SECTION 1 – THE EMPLOYEE CYCLE1.1 APPLICATION PROCESSApplicants seeking employment with the Archdiocese of Atlanta must complete the form providedfor this purpose. All applications will be reviewed and evaluated by the hiring manager, thepastor, the principal or the human resources manager, as applicable. The human resourcesmanager or the hiring manager will then schedule initial interviews.After the initial interview, manager may schedule additional interviews with the applicant(s)before making a final decision. As required by the policies and procedures of the Safe EnvironmentProgram of the Archdiocese all employees will undergo a background screening based on theinformation given on the application for employment.1.2 IMMIGRATION LAW COMPLIANCEThe Archdiocese of Atlanta complies with the Immigration Reform and Control Act of 1986and is committed to employing only United States citizens and others who are authorized towork in the United States.Federal law requires employers to verify the employment eligibility within the United Statesof all new employees hired after November 6, 1986. In fulfilling this requirement, all newemployees hired after this date are required to complete Form I-9, Employment EligibilityVerification. This form is to be certified by the employer and retained by the employer for threeyears after hiring or one year after termination, whichever is later. The completion of this formrequires one or two (depending on type of identification) proofs of identity. Refer to Form I-9for specific requirements. Diocesan policy requires that copies of the proof(s) of identity beattached to the Form I-9.Effective January 1, 2007 all new employees, which includes faculty, staff, and student workers,must not only complete the Form I-9, but they must also be cleared by the Department ofHomeland Security (DHS) as being eligible to work in the United States. The program used bythe Department of Homeland Security is called the E-Verify Program. The program requires arepresentative from Human Resources or the local business office to input informationprovided by the new employee on the completed I-9 form and their social security numberinto a secure DHS web site. DHS will identify whether the person is cleared to work or if theyhave issues that must be cleared up with either the Social Security Administration or DHS.1.3 JOB DESCRIPTIONSAll positions must be documented in a Job Description, which describes the following: duties andresponsibilities; education and experience; required skills and abilities; work environment;position classification as full-time OR part-time; classification of exempt OR nonexempt.14 | P a g e
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