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HANDBOOK EMPLOYEE COLUMBIA COUNTY BOARD OF COMMISSIONERS R e v i s e d J a n u a r y 2 0 2 5 ---PAGE BREAK--- TABLE OF CONTENTS Introduction Purpose and Disclaimer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Core Values . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Organization Columbia County Government Organization . . . . . . . . . . . . . . . . . Board of Commissioners, Constitutional Officers, and Elected Officials . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Columbia County Organizational Chart . . . . . . . . . . . . . . . . . . . . . Columbia County Government Facilities . . . . . . . . . . . . . . . . . . . . . Employee Benefits General . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Employment and Conduct General . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Training and Development . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Wages and Work Periods . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . General Information Customer Service . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Safety and Loss Review Board . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Other Policies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . County Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . A Brief History . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Comprehensive Policy Manual Index. . . . . . . . . . . . . . . . . . . . . . . Anonymous Reporting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 2 3 4 5 6 9 10 11 13 13 14 14 14 14 15 16 19 16 ---PAGE BREAK--- 1 PAGE INTRODUCTION PURPOSE AND DISCLAIMER The Columbia County Employee Handbook should only be used as a summary or index for the Comprehensive Policy Manual for Columbia County, Georgia. This handbook is not binding and, in the event of any inconsistencies between the Columbia County Employee Handbook and the Comprehensive Policy Manual for Columbia County, Georgia, the Comprehensive Policy Manual shall control. It is the responsibility of each Columbia County employee to consult the Comprehensive Policy Manual for Columbia County, Georgia should any question regarding the policies or procedures arise. The Comprehensive Policy Manual for Columbia County, Georgia may be reviewed by contacting your Administrative Coordinator, Supervisor, Department Manager, Division Director, Human Resources Department, the County Website or Intranet. Prior to relying on any representation made in this section, please consult Policy Number 101.1 of the Comprehensive Policy Manual for Columbia County, Georgia available at the Human Resources Department or on the County Website. Employees who have suggestions for improvements to any County programs may submit their requests to the Human Resources Director, Division Director, Deputy County Manager or the County Manager. ---PAGE BREAK--- 2 PAGE A Community of Pride A County of Vision Endless Opportunities PRIDE CORE VALUES Professionalism To be professional, I must conform to the technical and ethical standards set for me by doing my job to the absolute best of my ability, constantly hold myself and others accountable to never settle for anything less, and always possess an attitude and willingness to give 100%. Respect I will show a genuine respect for myself, my co‐workers, and the community that I serve; hold everyone I come into contact with in the highest regard by displaying kindness, justice, and equality without purpose of evasion. I will be humble when I perform well and acknowledge when I could have done better; and face adversity head on while persevering and learning from the challenges that I may encounter. Integrity Honesty, consistency, and trustworthiness are my watch words. I will display a strong adherence to only the highest moral and ethical values in an attempt to make myself incorruptible. I pledge to do the right thing all the time even when I think no one is watching. I will endeavor to never bring shame upon myself or my community. Dedication I am committed, loyal, and faithful to myself, our organization and the community. I have a genuine desire to accomplish personal and organizational goals and will display a wholehearted devotion to our core values at all times. Excellence I am committed to giving my utmost effort in all of my endeavors. I refuse to settle for second best and understand the need for quality and efficiency. You will never hear me say “that’s not my job”. I am committed to the success of the organization and the service of our community above all else. ---PAGE BREAK--- 3 PAGE ORGANIZATION The Columbia County organizational structure is described in the following brief outline. ELECTORATE ‐ The electorate consists of the registered voters in the county. ELECTED OFFICIALS ‐ Elected officials include the Board of Commissioners, Clerk of Superior Court, Coroner, Magistrate Court Judge, Probate Court Judge, Sheriff and Tax Commissioner. STATE AND FEDERAL AGENCIES ‐ Offices funded in full or in part by the State or Federal Government are Regional Development Center, Natural Resources Conservation Services, Community Health Center, Family and Children Services, Forestry Services, Health Department, M.R.H.R. Substance Abuse Board, Extension Services and Juvenile Court. BOARDS AND AUTHORITIES – The Board of Commissioners appoints county citizens to advisory boards and special purpose authorities. COMMISSION APPOINTED POSITIONS ‐ The County Manager, County Attorney and County Clerk are appointed by the Board of Commissioners. The County Manager serves as the Chief Administrative Officer of the County and directly supervises the Deputy County Managers and Division Directors. COUNTY COMMISSION COMMITTEES ‐ Each Committee consists of the Chairman of the Board of Commissioners and two members of the County Commission. The Committee members work closely with the County Manager and the Division or Divisions assigned to each Committee. Items are presented by staff in Committee meetings prior to going before the full Board of Commissioners for final action. ---PAGE BREAK--- PAGE 4 BOARD OF COMMISSIONERS CONSTITUTIONAL OFFICERS AND ELECTED OFFICIALS Douglas R. Duncan, Jr. Commission Chairman Michael W. Carraway District 3 Connie M. Melear Commission Vice-Chairman District 1 Trey Allen Commissioner District 2 Alison Couch Commissioner District 4 J. Mason Clerk of Superioir Court Keith Cox Interim Coroner Bobby Christine District Attorney Jason R. Troiano Magistrate Court Judge Alice W. Padgett Probate Court Judge Clay N. Whittle Sheriff Wayne Bridges Tax Commissioner Sheryl B. Jolly Chief Superior Court Judge Barry A. Fleming Superior Court Judge J. Grady Blanchard Superior Court Judge ---PAGE BREAK--- PAGE 5 ORGANIZATIONAL CHART ---PAGE BREAK--- PAGE 6 ---PAGE BREAK--- PAGE 7 ---PAGE BREAK--- PAGE 8 ---PAGE BREAK--- PAGE 9 EMPLOYEE BENEFITS GENERAL Defined Contribution Retirement Plan Columbia County contributes 4% of eligible employee’s salary into a 401(a) Defined Contribution Retirement Plan. Deferred Compensation Plan Columbia County offers through payroll deduction a 457 Deferred Compensation Plan with employee contribution only. Employer Matching Contribution Columbia County will contribute one‐half of one percent of employee compensation for each one percent the employee contributes, not to exceed a maximum of four percent, to an employee’s 401(a) Defined Contribution Retirement account. Life Insurance Employees may select individual and dependent basic life insurance. The premium is paid 100% by the employer. Voluntary life insurance is available for the employee, spouse and eligible dependents. Premiums are based on age per $1,000 of selected coverage. Dependent coverage is also available for spouse and children. The employee pays all premium cost. Medical and Hospitalization Coverage Employees are offered a choice to participate in either a Gold Medical Plan or a Silver Medical Plan. The premium is shared by the employee and the employer. Dental Insurance Employees may participate in the in‐network plan where providers are paid on a fee schedule basis. Out‐of‐network providers are processed at the 90th percentile of usual, customary and reasonable charges. The premium is shared by the employee and the employer. Supplemental Insurance Products Employees may select supplemental products for short‐term disability, long‐term disability and accident. The employee pays all costs. Vision Insurance Employees may select to take advantage of vision insurance through EyeMed. The employee pays all costs associated with the vision policy. Miscellaneous Services Additional services and programs include direct deposit, Flexible Spending Account (FSA), Wellness Incentives, Employee Assistance, Annual Health Fair, Employee Appreciation Activities, Employee and Retiree Service Recognition, Education Reimbursement, and Fitness Center. Prior to relying on any representation made in this section, please contact the Benefits Manager or the Human Resources Director at (706) 868‐3300. ---PAGE BREAK--- PAGE 10 EMPLOYEE BENEFITS (continued) LEAVE Holidays Employees receive time off with pay for the following holidays: New Years Day, Martin Luther King Day, Memorial Day, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, day after Thanksgiving, Christmas Eve, Christmas Day, and one personal day. Prior to relying on any representation made in this section, please consult Policy Number 232.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at Personal Time Off (PTO) Years Service Accrual per month Days per year @ 8 Hours Hire Date‐1 yr 8 hours/month 12 days/year 1 yr‐5 yrs 12 hours/month 18 days/year 5 yrs‐10 yrs 14 hours/month 21 days/year 10 yrs‐15 yrs 16 hours/month 24 days/year 15 yrs‐20 yrs 18 hours/month 27 days/year 20 yrs + 20 hours/month 30 days/year Personal Time Off (Fire Rescue PTO) Years Service Accrual per month Days per year @ 24 Hours Hire Date‐1 yr 12 hours/month 6 days/year 1 yr‐5 yrs 18 hours/month 9 days/year 5 yrs‐10 yrs 21 hours/month 10.5 days/year 10 yrs‐15 yrs 24 hours/month 12 days/year 15 yrs‐20 yrs 27 hours/month 13.5 days/year 20 years + 30 hours/month 15 days/year Personal Time Off (PTO) Accruals for Eligible Employees Regular full‐time and part‐time employees are eligible for PTO in accordance with policy guidelines. Temporary and seasonal workers are not eligible for PTO. Prior to relying on any representation made in this section, please consult Policy Number 237.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at Catastrophic Leave Regular full‐time employees may accrue catastrophic leave up to a maximum of one thousand fifty‐six (1,056) hours; regular part‐time employee equivalent is prorated. Catastrophic leave may be used for a personal illness or non‐work‐related injury, medical examinations or treatment, or to care for an immediate or extended family member who is sick or injured. Exempt employees may begin using the leave after the fifth consecutive day of absence or forty (40) consecutive hours for a full‐time non‐exempt employee; a part‐time employee equivalent is prorated. Prior to relying on any representation made in this section, please consult Policy Number 236.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at ---PAGE BREAK--- PAGE 11 EMPLOYEE BENEFITS (continued) Medical Leave Sharing Regular full‐time or part‐time employees may receive medical leave donations from other employees after exhausting all PTO and catastrophic leave accruals due to an extraordinary or severe illness, injury, impairment, or physical or mental condition, subject to approval by the Department Head and Human Resources Director. Prior to relying on any representation made in this section, please consult Policy Number 238.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at Other Leave Regular full‐time employees and part‐time employees are eligible for other types of leave such as bereavement, military, family medical and blood donation. Prior to relying on any representation made in this secton, please consult Policies Numbered 227.1, 235.1, 230.1 and 228.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at EMPLOYMENT AND CONDUCT GENERAL Civil Service Commission Grievance Procedure Any regular employee in the Career Service will have the right to utilize the grievance and appeal procedure. Probationary employees and temporary employees shall not have the right to utilize the grievance and appeal procedure. Prior to relying on any representation made in this section, please consult Policy Number 302.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at Discipline Policy It is the policy of the County to administer discipline fairly, reasonably, and impartially. Failure or refusal to meet reasonable standards of job performance or personal and/or professional conduct shall constitute just cause for disciplinary action. Prior to relying on any representation made in this section, please consult Policy Number 301.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at Employee Identification Cards The Human Resources Department will issue employee identification cards to all regular full-time and part-time employees, temporary service employees, and consultants. Prior to relying on any representation made in this section, please consult Policy Number 246.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at Equal Employment Opportunity Applicants for positions and employees of the Columbia County government shall be assured of fair and equitable treatment in all aspects of personnel administration. Prior to relying on any representation made in this section, please consult Policy Number 201.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at ---PAGE BREAK--- PAGE GENERAL (Continued) Outside Employment Any Employee desiring to perform outside employment must submit a request on the Outside Employment form to his or her Department Head for approval or disapproval. Prior to relying on any representation made in this section, please consult Policy Number 208.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at Performance Appraisals Performance appraisals are conducted in October of each year. Prior to relying on any representation made in this section, please consult Policy Number 209.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at Personal Appearance Each employee is expected, while on duty, to have a neat, clean and well-groomed appearance consistent with employee’s duties. Prior to relying on any representation made in this section, please consult Policy Number 309.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at Personal Information and Personnel Records Employee personnel records are considered confidential and the property of the County. Prior to relying on any representation made in this section, please consult Policy Number 244.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at Probation Period New hire employees must complete a minimum six month probation period; however, this may be extended up to one year. Prior to relying on any representation made in this section, please consult Policy Number 211.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at 12 ---PAGE BREAK--- PAGE TRAINING AND DEVELOPMENT Education Reimbursement Program An Education Reimbursement Program is available for eligible employees regular full-time) who have completed one year of service on the date the course begins; are working for the County on the date the course begins, and are working for the County as of the completion of course. The course schedule and study time must not be in conflict with the employee’s work schedule. Employees who separate service from the County within one year after receiving a tuition reimbursement shall repay the County. Prior to relying on any representation made in this section, please consult Policy Number 401.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet Special Licenses and Memberships The County will pay an annual lump sum payment equal to the current annual dues or fees for each employee who is required by ordinance or State or Federal law to be a member of a professional organization or who must maintain a particular certification or license as a condition of employment. Prior to relying on any representation made in this section, please consult Policy Number 402.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at Training Programs, Workshops and Seminars The County encourages and coordinates training opportunities so employees can perform their responsibilities in the most efficient and effective manner. Prior to relying on any representation made in this section, please consult Policy Number 403.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at WAGES AND WORK PERIODS Overtime Except for special situations as specified in the Fair Labor Standards Act, as amended, overtime is work beyond 40 hours in a work week. Prior to relying on any representation made in this section, please consult Policy Number 218.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at Pay Periods County employees are paid every other Thursday. Exempt employees may elect to be paid once a month. Elected Officials, Magistrate and exempt employee payroll is generated and distributed by the 15th of each month. Prior to relying on any representation made in this section, please consult Policy Number 221.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at Work Periods The work week for County employees is a seven day period beginning on Sunday at 7:00 a.m. and continuing to the following Sunday at 6:59 a.m. Prior to relying on any representation made in this section, please consult Policy Number 214.1 of the Comprehensive Policy Manual for Columbia County, Georgia available via the intranet at 13 ---PAGE BREAK--- PAGE GENERAL INFORMATION Customer Service Customer service happens everywhere, and it must start from within. Know your internal and external customers. Demonstrate your PRIDE by providing outstanding service to the citizens of Columbia County and the general public. Safety and Loss Review Board This board is responsible for performing risk management and safety review of employee injuries, motor vehicle accidents and property damage to maintain acceptable loss levels. For additional information on risk management policies, contact the Risk Manager at (706) 312-7475. OTHER POLICIES The Finance and Procurement Policy is located in the Comprehensive Policy Manual for Columbia County, Georgia and is available from your Division Director or Constitutional Officer. For additional information on financial or procurement policies contact the Finance Director at (706) 868-3347, or Procurement Manager at (706) 868-3302 or view the Comprehensive Policy Manual available via the intranet at The Health and Safety Policy is located in the Comprehensive Policy Manual for Columbia County Georgia and is available from the Risk Manager, your Division Director or Constitutional Officer. For additional information on health and safety policies contact the Risk Manager at (706) 312-7475 or view the Comprehensive Policy Manual available via the intranet at The Information Technology Policy is located in the Comprehensive Policy Manual for Columbia County Georgia and is available from the IT Manager, your Division Director or Constitutional Officer. For additional information on Information Technology policies contact the IT Manager at (706) 868-3393 or view the Comprehensive Policy Manual available via the intranet at COUNTY HOLIDAYS New Years Day Martin Luther King Day Memorial Day Independence Day Labor Day Veterans Day Thanksgiving Day Thanksgiving Holiday Christmas Eve Christmas Day 14 ---PAGE BREAK--- PAGE A BRIEF HISTORY Excerpts from “To Seek a Newer World” By Gerald J. Smith, PH.D Columbia County, Georgia Area: 290 Square Miles; Population: 159,639; Incorporated Cities: Grovetown and Harlem; County Seat: Appling COLUMBIA COUNTY on the South Carolina border just north of Augusta was settled by Quakers who chose to name their county in honor of an explorer, Christopher Columbus, rather than a military hero as was the custom then. Their county seat, Appling, was named for an original settler, John Appling. This became the twelfth county designed, its territory being taken from Richmond County in 1790. McDuffie and part of Warren County were later sliced from Columbia’s original territory. White traders coming into this region in the early 1700s followed a trail westward across what was to become Columbia County to connect with the Mississippi River and many northern Indian tribes. The modern route of U.S. 78 highway follows this trail through Columbia County. The first Baptist Church in Georgia was organized in the spring of 1772 by the Rev. Daniel Marshall. In 1758, Marshall had been imprisoned for conducting services that differed from those prescribed by the Church of England. His Kiokee Baptist Church at Appling first met in a building erected beside Kiokee Creek. It was there that the Georgia Baptist Association was formed in 1784. The congregation built a brick edifice in Appling that same year. Recently restored, it remains an active church nearly two centuries later. Columbia County is bounded on one side by the Clark Hill Dam on the Savannah River. The two hundred foot high structure backs up seventy thousand acres of water. This is the approximate division of the Piedmont Plateau and the Coastal Plain of Georgia, the fall line passing through Columbia County. Recreational opportunities connected with the Clark Hill reservoir bring visitors in great numbers to the County, and the reservoir is known to have favorably influenced the outer residential spread from the City of Augusta. Columbia County enjoyed a phenomenal population growth during the 1960s and continues rapid growth to this day. Other Points of Interest: Savannah Rapids Pavilion and historic buildings at the Canal Headgates, The Oliver Hardy Museum, numerous golf courses and extensive park system. 15 ---PAGE BREAK--- PAGE COMPREHENSIVE POLICY MANUAL INDEX TOPIC, POLICY NUMBER General Information Purpose and Policy, 101.1 Organizational Structure, 103.1 Definitions, 104.1 Public Record Request Response, 105.1 Human Resources Equal Employment Opportunity, 201.1 New Employee Onboarding/Orientation, 202.1 Employee Separation and Termination, 203.1 Hiring Process, 204.1 Hours of Work, 205.1 Modified Duty, 206.1 Nepotism, 207.1 Outside Employment, 208.1 Performance Appraisal, 209.1 Personal Information and Personnel Records, 210.1 Probation Period, 211.1 Re-Employment, 212.1 Special Employment Programs, 213.1 Work Periods, 214.1 Flextime, 215.1 Service Recognition, 216.1 Classification and Compensation, 217.1 Recording, Utilization and Auditing of Overtime, 218.1 Date of Hire/Service, 219.1 Garnishment, 220.1 Pay Periods, 221.1 Payroll Deductions, 222.1 Time Sheet/Preparation of Payroll/Method of Payment, 223.1 Working out of Classification Pay, 224.1 Emergencies/Inclement Weather/Adverse Condition, 225.1 On-Call Policy, 226.1 Bereavement Leave, 227.1 Blood Bank, 228.1 Non-Work Related Disability Leave, 229.1 Family Medical Leave, 230.1 Frozen Leave, 231.1 Holidays, 232.1 Jury Duty or Subpoena As Witness, 233.1 Leave of Absence without Pay, 234.1 Military Leave, 235.1 Catastrophic Leave, 236.1 Personal Time Off, 237.1 Medical Leave Sharing, 238.1 Workers’ Compensation Policy, 239.1 Americans with Disabilities Act (ADA) of 2008, 240.1 16 ---PAGE BREAK--- PAGE COMPREHENSIVE POLICY MANUAL INDEX TOPIC, POLICY NUMBER Human Resources (continued) Military Caregiver Leave, 241.1 Job Posting, 242.1 Job Bidding, 243.1 Administration of Employee Personnel Records, 244.1 Court-Ordered Community Service, 245.1 Employee Identification Cards, 246.1 Visitors in the Work Place, 247.1 Acknowledgment, Memorial and Sympathy, 248.1 Conduct Disciplinary Action, 301.1 Grievance Procedure, 302.1 Conflicts of Interest/Ethics, 303.1 Contributions and Honorariums, 304.1 Department of Transportation Drug and Alcohol Testing Program, 305.1 Drug Free Workplace, 306.1 Employee Conduct, 307.1 Unlawful Harassment Policy, 308.1 Personal Appearance, 309.1 Personal Use of Telephone, 310.1 Political Activities, 311.1 Blank, 312.1 Solicitations, 313.1 Violence in the Workplace, 314.1 Whistleblower Policy, 315.1 Requests for Use of County Personnel, Equipment and Material, 316.1 Smoking in the Workplace, 317.1 Training and Development Education Reimbursement Program, 401.1 Special Licenses and Memberships, 402.1 Training Programs, Workshops and Seminars, 403.1 Professional Development Program, 404.1 Employee Travel and Training Expenses, 405.1 Safety Training, 406.1 Health and Safety Communicable Disease Social Distancing Program, 501.1 Pandemic Continuity of Operations, 502.1 Blood Borne Pathogens, 503.1 Safety Review Board, 504.1 Housekeeping/Safe Work Environment, 505.1 Safeguarding Equipment and Supplies/Loss Prevention, 506.1 Personal Protective Equipment, 507.1 Vehicle Safety, 508.1 Vehicle Accidents, 509.1 Vehicle Accident Investigation, 510.1 17 ---PAGE BREAK--- PAGE COMPREHENSIVE POLICY MANUAL INDEX TOPIC, POLICY NUMBER Health and Safety (continued) Claims, 511.1 Employee Emergency Medical Procedures, 512.1 Risk Identification and Assessment for New or Expanded Programs, 513.1 Finance and Procurement Purchasing Card, 604.1 Cell Phone Usage and Reimbursement, 612.1 Vehicle Allowance and Mileage Reimbursement Policy, 614.1 Donation of Funds/Items, 615.1 Information and Technology Password Policy, 701.1 Video Surveillance and Recording Policy, 706.1 Acceptable Use Policy, 707.1 Service Desk Problem and Request Management, 717.1 Wireless Network Access and Usage Policy, 718.1 Voicemail Policy, 719.1 Fleet Fuelman Policy, 801.1 Global Positioning System (GPS) Policy, 802.1 Motor Pool Policy, 803.1 The Policy Index above is only a partial listing of policies. There are additional polices not listed in the Index above. You can access the entire Comprehensive Policy Manual at www.columbiacountyga.gov. Contact your Division Director, Department Manager, Supervisor, Administrative Coordinator or Human Resources Department to obtain a copy of policies listed above. 18 ---PAGE BREAK--- PAGE Employee Anonymous Reporting Hotline www.lighthouse-services.com/columbiacountyga or call [PHONE REDACTED] A service provided by Lighthouse Services, Inc. Lighthouse is an independent provider that assists Columbia County to identify improper activity. Lighthouse Services is committed to protecting the identity of all persons who use this secure reporting system. Reports are submitted by Lighthouse to Columbia County and may or may not be investigated at the sole discretion of Columbia County. Although Lighthouse will not disclose your identity without your express permission, it is possible that your identity may be discovered during an investigation of the matter reported because of information you have provided. Employees may anonymously report incidents of Fraud, Compliance Ethics or Human Resources matters. 19