2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 42
Position Changes
In accordance with federal and state labor laws, I-9 forms are kept in a secure file, separate from
the employee’s personnel file. All employee records containing private healthcare/medical
information (insurance forms and documents, FMLA records, etc.) are maintained separately.
4.3 PERFORMANCE APPRAISAL
Each employee’s manager may evaluate performance based on the employee’s position
description. This formal, written appraisal gives the employee and manager an opportunity to
discuss job performance, individual goals, expectations for the coming year and any problems that
may have arisen in the past review period. At the same time, employees can air concerns and
problems so that conflicts can be resolved. Performance appraisals are NOT limited to once a year
and are not required. Employees have a right to review overall goals and objectives.
4.4
HARASSMENT POLICY
The Roman Catholic Archdiocese of Atlanta is committed to providing a professional, businesslike work environment for all employees and contractors, which is free from physical,
psychological or verbal harassment. Harassment can occur as a result of a single incident or a
pattern of behavior where the purpose or effect is to create a hostile, offensive or intimidating
work environment. Harassment encompasses a broad range of physical or verbal behavior, which
can include, but is not limited to the following:
Physical or mental abuse;
Racial insults or derogatory or inappropriate racial remarks;
Derogatory ethnic or racial slurs;
Unwelcome sexual advances or touching;
Unwelcome sexual comments, remarks or sexual jokes; and
Any request for sexual favors used as a condition of employment or affecting any
personnel decision such as hiring, promotion or compensation
The Archdiocese of Atlanta prohibits any form of harassment by employees, coworkers,
contractors, outside vendors, supervisors and managers, and views such actions very seriously.
Harassment and other unacceptable activities that could become a condition of employment or a
basis for personnel decisions, or which create a hostile work environment are specifically
prohibited. Any employee engaging in such harassment is subject to immediate disciplinary
action, up to and including termination of employment.
Reporting Harassment:
If an employee or contractor believes that he or she has been the subject of
harassment, he or she must report the matter immediately to his or her supervisor,
manager, Pastor, Principal, Department Head, or the Director of Human Resources.
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