2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 15
The manager will review the job description with each new employee. As job descriptions are
subject to periodic review and may change, a review should be conducted annually to ensure all
updates are documented and discussed with the employee.
Annual performance evaluations are based on performance in the position as described.
While job descriptions are meant to be complete, there may be other tasks required by the
employee’s manager or immediate supervisor which may not be a part of the job description. If
other tasks are required, the manager or immediate supervisor will discuss them with the
employee and will assign them as required.
1.4
HIRING
Before a lay position is offered, the proposal (including salary, benefits and job description) must
be submitted in writing to the pastor, principal, business manager or human resources.
Authorization to proceed must be received in writing before the position is offered. In the absence
of such written authorization, the individual hiring manager lacks the legal authorization to act in
agency for the Archdiocese of Atlanta.
1.4.1 Types of Employment Relationships
• Contract employees are paid per agreement. This applies to Certified Educators in K-12
catholic schools (teachers, principals, assistant principals, media specialists/librarian);
• Full-time: Employees who are scheduled to work a minimum of 1,500 hours annually;
Additional information provided in Section 2;
• Part-Time 1,040 hours: Part-time employees who are scheduled to work 1,040 hours
annually (but less than 1,500 hours annually). These employees are entitled to certain
benefits. Additional information provided in Section 2;
• Part-Time, less than 1,040 hours: Part-time employees who are scheduled to work less than
1,040 hours annually. Additional information provided in Section 2;
• Independent Contractors ARE NOT employees. Simply agreeing to have an independent
contractor relationship will not suffice. This decision of is governed by the Internal
Revenue Service (IRS). An analysis of whether the parish, school, or other archdiocesan
entity controls or has the right to control the work to be done, to the extent of prescribing
how the work shall be performed; the method of payment; the extent to which the work is
an integral part of the business; and, the amount of the individual’s investment in facilities
and equipment. It is imperative that organizations take the necessary steps to ensure that
the individuals they have hired to provide a service on a contract basis have been properly
classified according to IRS requirements. The misclassification of an individual as an
independent contractor places an organization at great risk and could result in significant
tax penalties and costly fines.
