Attitude
advertising
What are the requirements for advertising vacancies?
There are no Georgia-specific requirements for posting a job vacancy.
background checks
(a) Criminal Records and Arrests
Georgia requirements are generally the same as those under federal law. Federal Fair Credit Reporting Act may apply. In addition, the First Offender Law of Georgia provides that the quashing of a criminal conviction may not be used to disqualify an individual from applying for employment or appointment to any position in the public or private sector. Thus, if an applicant or employee has a criminal record and has been granted first offender status by the courts, that conviction should not be used to disqualify the applicant or employee from continued employment.
(b) medical history
Georgia requirements are generally the same as those under federal law. The Federal Americans with Disabilities Act and the Genetic Information Non-Discrimination Act may apply.
(c) drug screening
Drug testing is generally permitted for the usual reasons (pre-employment, reasonable suspicion, incidental, after an accident), but if an employer wishes to receive discounts on premiums for workers’ compensation, the employer must follow certain rules regarding drug testing and administering a drug – free workplace program.
(d) Credit Checks
Georgia requirements are generally the same as those under federal law. Federal Fair Credit Reporting Act may apply.
(e) Immigration Status
Federal law regulates immigration law. Georgia requires employers with more than 11 employees to use E-Verify.
(f) Social Media
none.
(g)Other
none.
wage and hour
Counting
What are the main sources of wage and hour laws in your state?
The Georgian minimum wage law. OCGA § 34-4-1 et seq.
What is the minimum hourly wage?
In general, employers in Georgia are required to pay workers the federal minimum wage. Workers who are exempt from the minimum wage and overtime provisions of the Fair Labor Standards Act are still covered by the Georgia Minimum Wage Law, which requires employers to pay workers a minimum hourly rate of $5.15.
What regulations apply to compensation and wage deductions?
There are no final salary laws in Georgia, so employers should issue the final paycheck on the next scheduled payday. Georgian law has no laws on wage deductions, so employers should refer to the Federal Law on Fair Labor Standards.
hours and overtime
What are the meal and rest break requirements?
Georgia’s requirements are generally the same as those of federal law, except that employers must provide paid breaks of reasonable length for workers to pump breast milk during work hours.
What are the rules for the maximum number of hours?
The same as those under federal law.
How should overtime be calculated?
The same as those under federal law.
What exceptions to overtime are there?
The same as those under federal law.
keep records
What wage and payment records must be kept?
The same as those under federal law.
