This graph is for easy comparison from the old pay grades to the new pay grades.
We would like to announce the Nepotism Policy change. Through our collaborative efforts with FOP Lodge 13. The Board of Commissioners voted unanimously to implement the changes proposed. To join or receive updates on meetings join our Local by clicking on the New Member Sign-up link to the left.
Effective Date: Adopted 1/87; Revised: 8/89, 12/90, 6/92, 5/95, 12/96, 4/97, 3/17
To provide regulations concerning the employment of relatives within the same department.
In adopting a nepotism policy, the County has legitimate interests in attempting to discourage
and prevent certain behaviors and/or issues, including, conflicts of interest, the appearance or
existence of favoritism, family conflicts, and the appearance, existence or toleration of harassment
or discrimination in the workplace.
All employees of the Board of Commissioners, including full-time, part-time, temporary and seasonal
employees, employees on restricted duty, and employees in secondary employment jobs of an official
Direct chain-of-command relationship applies to Department of Public Safety employees. For the
purposes of Police and Fire & Emergency Services, the direct chain of command includes all ranks up
to and including Police Major and Fire Battalion Chief. For the purposes of E-911, the direct chain of command includes all ranks up to and including Assistant Director. Family member is defined as a spouse, child, parent, brother, sister, step-parent, stepchild, stepsibling,
grandparent, grandchild, aunt, uncle, niece, nephew, half-brother, half-sister, mother-in-law, father-in-law, son-in-law, or daughter-in-law. These relationships shall include those arising
Personnel actions and investigations include, but are not limited to, hiring decisions, promotions/assessments, pay raises, transfers, duty assignments, disciplinary and/or
corrective actions, and workplace investigations.
Secondary Employment of an Official Capacity applies to sworn or certified (i.e., P.O.S.T.
certification or certification by the State of Georgia) employees of the Department of Public
Safety, and is defined as work for an employer other than the department during off-duty hours
involving the performance of duties in the employee’s certified capacity.
Work Location is defined as the geographic location where an employee is ordinarily assigned or
reports to work or as otherwise designated by management
This policy is intended to ensure that employees who are family members will not directly supervise
or report to one another, will not participate in personnel actions or investigations involving another
family member, and will not otherwise exercise influence over another family member’s employment.
Cobb County prohibits (1) the hiring or continued employment of a family member to work on the
same shift and in the same work location as another family member, (2) the hiring or continued
employment of a family member that would result in a supervisory/subordinate or direct chain-ofcommand
relationship (3) the participation by a family member in a workplace investigation of an
employment matter or in proposing or effecting any personnel actions involving another family
member, and (4) family members performing Secondary Employment of an Official Capacity for the
same employer at the same location during the same hours.
A. Disclosure of Family Member Relationships. Applicants for employment must disclose the identity
of family members working in the department for which they are applying. Employees who
become family members following their employment must disclose the identity of other family
members working in the same department.
Employees in the same department who plan to marry must notify the Department/Agency
Director as soon as possible, but in any event no later than the date of their marriage, to allow for
the department to make sufficient arrangements consistent with this policy.
Applicants or employees who fail to disclose their relationships with family members employed in
the same department may be subject to disqualification, corrective action, or disciplinary action,
up to and including termination.
B. Family Member Relationships Arising After Employment. In the event employees become family
members after their dates of employment, the following procedures shall apply:
(1) If the new family member relationship results in a supervisory or chain-of-command
conflict, the department has discretion to make employment decisions and/or
assignments consistent with Section IV of this policy.
(2) If no supervisory or chain-of-command conflict exists, the department has discretion to
make employment decisions and/or assignments consistent with Section IV of this
(3) Where feasible, the department may transfer or reassign any family member (other
than those already employed on the effective date of this revision) to avoid any
direct supervision, and to comply with this policy within thirty (30) days, and shall
provide at least a ten (10) day notice to the employee of the new assignment.
(4) If a transfer or reassignment cannot be arranged, either person may resign. If neither
person chooses to resign, the less senior employee with the department shall be
separated from his/her employment.
Today the House overwhelming approved HB 146 in a vote of 166 to 1. This is great news as the bill now goes to the Governor for signing. However, now is the time to pull out all stops! We need every firefighter in the state, their family, friends, neighbor’s, cousins, aunts, uncles and anyone else they may know to call, write, email or text the Governor’s Office telling him that you support this legislation and asking him to sign this into law.
His contact is:
Office of the Governor
206 Washington Street
111 State Capitol
Atlanta, Georgia 30334
Georgia Firefighters Cancer Coalition