Georgia Probation Management is an equal employment opportunity employer. Employment decisions are based on merit and business needs, and not on race, color, citizenship status, national origin, ancestry, gender, sexual orientation, age, religion, creed, physical or mental disability, marital status, veteran status, political affiliation, or any other factor protected by law. Georgia Probation Management complies with the law regarding reasonable accommodation for handicapped and disabled employees. Georgia Probation Management's Chief Executive Office has issued the following policy stating Georgia Probation Management's views on this matter.
It is the policy of Georgia Probation Management to comply with all the relevant and applicable provisions of the Americans with Disabilities Act (ADA). Georgia Probation Management will not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person's physical or mental disability. Georgia Probation Management will also make reasonable accommodation wherever necessary for all employees or applicants with disabilities, provided that the individual is otherwise qualified to safely perform the essential duties and assignments connected with the job and provided that any accommodations made do not impose an undue hardship on Georgia Probation Management.
The Georgia Probation Management Drug-Free Workplace Program is certified by the Georgia Worker’s Compensation Board in accordance with Title 33, Chapter 9, Article 11 and Title 34, Chapter 9, Articles 410 through 421 of the Official Code of Georgia Annotated. The Georgia Probation Management Drug-Free Workplace Program consists of the 5 essential elements of a Drug-Free Workplace Program:
Georgia Probation Management is committed to providing a safe work environment and to fostering the well being and health of its employees. That commitment is jeopardized when any Georgia Probation Management employee illegally uses drugs on or off the job, comes to work under the influence of same, possess, distributes or sells drugs in the workplace, or abuses alcohol on the job.
All job applicants at Georgia Probation Management will undergo testing for the presence of illegal drugs as a condition of employment. Any applicant with a confirmed positive test will be denied employment. Applicants will be required to submit voluntarily to a urinalysis test. Applicants must sign a pre-employment drug test consent form and a chain of custody form.
The confidentiality of any information received by the employee who administers a pre-employment test shall be strictly maintained.
Georgia Probation Management will conduct a pre-employment criminal check on all full-time and part-time employees. A criminal records check will also be conducted on all interns and contractors.
In January, 1999 the County and Municipal Probation Advisory Council issued the following amendment to the rules and regulations regarding criminal background record checks: Section 11. Private Entity Employee Criminal Background Record Check. All individuals employed by a private probation entity, corporation or agency, regardless of job title and/or responsibilities, will have a criminal background check completed by the private probation entity in accordance with OCGA §35-3-35.
Georgia recognizes the doctrine of employment at will. Employment at will means that in the absence of a written contract of employment for a defined duration, an employer can terminate an employee for good cause, bad cause or no cause at all, so long as it is not an illegal cause.
Georgia Probation Management is committed to providing the highest quality probation services available to a court and to contributing to the communities it serves