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. 5/8/2025.

[Audio] When you think about the City of Colquitt’s values, what do you think these might look, sound, feel like for YOU in your new role? 5/8/2025 Equity: We are committed to fairness, justice, and equal outcomes for all. Civic Engagement: We believe in transparency, openness, and inclusivity. We will protect freedom of expression and engagement. Well-Being : We are committed to creating a community where all can thrive and feel safe. Shared Prosperity: We are dedicated to creating a community where all are able to achieve economic success and social mobility. Stewardship : We will care for our natural, economic, fiscal, and social resources..

[Audio] City of Colquitt: Organization Chart 5/8/2025.

[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. 5/8/2025.

[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 B.A.C 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.