GFC is a dynamic state agency responsible for providing leadership, service and education in the protection and conservation of Georgia’s forest resources. Learn about benefits, training and compliance below.

GFC is a registered participant in the federal work authorization program commonly known as E-Verify, and uses this program to verify employment eligibility of all employees hired on or after July 1, 2007.
Federally-Issued User ID #: 41673
Date of Authorization: 7/1/2007

In accordance with the Immigration and Control Act of 1986, GFC employs only U.S. citizens and lawfully authorized alien workers. Anyone hired will be required to verify their identity and employment eligibility. Males between the ages of 18 and 26 must submit proof of selective services registration upon hire. GFC may use publicly-available information in its selection process, including print and social media.

Benefits and Training

Benefits Overview

Rates for the coverages below vary based upon options selected and other variables. Georgia state government has established a Section 125 Cafeteria Plan which allows employees to have health, dental and Flexible Spending Accounts contributions deducted on a pre-tax basis. Eligibility for all group health insurance coverage is the first of the month following 30 days of employment.

  • Medical Insurance
    Georgia state government offers its employees three types of health insurance to choose from: HRA plans (bronze, silver and gold options with different deductibles), HMO plans with set co-pays, and an economical high deductible health plan. All plans allow an employee to insure his/her spouse and child(ren).
  • Dental Insurance
    Georgia state employees are offered a choice of three dental plans. Choices include Select or Select Plus traditional plans or an HMO plan.
  • Vision Insurance
    Georgia state government offers two levels of vision coverage.
  • Flexible Spending Accounts
    Georgia state government offers two Flexible Spending Accounts (FSA): one for the employee’s healthcare expenses, and another for dependent care expenses. An employee may choose to participate in either account, both accounts or neither account. Each year, the employee can elect to deposit part of their pay, pre-tax, to reimburse themselves tax-free for certain expenses paid out of pocket.
  • Life Insurance and Accidental Death and Dismemberment
    Life and Accidental Death and Dismemberment insurance are designed to help employees and their families in the event of death or injury. An employee may choose coverage up to 10 times his or her pay. Spouse life may be chosen from $6,000 to $250,000. Child life coverage ranges from $3,000 to $20,000. Neither spouse nor child life insurance coverage may exceed the amount of coverage held by the employee. Accidental death and dismemberment is payable to the employee in the same amount as the life insurance. The payout is dependent on the severity of the loss and may be selected up to 10 times the employee’s salary.
  • Long Term Disability
    Long term disability is a benefit that will cover 60 percent of the employee’s current monthly salary to a maximum of $5,000 if they suffer from a disabling accident or illness on or off the job. Coverage begins after 180 days of disability.
  • Short Term Disability
    This plan covers 60 percent of the employee’s current weekly salary if they suffer from a disabling accident or illness that is not work-related. Employees can choose between a seven day waiting period with a maximum of 173 days of coverage, or a 30 day waiting period with a maximum of 150 days of coverage.
  • Long Term Care
    Long term care assists with the cost of care in a long term care facility.
  • Legal
    The legal option is available to minimize the cost of legal counsel in routine legal matters.
  • Specified Illness
    Specified illness pays a lump sum in the occasion that an illness specified by the plan occurs. Coverage levels are from $5,000 to $50,000. This coverage must be chosen upon hire for best rates.
  • Employee Assistance Program (EAP)
    A voluntary counseling program available to all full-time GFC employees and dependent family members at no cost, the EAP provides professional services, short-term counseling, referral services and consultation. All counseling is provided by licensed or certified professionals and is kept confidential. The EAP can help employees find a solution to a wide range of personal problems and work/life issues. There is also a variety of personal and work-related training available via live and pre-recorded webinars.
  • ERS/401(K)/457 Retirement Plans
    All fulltime employees are automatically enrolled in the Employment Retirement System (ERS), which provides a defined benefit upon retirement for all vested employees. Benefits are based upon tenure and salary. Additionally, employees have the option to contribute to a 401(K) with an employer match of 100 percent of the employee’s initial one percent contribution of salary, and 50 percent on the next four percent of the employee’s salary contributed. Employees can contribute additional amounts to the 401(K) and 457 programs, pre-tax, but these are not matched by employer contributions. New employees are eligible to participate in the plan immediately after hire. Employees can elect up to the annual maximum determined by the IRS.
  • Annual Leave
    Full time employees accrue 10 hours paid annual leave each month (15 days/yr), and eligible to be carried over to subsequent years. Amount of annual leave increases after 5 years (12 hrs/month or 18 days/yr) and 10 years (14 hrs/month or 21 days/yr) of service.
  • Sick Leave
    Full time employees accrue 10 hours paid sick leave each month, and eligible to be carried over to subsequent years.
  • Additional Benefits
    Georgia state government also offers full time employees the following additional benefits to round out their total compensation package:
    • 13 paid holidays;
    • Employee training;
    • Flexible work schedules for some positions;
    • Discount tickets;
    • Credit Union;
    • Additional life and disability benefits for fire control employees.

Job Training

On the Job Training

Our agency has established On-the-Job (OJT) training programs for both rangers and foresters where new employees are taught all of the basic knowledge needed to be an entry level employee.

Cross Training

The Georgia Forestry Commission also has established programs to cross train rangers and foresters. However, an employee must be at a “working level,” which means that he or she is fully proficient at their current job before cross training.

Other Training

As an employee progresses in his or her career with the Georgia Forestry Commission, the agency offers training for most positions in the Incident Command System as well as other specialized training.

Compliance Policies

Equal Employment Opportunity Commitment

GFC recognizes the challenges and opportunities presented by a diverse and changing work force. We have a responsibility to foster a work environment in which employees have the opportunity to grow, contribute and participate free from discrimination.

At a minimum, this means making all work-related decisions without discrimination on the basis of race, color, religion, sex, age, national origin or disability. Our commitment to equal employment opportunity, and prohibition of discrimination, extends to all employment-related decisions – including, but not limited to, recruitment and hiring, job benefits, promotions, compensation, training and separations. Likewise, we expect our customers to demonstrate the same level of respect to our GFC staff, and discriminatory speech will not be tolerated.

If you feel you have experienced discrimination based on any of these protected factors, please contact the Human Resources Department or fill out and mail this form.

Commitment to Compliance with Americans with Disabilities Act

GFC abides by the provisions of the Americans with Disabilities Act (ADA). We will not discriminate against individual with disabilities on the basis of disability in our services, programs, activities, or employment. Upon request, we will make reasonable modifications and/or accommodations to ensure that people with disabilities have an equal opportunity to participate in, and enjoy, our programs, services, and activities. When considering applicants for employment, medical or physical disabilities will be considered only when they prevent otherwise qualified individuals from performing the essential functions of the assigned job and no reasonable accommodation can be made to allow the individual to satisfactorily perform the assigned job.

If you feel you have experienced discrimination based on your medical or physical disabilities, please contact the Human Resources Department by phone (678-476-6220) or in person, or fill out and mail this form.

Commitment to Ethical Conduct

It is important to our agency that all of our resources, including our financial ones, are used appropriately and wisely. If you should discover an instance where you believe waste, fraud or abuse is happening, please contact the HR Director who serves as the agency’s Ethics Officer. You may do this by contacting our Human Resources Department or filling out and mailing this form.

If you do not feel that the issue has been sufficiently addressed or handled properly, you may also report your concerns to the state’s Inspector General. Please remember that all reports are subject to the Open Records Act, so confidentiality cannot be guaranteed.