City of Colquitt employees. POLICY Conduct that disrupts operations, discredits the City, or is offensive/dangerous may lead to disciplinary action, including termination. Employees must adhere to all rules, policies, and expected workplace standards. GENERAL CODE OF CONDUCT This Code applies to all employees and includes examples of unacceptable conduct: - Perform tasks efficiently and safely, meeting quality and safety standards. - Maintain required certifications and training. - Comply with the Leave Policy. - Follow directives from authorized supervisors. - Treat everyone with courtesy and respect. SECTION 11- CODE OF CONDUCT.

[Audio] CONTINUE... Prohibited Conduct - Dishonesty, including falsifying documents. - Ignoring established work times. - Horseplay and careless workmanship. - Violating security, health, or safety rules. - Unauthorized tobacco use. - Competing with the City or violating the Conflict of Interest Ordinance. - Excessive absenteeism/tardiness or sleeping on the job. - Job abandonment after an approved leave. - Theft or damage to City or personal property. - Unauthorized possession or use of alcohol or controlled substances..

[Audio] CONTINUE... Prohibited Conduct - Reporting to work under the influence of alcohol or drugs. - Threatening or intimidating co-workers or the public. - Violating the Prevention of Harassment Policy. - Insubordination. - Fighting or assault at the workplace. - Unauthorized possession of weapons or explosives on City property. - Disclosing confidential employee or financial information. - Violating criminal laws or engaging in immoral conduct. - Failing to report accidents or misconduct. - Accepting bribes or improper payments..

[Audio] DISCIPLINARY ACTION Intent Employees must follow personnel rules. Disciplinary procedures may be necessary to correct performance issues. Progressive Discipline Disciplinary actions will correspond to the severity of the offense. Types of Disciplinary Action Disciplinary actions are progressively severe, starting with oral counseling documented in the employee's file. Actions beyond oral counseling require City Manager notification. 1. Written Reprimand - For less severe offenses, a written reprimand will be issued. - The supervisor will provide a verbal explanation and a written reprimand detailing: - Problem description - Correction method - Time frame for correction - Warning of potential further action if not corrected - Copies will be filed in the employee's personnel folder. SECTION 12- DISCIPLINARY ACTION.

[Audio] CONTINUE...... 2. Probation - An employee may be placed on probation for up to 90 days by a Division Director or Department Head with City Manager notification. - During probation, the employee is ineligible for salary increases or promotions. - Performance will be reviewed at the end of the probation period for further action. 3. Suspension - A Division Director or Department Head, with City Manager notification, may suspend an employee for up to 30 working days in a fiscal year. - Suspended employees do not receive Holiday Pay or Phone Allowance and may be suspended with or without pay. - Written notice will be provided to the employee and filed with the City Clerk..

[Audio] CONTINUE...... 4. Demotion - A Division Director or Department Head, with City Manager notification, may demote an employee by reducing salary, responsibilities, or reclassifying the position. - Written notice will be given to the employee and filed with the City Clerk. 5. Dismissal/Termination - A Division Director or Department Head, with City Manager notification, may terminate an employee with or without cause. - Notice of termination will be provided at the time of dismissal..

[Audio] SAFETY POLICY All City employees must comply with safety and health standards. Job safety is essential for continued employment. Violations may lead to disciplinary action, including termination. -Seat Belts: Required for all employees and passengers in City vehicles. - Safety Vests: Must be worn when no barricades or safety devices are present. - Flagging: Personnel must be trained and comply with traffic control standards. - Tobacco Use: Prohibited in City buildings and vehicles, except in designated areas. - Eye Protection: Required for tasks that necessitate safety glasses or goggles. - Ear Protection: Mandatory in environments with extreme or continuous noise. - Hard Hats: Required in areas with head injury hazards or where specified. SECTION 16- SAFETY POLICY.

[Audio] VEHICLE USE Intent The City of Colquitt provides vehicles for conducting City business. Employees must use these vehicles appropriately and follow established guidelines. This policy also applies to off-road equipment operators regarding qualifications, maintenance, and safety. Definitions - Authorized Driver: Employee permitted to drive City or personal vehicles for City business, required to obey laws and maintain the vehicle. -License: Refers to the applicable driver's license for the vehicle type (e.g., CDL, Class A, Class C). - Major Offenses: Include serious violations like assault with a vehicle, negligent homicide, and driving while impaired. - Ordinary Offenses: Include moving violations such as speeding and failure to stop at traffic signals. SECTION 17- VEHICLE USE.

[Audio] CONTINUE..... Responsibility - City Manager: Conducts Motor Vehicle Record (MVR) checks on applicants and ensures compliance with driver qualifications. - Division Director/Designee: Ensures drivers have valid Georgia Driver's Licenses and signed MVR Release Forms, provides training for safe equipment operation, and can suspend driving privileges if necessary. Minimal Standards for Driving Privileges - Employees must have a valid license for the vehicle type they drive (e.g., CDL with endorsements). - Employees with a DUI conviction within the past three years may operate City vehicles on a probationary basis if they have completed a driver improvement program and any required assessments at their expense..

[Audio] CONTINUE..... Selection for Driving Positions Candidates for positions requiring a driver's license must meet the following criteria (except Police Department employees who completed EVOC): - Minimum age: 18 (16 for some Golf Course positions). - Provide a current MVR for the last 3 years. - No restrictions preventing safe vehicle operation. - No major or capital offense convictions. - Valid Georgia Driver's License and appropriate vehicle licensing (e.g., CDL, Class A, Class C). - Provide current DOT Physical Examination Card and Certification of Road Test if applicable. - Authorized by department head to drive a City vehicle. - Signed MVR Release Form..

[Audio] CONTINUE..... Disqualifications (within the past 36 months): - Felony conviction. - Drug-related conviction. - License suspension/revocation for moving violations. - Three or more ordinary offense convictions. - Major or capital offense conviction (excluding DUI). - Two or more chargeable accidents. - More than two violations in the past twelve months. - No alcohol or drug-related driving offenses (DUI) within the last 60 months. - Exceptions require written approval from the City Manager or designee (excluding Police Department employees who passed EVOC).

[Audio] CONTINUE..... Mobile Phone Usage - Hands-free devices are required for mobile phone use while driving. - Drivers must have full use of hands and arms; pull off the road for prolonged use. Maintenance - Authorized drivers must maintain City vehicles and avoid operating vehicles with defects. - Preventive maintenance should follow the owner's manual and Shop Department schedule. Safe Driving - All drivers must practice safe and courteous driving..

[Audio] CONTINUE..... Seat Belts - Seat belts are mandatory for all drivers and passengers in City vehicles. Older vehicles will be retrofitted with seat belts where feasible. Theft - The City is not responsible for personal items lost or stolen from City vehicles. Tobacco Products - Tobacco use is prohibited in City vehicles. Personal Use of Vehicles - City vehicles are for official business only. Take-home vehicles require City Manager approval. Minimal personal use is allowed with prior approval..

[Audio] CONTINUE..... Personal Cars for City Business - Use of personal vehicles for City business is discouraged and requires prior approval from the Division Director and City Manager. Traffic Violations - Employees are responsible for any traffic violations or fines incurred while driving a City vehicle. - Report all moving violations to your supervisor within one working day. - Applies to all vehicle use (City, personal, etc.). - Report any accidents or incidents violating City policy within one working day..

[Audio] CONTINUE..... Accident Procedures 1. Call 9-1-1 if there are injuries. 2. Notify your supervisor with accident details. 3. Collect information from all parties involved (names, addresses, phone numbers, insurance, tag, and license info). 4. Do not discuss the accident except with police and your supervisor. 5. Do not leave the scene without necessary information and law enforcement approval. Accident Investigation - All accidents involving City vehicles will be investigated by the Accident Review Committee. - "Preventable" accidents may lead to disciplinary action. - Two or more preventable accidents in 36 months may result in loss of driving privileges. Vehicle Theft - Report any theft of a City vehicle to the police immediately..

[Audio] CONTINUE..... Preventable Accidents A preventable accident involves a City vehicle or one used for City business that results in property damage or personal injury due to the driver's failure to take reasonable precautions. Key definitions include: - Following too closely - Driving too fast for conditions - Failure to observe clearance - Ignoring signs - Improper turns, parking, or passing - Failure to yield - Improper backing (not following policy) - Disobeying traffic signals or signs.

[Audio] CONTINUE..... Preventable Accidents -Speeding: Exceeding posted speed limits (non-emergency vehicles only). - DUI: Driving under the influence or similar charges. - Traffic Laws: Employees must follow all Georgia traffic laws (Title 40, Official Code of Georgia Annotated). Loss of Driver's License: - Report any license revocation or suspension to your supervisor within one working day. - Do not drive any vehicle for City business until your license is reinstated. Policy Violations: - Violations may lead to disciplinary action, including loss of driving privileges or termination..

[Audio] Thank you for choosing the City of Colquitt! Please read the full personnel policy to learn more about the City of Colquitt Policies.