2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 90
3. An employee to be dismissed should be given written notice of the proposed dismissal. The
procedures contained in the Archdiocesan policy shall be followed.
4. A teacher whose contract is to be terminated has the right to invoke the Grievance
Procedure of the Archdiocese of Atlanta.
5. Only after the Grievance Procedure is followed and the proposed dismissal is upheld
should formal dismissal occur and notice to that effect be given to the employee in writing.
6. Non-renewal of a contract cannot be appealed through the Grievance Procedure.
4150: RESIGNATION
A teacher should not terminate his/her contract before its terms have been fulfilled without the
consent of the principal. Teachers who sign a contract of employment and then break the contract
without the consent of the principal will be considered ineligible for future employment in any
entities within the Archdiocese of Atlanta.
For non-contractual employees, written notice of resignation is required in order for any employee
to be considered to have resigned in good standing. The length of notice shall be at least two (2)
weeks for regular, full-time, and regular, part-time employees. A four (4) week notice is preferred
for management staff. Accumulated vacation leave may not be taken during the notice period
except with permission of the principal. In case of immediate resignation without sufficient notice,
the employee shall receive payment for salary earned and accumulated vacation days to
resignation date and shall not be deemed to have resigned in good standing. In the event of
anticipated leave taken and not earned, said amount will be deducted from the final pay check.
Any employee who does not provide the proper notice will be ineligible for rehire.
4160: REDUCTION IN FORCE
Definition: Reduction in force is a legal procedure for terminating employment of contracted
employees. Reduction in force differs from non-renewal or discharge for cause because affected
teachers usually have the right to reappointment/recall when conditions again warrant staff
increase. Declining enrollment, reduced school budget, and/or curriculum changes are conditions
that necessitate reduction in force.
When a position is eliminated as a result of reduction in force, the principal will use predetermined
written procedures, which have been approved by the Office of Catholic Schools.
PROCEDURES
A written notice should be given to the teacher(s) affected by a reduction in force at least thirty (30)
days prior to the effective date. Upon receipt of this notice, the teacher shall acknowledge and
agree that the existing or ensuing contract shall be void. For locations with at least 100 employees,
a sixty (60) day notice is required.
Teachers will be reinstated to vacancies inversely to the order of reduction, if certified and
qualified for available vacancies. Teachers who fail to reply within ten (10) calendar days after
receiving reinstatement notices shall lose all recall rights. If the teacher is unable to return to work
on the date specified in the notice due to a serious medical condition which requires the care of a
licensed physician, then that teacher will not lose all right for a future recall. Recall notices will be
sent by certified mail, return receipt requested, to the teacher’s last address on file and will be
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