2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 91
considered received on the date listed on the return receipt. Teachers will be considered on layoff
and eligible for recall for twelve (12) months.
Laid off teachers may, if they desire, be placed on a substitute list if they are so qualified. Any
teacher while on lay off shall be allowed to enter into a contract with another school. In so doing,
the teacher loses the recall and substitution rights.
Laid off teachers shall have the opportunity to continue health coverage at full cost to the teacher
for the term of the lay off for a maximum of six (6) months. Laid off teachers are not eligible for
severance.
Suggested Criterion for Reduction in Force
The principal should provide and explain to the staff the written criteria which have been
established for their school for reduction in force. Criteria may include the following:
1. Pupil/Teacher Ratio
a. In the elementary school, the pupil/teacher ratio should be in accordance with
Archdiocesan policy and accreditation standards. The Office of Catholic Schools
recommends teacher assistants in grades PK- 2 should class size exceed 24 students.
Schools wishing to employ teacher assistants beyond grade 2 may do so if their
budget permits it.
b. In the secondary schools, the pupil/teacher ratio should be in accordance with
Archdiocesan policy and accreditation standards..
c. If these standards cannot be maintained, the principal must be able to justify the
difference to the pastor and/or the Office of Catholic Schools.
2. Professional Qualifications
The personnel retained must:
a. Be appropriately degreed and otherwise qualified for the position.
b. Or have a plan of study for the above, approved by the Office of Catholic Schools.
3. Professional Growth: Persons of equal qualifications are compared on the basis of
continuing education in academic areas, and/or religious education.
4.
All non-contractual full-time employees of the Archdiocese of Atlanta who have at least 1 full
year of service, and whose positions have been eliminated as part of a reduction in force are
eligible for severance benefits. Employees who are terminated on the basis of misconduct or poor
performance and those who voluntarily resign their positions or leave by mutual agreement, are
expressly ineligible for severance benefits.
NOTICE PERIOD:
Full-time employees shall receive a written notice of at least thirty (30) calendar days or pay in lieu,
with respect to any qualifying reduction in force. To remain eligible for severance pay as described
below, employees must continue to provide satisfactory job performance during the notice period.
Part-time employees shall receive a written notice of at least fifteen (15) calendar days or pay in
lieu, with respect to any qualifying, reduction in force. Part time employees are not eligible for
severance pay.
