2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 87
Formal Complaint Procedure
1. The person may first choose to tell the individual causing the harassment/discriminatory
behavior that the conduct is offensive and must stop. If the objectionable behavior does not
cease immediately, the person must report the harassment to the principal. All claims of
harassment or discrimination should be directed to the principal but, if the principal is not
available or is the subject of the allegation, then the claim may be raised with the assistant
principal, the Superintendent of Schools, and the Archdiocesan Director of Human
Resources.
2. If the complaint is against the principal, the person must report the
harassment/discriminatory conduct to the Office of Catholic Schools and the Director of
Human Resources.
3. The person alleging harassment/discriminatory conduct will be asked to complete a
formal, written complaint. Employees have fifteen (15) business days from the date on
which the cause of the grievance was known to the employee or could reasonably be
expected to have been known to file a grievance. An investigation must occur regardless of
whether a written complaint is filed by an employee. The claim will be investigated
thoroughly, involving only the necessary parties. Confidentiality will be maintained as
much as possible.
4. The investigation will include a meeting with the person alleged to have harassed, sharing
with that person the nature of the allegations as well as the name of the person bringing the
allegations. If appropriate, the alleged harasser will be placed on paid administrative leave
during the course of the investigation. The principal has the responsibility to interview the
alleged harasser as well as all witnesses (or potential witnesses) who have been identified
by either the complainant or the alleged harassers, as well as others that the principal
believes may have relevant facts.
5. Once the facts of the case have been gathered, the principal, in consultation with the
Superintendent and the Director of Human Resources will decide what, if any, disciplinary
action is warranted. The disciplinary action will relate the nature, context, and seriousness
of the harassment and can include all disciplinary actions up to and including termination.
6. If the complaint is against a non-employee such as a parent, parishioner, volunteer or
vendor, the school will take steps, within its power, to investigate and eliminate the
problem.
4115: CONFLICT OF INTEREST & FRAUDULENT OR DISHONEST CONDUCT &
WHISTLEBLOWER POLICIES
Click here to view Section 4.8 & 4.9 Conflict of Interest and Whistleblower Policies
4120: JOB DESCRIPTIONS
All personnel employed in Catholic Schools shall have an accurate job description on
file. Employees should sign the job description and receive a copy of the signed document. It is not
required to sign the job description yearly; rather, employees should sign an additional job
description when duties and/or positions change.
4130: NON-DISCRIMINATORY HIRING PRACTICES
