Georgia
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There are no official subcategories of Workers in Georgia.
Fixed term contracts are mandatory. The minimum contract is 1 year, maximum is 30 months but must be renewed annually. To terminate a fixed term contract early, 30 calendar days written notice must be provided and 1-month salary severance OR a minimum of 3 calendar days written notice with a 2-month salary severance payment.
Probationary periods are allowed. The maximum duration of a probationary period is 6 months. No notice or cause is needed for termination during a probationary period.
In Georgia, there are 17 paid public holidays. Work on holidays is considered OT and is compensated by an increased hourly wage determined by the agreement of all parties.
After 11 months of engagement, all Workers are entitled to a minimum of 24 annual leave days. Leave can be carried over to the next year with the employee's consent, but paid leave cannot transfer for 2 consecutive years. Annual leave is paid out at termination if the employer terminates. If the worker terminates, then they use their annual leave entitlement prior to the termination date.
Sick Leave is unlimited, but if the worker uses more than 40 calendar days consecutively or if during 6 months more than 60 days are used, the days are unpaid. If this is the case, the worker can be terminated. The employer has to pay the Worker's wages while they are out sick, and most employers do not require a medical certificate for absences of 5 days (40 hours) or less.
Workers must not work more than 8 hours in a day, 40 hours per week. No worker is exempt from these restrictions. Workers are provided one 1-hour unpaid break per 8 hour workday.
OT is compensated by an increased hourly wage rate agreed upon by the parties. Workers who are pregnant, the mother of a newborn or nursing woman, a disabled person or their legal representative/support person, a minor, or a parent of a child 3 years old and under to work OT without their consent.
Mandatory bonuses are not required in Georgia, but are customarily provided.
Real evidence/cause is needed to terminate a worker. Severance payments depend on the amount of notice provided (see Fixed Term Contract section). If the position is no longer needed, the same procedure with notice of real cause must be followed, including severance payment.
Workers are required to provide 30 days written notice of resignation.
Income tax (20%); Pension contributions (non-residents are exempt)(2%); Bonuses and commissions are taxable.
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