With the district’s new charter school district designation, it is exempt from certain employment regulations outlined by Georgia law.
During the board’s work session Tuesday at the district’s office in East Point, Avossa proposed to the board the district adopt a new policy, giving new hires a 90-day probationary period or one semester, depending upon which comes first. The district’s current probationary period is 12 months, according to Susan Hale, district spokesperson.
“During this time, employees will be considered at will,” Avossa said.
Employees will operate under no contract during this probationary period.
New hires offered employment within the district would also only have seven days to accept a contract rather than the current 10.
The new policy also states only full-time teachers and administrators will be guaranteed a contract. Those who work in the central office will be offered contracts only at the discretion of the board.
Another change proposed by Avossa would lengthen the amount of time the district has to tender a new contract for current employees by five days — from the current May 15 to May 20.
One more policy Avossa proposed waives the school system from Georgia law regarding employee complaints.
The school system’s policy states “a complaint is defined as a claim that an employment status has been affected by an alleged violation, misinterpretation or misapplication of any status, policy, rule, regulation or written agreement with which the district is required to comply.”
The first phase or “level” of filing a complaint will remain the same. The employee will file a complaint and meet with his or her supervisor within seven days of filing the complaint with the office of complaint processing. The employee’s supervisor will then provide the employee with a decision.
If the employee decides to appeal his or her supervisor’s decision, however, that is where the policy will differ.
Currently, the employee may appeal to the superintendent if he or she is unhappy with the supervisor’s decision. After meeting with someone from the office of complaint processing, the superintendent hears the complaint and makes a decision.
A third level allows an employee to appeal to the board of education. Appeals after that are governed by state law.
Avossa proposed the second level of appeals be directed to the chief talent officer, not to the superintendent, with the third level appealing to the superintendent. His or her decision will be final.
The policies were up for first read at the work session and will be placed on the consent agenda for the March 21 board meeting.