2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 89
7. For reduction in staff due to loss of students or cancellation of programs
8. Teacher’s failure to secure and maintain necessary educational certification and
development
9. Abuse: psychological, physical, verbal and/or non-verbal
10. Breach of confidentiality
11. Misrepresentation of self on the Archdiocesan application, resume, and/or during the
entire hiring process
12. Violation of the Code of Conduct
13. For other good and sufficient causes
Grounds for termination may include, but are not limited to, the following:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
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
For reduction in staff due to loss of students or cancellation of programs
Teacher’s failure to secure and maintain necessary educational certification and
development
Abuse: psychological, physical, verbal and/or non-verbal
Breach of confidentiality
Misrepresentation of self on the Archdiocesan application, resume, and/or during the
entire hiring process
Violation of the Code of Conduct
For other good and sufficient causes
Termination of Employment
When it is necessary to terminate any contract during the contract period, the employer may
terminate the contract for such causes by written notice, delivered or mailed to the employee.
Since an employee under contract has a vested right to continue employment during the contract
period, to dismiss an employee during a contract year is a serious matter and proper procedures
should be followed:
1. An employee under contract may be dismissed only for a breach of contract, i.e., failure to
fulfill the duties and responsibilities specified in the contract or its addendum. Thus, it is
the obligation of the employer to specify exactly how and when the failure(s) occurred,
what was done to correct the action, and how the failure(s) continued. For required
documentation, please refer to Supervisor Guidelines for Lay Employees, July 2006. (Copy
in plastic sleeve).
2. Unless a grave breach of contract occurs, it would normally require a number of continued
failures to constitute grounds for dismissal. Ordinarily corrective action should be initiated
before dismissal is proposed.
