2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 88
No employee shall be discriminated against on the basis of age, race, color, disability, gender,
national origin, ethnicity, or marital status in employment and in employment practices of
personnel.
This policy complies with all federal, state, and local statutes, regulations, laws and ordinances.
School personnel should be hired whose theological beliefs and values are consistent with Catholic
philosophy. This requirement points out the fact that every school should have a well-stated
philosophy and that when school personnel are hired their beliefs and value systems should be
consistent with the philosophy of the school.
The school shall include a statement regarding its non-discriminatory hiring policies in its
brochures and handbooks.
4140: TERMINATION AND NON-RENEWALS
A principal may not terminate or non-renew any employee currently on a school’s payroll without
specific authorization from the Director of Human Resources and the Superintendent of
Schools. (HR will coordinate reviews with legal counsel). See policy 2040 for principal contracts.
Contracts
The contract of employment between the parish school, archdiocesan elementary or high school, or
archdiocesan office and the employee is issued on an annual basis only. Such annual contract does
not, under any circumstances, establish an expectancy to be re-employed.
Non-renewal of contract cannot be appealed through the Grievance Procedure of the
Archdiocese. No explanation must be given for a non-renewal when notifying the employee.
(Sample letter in plastic sleeve) Non-renewal of contract must be reviewed by the Superintendent
of Schools and the Archdiocesan Director of Human Resources; the principal and/or the
Superintendent should be prepared to provide an explanation for why the contract has not been
renewed.
When a parish, archdiocesan regional elementary or high school, or archdiocesan office proposes
not to renew such contract of any employee, written notification of such intention must be given,
in writing, to the employee by April 1st for high schools and May 1st for the elementary schools
prior to the ensuing school year.
When such notice is not given, the employment of such employee will be understood to be
continued for the ensuing school year. If a contract is not signed and returned to the principal
within ten business days from the date the contract was extended, it is understood that the
employee does not choose to continue, and the offer of employment is withdrawn.
Grounds for non-renewal may include, but are not limited to, the following:
1.
2.
3.
4.
5.
6.
Incompetency of the teacher
Insubordination of the teacher
Teacher’s neglect of duty
Immorality on the part of the Teacher
Teacher’s conviction of a crime
Teacher’s inciting, encouraging or counseling students to violate any state law, municipal
ordinance, or policy or religious tenet of Employer
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