This is what Yahweh asks of you Only

“This is what Yahweh asks of you: Only this, to act justly, To love tenderly And to walk humbly with your God. ” Micah 6: 8

Mission Statement - captures the school’s essence and serves as a compass to direct the life of the school Identity: identifies the school community and explains it’s purpose (Who and What) Inspiration: articulates its meaning and purpose (Why) Destiny: announces the school’s goals (Uniqueness)

Mission, Cultures, Values J Job Description/Duties HiAdvertising Hiring Specs/ Interview In Questions Review/Assessment/Offer In Job Offer/Hire In

Assessing Human Resources Needs Enrollment Projection Objectives in light of changing needs (i. e. new programs) Projected turnover Quality and skills of your employees Financial resources available

Reduction in Force Examine all alternatives Consider employees from closed schools (if any) or schools that needed to reduce staff Job security – Is there tenure in Catholic schools? Some argue that longevity is guarantee of a job Use objective criteria - Seniority - Weakest Link - Strategic Positioning - Budget Reduction

Fifth Amendment – states that “no person shall. . . be deprived of life, liberty, or property, without due process of the law” Essential values: - Dignity, respect, compassion, fairness, accountability, consideration

Selected Equal Employment Opportunity Laws Sets the stage to employment practices Keeps all employees in mind (teachers, secretaries, maintenance staff Early 1900 s - laws against discrimination of minorities Catholic schools: follow the law yet remain faithful to our mission

Protected Classes Race- Federal: Civil Rights Act of and the Civil Rights Act of 1866 Color- Federal: Civil Rights Act of 1964 Religion - Federal: Civil Rights Act of 1964 National Origin- Federal: Civil Rights Act of 1964 Age (40 and over) - Federal: Age Discrimination Act of 1967 Sex - Federal: Equal Pay Act 1963 & Civil Rights Act of 1964 Familial Status(Housing, cannot discriminate for having children, exception for senior housing) Sexual Orientation (in some jurisdictions and not in others) Gender Identity (in some jurisdictions and not in others) Disability status - Federal: Vocational Rehabilitation and other Rehabilitation Services of 1963 & American with Disabilities Act of 1990 Veteran status - Federal Vietnam Era Veterans Readjustment Assistance Act of 1974

Uniform Guidelines on Employee Selection Procedures set forth “highly recommended” procedures regarding such matters as employee selection, record keeping, pre-employment inquiries, and affirmative action programs.

Adverse impact - Defenses against discrimination allegations “Refers to the total employment process that results in a significantly higher percentage of a protected group in the candidate population being rejected for employment, placement, or promotion. ” Employers may not institute an employment practice that causes a disparate impact on a particular class of people unless they can show that the practice is job related and necessary

Disparate Impact/Treatment Means that an employer engages in an employment practice or policy that has a greater adverse impact (effect) on the members of a protected group than on other employees, regardless of intent Treatment: Exists where an employer treats an individual differently because that individual is a member of a particular race, religion, gender, or ethnic group Impact: significant disparity between the proportion of a certain group in the available pool and the proportion hired and there is an apparently neutral employment practice causing the disparity.

Current employees Any employment practices regarding pay, promotion, termination, discipline, or benefits may be held to be illegally discriminatory if they (1) are applied differently to different classes of persons; (2) have the effect of adversely affecting members of a protected group (3) cannot be shown to be required as a qualification or business necessity

Reasonable accommodation Redesigning the job Modifying work schedules Modifying or acquiring equipment to assist the person in performing the job

Implications for Principals May not make pre-employment inquiries about a person’s disability, but may ask questions about the person’s ability to perform specific job functions Should review job application forms, interview procedures, and job descriptions and identify the essential functions of the jobs in question Must make a reasonable accommodation unless doing so would result in undue hardship

Proving Sexual Harassment Quid Pro Quo Hostile Environment Created by Supervisors Hostile Environment Created by Coworkers

Protection from Sexual Misconduct v. Sexual Misconduct Prevention Policy v. Disseminate the policy and complaint procedure (handbooks, etc. ) v. Create awareness and safe environment v. Clear process for review of allegations v. Consistently enforced v. Principal complies with state reporting statutes

Advice for Employees File a verbal complaint or protest with the harasser and the harasser’s boss stating that the unwanted overtures should cease because the conduct is unwelcome If the unwelcome conduct does not cease, file report to administrator/pastor Follow diocesan procedures with the Catholic School Office or the Human Resource Department File claim with the EEOC

Equal Employment Opportunity Commission (EEOC) Receives and investigates job discrimination complaints from aggrieved individuals. When it finds reasonable cause to reach an agreement eliminating all aspects of the discrimination. Has the power to go directly to court to enforce the law

Business Necessity Bona Fide Occupational Qualification Business necessity - requires showing that there is an overriding business purpose for the discriminatory practice and that the practice is therefore acceptable

Federal/State Laws Social Teaching Church Teachings