The Graettinger-Terril Community School District will provide equal opportunity to employees and applicants for employment in accordance with applicable equal employment opportunity and affirmative action laws, directives and regulations of federal, state and local governing bodies.  Opportunity to all employees and applicants for employment includes hiring, placement, promotion, transfer or demotion, recruitment, advertising or solicitation for employment, treatment during employment, rates of pay or other forms of compensation, and layoff or termination.  The school district will take affirmative action in major job categories where women, men, minorities and persons with disabilities are underrepresented.  Employees will support and comply with the school district's established equal employment opportunity and affirmative action policies.  Employees will be given notice of this policy annually.

The board will appoint an affirmative action coordinator.  The affirmative action coordinator will have the responsibility for drafting the affirmative action plan.  The affirmative action plan will be reviewed by the board at least every two years.

Individuals who file an application with the school district will be given consideration for employment if they meet or exceed the qualifications set by the board, administration, and Iowa Department of Education for the position for which they apply.  In employing individuals, the board will consider the qualifications, credentials, and records of the applicants without regard to race, color, creed, gender, national origin, religion, age, sexual orientation, gender identity or disability.  The board will consider the veteran status of applicants.

Prior to a final offer of employment for any position, the school district will perform the background checks required by law. The school district may determine on a case-by-case basis that, based on the duties, other positions within the school district will require mor through background checks. Based upon the results of the background checks, the school district will determine whether an offer will be extended and may withdraw a previously extended offer.

Employees will support and comply with the school district’s established equal employment opportunity and affirmative action policies.  Employees will be given notice of this policy annually.  Additionally, all persons, agencies, vendors, contractors, and other persons and organizations doing business with or performing services for the school district are required to subscribe to all applicable federal, state, and local laws, executive orders, rules, and regulations pertaining to contract compliance and equal employment opportunity.

Advertisements and notices for vacancies within the school district will contain the following statement:  The Graettinger-Terril Community School District is an equal employment opportunity/affirmative action employer.  The statement will also appear on application forms.

Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, will be directed to the Affirmative Action Coordinator by writing to the Affirmative Action Coordinator, Graettinger-Terril Community School District, Graettinger, Iowa 51342; or by telephoning 712-859-3286.

Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, may also be directed in writing to the Iowa Civil Rights Commission, 400 East 14th Street, Des Moines, Iowa, 50309, (515) 281-4121 or (800) 457-4416 https://www.state.ia.us/government/crc/index.html or to the Equal Employment Opportunity Commission, Milwaukee Area Office, Reuss Federal Plaza, 310 West Wisconsin Avenue, Suite 800, Milwaukee, Wisconsin 53203, (800) 669-4000, https://www.eeoc.gov/field/milwaukee/index.cfm.  An inquiry or complaint to the state or federal office may be done instead of, or in addition to, an inquiry or complaint at the local level.

Further information and copies of the procedures for filing a complaint are available in the school district's central administrative office and the administrative office in each attendance center.

Approved:   10-19-09                       
Reviewed:   08-16-04,12-18-23                                                                     
Revised:  2-21-05, 11-17-07, 4-13-22

401.14 

REQUIRED PROFESSIONAL DEVELOPMENT FOR EMPLOYEES 

Appropriate training and professional development of all employees is crucial to the success of all students. The district will provide professional development opportunities appropriate to the duties of school employees. 

For all professional development programs the district requires employees to take, the district will provide to the employee notice indicating the section of the law, or rules adopted by the state board of education or board of educational examiners that the district determines requires the employee to participate in the professional development program. 

Approved : 11-15-23 Reviewed: Revised:

LIMITATIONS TO EMPLOYEE REFERENCES

The district believes in taking appropriate measures to promote the health and welfare of all students.  Any school employee, volunteer, contractor, or agent shall not assist another school employee, contractor, or agent in obtaining a new job, apart from the routine transmission of administrative personnel files, if the individual or agency knows, or has probable cause to believe, that such school employee, contractor, or agent engaged in sexual misconduct regarding a minor or student in violation of the law.  Sexual misconduct means physical or sexual abuse of students, including but not limited to sexual or physical relationships, grooming behavior, and otherwise inappropriate relationships with students.

This limitation does not apply if the matter has been properly reported to law enforcement and any other regulatory authorities required by law, and either: 

• the matter has been officially closed by the law enforcement agency; 
• the individual is acquitted or otherwise exonerated of the alleged misconduct; or 
• more than four years has passed since the case was opened, and no charges or indictment have been filed.

Approved :  8-19-24 Reviewed:  Revised:

Employees' use of their position with the school district for financial gain is considered a conflict of interest with their position as employees and may subject employees to disciplinary action.

Employees have access to information and a captive audience that could award the employee personal or financial gain.  No employee may solicit other employees or students for personal or financial gain to the employee without the approval of the superintendent.  If the approval of the superintendent is given, the employee must conduct the solicitations within the conditions set by the superintendent.  Further, the superintendent may, upon five days notice, require the employee to cease such solicitations as a condition of continued employment.

Employees will not act as an agent or dealer for the sale of textbooks or other school supplies.  Employees will not participate for personal financial remuneration in outside activities wherein their position on the staff is used to sell goods or services to students or to parents.  Employees will not engage in outside work or activities where the source of information concerning the customer, client or employer originates from information obtained because of the employee's position in the school district.

It will also be a conflict of interest for an employee to engage in any outside employment or activity which is in conflict with the employee's official duties and responsibilities.  In determining whether outside employment or activity of an employee creates a conflict of interest, situations in which an unacceptable conflict of interest is deemed to exist will include, but not be limited to, any of the following:

        (1)      The outside employment or activity involves the use of the school district's time, facilities, equipment and supplies or the use of the school district's badge, uniform, business card or other evidences of office to give the employee or the employee's immediate family an advantage or pecuniary benefit that is not available to other similarly situated members or classes of members of the general public.  For purposes of this section, a person is not "similarly situated" merely by being related to an employee who is employed by the school district.

        (2)      The outside employment or activity involves the receipt of, promise of, or acceptance of more or other consideration by the employee or a member of the employee's immediate family from anyone other than the school district for the performance of any act that the employee would be required or expected to perform as part of the employee's regular duties or during the hours during which the employee performs service or work for the school district.

        (3)      The outside employment or activity is subject to the official control, inspection, review, audit or enforcement authority of the employee during the performance of the employee's duties.

If the outside employment or activity is employment or activity in (1) or (2) above, the employee must cease the employment of or activity.  If the activity or employment falls under (3), then the employee must:

Cease the outside employment or activity; or

                   Publicly disclose the existence of the conflict and refrain from taking any official action or performing any official duty that would detrimentally affect or create a benefit for the outside employment or activity.  Official action or official duty includes, but is not limited to, participating in any vote, taking affirmative action to influence any vote, or providing any other official service or thing that is not available generally to members of the public in order to further the interests of the outside employment or activity.

It is the responsibility of each employee to be aware of and take the necessary action to eliminate a potential conflict of interest should it arise.

Approved:      10-19-09                    
Reviewed:                                                                         
Revised:  4-13-22

More than one family member may be an employee of the school district.  The decision to employ more than one individual in a family is on the basis of each individual’s qualifications, credentials, and records.

No school district employee will be involved in hiring a family member.  It is within the discretion of the superintendent to allow one family member employed by the school district to serve in a supervisory capacity over one of their family members employed by the school district subject to prior approval of the board of directors.  No school district employee shall attempt to influence the evaluation or condition of employment of the employee’s family member with anyone who serves in a supervisory capacity over that family member.

Family members for purpose of this policy include spouses, mothers, fathers, mothers-in-law, fathers-in -law, sisters, brothers, sisters-in-law, brothers-in-law, daughters, sons, daughters-in-law, and sons-in -law.

Approved:    10-19-09                      
Reviewed:                                                                         
Revised:  4-13-22                   

Complaints of employees against fellow employees should be discussed directly between employees.  If necessary, complaints will be brought directly to the immediate supervisor, principal or superintendent and will be made in a constructive and professional manner.  Complaints will never be made in the presence of other employees, students or outside persons.

A formal grievance procedure is contained in the master contract between the employee's licensed bargaining unit and the board and the staff handbook.  This policy will not apply to a complaint that has been or could be filed at the employee's discretion under those formal grievance procedures.

Approved:    10-19-09                      
Reviewed:                                                                         
Revised:  4-13-22                   

The school district will maintain personnel records on employees.  The records are important for the daily administration of the educational program, for implementing board policy, for budget and financial planning, and for meeting state and federal requirements.

The records will include, but not be limited to, records necessary for the daily administration of the school district, personal information regarding the employee, salary records, evaluations, application for employment, references, and other items needed to carry out board policy.  Employee personnel files are school district records and are considered confidential records and therefore are not generally open to public inspection or accessibility.  Only in certain limited instances, when the employee has given a signed consent, will employee personnel records be accessible to individuals other than the employee or authorized school officials.

Employees may have access to their personnel files, with the exception of letters of reference, and copy items from their personnel files at a time mutually agreed upon between the superintendent and the employee.  The school district may charge a reasonable fee for each copy made as allowed under law.  However, employees will not be allowed access to the employment references written on behalf of the employee.  Board members will generally only have access to an employee's file when it is necessary because of an employee related matter before the board.

It is the responsibility of the superintendent to keep employees' personnel files current.  The board secretary is the custodian of employee records.

Approved:  10-19-09                       
Reviewed:  8-16-04                                                                     
Revised:  2-21-05, 4-13-22  

Generally, transportation of students is in a motor vehicle owned by the school district and driven by an employee.  In some cases, it may be more economical or efficient for the school district to allow another employee of the school district to transport the students in the employee's motor vehicle or in a school district motor vehicle other than a school bus.

Employees who transport students for school district purposes other than on the regular bus route must have completed a transportation request and have received the permission of the superintendent and must provide to the superintendent, for copying, a current driver’s license and proof of insurance.  In cases of an emergency, an employee will notify the superintendent of the employee’s transportation of a student as soon as possible.

This policy statement applies to transportation of students for school purposes in addition to the regular bus route transporting students to and from their designated attendance center.

Travel compensation for use of personal motor vehicles will be followed according to the rate specified in board policy.

Approved:  10-19-09                       
Reviewed:                                                                         
Revised:  4-13-22                   

Employees traveling on behalf of the school district and performing approved school district business will be reimbursed for their actual and necessary expenses.  Actual and necessary travel expenses will include, but not be limited to, transportation and/or mileage costs, lodging expenses, meal expenses, and registration costs.  Mileage claims will be documented on forms provided for that purpose.  Authorization for travel must be approved by the principal, supervisor or superintendent.

Travel Outside the School District

Travel outside of the school district must be pre-approved.  Pre-approval will include an evaluation of the necessity of the travel, the reason for the travel and an estimate of the cost of the travel to qualify as approved school district business.  Travel outside the school district by employees, other than the superintendent, is approved by the superintendent. 

Reimbursement for actual and necessary expenses will be allowed for travel outside the school district if the employee received pre-approval for the travel.  Prior to reimbursement of actual and necessary expenses, the employee must provide the school district with a detailed receipt, other than a credit card receipt, indicating the date, the amount, the items purchased, and the nature of the expense for each claim item.  In exceptional circumstances, the superintendent or board may allow a claim without proper receipt.  Written documentation explaining the exceptional circumstances is maintained as part of the school district's record of the claim.  Failure to have a detailed receipt will make the expense a personal expense. 

Reimbursement for actual and necessary expenses for travel outside the school district will be limited to the pre-approved expenses.  Pre-approved expenses for registration are limited to the actual cost of the registration.  Alcoholic beverages are not allowable expenses for reimbursement.

Pre-approved expenses for transportation within three-hundred miles of the school district administrative office will be by school district vehicle.  If a school district vehicle is not available, the employee, upon submission of appropriate documentation, will be reimbursed at a rate set by the board. 

Travel Within the School District

Employees required to travel in their personal vehicle between school district buildings to carry out the duties of their position may be reimbursed at a rate set by the board.  Mileage for travel within the school district shall be computed from the employee’s first duty station on any day to subsequent work stations.  It is the responsibility of the superintendent to approve travel within the school district by employees.  It is the responsibility of the board to review the travel within the school district by the superintendent through the board's audit and approval process.

Approved:   10-19-09                     
Reviewed:  3-12-90, 10-18-04                                                     
Revised:  2-21-05, 4-13-22        

The board recognizes and appreciates the service of its employees.  Employees who retire or resign may be honored by the board, administration and staff in an appropriate manner.

If the form of honor thought appropriate by the administration and employees involves unusual expense to the school district, the superintendent will seek prior approval from the board.

Approved:  10-19-09                       
Reviewed:                                                                         
Revised:  4-13-22

Employees will not engage in political activity upon property under the jurisdiction of the board.  Activities including, but not limited to, posting of political circulars or petitions, the distribution of political circulars or petitions, the collection of or solicitation for campaign funds, solicitation for campaign workers, and the use of students for writing or addressing political materials, or the distribution of such materials to or by students are specifically prohibited.

Violation of this policy may be grounds for disciplinary action up to and including termination.

Approved:  10-19-09                       
Reviewed:                                                                         
Revised:  4-13-22                   

The school district may maintain a school district credit card for actual and necessary expenses incurred by employees and officers in the performance of their duties.  School district credit cards may be issued and/or made available to employees and officers only for the time period and purpose for which they are needed.  The school district’s administration, in consultation with the board, will determine which employees and officers will be issued and/or provided use of school district credit cards and the time period that they are needed.  Prior to issuing and/or providing use of a school district credit card to an employee or officer, the employee or officer will be instructed regarding the use of school district credit cards and they will provide a written acknowledgement that they understand their responsibilities in regard to the use of school district credit cards.  Employees and officers will turn school district issued and/or provided credit cards back to the school district at the end of the time period for which they have been issued and/or provided or upon separation of employment.  Use of school district issued credit cards is a privilege and the superintendent may withdraw the privilege of using school district issued credit cards at any time.

Employees and officers may use school district credit cards for the actual and necessary expenses incurred in the performance of work-related duties.  Actual and necessary expenses incurred in the performance of work-related duties include, but are not limited to, fuel for school district transportation vehicles used for transporting students to and from school and for school-sponsored events, payment of claims related to professional development of the board and employees, and other expenses required by employees and the board in the performance of their duties.

Employees and officers using a school district credit card must submit a detailed receipt in addition to a credit card receipt indicating the date, the amount, the items purchased, and the nature of the expense for each claim item.  Failure to provide a proper receipt will make the employee responsible for expenses incurred.  In exceptional circumstances, the superintendent or board may allow a claim without proper receipt.  Written documentation explaining the exceptional circumstances is maintained as part of the school district's record of the claim.

It is the responsibility of the superintendent to determine whether the school district credit card use is for appropriate school business.  It is the responsibility of the board to determine through the audit and approval process of the board whether the school district credit card use by the superintendent and the board is for appropriate school business.

Failure to adhere to the credit card policy and regulations may subject an employee to disciplinary action up to and including termination of employment.

Approved:  10-19-09                      
Reviewed:  10-18-04                                                     
Revised:  10-14-02, 2-21-05, 4-13-22

Employees must know their role and duties. New employees may be required to participate in an orientation program for new employees. The employee's immediate supervisor should provide the new employee with a review of the employee’s responsibilities.

Approved:  4-13-22                         
Reviewed:                                                                         
Revised:                     

The school district may issue cell phones to employees when there is a valid school district related business purpose for the employee to have access to a cell phone.  Prior to issuing an employee a school district cell phone, the school district will evaluate the employee’s job assignment and responsibilities and determine whether the employee should be issued a school district cell phone.  If the school district determines an employee will be issued a school district cell phone, the school district will determine the appropriate cell phone and cell phone plan for the employee.

An employee’s use of a school district cell phone will be limited to school district business.  Personal use of school district cell phones will only be allowed on a limited and infrequent basis. 

Employees who are issued school district cell phones may not use them at any time while they are operating motor vehicles or equipment.  Employees who are involved in an accident and/or charged with violations of the law resulting from the use of a school district cell phone while operating motor vehicles or equipment will be solely responsible for all liability that results from such actions, including, but not limited to all damages, costs, fees, and fines.

Any school district cell phone issued to an employee is school district property and all communications over and activity conducted on any school district cell phone is subject to being monitored and reviewed by the school district.  An employee who has been issued a school district cell phone is expected to protect it from loss, damage or theft and will be responsible for any damages or charges that result from the employee’s failure to exercise due care.  If an employee is issued a school district cell phone and it is lost or stolen, the employee must notify the school district so that service can be discontinued.  An employee shall notify the school district if a school district cell phone the employee has been issued malfunctions. 

Upon separation from employment or at any time upon request, the employee may be asked to produce a school district cell phone issued to the employee for return or inspection. Employees unable to present a school district issued cell phone in good working condition within twenty-four (24) hours of being asked to produce it may be required to bear the cost of replacing the cell phone.

Employees shall restrict use of personal cell phones to break periods or lunch periods.  Personal cell phone use shall be restricted during the employee’s work hours and should not interfere with the employee’s ability to perform their duties and responsibilities.

An employee’s failure to comply with this policy may subject the employee to disciplinary action up to and including termination of employment.

Approved:  4-13-22                         
Reviewed:                                                                         
Revised:                  

The following information will be released to an entity with whom an employee has applied for credit or has obtained credit:  title of position, income, and number of years employed.  This information will be released without prior written notice to the employee.  Confidential information about the employee will be released to an inquiring creditor with a written authorization from the employee.

It is the responsibility of the board secretary or superintendent to respond to inquiries from creditors.

Approved:   10-19-09                       
Reviewed:   8-16-04, 2-21-05                                                                      
Revised:  4-13-22         

In compliance with state law and to provide protection to victims of child abuse, the board believes incidents of alleged child abuse should be reported to the proper authorities.  Employees are encouraged and mandatory reporters are required to report alleged incidents of child abuse they become aware of within the scope of their professional duties.  The definition of child abuse is in the accompanying regulation. 

When a mandatory reporter suspects a student is the victim of child abuse, the mandatory reporter will orally or in writing notify the Iowa Department of Human Services.  If the mandatory reporter believes the child is in immediate danger, the local law enforcement agency will also be notified.  Within forty-eight hours of the oral report, the mandatory reporter will file a written report with the Iowa Department of Human Services.

Within six months of their initial employment, mandatory reporters will complete training involving the identification and reporting of child abuse and/or submit evidence their training is up to date.  Training is required to be re-taken as required by law.

Approved:    10-19-09                      
Reviewed:   8-16-04, 2-21-05, 12-18-23                                                                     
Revised:  4-13-22

ABUSE OF STUDENTS BY SCHOOL DISTRICT EMPLOYEES

Physical or sexual abuse of students, including but not limited to sexual or physical relationships, grooming behavior, and otherwise inappropriate relationships with students, by employees will not be tolerated.  The definition of employees for the purpose of this policy includes not only those who work for pay but also those who are volunteers of the school district under the direction and control of the school district.  Employees found in violation of this policy will be subject to disciplinary action up to and including termination.

The school district will respond promptly to allegations of abuse of students by school district employees by investigating or arranging for the investigation of an allegation and timely reporting to all relevant agencies as required by law.  The processing of a complaint or allegation will be handled confidentially to the maximum extent possible.  Employees are required to assist in the investigation when requested to provide information and to maintain the confidentiality of the reporting and investigation process.

The school district has appointed a Level I investigator and alternate Level I investigator.  The school district has also arranged for a trained, experienced professional to serve as the Level II investigator.  The Level I investigator and alternate will be provided training in the conducting of an investigation at the expense of the school district.  The names of the investigators are listed in the student handbook, published annually in the local newspaper, and posted in all school facilities.

Approved:  10-19-09               Reviewed:  1-10-00, 8-16-04,2-21-05 Revised:  4-13-22, 8-19-24

Employees may receive a gift on behalf of the school district.  Employees will not, either directly or indirectly, solicit, accept or receive any gift, series of gifts or an honorarium unless the donor does not meet the definition of restricted donor stated below or the gift or honorarium does not meet the definition of gift or honorarium stated below.  However, employees may receive non-monetary gifts of a value of less than three dollars if the donor does not intend to influence the employee’s professional judgment.

A restricted donor is defined as a person or other entity which:

              Is seeking to be, or is a party to, any one or any combination of sales, purchases, leases or contracts to, from or with the school district;

              Is engaged in activities which are regulated or controlled by the school district;

              Will be directly and substantially affected financially by the performance or nonperformance of the employee's official duty in a way that is greater than the effect on the public generally or on a substantial class of persons to which the person belongs as a member of a profession, occupation, industry or region; or

              Is a lobbyist or a client of a lobbyist with respect to matters within the school district's jurisdiction.

A gift is the giving of anything of value in return for which something of equal or greater value is not given or received.  However, gift does not include any of the following:

              Contributions to a candidate or a candidate's committee;

              Information material relevant to an employee's official function, such as books, pamphlets, reports, documents, periodicals or other information that is recorded in a written, audio or visual format;

              Anything received from a person related within the fourth degree by kinship or marriage, unless the donor is acting as an agent or intermediary for another person not so related;

              An inheritance;

              Anything available or distributed to the general public free of charge without regard to the official status of the employee;

              Items received from a charitable, professional, educational or business organization to which the employee belongs as a dues paying member if the items are given to all members of the organization without regard to an individual member's status or positions held outside of the organization and if the dues paid are not inconsequential when compared to the items received;

              Actual expenses of an employee for food, beverages, travel, and lodging for a meeting, which is given in return for participation in a panel or speaking engagement at the meeting when the expenses relate directly to the day or days on which the employee has participation or presentation responsibilities;

              Plaques or items of negligible resale value given as recognition for public service of an employee;

              Food and beverages provided at a meal that is part of a bona fide event or program at which the recipient is being honored for public service;

              Nonmonetary items with a value of less than three dollars that are received from any one donor during one calendar day;

              Items or services solicited or given to a state, national or regional organization in which the state of Iowa or a political subdivision of the state is a member for purposes of a business or educational conference, seminar or other meeting or solicited by or given to state, national or regional government organizations whose memberships and officers are primarily composed of state or local government officials or employees for purposes of a business or educational conference, seminar or other meeting;

              Items or services received by members or representatives of members as part of a regularly scheduled event that is part of a business or educational conference, seminar or other meeting that is sponsored and directed by any state, national or regional government organization in which the state of Iowa or a political subdivision of the state of Iowa is a member or received at such an event by members or representatives of members of state, national or regional government organizations whose memberships and officers are primarily composed of state or local government officials or employees;

              Funeral flowers or memorials to a church or nonprofit organization;

              Gifts which are given to an employee for the employee's wedding or twenty-fifth or fiftieth wedding anniversary;

              Payment of salary or expenses by the school district for the cost of attending a meeting of a subunit of an agency when the employee whose expenses are being paid serves on a board, commission, committee, council or other subunit of the agency and the employee is not entitled to receive compensation or reimbursement of expenses from the state or political subdivision of the state for attending the meeting;

              Gifts of food, beverages, travel, or lodging received by a public official or public employee if all of the following apply: (1)  the public official or public employee is officially representing an agency in a delegation whose sole purpose is to attract a specific new business to locate in the state, encourage expansion or retention of an existing business already established in the state, or to develop markets for Iowa businesses or products; (2)  the donor of the gift is not the business or businesses being contacted; and (3)  the public official or public employee plays a significant role in the presentation to the business or businesses on behalf of the public official’s or public employee’s agency.

              Gifts other than food, beverages, travel, and lodging received by an employee which are received from a person who is a citizen of a country other than the United States and is given during a ceremonial presentation or as a result of a custom of the other country and is of personal value only to the employee.

              Actual registration costs for informational meetings or sessions which assist a public official or public employee in the performance of the person's official functions.  The costs of food, drink, lodging, and travel are not registration costs under this paragraph.  Meetings or sessions which a public official or public employee attends for personal or professional licensing purposes are not informational meetings or sessions which assist a public official or public employee in the performance of the person's official functions under this paragraph.

An honorarium is anything of value that is accepted by, or on behalf of, an employee as consideration for an appearance, speech or article.  An honorarium does not include any of the following:

              Actual expenses of an employee for registration, food, beverages, travel or lodging for a meeting, which is given in return for participation in a panel or speaking engagement at a meeting when the expenses relate directly to the day or days on which the employee has participation or presentation responsibilities;

              A nonmonetary gift or series of nonmonetary gifts donated within thirty days to a public body, an educational or charitable organization or the Iowa department of general services; or

              A payment made to an employee for services rendered as part of a private business, trade or profession in which the employee is engaged if the payment is commensurate with the actual services rendered and is not being made because of the person's status as an employee of the district, but, rather, because of some special expertise or other qualification.

It is the responsibility of each employee to know when it is appropriate to accept or reject gifts or an honorarium.  An employee who violates this policy may be subject to disciplinary action up to and including termination.

Approved:  10-19-09                       
Reviewed:   4-9-90                                                                      
Revised:  2-21-05, 4-13-22

The board recognizes situations may arise in the operation of the school district which are of concern to parents and other members of the school district community.  While constructive criticism is welcomed, the board desires to support its employees and their actions to free them from unnecessary, spiteful, or negative criticism and complaints that do not offer advice for improvement or change.

The board firmly believes concerns should be resolved at the lowest organizational level by those individuals closest to the concern.  Whenever a complaint or concern is brought to the attention of the board it will be referred to the administration to be resolved consistent with the following:

         (a)     Matters concerning an individual employee should first be addressed to the employee.

         (b)     Unsettled matters from (a) above or problems and questions about individual attendance centers should be addressed to the employee's building principal or immediate supervisor.

         (c)     Unsettled matters from (b) above or problems and questions concerning the school district should be directed to the superintendent.

         (d)     If a matter cannot be settled satisfactorily by the superintendent, it may then be brought to the board.  To ask that a concern regarding an employee be addressed by the board, the individual must notify the board president in writing, who may bring it to the attention of the entire board or the item may be placed on the board agenda of a regularly scheduled board meeting in accordance with board policy.

It is within the discretion of the board to address complaints from the members of the school district community and the board will only do so if they are in writing, signed, and the complainant has complied with this policy.

Approved:  10-19-09                       
Reviewed:  4-9-90                                                                       
Revised:  2-21-05, 4-13-22

The board believes the primary responsibility of employees is to the duties of their position within the school district as outlined in their job description.  The board considers an employee's duties as part of a regular, full-time position as full-time employment.  The board expects such employees to give the responsibilities of their positions in the school district precedence over any other employment.

It is the responsibility of the superintendent to counsel employees, whether full-time or part-time, if, in the judgment of the superintendent and the employee's immediate supervisor, the employee's outside employment interferes with the performance of the employee's duties required in the employee's position within the school district.

The board may request the employee to cease the outside employment as a condition of continued employment with the school district.

Approved:  10-19-09                       
Reviewed:  8-16-04, 2-21-05                                                            
Revised:  4-13-22

Employees will be required to submit to a pre-employment physical examination after an offer of employment has been made and before the beginning of service.  The school district will provide the standard examination form to be completed by an appropriately licensed health care provider who performs the physical examination.  A written report of the physical examination shall be submitted to the school district.  The date by which any such physical examination report shall be submitted to the school district shall be determined by the superintendent, but in no case shall be any less than five (5) business days prior to the first working day.

Bus drivers will be examined using all applicable state and federal criteria at the beginning of employment and every two years thereafter.

The cost of the initial examination will be paid by the employee and reimbursed.

Fitness-for-duty examinations may be required following an absence from work due to illness, if there is a reasonable belief that the employee is unable to perform the essential functions of the job or if there is a reasonable belief that the employee poses a direct threat to the employee or others because of a health condition.  A direct threat occurs when an individual poses a significant risk of substantial harm to himself/herself or others and the risk cannot be reduced below the direct threat level through reasonable accommodations.

All information regarding the medical condition or history of an employee must be kept in files separate from the employee’s personnel records and treated as a confidential medical record subject to state and federal confidentiality laws.

The school district will provide an examination form to be completed by the personal physician of the employee.  The school district also reserves the right to request additional physical or mental evaluation as deemed by a licensed physician for job performance.

Approved:  10-19-09                       
Reviewed:  11-17-03, 8-16-04, 2-21-05                                                                     
Revised:  10-17-05,  4-13-22                  

When an employee becomes seriously injured on the job, the building principal will notify a member of the family or an individual of close relationship as soon as the building principal becomes aware of the injury.

If possible, an employee may administer emergency or minor first aid.  An injured employee will be turned over to the care of the employee's family or qualified medical employees as quickly as possible.  The school district is not responsible for medical treatment of an injured employee.

It is the responsibility of the employee injured on the job to inform the superintendent or human resources within twenty-four hours of the occurrence.  It is the responsibility of the employee's immediate supervisor to file an accident report within twenty-four hours after the employee reported the injury.

It is the responsibility of the employee to file claims, such as workers' compensation, through the board secretary.

Approved:  10-19-09                       
Reviewed:                                                     
Revised:  4-13-22

Some employees with a communicable disease, as defined by law, may be allowed to attend to their customary employment duties without creating a risk of transmission of the illness to students or other employees.  The school district also recognizes that there may be a greater risk of transmission of some communicable diseases for some employees with certain conditions than for other employees infected with the same disease.

Employees with a communicable disease will be allowed to perform their customary employment duties provided they are able to perform the essential functions of their position and their presence does not create a substantial risk of illness or transmission to students or other employees.  The term communicable disease will mean an infectious or contagious disease spread from person to person or animal to person or as defined by law.  A direct threat occurs when an individual poses a significant risk of substantial harm to himself/herself or others and the risk cannot be reduced below the direct threat level through reasonable accommodations.

An employee who is at work and who has a communicable disease that poses a direct threat, as defined above, shall report the condition to the superintendent any time the employee is aware that the employee’s condition poses a direct threat.  Any individual who has information that a school district employee may have a communicable disease is encouraged to report the information to the superintendent.

Prevention and control of communicable diseases is included in the school district's bloodborne pathogens exposure control plan.  The procedures will include scope and application, definitions, exposure control, methods of compliance, universal precautions, vaccination, post-exposure evaluation, follow-up, communication of hazards to employees, and record keeping.  This plan is reviewed annually by the superintendent and school nurse.

The superintendent shall determine on a case-by-case basis whether the presence of an employee with a communicable disease in the school district environment constitutes a direct threat.  In making this determination, the superintendent shall consider credible, objective evidence.  If the superintendent, after reviewing the credible, objective evidence, determines the employee’s presence may constitute a direct threat, the superintendent may request additional medical information from the employee’s physician with the employee’s consent, a physician chosen by the school district or public health officials, to confirm the superintendent’s determination.

The health risk to immunodepressed employees is determined by their personal physician.  The health risk to others in the school district environment from the presence of an employee with a communicable disease is determined on a case-by-case basis by the employee's personal physician, a physician chosen by the school district or public health officials.

Approved:  10-19-09                 
Reviewed:                 
Revised:  4-13-22

The board authorizes the development of a comprehensive hazardous chemical communication program for the school district to disseminate information about hazardous chemicals in the workplace.

Each employee will annually review information about hazardous substances in the workplace.  When an employee is hired or transferred to a new position or work site, the information and training, if necessary, shall be included in the employee's orientation.  When an additional hazardous substance enters the workplace, information about it is distributed to all employees, and training is conducted for the appropriate employees.  The superintendent will maintain a file indicating which hazardous substances are present in the workplace and when training and information sessions take place.

Employees who will be instructing or otherwise working with students will disseminate information about the hazardous chemicals with which they will be working as part of the instructional program. 

Approved:  10-19-09                      
Reviewed:                                                     
Revised:  4-13-22

Harassment of or by school district employees will not be tolerated in the school district.  School district includes school district facilities, school district premises, and non-school district property if the employee is at any school district sponsored, school district approved or school district related activity or function, such as field trips or athletic events where the employee is engaged in school district business.

Harassment includes, but is not limited to that based upon perceived or actual, race, color, creed, sex, national origin, religion, age, sexual orientation, gender identity or disability.  Harassment by board members, administrators, employees, parents, vendors, and others doing business with the school district is prohibited.  Employees whose behavior is alleged to be in violation of this policy will be subject to the investigation procedure which may result in discipline, up to and including, termination or other appropriate action.  Other individuals whose behavior is alleged to be in violation of this policy will be subject to appropriate sanctions as determined and imposed by the superintendent or board. 

Sexual harassment will include, but not be limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

                  submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;

                  submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or

                  such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive
                  working environment.

Other types of harassment may include, but not be limited to, jokes, stories, pictures or objects that are offensive, tend to alarm, annoy, abuse or demean certain protected individuals and groups.

Employees who believe they have suffered harassment will report such matters to the investigator for harassment complaints.  However, claims regarding harassment may also be reported to the alternate investigator for harassment complaints.

Upon receiving a complaint, the investigator will confer with the complainant to obtain an understanding and a statement of the facts.  It is the responsibility of the investigator to promptly and reasonably investigate claims of harassment and to pass the findings on to the superintendent who will complete such further investigation as deemed necessary and take such final action as deemed appropriate.  Information regarding an investigation of harassment is confidential to the extent possible, and those individuals who are involved in the investigation will not discuss information regarding the complaint outside the investigation process.

No one will retaliate against an employee or student because they have filed a harassment complaint, assisted or participated in a harassment investigation, proceeding, or hearing regarding a harassment charge or because they have opposed language or conduct that violates this policy.

It is the responsibility of the board members, administrators, licensed and classified employees, and others having business or other contact with the school district to act appropriately under this policy.  It is the responsibility of the superintendent and investigator to inform and educate employees  and others involved with the school district about harassment and the school district's policy prohibiting harassment.

This policy and accompanying regulations will only apply when an employee is the victim of an alleged harasser or an employee is the alleged harasser. 

Approved:  10-19-09                       
Reviewed:  12-13-93, 8-16-04                                                          
Revised:  2-21-05, 4-13-22

The board expects the school district and its employees to remain substance free.  No employee will unlawfully manufacture, distribute, dispense, possess, use or be under the influence of in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbituate, marijuana or any other controlled substance or alcoholic beverage as defined by federal or state law.  Workplace includes school district facilities, school district premises or school district vehicles.  Workplace also includes non-school district property if the employee is at any school district sponsored, school district approved or school district related activity, event or function, such as field trips or athletic events where students are under the control of the school district or where the employee is engaged in school district business.

If an employee is convicted of a violation of any criminal alcohol or drug offense in any setting, the employee will notify the employee's supervisor of the conviction within five days of the conviction.

The superintendent will make the determination whether to require the employee to undergo substance abuse treatment or to discipline the employee.  An employee who violates the terms of this policy may be subject to discipline up to and including termination.  An employee who violates this policy may be required to successfully participate in a substance abuse treatment program approved by the board.  If the employee fails to successfully participate in a program, the employee may be subject to discipline up to and including termination. 

The superintendent is responsible for publication and dissemination of this policy to each employee.  In addition, the superintendent will oversee the establishment of a substance-free awareness program to educate employees about the dangers of substance abuse and notify them of available substance abuse treatment programs.

Approved: 10-19-09                  
Reviewed:  11-13-89, 8-16-04  
Revised:  2-21-05, 4-13-22

Employees who operate school district vehicles are subject to drug and alcohol testing if a commercial driver's license is required to operate the school district vehicle and the school district vehicle transports sixteen or more persons including the driver or the school district vehicle weighs twenty-six thousand one pounds or more.  For purposes of the drug and alcohol testing program, the term employees includes applicants who have been offered a position to operate a school district vehicle.

The employees operating a school district vehicle as described above are subject to pre-employment drug testing and random, reasonable suspicion, and post-accident drug and alcohol testing.  Employees operating school district vehicles will not perform a safety-sensitive function within four hours of using alcohol.  Employees governed by this policy are subject to the drug and alcohol testing program beginning the first day they operate or are offered a position to operate school district vehicles and continue to be subject to the drug and alcohol testing program as long as they may be required to perform a safety-sensitive function.  Employees with questions about the drug and alcohol testing program may contact the school district contact person, Superintendent Marshall Lewis at 1505 Washington Street.

Employees who violate the terms of this policy are subject to discipline up to and including termination.   Employees who violate this policy may be required to successfully participate in a substance abuse evaluation and, if recommended, a substance abuse treatment program at their sole cost and expense, as a condition of continued employment.  Employees who fail to or refuse to participate may be subject to discipline up to and including termination.

The superintendent will inform applicants of the requirement for drug and alcohol testing in notices or advertisements for employment.  The superintendent will also be responsible for publication and dissemination of this policy and forms to employees operating school district vehicles.  The superintendent will oversee a substance-free awareness program to educate employees about the dangers of substance abuse and notify them of available substance abuse treatment resources and programs.

Approved:  10-19-09                             
Reviewed:  8-16-04                            
Revised:  2-21-05, 4-13-22

Materials created by employees and the financial gain there from are the property of the school district if school district materials and time were used in their creation and/or such materials were created in the scope of the employee's employment.  The employee must seek prior written approval of the superintendent concerning such activities.

Approved:  10-19-09                      
Reviewed:                                                       
Revised:  4-13-22

Every effort will be made by the licensed employees to help students with learning problems before recommending that the parents engage a tutor.  Since there are exceptional cases when tutoring will help students overcome learning deficiencies, tutoring by licensed employees may be approved by the superintendent.

Licensed employees may only tutor students other than those for whom the teacher is currently exercising teaching, administrative or supervisory responsibility unless approved by the superintendent.

Tutoring may not take place during regular school hours and school district facilities, equipment, materials or supplies will not be used by any employee or private citizen for private tutoring, lessons, coaching or other educational services or for an employee’s private business or activities without prior approval of the superintendent.

Approved:  10-19-09                       
Reviewed:  12-11-89, 8-16-04                                                          
Revised:  2-21-05, 4-13-22

Code No.  406.3

LICENSED EMPLOYEE EVALUATION

Evaluation of licensed employees on their skills, abilities, and competence is an ongoing process supervised by the building principals and conducted by approved evaluators.  The goal of the formal evaluation of licensed employees, other than administrators, but including extracurricular employees, is to improve the education program, to maintain licensed employees who meet or exceed the board's standards of performance, to clarify the licensed employee's role, to ascertain the areas in need of improvement, to clarify the immediate priorities of the board, and to develop a working relationship between the administrators and other employees.

The formal evaluation criteria is in writing and approved by the board.  The formal evaluation will provide an opportunity for the evaluator and the licensed employee to discuss performance and the future areas of growth.  The formal evaluation is completed by the evaluator, signed by the licensed employee and filed in the licensed employee's personnel file.  This policy supports, and does not preclude, the ongoing informal evaluation of the licensed employee's skills, abilities and competence.  

Licensed employees will be required to:

• Demonstrate the ability to enhance academic performance and support for and implementation of the school district’s student achievement goals.

• Demonstrate competency in content knowledge appropriate to the teaching position.

• Demonstrate competency in planning and preparation for instruction.

• Use strategies to deliver instruction that meets the multiple learning needs of students.

• Use a variety of methods to monitor student learning.

• Demonstrate competence in classroom management.

• Engage in professional growth.

• Fulfill professional responsibilities established by the school district.

It is the responsibility of the superintendent to ensure licensed employees are evaluated.

Approved    10-11-2023                 Reviewed                    Revised    

406.4 

LICENSED EMPLOYEE PROFESSIONAL DEVELOPMENT 

The board encourages licensed employees to attend and participate in professional development activities to maintain, develop, and extend their skills. The board will maintain and support an in-service program for licensed employees. Professional development activities will include activities that promote and/or teach about compliance with applicable Iowa laws. 

For all professional development programs the district requires employees to take, the district will provide to the employee notice indicating the section of the law, or rules adopted by the state board of education or board of educational examiners that the district determines requires the employee to participate in the professional development program. 

Requests for attendance or participation in a development program, other than those development programs sponsored by the school district, are made to the superintendent. Approval by the superintendent must be obtained prior to attendance by a licensed employee in a professional development program when the attendance would result in the licensed employee being excused from their duties or when the school district pays the expenses for the program. 

The superintendent will have sole discretion to allow or disallow licensed employees to attend or participate in the requested event. When making this determination, the superintendent will consider the value of the program for the licensed employee and the school district, the effect of the licensed employee's absence on the education program and school district operations and the school district's financial situation as well as other factors deemed relevant in the judgment of the superintendent. Requests that involve unusual expenses or overnight travel must also be approved by the board.

Substitute teachers, if their services are needed, shall be notified by the superintendent, building principal or designee.

Building level administrators will maintain an approved list of substitute teachers. Individuals on the list shall meet all the requirements set by law. Individuals whose names do not appear on the list will not be employed as a substitute without specific approval of the superintendent.

Substitute teachers shall be paid at a rate established by the board.  If a substitute teacher teaches in the same assignment on ten consecutive school days, the substitute shall be paid at the rate of 150% of the substitute teacher rate starting on the 11th consecutive school day for that substitute assignment.  In no case will an individual teacher personally compensate a substitute teacher.

All substitute teachers are required to complete a federal and state W-4 and Employment Eligibility Verification Form I-9 with an attached copy of two forms of identification stated on the Verification Form. Substitute teachers must also submit a copy of their license and a current physical examination form. Substitute teachers will be required to complete the online training sessions to include: Bloodborne Pathogens, Right to Know, and Mandatory Reporter-Child and Dependent Adult Abuse and present a certificate of completion.

Approved:  10-19-09                         
Reviewed:  8-16-04                                                           
Revised:  2-21-05, 4-13-22

It is within the discretion of the board to offer an education program during the summer recess.  Licensed employees who volunteer or who are appointed to deliver the summer education program are compensated in addition to their regular duties during the school academic year unless such arrangements are made prior to determining the employee's compensation for the year.

Should the board determine a summer education program is necessary, licensed employees will be given the opportunity to volunteer for the positions available.  If the board determines a course must be offered and no licensed employee volunteers for the position, the board will make the necessary arrangements to fill the position.  The board will consider applications from volunteers of current licensed employees in conjunction with other applications.

It is the responsibility of the superintendent to make a recommendation to the board regarding the need for and the delivery of the summer education program.

Approved:  10-19-09 
Reviewed:                                                       
Revised:  12-17-15, 4-13-22