2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 18
The Archdiocese of Atlanta and its entities reserve the right to take disciplinary action, including
termination that the Archdiocese of Atlanta deems appropriate based upon the circumstances
involved. Occasionally, it is necessary to dismiss an employee.
It is not possible to list all of the forms of behavior that are unacceptable in the work place and the
level of discipline needed will vary, depending upon factors such as the seriousness of the events,
the number of previous occurrences, etc. Listed below are some of the acts that, if committed,
might be grounds for immediate disciplinary action, up to and including termination:
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Falsifying employment or other archdiocesan records
Theft or destruction of property belonging to the Archdiocese of Atlanta or co-workers.
Possession, use or being under the influence of intoxicants, or illegal drugs.
Possession of weapons on archdiocesan premises.
Fighting, threatening or intimidating fellow employees, supervisors, directors or managers.
Job abandonment
Unauthorized use of archdiocesan property
Destruction of archdiocesan property or another employee’s property.
Poor job performance, excessive absenteeism, or insubordination
Failure or refusal to follow instructions.
Use of abusive or profane language directed at other employees, supervisors, managers or
directors.
Violation of archdiocesan policies.
Breach of confidentiality.
Failure to uphold and respect the teachings or tenants of the Catholic Church.
The offenses listed above are merely guidelines and are not all-inclusive. Employment with the
Archdiocese of Atlanta is at-will and reserves the right to discharge any employee at any time with
or without cause, with or without notice, and for any reason or for no reason.
In case of dismissal due to reduction in staff, regular full-time employees shall receive a written
minimum notice of thirty (30) calendar days (or pay in lieu). All regular, part-time employees shall
receive a notice of fifteen (15) calendar days, or pay in lieu thereof. Following the notice, the
employee, depending upon the circumstances, may or may not be requested, at the discretion of
the principal, pastor or department head, to work until the termination date.
All employees are reminded that the foregoing is intended to set forth general guidelines and
should not be construed in any way as a contract or promise of employment and that all such
employment is at will for an indefinite period and can be altered or terminated at any time either
with or without cause. An exception to the above are those situations in which employees are hired
under a specially negotiated written employment agreement which has been signed by both the
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