External employment opportunities are posted on our website as well as with the Georgia Department of Labor. Applications and resumes are only accepted when positions are open to the public.
Employees are the most important resource at NGEMC. Without them, it would be impossible to deliver electricity to our customers. NGEMC is committed to providing dependable, affordable electric service through the expertise and dedication of competent leadership and a well-trained and responsive workforce. NGEMC offers an excellent work environment, career development, and competitive pay and benefits.
NGEMC is an equal opportunity/affirmative action employer.
Current Position Openings
Resumes may be submitted to:
By Email: firstname.lastname@example.org
Human Resources Department
North Georgia Electric Membership Corporation
P.O. Box 1407
Dalton, GA 30722-1407
Statement of Non-Discrimination
It is the policy of North Georgia Electric Membership Corporation (NGEMC) to continue to provide equal employment opportunity to all applicants and employees. Pursuant to Executive Order 11246, Section 503 of the Rehabilitation Act, and the Vietnam Era Veterans’ Readjustment Assistance Act, NGEMC has developed Affirmative Action Programs to assist with the recruitment and advancement of individuals covered by these laws.
Further, in accordance with the laws set forth above, other Federal civil rights law, and U.S. Department of Agriculture (USDA) civil rights regulations and policies, the USDA, its Agencies, offices, and employees, and institutions participating in or administering USDA programs are prohibited from discriminating based on race, color, national origin, religion, sex, gender identity (including gender expression), sexual orientation, disability, protected veteran status, age, marital status, family/parental status, income derived from a public assistance program political beliefs, or reprisal or retaliation for prior civil rights activity, in any program or activity conducted or funded by USDA (not all bases apply to all programs). Remedies and complaint filing deadlines vary by program or incident. These Programs have the full support of Kathryn West, President/CEO.
NGEMC is committed to recruiting, hiring, training, and promoting persons in all job titles, as well as ensuring that all other personnel actions are administered, without regard to the protected characteristics outlined above. All employment decisions will be based on valid job requirements or other legitimate, non-discriminatory reasons. Our employees and applicants will not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in activities such as: (1) filing a complaint; (2) assisting or participating in an investigation, compliance evaluation, hearing, or any other related activities associated with the administration of the affirmative action provisions of the laws set forth above, or any other Federal, state, or local law requiring equal opportunity; (3) opposing any act or practice made unlawful by the laws set forth above or their implementing regulations, or any other Federal, state, or local law requiring equal opportunity; or (4) exercising any other right protected by the laws set forth above or their implementing regulations.
In addition, NGEMC has designed and implemented an audit and reporting system that will: (1) measure the effectiveness of our Affirmative Action Programs; (2) indicate any need for remedial action; (3) determine the degree to which objectives have been attained; (4) determine whether individuals with protected characteristics have had the opportunity to participate in all company-sponsored educational, training, recreational, and social activities; (5) measure our compliance with the Programs’ specific obligations; and (6) document the actions taken to perform items (1) through (5) above. If, after performing this audit, we determine that our AAPs are deficient, we will undertake necessary action to bring our Programs into compliance.
The VP, Strategic Planning & Administration has the responsibility for ensuring full compliance with the provisions of the above-referenced laws and other applicable directives. To file a program discrimination complaint, complete the USDA Program Discrimination Complaint Form, AD-3027, found online at http://www.ascr.usda.gov/complaint_filing_cust.html, and at any USDA office, or write a letter addressed to USDA and provide in the letter all of the information requested in the form. To request a copy of the complaint form, call (866) 632-9992. Submit your completed form or letter to the U.S. Department of Agriculture, Office of the Assistant Secretary for Civil Rights, 1400 Independence Avenue, S.W. Washington, DC 20250-9410; by fax (202) 690-7442; or email at email@example.com.
Responsibility for implementing and monitoring our Affirmative Action Programs is assigned to our Director of Human Resources. Our Affirmative Action Plans for Individuals with a Disability and Protected Veterans are available to applicants and employees, upon request, on regularly scheduled workdays by contacting our Human Resource Office. Persons with disabilities who require alternative means of communication for program information (e.g., Braille, large print, audiotape, American Sign Language, etc.) should contact the responsible Agency or USDA’s TARGET Center at (202) 720-2600 (voice and TTY) or contact USDA through the Federal Relay Service at (800) 877-8339. Additionally, program information may be made available in languages other than English. Employees may voluntarily and confidentially self-identify as an individual with a disability or a protected veteran at any time by contacting the Human Resource Office.