Application for Employment | Central Georgia Electric Membership Corporation
  • Applicant Information

  • Notice to Applicant


    We accept applications for employment for existing vacancies only. Please read this entire application before you answer any questions. Print all information in ink. Answer all questions accurately and completely. Print “N/A” in space that does not apply to you. All applicants receive consideration for the position for which they apply and the application expires 60 days from the date of application. Those applicants not employed within the 60-day period will be required to submit a new application in order to be considered for subsequent job openings.

    Incomplete applications will not be considered.

  • Employment Information

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  • Education

  • Employment History

  • Current Employer

    Starting with your current or most recent employer, please complete in detail.  You will have an opportunity to attach a resume, however, please complete the application as completely as possible without referencing it.

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  • References

  • Reference 1

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  • Applicant Notices

  • Employment is at Will

    I understand if I am hired, I will be an “at will” employee working without a written contract and no written policy or verbal statement can or should be taken to mean that my job is guaranteed for any length of time. I understand I have the right to leave Central Georgia EMC at any time for any reason with or without cause, and Central Georgia EMC has the right to end my employment at any time for any reason without notice, with or without cause

  • Authorization to Release Employment Reference Information


    I understand Central Georgia EMC will attempt to verify statements made on my application and made during my employment interview. I authorize Central Georgia EMC to contact references and former employers, as indicated. I authorize my previous employers, or their designee, when contacted by Central Georgia EMC the information given on this application and during the interview process. I authorize past employers, references and any other persons to answer all questions asked concerning my ability, character and previous employment record. I understand it is possible my prior employment records may not be accurate. Nonetheless, in consideration of Central Georgia EMC’s review of this application, I release Central Georgia EMC and all former employers from any liability as a result of furnishing and receiving this reference information. I understand my failure to sign this reference release so Central Georgia EMC can contact references and make a full background check of my previous work history will be deemed interference with and a withdrawal of my application for employment. I agree a copy or facsimile of this authorization may serve as an original.

  • Applicant's Agreement


    I understand if I am hired, this Job Applicant’s Agreement is part of my employment arrangement between Central Georgia EMC and me and will be binding on me. The acceptance of this application by Central Georgia EMC does not indicate that there are specific jobs open and does not in any way complete the Central Georgia EMC employment process that includes a post offer drug test. I understand if I test positive for drugs not part of a currently prescribed medical treatment program by a licensed physician, I will not be employed. I will furnish to Central Georgia EMC the required documentation of proof of citizenship or proof of authorization to work in the United States (Immigration Reform and Control Act of 1986). ). I agree if I am employed by Central Georgia EMC, during and after such employment, I will not disclose or otherwise use any proprietary or confidential information that comes into my possession during the course of such employment, whether with respect to products, customers, suppliers or otherwise. I agree to follow the work rules of Central Georgia EMC. I understand any false, incomplete or misleading statements on this application or in my response to questions asked during the interview process will be sufficient grounds for immediate termination of employment if and whenever discovered.

  • Central Georgia EMC is a Drug-free workplace. An applicant must agree to a drug screen and pass the drug screen, before beginning employment. Refusal to submit to the test will bar the individual from employment. Failure to pass the test will bar the individual from employment. An applicant receiving a positive confirmed test result may contest or explain the result to the company within five (5) working days after written notification of the test result. Central Georgia EMC does not discriminate against applicants for employment because of a history of drug abuse. It is the current abuse of drugs that prevents employees from performing their jobs properly, that will not be tolerated.

    Central Georgia EMC is an EOE/AA: Minorities/Females/Disabled/Vets employer and drugfree work place. Individuals who need an accommodation in the application process may request one by sending an email to humanresources@cgemc.com or by calling Human Resources at 678-774-6000.

    If you wish to file a Civil Rights program complaint of discrimination, complete the USDA Program Discrimination Complaint Form, found online at http://www.ascr.usda.gov/complaint filing cust.html, or at any USDA office, or call (866) 632-9992 to request the form. You may also write a letter containing all of the information requested in the form. Send your completed complaint form or letter to us by mail at U.S. Department of Agriculture, Director, Office of Adjudication, 1400 Independence Avenue, S.W., Washington, D.C. 20250- 9410, by fax (202) 690-7442 or email at program.intake@usda.gov.

  • Voluntary Self-Identification of Disability

  • Why are you being asked to complete this form?


    We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress toward this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

    Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

    How do I know if I have a disability?
    A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

    • Alcohol or other substance use disorder (not currently using drugs illegally)
    • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
    • Blind or low vision
    • Cancer (past or present)
    • Cardiovascular or heart disease
    • Celiac disease
    • Cerebral palsy
    • Deaf or serious difficulty hearing
    • Diabetes
    • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
    • Epilepsy or other seizure disorder
    • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
    • Intellectual or developmental disability
    • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
    • Missing limbs or partially missing limbs
    • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
    • Nervous system condition, for example, migraine headaches,
    • Parkinson’s disease, multiple sclerosis (MS)
    • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
    • Partial or complete paralysis (any cause)
    • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
    • Short stature (dwarfism)
    • Traumatic brain injury
  • Reasonable Accommodation Notice


    Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

    i Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

    PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

  • Affirmative Action: Voluntary Self Identification

  • Central Georgia EMC is an EOE/AA: Minorities/Females/Disabled/Vets employer.


    Central Georgia EMC is a Government contractor subject to the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. § 4212 (VEVRAA), which requires Government contractors to take affirmative action to employ and advance in employment: (1) disabled veterans; (2) recently separated veterans; (3) active duty wartime or campaign badge veterans; and (4) Armed Forces service medal veterans.

    Applicants for employment are also invited to participate in the Affirmative Action Program by reporting their status as disabled, disabled veteran, veteran of the Vietnam era or other minority. In extending this invitation you are also advised that: (a) workers (applicants) are under no obligation to respond, but may do so in the future if they choose; (b) responses will remain confidential within the Human Resources Department; and (c) responses will be used only for the necessary information to include in our Affirmative Action Program. We are a company that values diversity. We actively encourage women and minorities to apply. Refusal to provide this information will have no bearing on your application and will not subject you to any adverse treatment.

    Please complete the information requested below. Thank you for your cooperation.

  • Veteran of the Vietnam-Era
    Means a person who: (i) served on active duty in the U.S. military, ground, naval or air service for a period of more than 180 days, and who was discharged or released there from with other than a dishonorable discharge, if any part of such active duty was performed: (A) in the Republic of Vietnam between February 28, 1961, and May 7, 1975; or (B) between August 5, 1964, and May 7, 1975, in all other cases; or (ii) was discharged or released from active duty in the U.S. military, ground, naval, or air service for a service connected disability if any part of such active duty was performed (A) in the Republic of Vietnam between February 28, 1961, and May 7, 1975; or (B) between August 5, 1964, and May 7, 1975, in any other location.

    Special Disabled Veteran
    Means (i) a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Department of Veterans' Affairs for a disability (A) rated at 30 percent or more, or (B) rated at 10 or 20 percent in the case of a veteran who has been determined under Section 38 U.S.C. 3106 to have a serious employment handicap or (ii) a person who was discharged or released from active duty because of a service connected disability.

    Other Protected Veteran
    Includes any veteran who served on active duty in the U.S. military, ground, navel, or air service in a war, campaign or expedition in which a campaign badge has been authorized under laws administered by the Department of Defense.

    Recently Separated Veteran
    Any veteran who served on active duty in the U.S. military, ground, naval, or air service during the one year period beginning on the date of such veteran’s discharge or release from active duty.

    Armed Forces Service Medal Veteran
    Includes any veteran who, while serving on active duty in the Armed Forces, participated in a United States military operation for which a service medal was awarded pursuant to Executive Order 12985.

    For more information, call the U.S. Department of Labor’s Veterans Employment and Training Service (VETS), toll-free, at 1-866-4-USA-DOL.

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