2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 16
Independent contractors have their own business, clients and/or customers, set
their own schedule and are not supervised by the employer;
o An employee of the Archdiocese cannot also be an independent contractor.
Exceptions are considered for employees who own businesses. Human Resources
should be contacted for further guidance.
o See further details in the Independent Contractor Policy
o See Section 4.21 for further information regarding Independent Contractors
Volunteers ARE NOT employees: Volunteers perform work without compensation or
benefit in return.
o Exempt employees may volunteer for any event, activity, or ministry. Nonexempt
employees may only volunteer for tasks that are not related in any way to their
normal job duties.
o
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1.5 INTRODUCTORY PERIOD
There is an introductory period of six (6) months for each new employee. This introductory, or
probationary, period is designated to determine the suitability of the employee with the job
description of the position for which they had applied. The introductory period is designed to
determine whether or not the employee/employer deem this job or position suitable. In some
cases, this may result in resignation, termination, extended trial period, or reassignment. If the
employee should resign voluntarily or is discharged during this period there will be no prejudice
or reflection on either the employee or the employer. During this period employees may not take
vacation or personal time off.
1.5.1 Orientation
A general orientation will be provided for all new employees by or at the direction of the human
resources department at the time of hire. A more informal orientation may be provided by the local
business office manager, hiring manager or department head when the employee begins work.
1.6
CHANGES IN EMPLOYMENT POSITIONS & TRANSFERS
Position openings may or may not be posted based on the discretion of the department head,
pastor, or principal. Employees interested in available positions are encouraged to apply for
positions in which they are qualified. Interested employees should discuss interest with immediate
supervisor/department head. An employee’s background, work record, experience and personal
goals will be considered when making changes in employment. While present employees will be
given the opportunity to apply for openings, the person most qualified for the open position will
be hired. The current pastor, principal, manager, or director must be notified before an
interview may be conducted. As a professional courtesy, the employee should be given prior
notification BEFORE contact is made.
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