FULTON COUNTY, GEORGIA v. ANDREWS et al.
A15A0712
Court of Appeals of Georgia
DECIDED JUNE 11, 2015.
773 SE2d 432
McMILLIAN, Judge.
Carroll R. Chisholm, Jr., Solicitor-General, for appellee.
McMILLIAN, Judge.
Appellees are current or former attorneys employed with the Office of the Public Defender, Atlanta Judicial Circuit (the “Public Defenders“) who filed suit against Fulton County, Georgia (the “County“), alleging breach of contract and violation of county laws. In their petition, the Public Defenders assert that, pursuant to the Civil Service Act of 1982 (the “Civil Service Act“), they are entitled to the same compеnsation given to attorneys assigned to the Office of the County Attorney (the “County Attorneys“). They allege, however, that the County increased the salary of the County Attorneys, creating an unlawful pay disparity between the two groups of attorneys. Following discovery, both parties filed motions for summary judgment. The trial court denied the County‘s motion and granted the Public Defenders’ motion. The County appeals, asserting that the trial court erred in concluding that (1) Fulton County personnel regulations constitute the parties’ employment contract, as opposed to the “offer letters” received by the Public Defenders and (2) the County violated the personnel regulations by paying the Public Defenders less than other attorneys. Finding no error, we affirm.
“In reviewing a trial court‘s ruling on a motion for summary judgment, we conduct a de novo review to determine whether the undisputed facts warrant judgment as a matter of law.
So viewed, the record shows that рursuant to a 1939 amendment to the Georgia Constitution, the General Assembly enacted a civil service merit system for Fulton County. Ga. L. 1943, p. 971. In 1982, the General Assembly passed a law revising the Fulton County civil service system, the express purpose of which was to establish
a high quality merit system of personnel administration based upon accepted merit principles and recognized methods governing the appointment, promotion, transfer, layoff, removal, discipline, and well-being of employees who are governed by this Act, and for related personnel actions associated with Fulton County employment.
Ga. L. 1982, pp. 4896-4897, § 1. Consequently, pursuant to the Civil Service Act, the County implemented a comprehensive set of “Personnel Regulations” that are vested with the “force and effeсt of law”1 to create a civil service merit system wherein the County‘s Personnel Director must develop a “Position Classification Plan” for all positions “based upon similarity of duties performed and responsibilities assumed so that comparable qualifications may reasonably be required for and the same schedule of pay may be equitably applied to all positions in the same class.” PR 200-1. Relevant to the Public Defenders’ claims, PR 300-9 provides that the County‘s Personnel Board and Board of Commissioners “shall establish minimum and maximum salary rates for all employees of Fulton County whose classes and positions are established on salary ranges (Classified and Unclassified).” In addition, PR 300-1 mandates that
[n]o employee shall be paid at a salary rate lower than the minimum or higher thаn the maximum of the salary range approved and established for the class in which currently serving, unless dictated by a [c]ounty-wide classification and compensation study which has been approved by the Personnel Board and Board of Commissioners.
As part of the compensation structure adopted by the County, “[m]arket premiums” or salary differentials (“premium pay“) could be applied to the salary rate for a particular classification when the average market compensation level, including the private sector, exceeded the County‘s established salary rate by 15% or more.4 Beginning in 1997, the County applied premium pay raises to the County Attorneys5 that were substantially more than those given to other attorneys within the same classification, including the Public Defenders.6 Thus, a pay disparity between the County Attorneys and the Public Defenders was established and carried forward year after year.
In April 2005, pursuant to a request by the Board of Commissioners, the County‘s Personnel Director reviewed the County‘s use of premium pay and rеcommended a “divestiture plan” designed to eliminate premium pay within the County‘s classification and compensation system. As part of its divestiture plan, the County placed
1. The County asserts that, in granting summary judgment to the Public Defenders, the trial court erred by concluding that the County‘s Personnel Regulations “constitute the entire employment agrеement” between the County and the Public Defenders. The County maintains that the Personnel Regulations are not specific enough to constitute an employment contract and that only the “offer letters” sent to each Public Defender set forth the terms of employment that should be enforced.
However, nowhere in its order does the trial court conclude that the Personnel Regulаtions make up the “entire” contract or employment agreement between the parties. Rather, the trial court correctly rejected the County‘s argument that the terms of the letters supersede the Personnel Regulations, which the County maintains are “but one aspect of the parties’ employment agreement.” Under the Civil Service Act, the Personnel Regulations, including the requirement that “the same schedule of pay ... be equitably applied to all positions in the same class,”9 have the full force and effect of law. Ga.
Moreover, pretermitting whether the “offer letters” included terms in contradiction with the Personnel Regulations,10 the County was without authority to override the Personnel Regulations by creating its own terms in an “offer letter” to certain of its employees. See DeClue v. City of Clayton, 246 Ga. App. 487, 491 (2) (540 SE2d 675) (2000) (“A constitutional act of the legislature has been found to be the equivalent of a contract, and the rights сreated thereby cannot be impaired by subsequent legislation.“). PR 100-1 (2), entitled “General Purpose,” provides:
Personnel Regulations shall be the sole and exclusive instrument governing personnel administration, personnel transactions, and procedures within Fulton County, unless
(Emphasis supplied.) And, as we have noted, PR 300-1 expressly mandates that “[n]o employee shall be paid at a salary rate lower than the minimum or higher than the maximum of the salary range approved and established for the class in which currently serving....” Accordingly, the County had no authority to unilaterally crеate a pay disparity between the County Attorneys and the Public Defenders except as outlined in the Personnel Regulations, and “a contract which is void because it is made without authority cannot be ratified.” Clark v. Head, 272 Ga. 104, 106 (3) (526 SE2d 859) (2000).
We likewise reject the County‘s contention that the Public Defenders cannot establish a breach of contract claim because they are relying on the County Attorneys’ contracts to which they were neither parties nor intended beneficiaries. To the contrary, the Personnel Regulations clearly establish a minimum and maximum salary rate for “all employees” and provide that “[no] employee shall be paid” outside his or her designated salary range. (Emphasis supplied.) And PR 200-1, in mandating the creation of “an appropriate Position Classification Plan for all on-range positions ... based upon similarity of duties performed and responsibilities assumed,” is designed to ensure “that comparable qualifications may reasonably be required for and the same schedule of pay may be equitably applied to all positions in the same class.” (Emphasis supplied.)
Thus, by awarding a higher percentage of premium pay to the County Attornеys, who are members of the same classification as the Public Defenders, and by perpetuating that pay disparity through the creation of Schedule B, the County has breached its contractual obligations to the Public Defenders under the Personnel Regulations. To find otherwise would completely undermine the purpose of a merit-based civil service system. See Wayne County v. Herrin, 210 Ga. App. 747, 752-753 (3) (437 SE2d 793) (1993) (“civil service systems rest on the principles of a merit system rather than (not in addition to) a spoils system“).
2. The County also asserts that the trial court erred in concluding that the County violated the Personnel Regulations. The County first claims that
Likewise misplaced is the County‘s argument that requiring it to pay the Public Defenders in the same range as the County Attorneys would violate the Gratuities Clause of the Georgia Constitution, which prevents the General Assembly from granting “extra compensation to any public officer ... after the service has been rendered.”
And finally, the County‘s assertion thаt its decision to compensate the Public Defenders “differently” from the County Attorneys is not unusual or unreasonable, as purportedly evidenced by the different salaries paid to judges in Georgia, has no merit. Unlike the varying salaries for different judicial offices, which are expressly determined by statute,12 the Public Defenders and County Attorneys are within the same employment classification under thе County‘s civil service system as implemented by the Personnel Regulations. And pursuant to its own regulations, both groups of attorneys are to be compensated within the same salary range.
Therefore, in order to pay the County Attorneys outside the maximum salary range established for their classification, the County is only authorized to do so under PR 300-1 if it is “dictated by a [c]ounty-wide classification and cоmpensation study which has been approved by the Personnel Board and Board of Commissioners.” The County claims to have conducted a “salary survey” in 2005 to assess the County‘s use of premium pay and which led to the creation of Schedule B, but there is no evidence in the record that the County
Instead, in 2005 as part of its premium pay divestiture plan, the County merely surveyed 56 jurisdictions and private entities, and only with respect to the 35 job classifications that were then receiving premium pay.13 This survey resulted in new titles assigned to the positions included in Schedule B and the separation of the County Attorneys and the Public Defenders. For example, the previous position of “Attornеy, Managing” split and became “B-Attorney, Managing (County Attorney)” and “B-Attorney, Managing (Public Defender).”14 However, Paris Brown, the County‘s assistant Personnel Director at the time, admitted that this change was not a reclassification, but instead simply a “title change.” He also confirmed that the title change did not mean that the complexity or difficulty of the work performed had changed. And, as the trial court nоted, the Personnel Regulations requirement that salary ranges be based on a county-wide classification and compensation study “demands an internal comparison of duties and responsibilities among County employees across department lines and a comparable salary allocation for comparable skills and responsibilities.” Thus, if the County desired to apply a market differential to its employees’ salaries, as permitted by PR 300-9, the differential must be applied to the classification as a whole, not to certain departments within the classification.
The County may be correct that “sufficient difference exists among the functions, focus and budgets of its various [legal] departments to warrant different pay scales for attorneys in those departments.” And the County is certainly permitted to amend its classification and compensation plan. However, in doing so, it must follow the requirements of the Personnel Regulations. It did not do so here, and the trial court did not err in granting summary judgment to the Public Defenders. See, e.g., Gold, 318 Ga. App. at 642 (2); Duggan v. Leslie, 281 Ga. App. 894, 896 (637 SE2d 428) (2006) (finding county board of commissioners chose an invalid method when it attempted to pass a resolution changing its personnel manual).
Judgment affirmed. Barnes, P. J., and Ray, J., concur.