BOARD POLICIES
BOARD POLICIESPOLICIES
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100 - SCHOOL DISTRICT
100 - SCHOOL DISTRICT Jen@iowaschool… Tue, 11/23/2021 - 07:53100 - Legal Status of the School District
100 - Legal Status of the School DistrictIowa law authorizes the creation of a Common Schools System. As part of this Common Schools System, this school district is a school corporation created and organized under Iowa law. This school district shall be known as the Ruthven-Ayrshire Community School District.
This school corporation is located in Palo Alto and Clay counties, and its affairs are conducted by elected school officials, the Ruthven-Ayrshire Community School District Board of Directors. This school corporation has exclusive jurisdiction over school matters in the territory of the school district.
Approved:
Reviewed: 01-10-94, 11-11-96, 10-12-98, 10-08-01, 10-11-04, 10-08-07, 11-08-10, 3-10-14, 11-12-18, 11-08-21
Revised: 07-01-92
101 - Educational Philosophy of the School District
101 - Educational Philosophy of the School DistrictIt is the purpose of the Ruthven-Ayrshire Community School to equip students with the knowledge, competencies, and confidence needed to live responsibly and successfully in our changing society. In order to fulfill this mission the school will implement programs and establish conditions that maximize learning success for students.
Underlying this mission is our belief that every child can learn and succeed. Every child is exceptional and valued. Each is a separate individual differing from others in learning style and learning rate. Each child comes to us at differing stages of development in social skills, physical maturity, cognitive ability and emotional adjustment. While the rate of growth is not the same for all areas within the child, neither is the rate of growth constant. We also believe children perform according to expectations and that students can be expected to develop to the fullest of his/her potential physically, mentally, socially and morally.
We believe that learning is a lifelong process in which success breeds success. Each person needs a positive self-concept in order to learn effectively. In learning one must: acquire new knowledge, insights, and skills; practice to reinforce and apply those acquisitions in more advanced ways; and then demonstrate proficiency.
Effective learning occurs in a non-threatening, interesting environment where students, parents, teachers, the school, and community take joint responsibility and work cooperatively together to foster a positive learning attitude. In order to achieve excellence, academic efforts cannot be confined to the classroom alone. Community and family partnerships are critical. A desirable learning atmosphere is rich in opportunities and relevant, meaningful, and challenging learning activities which demonstrate high expectations that all students can and will do well. Differing styles of teaching are employed in the constant search for ways to expand success experiences and support for our students every day.
The school will provide future oriented and problem solving educational experiences to enable our students to be “good at life” during their school years and after they graduate. Students will be provided with the time and instruction they need to: acquire knowledge and the skills for learning; develop thinking, initiative, creative ability, and critical judgment; acquire necessary social and moral habits and attitudes; learn to express themselves courteously and thoughtfully; maintain emotional, psychological, and physical health; understand and respect self; make decisions and set goals; develop the responsibility and self-discipline to work independently and do a task thoroughly; understand the interdependence of our global society; be able to use technology; and develop an awareness and respect for the contributions to our multicultural society by diverse ethnic and religious groups and by both sexes.
In order to achieve excellence, academic efforts cannot be confined to the classroom alone. Community and family partnerships are critical.
Just as quality instruction is a priority for the Ruthven-Ayrshire Community School District, we are also committed to research based professional development opportunities for our staff. It has been proven that the best way to improve academic achievement is by providing quality staff training alongside providing staff time to work together, observe one another, coach each other and practice new skills.
Just as we hold high expectations for our student body, we hold equally high, if not higher, expectations for our teaching staff and administration. Our board, administration and our staff shall be role models for our students and the community in the pursuit of excellence.
Approved:
Reviewed: 10-12-98, 10-8-01, 10-11-04, 10-8-07, 11-8-10, 3-10-14, 11-12-18
Revised: 01-12-09, 01-10-11, 11-08-21
102 - School District Instructional Organization
102 - School District Instructional OrganizationThe Ruthven/Ayrshire Community School District offers an education program for grades pre-kindergarten through twelve. The levels of instruction are organized by the following levels:
Grades pre-kindergarten through six shall attend Ruthven/Ayrshire Elementary School in Ruthven.
Grades seven through twelve shall attend the Ruthven/Ayrshire High School in Ruthven.
Each school building will have a principal responsible for the administration and management of the school building, the school building employees and the education program. The principals shall work closely with the superintendent, who shall oversee the administration and management of the school district.
Approved:
Reviewed: 10-12-98, 10-08-01, 10-08-07, 11-8-10, 11-12-18, 11-08-21
Revised: 11-11-96
103 - Equal Educational Opportunity
103 - Equal Educational OpportunityIt is the goal of the board to develop a healthy social, intellectual, emotional, and physical self-concept in the students enrolled in the school district. Each student attending school will have the opportunity to use its education program and services as a means for self-improvement and individual growth. In so doing, the students are expected to conduct themselves in a manner that assures each student the same educational opportunity.
The Ruthven-Ayrshire Community School District does not discriminate on the basis of race, color, national origin, sex disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity, and socioeconomic status (for programs) in its educational programs and its employment practices. The belief in equal educational opportunity serves as a guide for the board and employees in making decisions relating to school district facilities, employment, selection of educational materials, equipment, curriculum, and regulations affecting students. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy, please contact
Matt Borchers – maborc@gt.ratitans.org
1505 Washington Street
Ruthven, IA 51358
(712) 837-5211
Board policies, rules, and regulations affect students while they are on school district property or on property within the jurisdiction of the school district; while on school owned and/or operated school or chartered vehicles; while attending or engaged in school activities; and while away from school grounds if misconduct will directly affect the good order, efficient management, and welfare of the school district.
The board requires all persons, agencies, vendors, contractors, and other persons and organizations doing business with or performing services for the school district to subscribe to all applicable federal and state laws, executive orders, rules, and regulations pertaining to contract compliance and equal opportunity.
Inquiries by students regarding compliance with equal educational opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, are directed to the Affirmative Actor Coordinator by contacting
Matt Borchers – maborc@gt.ratitans.org
1505 Washington Street
Ruthven, IA 51358
(712) 837-5211
Inquiries by students regarding compliance with equal educational opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, may also be directed in writing to the Director of the Region VII office of Civil Rights, United States Department of Education, John C. Kluczynski Federal Building, 230 South Dearborn Street, 37th Floor, Chicago, IL, 60604 (312) 730-1560, fax (312) 730-1576 OCR.Chicago@ed.gov, the Iowa Civil Rights Commission, https://icrc.iowa.gov, (515) 281-4121 or the Iowa Department of Education, Grimes State Office Building., Des Moines, IA 50319. (515) 281-5294. This inquiry or complaint to the federal or state office may be done instead of, or in addition to, an inquiry or complaint at the local level.
Approved 08-13-07
Reviewed 10-08-07, 11-12-18
Revised 12-14-15
103.E1 - Annual Notice of Nondiscrimination
103.E1 - Annual Notice of NondiscriminationThe Ruthven-Ayrshire Community School District offers career and technical programs in the following areas of study:
- Business
- Industrial Technology
- Family Consumer Science
- Vocational Agriculture
It is the policy of the Ruthven-Ayrshire Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact:
Matt Borchers – maborc@gt.ratitans.org
1505 Washington Street
Ruthven, IA 51358
(712) 837-5211
103.E2 - Continuous Notice of Nondiscrimination
103.E2 - Continuous Notice of NondiscriminationIt is the policy of the Ruthven-Ayrshire Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact
Matt Borchers – maborc@gt.ratitans.org
1505 Washington Street
Ruthven, IA 51358
(712) 837-5211
103.E3 - Notice of Section 504 Student and Parental Rights
103.E3 - Notice of Section 504 Student and Parental RightsThe Ruthven-Ayrshire Community School District does not discriminate in its educational programs and activities on the basis of a student's disability. It has been determined that your child has a qualifying disability for which accommodations may need to be made to meet his or her individual needs as adequately as the needs of other students. As a parent, you have the right to the following:
- Participation of your child in school district programs and activities, including extracurricular programs and activities, to the maximum extent appropriate, free of discrimination based upon the student's disability and at the same level as students without disabilities;
- Receipt of free educational services to the extent they are provided students without disabilities:
- Receipt of information about your child and your child's educational programs and activities in your native language;
- Notice of identification of your child as having a qualifying disability for which accommodations may need to be made and notice prior to evaluation and placement of your child and right to periodically request a re-evaluation of your child;
- Inspect and review your child's educational records including a right to copy those records for a reasonable fee; you also have a right to ask the school district to amend your child's educational records if you feel the information in the records is misleading or inaccurate; and
- Hearing before an impartial hearing officer if you disagree with your child's evaluation or placement; you have a right to counsel at the hearing and have the decision of the impartial hearing officer reviewed.
It is the policy of the Ruthven-Ayrshire Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact:
Matt Borchers – maborc@gt.ratitans.org
1505 Washington Street
Ruthven, IA 51358
(712) 837-5211
103.E4 - Discrimination Complaint Form
103.E4 - Discrimination Complaint Form
Date of complaint: |
_____________________________________________________ |
Name of Complainant: |
_____________________________________________________ |
Are you filling out this form for yourself or someone else (please identify the individual if you are submitting on behalf of someone else): |
_____________________________________________________ _____________________________________________________ |
Who or what entity do you believe discriminated against you (or someone else)? |
_____________________________________________________ |
Date and place of alleged incident(s): |
_____________________________________________________ _____________________________________________________ _____________________________________________________ |
Names of any witnesses (if any): |
_____________________________________________________ |
Nature of discrimination alleged (check all that apply):
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Age |
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Religion |
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Disability |
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Creed |
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Gender Identity |
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Sex |
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Marital Status |
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Sexual Orientation |
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National Origin |
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Socioeconomic Status |
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Race/Color |
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Other – Please Specify |
In the space below, please describe what happened and why you believe that you or someone else has been discriminated against. Please be as specific as possible and attach additional pages if necessary.
_______________________________________________________________________________________________________________________________________
_______________________________________________________________________________________________________________________________________
_______________________________________________________________________________________________________________________________________
_______________________________________________________________________________________________________________________________________
I agree that all of the information on this form is accurate and true to the best of my knowledge.
Signature: _____________________________________ Date: __________________________
103.E5 - Witness Disclosure Form
103.E5 - Witness Disclosure Form
Name of Witness: |
_____________________________________________________ |
Date of interview: |
_____________________________________________________ |
Date of initial complaint: |
_____________________________________________________ |
Name of Complainant (include whether the Complainant is a student or employee): |
_____________________________________________________ _____________________________________________________ |
Date and place of alleged incident(s): |
_____________________________________________________ _____________________________________________________ _____________________________________________________ |
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Nature of discrimination alleged (check all that apply):
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Age |
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Religion |
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Disability |
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Creed |
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Gender Identity |
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Sex |
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Marital Status |
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Sexual Orientation |
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National Origin |
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Socioeconomic Status |
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Race/Color |
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Other – Please Specify |
Description of incident witnessed: _________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
Additional information: _________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
I agree that all of the information on this form is accurate and true to the best of my knowledge.
Signature: _____________________________________ Date: __________________________
103.E6 - Disposition of Complaint Form
103.E6 - Disposition of Complaint Form
Date: |
_____________________________________________________ |
Date of initial complaint: |
_____________________________________________________ |
Name of Complainant (include whether the Complainant is a student or employee): |
_____________________________________________________ _____________________________________________________ |
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Date and place of alleged incident(s): |
_____________________________________________________ _____________________________________________________ _____________________________________________________ |
Name of Respondent (include whether the Respondent is a student or employee): |
_____________________________________________________ _____________________________________________________ |
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Nature of discrimination alleged (check all that apply):
|
Age |
|
Religion |
|
Disability |
|
Creed |
|
Gender Identity |
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Sex |
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Marital Status |
|
Sexual Orientation |
|
National Origin |
|
Socioeconomic Status |
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Race/Color |
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Other – Please Specify |
Summary of Investigation: _______________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
I agree that all of the information on this form is accurate and true to the best of my knowledge.
Signature: _____________________________________ Date: _________________________
103.R1 - Grievance Procedure
103.R1 - Grievance ProcedureIt is the policy of the Ruthven-Ayrshire Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact:
Matt Borchers - maborc@gt.ratitans.org
Matt Borchers – maborc@gt.ratitans.org
1505 Washington Street
Ruthven, IA 51358
(712) 837-5211
Students, parents of students, employees, and applicants for employment in the school district have the right to file a formal complaint alleging discrimination. The school district has policies and procedures in place to identify and investigate complaints alleging discrimination. If appropriate, the school district will take steps to prevent the recurrence of discrimination and to correct its discriminatory effects on the complainant and others.
A complainant may attempt to resolve the problem informally by discussing the matter with a building principal or a direct supervisor. However, the complainant has the right to end the informal process at any time and pursue the formal grievance procedures outlined below. Use of the informal or formal grievance procedure is not a prerequisite to the pursuit of other remedies. Please note that informal processes and procedures are not to be used in certain circumstances (e.g., sexual harassment and sexual assault).
Filing a Complaint
A complainant who wishes to avail himself/herself of this grievance procedure may do so by filing a complaint with the equity coordinator(s). An alternate will be designated in the event it is claimed that the equity coordinator or superintendent committed the alleged discrimination or some other conflict of interest exists. Complaints shall be filed within 180 days of the event giving rise to the complaint or from the date the complainant could reasonably become aware of such occurrence. The complainant will state the nature of the complaint and the remedy requested. The equity coordinator(s) shall assist the Complainant as needed.
Investigation
Within 15 working days, the equity coordinator will begin the investigation of the complaint or appoint a qualified person to undertake the investigation (hereinafter “equity coordinator”). If the complainant is under 18 years of age, the equity coordinator shall notify his or her parent(s)/guardian(s) that they may attend investigatory meetings in which the complainant is involved. The complaint and identity of the complainant, respondent or witnesses will only be disclosed as reasonably necessary in connection with the investigation or as required by law or policy. The investigation may include, but is not limited to the following:
- A request for the complainant to provide a written statement regarding the nature of the complaint;
- A request for the individual named in the complaint to provide a written statement;
- A request for witnesses identified during the course of the investigation to provide a written statement;
- Interviews of the complainant, respondent or witnesses;
- An opportunity to present witnesses or other relevant information; and
- Review and collection of documentation or information deemed relevant to the investigation.
Within 60 working days, the equity coordinator shall complete the investigation and issue a report with respect to the findings.
The equity coordinator shall notify the complainant and respondent of the decision within 5 working days of completing the written report. Notification shall be by U.S. mail, first class.
Decision and Appeal
The complaint is closed after the equity coordinator has issued the report, unless within 10 working days after receiving the decision, either party appeals the decision to the superintendent by making a written request detailing why he/she believes the decision should be reconsidered. The equity coordinator shall promptly forward all materials relative to the complaint and appeal to the superintendent. Within 30 working days, the superintendent shall affirm, reverse, amend the decision or direct the equity coordinator to gather additional information. The superintendent shall notify the complainant, respondent, and the equity coordinator of the decision within 5 working days of the decision. Notification shall be by U.S. mail, first class.
The decision of the superintendent shall be final.
The decision of the superintendent in no way prejudices a party from seeking redress through state or federal agencies as provided by in law.
This policy and procedures are to be used for complaints of discrimination, in lieu of any other general complaint policies or procedures that may be available.
If any of the stated timeframes cannot be met by the school district, the school district will notify the parties and pursue completion as promptly as possible.
Retaliation against any person, because the person has filed a complaint or assisted or participated in an investigation, is prohibited. Persons found to have engaged in retaliation shall be subject to discipline by appropriate measures.
104 - The People and Their School District
104 - The People and Their School DistrictThe board recognizes the value of interaction and participation of the citizens of the school district community with the school district. The board will cooperate and participate, whenever possible, in the school district community while carrying out its elected responsibilities.
It shall be the responsibility of the superintendent to keep the board apprised of opportunities for involvement with the school district community.
Approved: 7-1-92
Revised: 01-10-94, 11-11-96, 10-12-98, 10-08-01, 10-1-04, 10-08-07, 11-08-10, 11-12-18, 11-08-21
Revised:
105 - Long-Range Needs Assessment
105 - Long-Range Needs AssessmentLong-range needs assessment enables the school district to analyze assessment data, get feedback from the community about its expectations of students and determines how well students are meeting student learning goals. The board shall conduct ongoing and in-depth needs assessment, soliciting information from business, labor, industry, higher education and community members, regarding their expectations for adequate student preparation as responsible citizens and successful wage earners.
In conjunction with the in-depth needs assessment of the school district, the board shall authorize the appointment of a committee, representing administrators, employees, parents, students and community members, to make recommendations and assist the board in determining the priorities of the school district in addition to the basic skills areas of the education program.
The district will provide various opportunities for the community and students to give feedback on an ongoing basis:
*Annual student surveys
*Student group meetings to provide student opinions
*Open house activities
*Parent/teacher conferences
*Advisory committees
Other activities will be used to meet these needs. This includes a needs assessment survey taken every five years.
It shall be the responsibility of the superintendent to ensure the school district community is informed of students’ progress on state and locally determined indicators. The superintendent shall report annually to the board about the means used to keep the community informed.
As a result of the board and committee's work, the board shall determine major educational needs and rank them in priority order; develop long-range goals and plans to meet the needs; establish and implement short-range and intermediate-range plans to meet the goals and to attain the desired levels of student performance; evaluate progress toward meeting the goals and maintain a record of progress under the plan that includes reports of student performance and results of school improvement projects; and annually report the school district's progress made under the plan to the committee, community and Iowa Department of Education.
Approved: 07-01-92
Reviewed: 01-08-01, 10-11-04, 10-08-07, 11-08-10, 5-23-11, 11-12-18, 11-08-21
Revised: 11-13-00
105R1 - Long-Range Needs Assessment
105R1 - Long-Range Needs AssessmentSchool districts also need to develop a process for long–range needs assessment. The process needs to include three items
- provisions for collecting, analyzing and reporting information derived from local, state and national sources;
- provisions for reviewing information acquired on the following:
- state indicators and other locally determined indicators,
- locally established student learning goals,
- specific data collection required by state and federal programs;
- provisions for collecting and analyzing assessment data on the following:
- state indicators,
- locally determined indicators,
- locally established student learning goals.
106 - Discrimination and Harassment Based on Sex
106 - Discrimination and Harassment Based on SexIn accordance with Title IX of the Education Amendments Act of 1972, the Ruthven-Ayrshire Community School District prohibits sex discrimination, including sexual harassment as defined by the regulations implementing Title IX (34 C.F.R. § 106.30), against any individual participating in any education program or activity of the school district. This prohibition on discrimination applies to students, employees, and applicants for employment.
The board authorizes the superintendent to adopt procedures for any individual to report sexual harassment to the school district’s Title IX Coordinator for the provision of supportive measures to anyone who has been subjected to sexual harassment whether or not they proceed with a formal complaint under those procedures, and for the investigation and resolution of such complaints, as required by Title IX. This Title IX grievance process shall be used to respond to all complaints of sexual harassment that fall within the scope of Title IX. For complaints of sexual harassment that do not fall within the scope of Title IX, the school district may still offer supportive measures to the subject of such conduct and shall apply any other policy or procedure applicable to the alleged conduct.
Any individual with questions about the school district’s Title IX policy and procedures or who would like to make a report or file a formal complaint of sex discrimination or sexual harassment may contact the school district’s designated Title Coordinator:
Matt Borchers – maborc@gt.ratitans.org
1505 Washington Street
Ruthven, IA 51358
(712) 837-5211
Retaliation against a person who made a report or complaint of sexual harassment, assisted or participated in any manner in an investigation or resolution of a sexual harassment report or complaint is strictly prohibited. Retaliation includes threats, coercion, discrimination, intimidation, reprisals, and/or adverse actions related to employment or education. Any individual who believes they have been retaliated against in violation of this policy should immediately contact the school district’s Title IX Coordinator.
Approved: 11-08-21
Reviewed:
Revised:
200 - BOARD OF DIRECTORS
200 - BOARD OF DIRECTORS Jen@iowaschool… Tue, 11/23/2021 - 07:53200 - Statement of Guiding Principles
200 - Statement of Guiding Principles dawn.gibson.cm… Wed, 12/08/2021 - 12:17200.1 - Role of the Board of Directors
200.1 - Role of the Board of DirectorsIn this series of the board policy manual, the board defines its role in the governance of the school district and how it will carry out that role in the school district community and in the school district.
The ultimate goal of the board is to achieve the educational philosophy of the school district. As school officials elected by the members of the school district community, the board shall strive to represent the needs and wishes of the members of the school district community in its deliberations and actions.
While the board shall be aware of the desires of the school district community, the needs of the students in the Ruthven-Ayrshire Community School District shall be considered above others. The board strives to meet the needs of the students through evaluation of the financial and educational benefits of the various alternatives available to the board and the school district.
Approved:
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-05-04, 10-01-07, 11-14-11, 12-12-11, 12-11-14, 11-08-21
Revised: 07-02-92, 01-12-09
200.2 - Organization of the Board of Directors
200.2 - Organization of the Board of DirectorsThe Ruthven-Ayrshire Community School District board is authorized by and derives its organization from Iowa Law. The board will consist of 7 (seven) board members. Board members are elected at large.
The board is organized for the purpose of setting policy and providing general direction for the school district. The board will hold its organizational meeting in each odd-numbered year at the first regular meeting following the canvass of votes. The retiring board will transfer materials, including the board policy manual, and responsibility to the new board.
The organizational meeting allows the outgoing board to approve minutes of its previous meetings, complete unfinished business, and review the school election results. The retiring board will adjourn and the new board will then begin. The board secretary will administer the oath of office to the newly-elected board members. The board secretary will preside while the new board elects the president and vice-president of the new board.
Approved:
Reviewed: 11-9-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14
Revised: 2-12-08, 01-12-09, 11-08-21
200.3 - Powers of the Board of Directors
200.3 - Powers of the Board of DirectorsThe board of the Ruthven-Ayrshire Community School District, acting on behalf of the school district, shall have jurisdiction over school matters in the territory of the school district.
The board is empowered to make policy for its own governance, for employees, for students, and for the school district facilities. The board is also empowered to enforce its policies. The board may, through its quasi-judicial power, conduct hearings and rule on issues and disputes confronting the school district.
The board has these powers and all other powers expressly granted to it in federal and state law as well as the powers that can be reasonably implied from the express powers.
Because all powers of the board derived from the state statutes are granted in terms of action as a group, individual board members exercise authority over school district affairs only as they vote to take action at a legal meeting of the board. In other instances, an individual board member, including the president, will have power only when the board, by vote, has delegated authority. The board will make its members, the school district staff, and the public aware that only the board acting as a whole has authority to take official action. Therefore, the board may transact business only with a quorum present during a regular or special meeting.
Pursuant to law, any board member shall not seek individually to influence the official functions of the school district. The board and its members will deal with administrative services through the superintendent and will not give orders to any subordinates of the superintendent either publicly or privately but may make suggestions and recommendations.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-9-98, 11-12-01, 11-08-04, 12-10-07, 12-16-10, 12-12-11, 12-11-14
Revised: 11-08-21
200.4 - Responsibilities of the Board of Directors
200.4 - Responsibilities of the Board of DirectorsThe board is authorized to govern the school district which it oversees. The board is entrusted with public funds and is responsible for overseeing the improvement of student outcomes, including student academic achievement and skill proficiency. As the governing board of the school district, the board has three duties to perform: legislative duty, executive duty and evaluative duty.
As a representative of the citizens of the school district community, the board is responsible for legislating policy for the school district. As a policy making body, the board has jurisdiction to enact policy with the force and effect of law for the management and operation of the school district.
It is the responsibility of the board, under the board’s executive duty, to select its chief executive officer, the superintendent, to operate the school district on the board’s behalf. The board delegates to the superintendent its authority to carry out board policy, to formulate and carry out rules and regulations, and to handle the administrative details in a manner which supports and is consistent with board policy.
The board has a responsibility to review the education program’s performance under its evaluative duty. The board reviews the education program and ancillary services. The review includes a careful study and examination of the facts, conditions, and circumstances surrounding the amount of funds received or expended and the education program’s ability to achieve the board’s educational philosophy and goals for the school district.
Approved: 07-01-92
Revised: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-16-10, 12-12-11, 12-11-14
Revised:11-08-21
200.5 Board Member Social Media Engagement
200.5 Board Member Social Media EngagementBOARD MEMBER SOCIAL MEDIA ENGAGEMENT
The board sees the value in promoting the excellent work and accomplishments of the district’s students and staff. Social media is one of many effective communication tools that the district may utilize. Board members have been publicly elected to govern the district and accept a fiduciary responsibility. That responsibility means board members agree to always act in the best interests of the district. For this reason, the board shall expect that individual communications and social media posts made by board members will reflect the values and decorum expected of elected officials in the school community.
All board members enjoy rights to freedom of speech under both the U.S. and Iowa Constitutions. As such, the district will not limit protected speech of any board members. Certain categories of speech are not protected and may be subject to regulation. Additionally, board members should be aware that protected speech can still subject individuals to legal liability. Only the Board President is designated as official spokesperson authorized to speak on behalf of the board. Any postings by board members about district related matters on their individual social media accounts shall not be considered official action of the district. Official statements of the district shall be made only on district social media accounts through the designated spokespersons of the district or the entire board speaking as a governing body.
The board as a whole and individual board members in their governance role have legal obligations to safeguard the privacy of information related to student and employee matters. Board members will refrain from posting or communicating on social media in a way that violates the district’s obligation to protect the privacy of its students and employees.
Board members are uniquely positioned in the school community to be both accessible and responsive to community concerns about the effective governance of the district. As a result, the board will remember their obligations to safeguard student and employee privacy when responding to any social media posts or communications, even if the response is intended to correct information for the rest of the school community. Board members will direct concerned individuals to the appropriate district staff to address their inquiry or complaint in accordance with board policy.
Approved : 8-21-24 Reviewed: Revised:
201 - Board of Directors' Elections
201 - Board of Directors' ElectionsThe school election takes place on the first Tuesday after the first Monday in November of odd numbered years. Each school election shall be used to elect citizens to the board to maintain a seven member board and to address other questions that must be put before the voters.
Citizens of the school district community seeking a seat on the board must file their nomination papers with the board secretary in accordance with the timelines established by Iowa law.
If a vacancy occurs on the board, it may be filled in accordance with law and board policy.
All elections will be held as provided in Iowa law. It shall be the responsibility of the county commissioner of elections to conduct school election
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 1l-09-98, 11-12-01, 11-08-04, 12-10-07, 12-11-14
Revised: 01-10-05, 7-16-18, 11-08-21
201.1R1 - Organizational Meeting Procedures
201.1R1 - Organizational Meeting ProceduresThe board will hold its organizational meeting in odd-numbered years at the first regular meeting following the canvass of votes. Notice of the meeting's place and time will be given by the board secretary to each member, member-elect, and the public.
The purpose of the meeting is to transfer material and responsibility from the outgoing board to the new board. At the meeting, the board will elect a president and vice president who will hold office for one year. Once elected, the president and vice president will be entitled to vote on all matters before the board. The board president and vice president are each elected to a one year term at the organizational meeting in odd-numbered years and at the annual meeting in even-numbered years.
Meeting Procedure
The organizational meeting of the board will be held in two parts: the final meeting of the outgoing board and the organizational meeting of the new board.
1. Final Meeting of the Retiring Board
(1) Call to order.
(2) Roll call.
(3) Approval of minutes of previous meeting(s).
(4) Visitors.
(5) Unfinished business.
(a) Current claims and accounts (for the retiring board to authorize).
(b) Other items. If any member of the board feels the board should consider any unfinished business, even if only to identify it as unfinished business, the member should address the issue at this time.
(6) Review of election results. The board secretary will present the county auditor's official report on the latest elections. Official results are recorded in the minutes.
(7) Adjournment of the retiring board.
2. Organizational Meeting of the New Board
(1) Board Secretary as president pro-tem, will preside over the meeting until a new board president is elected.
(2) Call to order.
(3) Roll call.
(4) Oath of office. The board secretary will administer the oath to new members.
(5) Election of a president of the board. The president pro-tem calls for nominations; nominations need not be seconded. The board will then vote on the nominations. The board secretary will announce the result of the vote, and the board secretary will administer the oath of office to the newly elected president and the newly elected president will assume the chair.
(6) Election of the vice-president. The president of the board will call for nominations; the nominations need not be seconded. The board will then vote on the nominations. The president will announce the results and administer the oath of office to the vice-president.
Other items of business at the organizational meeting may include:
(7) Board resolution of appreciation recognizing the public service rendered by retiring board members.
(8) Determination of dates, times, and places for regular meetings of the board.
(9) Board resolution to define the operating rules and practices that will be followed by the new board.
(10) Board resolution to authorize the interim payment of bills pursuant to policy 705.3.
(11) Visitors.
(12) Superintendent's report.
(13) Adjournment.
Approved: 9-11-17
Reviewed
Revised: 9-20-17, 11-08-21
202 - Director Members
202 - Director Members dawn.gibson.cm… Wed, 12/08/2021 - 12:09202.1 - Qualifications
202.1 - QualificationsServing on the board of directors is an honor and privilege. Its rewards are respect from the community, the students, the employees and satisfaction from knowing each board member contributed to the success of the children in the school district community. Only those who are willing to put forth the effort to care and to make a difference should consider running for a position on the board.
Individuals who are willing to serve on the board believe public education is important, support the democratic process, willingly devote time and energy to board work, respect educators and have the ability to examine the facts and make a decision. The board believes an individual considering a position on the school board should possess these characteristics.
Citizens wanting to run for a position must be a citizen of the school district, an eligible elector of the district and free from a financial conflict of interest with the position.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-11-14, 11-08-21
Revised:
202.2 - Oath of Office
202.2 - Oath of OfficeBoard members are officials of the state. As a public official, each board member must pledge to uphold the Iowa and the United States Constitution and carry out the responsibilities of the office to the best of the board member's ability.
Each newly-elected member will take the oath of office prior to any action taken as a school official. The oath of office shall be taken by each new board member elected at the school election at or before the organizational meeting of the board. In the event of an appointment or special election to fill a vacancy, the new board member will take the oath of office within ten days of the appointment or election.
Board members elected to offices of the board shall also take the same oath of office but replacing the office of board member with the title of the office to which they were elected.
The oath of office shall be administered by the board secretary and does not need to be given at a board meeting. In the event the board secretary is absent, the oath shall be administered by another board member.
Approved: 7-1-92
Reviewed: 1-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14
Revised: 01-12-09, 11-08-21
202.3 - Term of Office
202.3 - Term of OfficeBoard members elected for a full term at a regularly scheduled school election in November of odd-numbered years serve for four years. Board members appointed to fill a vacant position will serve until a successor is elected and qualified at the next regular school election, unless there is an intervening special election for the school district, in which event a successor shall be elected at the intervening special election. A board member elected to fill a vacancy will serve out the unexpired term.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-8-04, 12-10-07, 12-12-11, 12-11-14
Revised: 01-12-09, 7-16-18, 11-08-21
202.4 - Vacancies
202.4 - VacanciesA vacancy occurs as provided by law, which includes, but is not limited to, when a board member dies, resigns, leaves office or fails to reside in the school district
If a vacancy occurs prior to the expiration of a term of office, the vacancy will be filled by board appointment within 30 days of the vacancy. The board shall publish notice stating the board intends to fill the vacancy by appointment, but the electors of the school district have the right to file a petition requiring the vacancy be filled by special election.
A person appointed to fill a vacancy shall hold office until a successor is elected and qualified at the next regular school election, unless there is an intervening special election for the school district, in which event a successor shall be elected at the intervening special election.
If the board is unable to fill a vacancy by appointment within 30 days after the vacancy occurs or if a valid petition is submitted, the board secretary will call a special election to be held no sooner than 60 days and not longer than 70 days after the vacancy occurred. A board member elected at the special election will serve the remaining portion of the unexpired term.
Approved: 09-01-92
Reviewed: 01-10-94, 11-11-96, 11-9-98, 01-10-94, 11-12-01, 11-8-04, 12-10-07, 12-12-11, 12-11-14
Revised: 01-12-09, 11-08-21
202.5 - Individual Authority
202.5 - Individual AuthoritySchool districts of the public education system in Iowa are governed by an elected board of directors of the school corporation. The board operates as a corporate body, and only the board may make decisions regarding the education program and operations of the school district. Only the board has the power to take action affecting the school district.
Individual board members exercise their authority as a board member when they vote to take action at a board meeting. Individual board members, alone, have no authority to make decisions or take action to affect the management of the school district. Without the consent of the board, an individual board member has no authority to act on behalf of the school district or the school board.
It shall be the responsibility of each board member and the superintendent to educate the public, the staff, and the students of the board member's authority to take action that affects the school district only when voting in a board meeting.
Approved: 7-1-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14
Revised: 11-08-21
203 - Board of Directors' Conflict of Interest
203 - Board of Directors' Conflict of InterestThe board believes that individual board members should not be placed in a situation of having to choose between the welfare of the public school system and personal financial interests. The mere existence of a temptation to dereliction of duty creates a conflict of interest.
Board members must be able to make decisions objectively. It is a conflict of interest for a board member to receive direct compensation from the school district, unless exempted in this policy, for anything other than reimbursement of actual and necessary expenses, including travel, incurred in the performance of official duties. A board member will not act as an agent for a school textbook or school supply company doing business with the school district during the board member's term of office. It will not be a conflict of interest for board members to receive compensation from the school district for contracts to purchase goods or services if the benefit to the board member does not exceed $6,000 in a fiscal year or if the contracts are made by the board, upon competitive bid in writing, publicly invited and opened.
The conflict of interest provisions do not apply to a contract that is a bond, note or other obligation of a school corporation if the contract is not acquired directly from the school corporation, but is acquired in a transaction with a third party, who may or may not be the original underwriter, purchaser or obligee of the contract or to a contract in which a director has an interest solely by reason of employment if the contract was made by competitive bid, in writing, publicly invited and opened or if the remuneration for employment will not be directly affected as a result of the contract and duties of employment do not involve any of the preparation or procurement of any part of the contract. The competitive bid section of the conflict of interest provision does not apply to a contract for professional services not customarily competitively bid.
It will also be a conflict of interest for a board member to engage in any outside employment or activity which is in conflict with the board member's official duties and responsibilities. In determining whether outside employment or activity of a board member creates a conflict of interest, situations in which an unacceptable conflict of interest is deemed to exist includes, but are not 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 badge, uniform, business card or other evidence of office to give the board member or member of the board member'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 a board member.
(2) The outside employment or activity involves the receipt of, promise of or acceptance of more or other consideration by the board member or a member of the board member's immediate family from anyone other than the state or the school district for the performance of any act that the board member would be required or expected to perform as part of the board member's regular duties or during the hours in which the board member 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 board member, during the performance of the board member's duties of office or employment.
If the outside employment or activity is employment or activity in (1) or (2) above, the board member must cease the employment of or activity. If the activity or employment falls under (3), then the board member 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 vote88 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 board member to be aware of an actual or potential conflict of interest. It is also the responsibility of each board member to take the action necessary to eliminate such a conflict of interest. Should a conflict of interest arise, a board member should not participate in any action relating to the issue from which the conflict arose.
Approved:
Reviewed:
Revised: 11-08-21
204 - Code of Ethics
204 - Code of EthicsBoard members, as public officials, should strive to perform all the duties of the office in an ethical manner. In general, the board members should operate within the following code of ethics adopted by the Ruthven-Ayrshire School District Board of Directors as guidelines for board members.
Board members' actions, verbal and nonverbal, reflect the attitude and the beliefs of the school district. Therefore, board members must conduct themselves professionally and in a manner fitting to their position.
Each board member shall follow the code of ethics stated in this policy.
AS A SCHOOL BOARD MEMBER:
- I will listen.
- I will respect the opinion of others.
- I will recognize the integrity of my predecessors and associates and the merit of their work.
- I will be motivated only by an earnest desire to serve my school district and the children of my school district community in the best possible way.
- I will not use the school district or any part of the school district program for my own personal advantage or for the advantage of my friends or supporters.
- I will vote for a closed session of the board if the situation requires it, but I will consider "star chamber" or "secret" sessions of board members unethical.
- I will recognize that to promise in advance of a meeting how I will vote on any proposition which is to be considered is to close my mind and agree not to think through other facts and points of view which may be presented in the meeting.
- I will expect, in board meetings, to spend more time on education programs and procedures than on business details.
- I will recognize that authority rests with the board in legal session and not with individual members of the board, except as authorized by law.
- I will make no disparaging remarks, in or out of the board meeting, about other members of the board or their opinions.
- I will express my honest and most thoughtful opinions frankly in board meetings in an effort to have decisions made for the best interests of the children and the education program.
- I will insist that the members of the board participate fully in board action and recommend that when special committees are appointed, they serve only in an investigative and advisory capacity.
- I will abide by majority decisions of the board.
- I will carefully consider petitions, resolutions, and complaints and will act in the best interests of the school district.
- I will not discuss the confidential business of the board in my home, on the street or in my office; the place for such discussion is the board meeting.
- I will endeavor to keep informed on local, state, and national educational developments of significance so I may become a better board member.
IN MEETING MY RESPONSIBILITY TO MY SCHOOL DISTRICT COMMUNITY
- I will consider myself a trustee of public education and will do my best to protect it, conserve it, and advance it, giving to the children of my school district community the educational facilities that are as complete and adequate as it is possible to provide.
- I will consider it an important responsibility of the board to interpret the aims, methods, and attitudes of the school district to the community.
- I will earnestly try to interpret the needs and attitudes of the school district community and do my best to translate them into the education program of the school district.
- I will attempt to procure adequate financial support for the school district.
- I will represent the entire school district rather than individual electors, patrons or groups.
- I will not regard the school district facilities as my own private property but as the property of the people.
IN MY RELATIONSHIP WITH SUPERINTENDENT AND EMPLOYEES
- I will function, in meeting the legal responsibility that is mine, as a part of a legislative, evaluative, policy-forming body, not as an administrative officer.
- I will recognize that it is my responsibility, together with that of my fellow board members, to see the school district is properly run and not to run them myself.
- I will expect the school district to be administered by the best-trained technical and professional people it is possible to procure within the financial resources of the school district.
- I will recognize the superintendent as executive officer of the board.
- I will work through the administrative employees of the board, not over or around them.
- I will expect the superintendent to keep the board adequately informed through oral and written reports.
- I will vote to employ employees only after the recommendation of the superintendent has been received.
- I will insist that contracts be equally binding on teachers and the board.
- I will give the superintendent power commensurate with the superintendent's responsibility and will not in any way interfere with, or seek to undermine, the superintendent's authority.
- I will give the superintendent friendly counsel and advice.
- I will present any personal criticism of employees to the superintendent.
- I will refer complaints to the proper administrative officer.
TO COOPERATE WITH OTHER SCHOOL BOARDS
- I will not employ a superintendent, principal or teacher who is already under contract with another school district without first securing assurance from the proper authority that the person can be released from contract.
- I will consider it unethical to pursue any procedure calculated to embarrass a neighboring board or its representatives.
- I will not recommend an employee for a position in another school district unless I would employ the employee under similar circumstances.
- I will answer all inquiries about the standing and ability of an employee to the best of my knowledge and judgment, with complete frankness.
- I will associate myself with board members of other school districts for the purpose of discussing school district issues and cooperating in the improvement of the education program.
Approved 7-1-92
Reviewed 1-10-94, 11-11-96, 11-9-98,12-10-07, 12-12-11, 12-11-14, 7-16-18
Revised 11-13-17, 11-12-01, 11-8-04, 11-08-21
205 - Board Member Liability
205 - Board Member Liability dawn.gibson.cm… Wed, 12/08/2021 - 12:06205.1 - Board Security and Protection
205.1 - Board Security and ProtectionPublic bodies must feel free to meet in the public setting as required by law without concern of risk of personal injury. The board shall take whatever action is necessary to maintain an orderly board meeting, free from interference or interruption by spectators, and to keep the board members safe while complying with the open meetings law.
Individuals who threaten the board with violence or who are continuously disruptive may be asked to leave the meeting. If the individuals do not leave, the board may have law enforcement officials escort the individuals. from the board meeting. The board shall hire a security officer if the board members' concern for safety or actions by spectators warrants it.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-05-04, 12-10-07, 12-12-11, 12-11-14, 11-08-21
Revised:
205.2 - Board Member Liability
205.2 - Board Member LiabilityBoard members shall not be held personally liable for actions taken in the performance of their duties and responsibilities vested in them by the laws of Iowa and the members of the school district community within the scope of their official duties. In carrying out the duties and responsibilities of their office, board members shall act in good faith.
The school district shall defend, save harmless, and indemnify board members against tort claims or demands, whether groundless or otherwise, arising out of an alleged act or omission occurring within the scope of their duties, unless it constitutes a willful or wanton act or omission. However, the school district shall not save harmless or indemnify board members for punitive damages.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96,11-09-98, 11-12-01, 11-04-04, 12-10-07, 12-12-11, 12-11-14
Revised: 11-08-21
206 - Officers
206 - Officers dawn.gibson.cm… Wed, 12/08/2021 - 11:58206.1 - President
206.1 - PresidentIt is the responsibility of the board president to lead a well-organized board in an efficient and effective manner. The board president will set the tone of the board meetings and, as the representative of the consensus of the board, speak on behalf of the board to the public.
The president of the board is elected to serve a one-year term by a majority vote at the organizational meeting in odd-numbered years or, in even-numbered years, at a regular meeting held between twelve to thirteen months after the most recent organizational meeting.
The president, in addition to presiding at the board meetings, will take an active role in board decisions by discussing and voting on each motion before the board in the same manner as other board members. Before making or seconding a motion, the board president will turn over control of the meeting to either the vice-president or other board member.
The board president has the authority to call special meetings of the board. Prior to board meetings, the board president will consult with the superintendent on the development of the agenda for the meeting.
The board president, as the chief officer of the school district, will sign employment contracts and sign other contracts and school district warrants approved by the board and appear on behalf of the school corporation in causes of action involving the school district.
Approved:
Reviewed: 01-10-94, 11-11-96, 11-9-98, 11-12-01, 11-8-04, 12-10-07, 12-12-11, 12-11-14, 11-08-21
Revised: 01-12-09, 7-1-92
206.2 - Vice-President
206.2 - Vice-PresidentThe vice-president of the board is elected by a majority vote at the organizational meeting in odd-numbered years or, in even-numbered years, at a regular meeting held between twelve to thirteen months after the most recent organizational meeting, to serve a one-year term of office.
By this election, if the board president is unable or unwilling to carry out the duties required, it is the responsibility of the vice-president of the board to carry out the duties of the president. If the president is unable or unwilling to complete the term of office, the vice-president will serve as president for the balance of the president’s term of office, and a new vice-president will be elected.
The vice-president will accept control of the meeting from the president when the president wishes to make or second a motion. The vice-president will take an active role in board decisions by discussing and voting on matters before the board in the same manner as other board members.
Approved:
Reviewed: 01-10-94, 11-11-96, 11-9-98, 11-12-01, 11-18-04, 12-10-07, 12-12-11, 12-11-14
Revised:, 7-1-92,01-12-09, 12-16-10, 11-08-21
206.3 - Secretary
206.3 - SecretarySECRETARY
It shall be the responsibility of the board to annually appoint a board secretary.
A board secretary may be appointed from school district employees, other than a position requiring a teaching certificate, or from the public. To finalize the appointment, the board secretary shall take the oath of office during the meeting at which the individual was appointed or no later than ten days thereafter. It is the responsibility of the board to evaluate the board secretary annually.
It shall be the responsibility of the board secretary, as custodian of school district records, to preserve and maintain the records and documents pertaining to the business of the board; to keep complete minutes of special and regular board meetings, including closed meetings; to keep a record of the results of regular and special elections; to keep an accurate account of school funds; to sign warrants drawn on the school funds after board approval; and collect data on truant students. The board secretary shall also be responsible for filing the required reports with the State Department of Education.
In the event the board secretary is unable to fulfill the responsibilities set out by the board and the law, a qualified appointee shall assume those duties until the board secretary is able to resume the responsibility or a new board secretary is appointed.
The board secretary shall be covered by the single blanket bond that covers the employees of the district. The cost of the bond will be paid by the school district. The board may appoint one person to serve as the secretary and the treasurer in which event, that individual will be accountable for the responsibilities of both the board secretary and board treasurer as set out in board policy.
Approved: 11-11-91
Reviewed: 11-11-96, 11-09-98, 11-09-98,11-12-01, 11-08-04, 12-12-11, 12-11-14
Revised: 01-10-94, 11-08-21, 8-21-24
206.4 - Treasurer
206.4 - Treasurer
It shall be the responsibility of the board to annually appoint a treasurer. The board may appoint a treasurer from its employees, other than a position requiring a teaching certificate or from the public. To finalize the appointment, the treasurer shall take the oath of office during the meeting at which the individual was appointed or no later than ten days thereafter.
The primary responsibility of the treasurer, as an appointed school officer, is to administer and maintain compliance with the law. It will also be the responsibility of the treasurer to receive funds of the school corporation, to pay out the funds for expenses approved by the board, and to work with the secretary to coordinate the financial records, the financial reports, the cash flow needs, and the investment portfolio of the school district.
It shall be the responsibility of the treasurer to oversee the investment portfolio, to receive funds of the school district, to pay out the funds for expenses approved by the board, to maintain accurate accounting records for each fund, to report monthly regarding the investment portfolio and the status of each fund and to file required reports with the appropriate state agencies and other entities.
If the treasurer is unable or unwilling to carry out the duties required, it shall be the responsibility of the superintendent to carry out the duties of the treasurer until the treasurer is able to resume the responsibility or a new treasurer is appointed.
The treasurer shall give bond in the amount set by the board. The cost of the bond will be paid by the school district. The board may appoint one person to serve as the secretary and the treasurer in which event that individual will be accountable for the responsibilities of both the board secretary and board treasurer, as set forth in board policy
Approved: 12-16-92
Reviewed: 11-11-91, 11-11-96, 11-9-98, 11-8-04, 12-12-11, 12-11-14, 8-21-24
Revised: 01-10-94, 11-08-21
207 - Board of Directors' Legal Counsel
207 - Board of Directors' Legal CounselIt shall be the responsibility of the board to employ legal counsel to assist the board and the administration in carrying out their duties with respect to the numerous legal issues confronting the school district. The board may appoint legal counsel at its annual meeting.
The superintendent shall have the authority to contact the board's legal counsel on behalf of the board when the superintendent believes it is necessary for the management of the school district. The board president may contact and seek advice from the school board's legal counsel. The board's legal counsel shall attend both regular and special school board meetings upon the request of the board or the superintendent. Board members may contact legal counsel upon approval of a majority of the board. It shall be the responsibility of each board member to pay the legal fees, if any, of an attorney the board member consulted regarding matters of the school district unless the board has authorized the board member to consult an attorney on the matter.
It shall be the responsibility of the superintendent to keep the board informed of matters for which legal counsel was consulted, particularly if the legal services will involve unusual expense for the school district.
Approved: 06-14-93
Reviewed: 01-10-94, 11-11-96,11-09-98, 11-12-01, 11-04-04, 12-12-11, 12-11-14, 11-08-21
Revised:
208 - Board of Directors' Self-Evaluation
208 - Board of Directors' Self-EvaluationPeriodically, the board shall conduct an evaluation of itself. The goal of the self-evaluation is not to criticize fellow board members but rather to point out strengths as well as weaknesses.
The evaluation will focus on board policies, board meetings, education program, financial management, board members' personal qualities, and the board's relationship with the superintendent, employees, school district community, and students.
It shall be the responsibility of the board president to develop a board evaluation program.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14, 11-08-21
Revised:
209 - Ad Hoc Committees
209 - Ad Hoc Committees dawn.gibson.cm… Wed, 12/08/2021 - 11:54209.1 - Ad Hoc Committees
209.1 - Ad Hoc CommitteesWhenever the board deems it necessary, the board may appoint a committee of the board made up of citizens, staff or students to assist the board. Committees formed by the board shall be ad hoc committees.
An ad hoc committee is formed by board resolution which shall outline the duties and purpose of the committee. The committee is advisory in nature and has no duty or responsibility other than that specifically stated in the board resolution. The committee shall automatically dissolve upon the delivery of its final recommendation to the board or upon completion of the duties outlined in the board resolution. The board will receive the report of the committee for consideration. The board retains the authority to make a final decision on the issue. The committee may be subject to the open meetings law.
The board president shall appoint, or the board shall elect, the necessary members to the committee. When possible, and when the necessary expertise required allows, the committee members will be representative of the school district community and shall consider the various viewpoints on the issue. The board may designate a board member and the superintendent to serve on an ad hoc committee. The committee will select its own chairperson, unless the board designates otherwise.
Approved: 08-09-93
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 10-10-07, 12-12-11, 12-11-14, 11-08-21
Revised:
209.1E1 - Ad Hoc Committees Exhibit
209.1E1 - Ad Hoc Committees ExhibitAd Hoc Committee Purpose and Function
The specific purpose of each ad hoc committee varies. Generally, the primary function of an ad hoc committee is to give specific advice and suggestions. The advice and suggestions should focus on the purpose and duties stated in the board resolution establishing the committee. It is the board's role to take action based on information received from the ad hoc committee and other sources. Ad hoc committees may be subject to the open meetings law.
Role of an Ad Hoc Committee Member
The primary role of an ad hoc committee member is to be a productive, positive member of the committee. In doing so, it is important to listen to and respect the opinions of others. When the ad hoc committee makes a recommendation to the board, it is important for the ad hoc committee members to support the majority decision of the ad hoc committee. An ad hoc committee will function best when its members work within the committee framework and bring items of business to the ad hoc committee.
Ad Hoc Committee Membership
Ad hoc committee members are appointed by the board. The board may request input from individuals or organizations, or it may seek volunteers to serve. Only the board or superintendent has the authority to appoint members to an ad hoc committee, Boards must follow the legal limitations or requirements regarding the membership of an ad hoc committee.
210 - Management Procedures
210 - Management Procedures dawn.gibson.cm… Wed, 12/08/2021 - 11:46210.1 - Development of Policy
210.1 - Development of PolicyThe board will develop and maintain a policy manual that provides a codification of its policy actions. Board policy provides the general direction as to what the board wishes to accomplish while allowing the superintendent to implement board policy. Policies will be reviewed on a regular basis to ensure relevance to current practices and compliance with the law.
The written policy statements contained in this manual provide guidelines and goals to the citizens, administration, employees, and students in the school district community. The policy statements shall be the basis for the formulation of regulations by the administration. The board shall determine the effectiveness of the policy statements by evaluating periodic reports from the administration.
Policy statements may be proposed by a member of the board, administration, employees, students or other members of the school district community. Proposed policy statements or ideas shall be submitted to the board through the superintendent's office for placement on the board agenda. It shall be the responsibility of the superintendent to bring these proposals to the attention of the board.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-12-11, 12-11-14
Revised: 11-08-21
210.2 - Adoption of Policy
210.2 - Adoption of PolicyADOPTION OF POLICY
The board shall give notice of proposed policy changes or adoption of new policies by placing the item on the agenda of one regular board meeting. The proposed policy changes shall be distributed and public comment will be allowed at the meeting prior to final board action. This notice procedure shall be required except for emergency situations. If the board adopts a policy in an emergency situation, a statement regarding the emergency and the need for immediate adoption of the policy shall be included in the minutes. The board shall have complete discretion to determine what constitutes an emergency situation.
The final action taken to adopt the proposed policy shall be approved by a simple majority vote of the board at the meeting after allowing public discussion. The policy will be effective on the later of the date of passage or the date stated in the motion.
In the case of an emergency, a new or changed policy may be adopted by a majority vote of a quorum of the board. The emergency policy shall expire at the close of the third regular meeting following the emergency action, unless the policy adoption procedure stated above is followed and the policy is reaffirmed.
Approved: Reviewed: 01-10-94, 11-11-96, Revised: 7-1-92, 11-08-21, 11-09-08, 11-12-01, 11-04-04, 3-20-24
210.3 - Dissemination of Policy
210.3 - Dissemination of PolicyA board policy manual shall be housed in each school attendance center and in the administrative office. Each board member shall have a personal copy of the board policy manual. Persons wishing to review the board policy manual shall contact the board secretary, who shall have a board policy manual available for public inspection.
It shall be the responsibility of the board secretary to ensure copies of new and revised policy statements are distributed to the custodians of board policy manuals as soon as possible following the policy’s adoption. Copies of changes in board policy shall also be attached to the minutes of the meetings in which the final action was taken to adopt the new or changed policy.
It shall be the responsibility of each board member, during the board member's term of office, to keep the manual current and up-to-date and to surrender the manual to the board secretary at the conclusion of the board member's term of office.
Approved:
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-04-01, 11-08-0412-10-07, 12-12-11, 12-11-14
Revised: 07-01-92, 11-08-21
210.4 - Suspension of Policy
210.4 - Suspension of PolicyGenerally, the board shall follow board policy and enforce it equitably. The board may, in extreme emergencies of a very unique nature, suspend policy. It shall be within the discretion of the board to determine when an extreme emergency of a very unique nature exists.
Board policy shall not be suspended by the administration or employees. Board policy may only be suspended by the board. Reasons for suspension of board policy will be documented in board minutes.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14
Revised: 11-08-21
210.5 - Administration in the Absence of Policy
210.5 - Administration in the Absence of PolicyWhen there is no board policy in existence to provide guidance on a matter, the superintendent is authorized to act appropriately under the circumstances surrounding the situation keeping in mind the educational philosophy of the school district and financial condition of the school district.
It shall be the responsibility of the superintendent to inform the board of the situation and the action taken and to document the action taken when necessary. If needed, the superintendent shall draft a proposed policy for the board to discuss.
Approved:
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14
Revised: 11-08-21
210.6 - Review and Revision of Policy
210.6 - Review and Revision of PolicyThe board shall, at least once every five years, review board policy. Each year, the board may make a determination about the sections and/or series of the policy manual and the specific policies in the policy manual to be reviewed. Once the policy has been reviewed, even if no changes were made, a notation of the date of review shall be made on the face of the policy statement.
It shall be the responsibility of the superintendent to keep the board informed as to legal changes at both the federal and state levels. The superintendent shall also be responsible for bringing proposed policy statement revisions to the board's attention.
If a policy is revised because of a legal change over which the board has no control, the policy may be approved at one meeting at the discretion of the board.
Approved: 01-10-94
Reviewed: 11-12-01, 11-8-04, 12-10-07, 12-12-11, 12-11-14
Revised: 11-13-00, 11-08-21
210.7 - Adoption of Administrative Regulations
210.7 - Adoption of Administrative RegulationsBoard policy sets the direction for the administration of the education program and school district operations. Some policies require administrative regulations for implementation.
It shall be the responsibility of the superintendent to develop administrative regulations to implement the board policies. The regulations will be adopted by the board prior to their use in the school district. At the time of adoption, the board will determine the effective date of the administrative regulation and the date the administrative regulation will be made available.
Approved:
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-11-11, 12-11-14, 11-08-21
Revised: 07-01-92
211 - Board of Directors' Meetings
211 - Board of Directors' Meetings dawn.gibson.cm… Wed, 12/08/2021 - 11:37211.1 - Annual Meeting
211.1 - Annual MeetingEach year after August 31 and prior to the organizational meeting of the board in odd-numbered years, the board will hold its annual meeting.
At the annual meeting, the board will examine the financial books and settle the secretary's and treasurer's statements for the fiscal year ending the preceding June 30. As part of the annual reports, the treasurer will present affidavits from depository banks.
The board may also appoint the board's legal counsel at the annual meeting.
Approved:
Reviewed: 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14
Revised: 12-08-03, 11-08-21
211.2 - Regular Meeting
211.2 - Regular MeetingRegular meetings of the board shall be held monthly. The dates, time, and place of regular meetings of the board shall be set by the board at the organizational meeting in odd-numbered years and at the annual meeting in even-numbered years. Public notice of meetings shall be given and the meetings will be open to the public.
Approved:
Reviewed: 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14,
Revised: 01-14-02, 7-10-17, 11-08-21
211.3 - Special Meeting
211.3 - Special MeetingFrom time to time, it may be necessary to conduct a special meeting in addition to the regularly scheduled board meeting. Special meetings may be called by the president of the board or by the board secretary at the request of a majority of the board. Should a special meeting be called, individual notice to board members and public notice shall be given.
If the special meeting called is an emergency meeting and the board cannot give public notice in its usual manner, the board shall give public notice of the meeting as soon as practical and possible in light of the situation. The reason for the emergency meeting and why notice in its usual manner could not be given shall be stated in the minutes.
Only the purpose or issue for which the special meeting was called may be discussed and decided in the special meeting. The board shall strictly adhere to the agenda for the special meeting and action on other issues shall be reserved for the next scheduled regular board meeting.
Approved:
Reviewed: 1-10-94, 11-11-96, 11-9-98, 11-12-01, 12-12-11, 12-11-14
Revised: 7-1-92, 11-08-21
211.4 - Work Sessions
211.4 - Work SessionsThe board, as a decision making body, is confronted with a continuing flow of problems, issues and needs which require action. While the board is determined to expedite its business, it is also mindful of the importance of planning, brainstorming and thoughtful discussion without action. Therefore, the board may schedule work sessions and retreats in order to provide its members and the administration with just such opportunities. The board has the authority to hire an outside facilitator to assist them in work sessions.
Topics for discussion and study will be announced publicly, and work sessions and retreats will be conducted in open session. However, no board action will take place at the work session.
Approved: 08-09-93
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14, 11-08-21
Revised:
211.5 - Meeting Notice
211.5 - Meeting NoticePublic notice shall be given for meetings and work sessions held by the board. Public notice shall indicate the time, place, date, and tentative agenda of board meetings. The public notice shall be posted on the bulletin board in the superintendent's office at least twenty-four hours before the meeting is scheduled to begin.
A copy of the public notice will be provided to those who have filed a request for notice with the secretary. These requests for notice must be in writing and renewed annually.
In the case of special meetings, public notice shall be given in the same manner as for a regular meeting unless it is an emergency meeting. In that case, public notice of the meeting shall be given as soon as practical and possible in light of the situation. The media and others who have requested notice shall be notified of the emergency meeting. Attendance at a special meeting or emergency meeting by the media or other individuals shall constitute a waiver of notice by the attendee.
It shall be the responsibility of the board secretary to give public notice of board meetings and work sessions.
Approved: 7-01-92
Reviewed: 11-11-96, 11-9-98, 11-12-01, 11-8-04, 12-10-07, 12-12-11, 12-11-14
Revised: 11-08-21
211.6 - Quorum
211.6 - QuorumAction by the board regarding the affairs of the school district may be taken only when a quorum, a majority of the board members, is in attendance at the board meeting.
While board members are encouraged to attend board meetings, four members shall constitute a quorum and are a sufficient number to transact business of the school district. The adjournment of a meeting may be executed without a quorum.
An affirmative vote of a majority of the votes cast shall be sufficient to pass a motion or take action unless law or board policy requires a vote of a greater number.
It is the responsibility of each board member to attend board meetings.
Approved: 07-01-92
Revised: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14
Revised: 11-08-21
211.7 - Rules of Order
211.7 - Rules of OrderAn orderly board meeting allows the board members to participate in the discussion and decision process on an issue confronting the school district. Rules of order for board meetings allow school district business and the relative information concerning the business to be brought to the attention of the board. They also allow the board to discuss, act upon, and make a clear record of school district business in a regular, ordered, reasonable, and consistent manner.
The board will follow Robert’s Rules of Order, Revised, latest edition as modified by this policy and subsequent rule.
The purpose of modified rules adopted by the board is:
- To establish guidelines by which the business of the governing board can be conducted in a regular and internally consistent manner;
- To organize the meetings so all necessary matters can be brought to the board and decisions of the board can be made in an orderly and reasonable manner;
- To ensure members of the board, concentrating on the substantive issues at hand, have the necessary information to make decisions, and to ensure adequate discussion of decisions to be made; and,
- To ensure meetings and actions of the board are conducted so as to be informative to the staff and the public, and to produce a clear record of actions taken and decisions made.
It shall be the responsibility of each board member to follow the rules of order stated in this policy at each meeting, and it shall be the responsibility of the presiding officer to conduct the board meeting within these rules.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14
Revised: 11-08-21
211.7R1 - Rules of Order Regulation
211.7R1 - Rules of Order RegulationUnless otherwise stated, the following rules of procedure have been adopted by the board:
1. Board members need not rise to gain the recognition of the chair.
2. All motions will be made as a positive action.
3. A motion will be adopted or carried if it receives an affirmative vote from more than half of the votes cast. Only "yes" and "no" votes are counted in this calculation. It should be noted that some motions require larger numbers of affirmative votes, such as to move into a closed session.
4. All motions shall receive a second, prior to opening the issue for discussion of the board. If a motion does not receive a second, the chair may declare the motion dead for lack of a second.
5. The chair may decide the order in which board members will be recognized to address an issue. An attempt should be made to alternate between pro and con positions.
6. The chair shall rule on all motions that come before the board.
7. The chair may rule on points of order brought before the board.
8. The chair shall have complete authority to recognize any member of the audience regarding a request to participate in the board meeting. Members of the public who wish to participate shall follow board procedures.
9. The chair has the authority to declare a recess at any time for the purpose of restoring decorum to the meeting.
10. The chair has the same authority and responsibility as each board member to vote on all issues.
211.8 - Method of Voting
211.8 - Method of VotingIn keeping with the public nature of the meeting, votes by the board, except those required by law to be roll call, shall be by voice vote of "aye" or "nay" unless a board member requests a roll call vote.
It shall be the responsibility of the board secretary to record the votes of board members in the minutes of the board meetings.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 012-12-11, 12-11-14
Revised: 11-08-21
212 - Open Meetings
212 - Open MeetingsA gathering of a majority of board members in which deliberation of an issue within the jurisdiction of the board takes place is a board meeting. A gathering for the purpose of social or ministerial action shall not constitute a board meeting unless a discussion of policy takes place. Meetings of the board shall be conducted in an open meeting unless a closed session is authorized by law or the meeting is exempt from the open meetings law.
Approved: 08-09-93
Reviewed 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-94, 12-10-07, 12-12-11, 12-11-14
Revised: 11-08-21
213 - Closed Sessions
213 - Closed SessionsGenerally, board meetings shall be open meetings, unless a closed session or exempt meeting is provided for by law. The board shall hold a closed session or exempt meeting in the situations stated below.
Exceptions to the Open Meetings Law
Closed sessions take place as part of an open meeting. The item for discussion in the closed session shall be listed as part of the tentative agenda on the public notice. The motion for a closed session, stating the purpose for the closed session, shall be made and seconded during the open meeting. A minimum of two-thirds of the board, or all of the board members present, must vote in favor of the motion on a roll call vote. Closed sessions shall be audio recorded and have detailed minutes kept by the board secretary. Final action on matters discussed in the closed session shall be taken in an open meeting.
The minutes and the audio recording will restate the motion made in the open meeting, the roll call vote, the members present, and the time the closed session began and ended. The audio recordings and the written minutes shall be kept for one year from the date of the meeting. Real estate related minutes and tapes will be made public after the real estate transaction is completed.
The detailed minutes and audio recording shall be sealed and shall not be public records open to public inspection. The minutes and audio recording shall only be available to the board members or opened upon court order in an action to enforce the requirements of the open meetings law. The board has complete discretion as to who may be present at a closed session.
The reasons for which the board may go into a closed session from an open meeting include, but are not limited to, the following:
1. To review or discuss records which are required or authorized by state or federal law to be kept confidential or to be kept confidential as a condition for the school district's possession or receipt of federal funds.
2. To discuss strategy with legal counsel in matters presently in litigation or where litigation is imminent where its disclosure would be likely to prejudice or disadvantage the position of the school district .
3. To discuss whether to conduct a hearing or to conduct hearings to suspend or expel a student, unless an open session is requested by the student or the parent or guardian of the student if the student is a minor.
4. To evaluate the professional competency of an individual whose appointment, hiring, performance or discharge is being considered when necessary to prevent needless and irreparable injury to that individual's reputation and that individual requests a closed session.
5. To discuss the purchase or sale of particular real estate only when premature disclosure could be reasonably expected to increase the price the school district would have to pay for that property or reduce the price the school district would receive for that property.
Exemptions to the Open Meetings Law
Board meetings at which a quorum is not present, or gatherings of the board for purely ministerial or social purposes when there is no discussion of policy or no intent to avoid the purposes of the open meetings law, are exempt from the open meetings law requirements. Since gatherings of this type are exempt from the open meetings requirements, they can be held without public notice, be separate from an open meeting, be held without audio recording the gathering or taking minutes, and be held without a vote or motion. The board may also hold an exempt session for the following:
1. Negotiating sessions, strategy meetings of public employers or employee organizations, mediation, and the deliberative process of arbitration;
2. To discuss strategy in matters relating to employment conditions of employees not covered by the collective bargaining law;
3. To conduct a private hearing relating to the recommended termination of a non-probationary teacher's contract. The board will keep a record of the private hearing.
4. To conduct a private conference with a probationary teacher to discuss the reasons for the board’s termination of the probationary teacher’s contract.
5. To conduct an informal, private hearing relating to the recommended termination of an extracurricular contract prior to the expiration of that contract.
6. To conduct a private conference with a probationary administrator to discuss the reasons for the board’s termination of the probationary administrator’s contract or to review the proposed decision of the administrative law judge regarding the termination of a non-probationary administrator’s contract.
Approved: 08-09-93
Reviewed: 11-11-96, 11-09-98, 1-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14
Revised: 11-08-21
214 - Meeting Agendas
214 - Meeting Agendas dawn.gibson.cm… Wed, 12/08/2021 - 11:32214.1 - Board Meeting Agenda
214.1 - Board Meeting AgendaThe tentative agenda for each board meeting shall state the topics for discussion and action at the board meeting. The agenda is part of the public notice of the board meeting and will be posted and distributed.
Persons wishing to place an item on the agenda must make a written request to the superintendent prior to the drafting of the tentative agenda. The person making the request must state the person's name, address, purpose of the presentation, action desired, and pertinent background information. Requests from the public may be added to the tentative agenda at the discretion of the superintendent after consultation with the board president. Requests received after the deadline may only be added to the agenda for good cause.
The tentative agenda and supporting documents shall be sent to the board members prior to the scheduled board meeting. These documents are the private property of the board member. Persons wishing to view the tentative agenda and supporting documents may do so at the administration office.
The board shall take action only on the items listed on the tentative agenda posted with the public notice. Items added to the agenda may be discussed or taken under advisement by the board. If an added item is acted upon, the minutes of the board meeting shall state the reason for immediate action.
It shall be the responsibility of the board president and superintendent to develop the agenda for each board meeting.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14
Revised: 11-08-21
214.2 - Consent Agenda
214.2 - Consent AgendaVery often the board must consider agenda items which are noncontroversial or similar in content. Such agenda items might include ministerial tasks such as, but not limited to, the approval of the agenda, approval of previous minutes, approval of bills, approval of reports, etc. These items might also include similar groups of decisions such as, but not limited to, approval of staff contracts, approval of maintenance details for the school buildings and grounds or approval of various schedules.
In order for a more efficient administration of board meetings, the board may elect to use a consent agenda for the passage of such noncontroversial items or items of a similar nature.
The superintendent in consultation with the board president and board secretary shall place items on the consent agenda. By using a consent agenda, the board has consented to the consideration of certain items as a group under one resolution. Should a consent agenda be used, each item will be allowed sufficient discussion time to review the item. Items may be removed from the consent agenda by a proper motion.
Nothing in this policy is to be construed as an attempt to avoid full compliance with laws dealing with open meetings or public notice of the agenda and meeting.
Approved: 06-14-93
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14, 11-08-21
Revised:
215 - Public Participation in Board Meetings
215 - Public Participation in Board MeetingsThe board recognizes the importance of citizen participation in school district matters. In order to assure citizens are heard and board meetings are conducted efficiently and in an organized manner, the board will set aside a specific time for public comment.
Public Comment During Board Meetings
Citizens wishing to address the board during public comment must notify the board secretary prior to the board meeting. The board president will recognize these individuals to make their comments at the appropriate time during public comment. Citizens wishing to present petitions to the board may also do so at this time. The board however, will only receive the petitions and not act upon them or their contents.
The board has the discretion to limit the amount of time set aside for public participation. Normally, speakers will be limited to 3 minutes with a total allotted time for public participation of 30 minutes. However, the board president may modify this time limit, if deemed appropriate or necessary. Public comment is a time set aside for community input, but the board will not discuss or take any action on any matter during public comment.
Public comment shall be limited to regular board meetings and will not be routinely held during special board meetings.
Petitions to Place a Topic on the Agenda
Individuals who wish for an item to be placed on the board agenda may submit a valid petition to the board. For a petition to be valid, it must be signed by at least 500 eligible electors of the district, or ten percent of the individuals who voted in the last school election, whichever number is lower.
Upon receiving a valid petition to the board to place a proposal on the next board agenda for public hearing, the board will place the proposal identified in the petition on the agenda of the next regular meeting, or a special meeting held within 30 days of receipt of the petition. The board will provide a sign-up sheet for all individuals who wish to speak on the proposal, and individuals will be called to speak in order of sign-up. The sign-up sheet will require each individual to list their legal name and mailing address. Each speaker will be limited to an amount of time established by the board president that is reasonable and necessary based on the number of speakers signed up. The same time limit will apply to all speakers on the proposal. Each individual will be limited to one opportunity to speak. The board maintains absolute discretion on whether or not to discuss or act on the public comments made on the proposal. If a petition is related to curriculum, the district maintains discretion to determine whether to stop teaching that curriculum until the board holds the public hearing to discuss the curriculum.
The board has a significant interest in maintaining the decorum of its meetings, and it is expected that members of the public and the board will address each other with civility. The orderly process of the board meeting will not be interfered with or disrupted by public comment. Only individuals recognized by the board president will be allowed to speak. Comments by others are out of order. If disruptive, the individual causing disruption may be asked to leave the board meeting. Defamatory comments may be subject to legal action.
Approved:
Reviewed: 11-12-01, 11-08-04, 12-10-07, 12-11-14
Revised: 12-11-11, 11-08-21
215.1 - Public Complaints
215.1 - Public ComplaintsThe 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.
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. Prior to board action however, the following should be completed:
- Matters should first be addressed to the teacher or employee.
- Unsettled matters from (a) above or problems and questions about individual attendance centers should be addressed to the employee's building principal.
- Unsettled matters from (b) above or problems and questions concerning the school district should be directed to the superintendent.
- If a matter cannot be settled satisfactorily by the superintendent, it may then be brought to the board for consideration. To bring a concern, the individual shall notify the board president or board secretary in writing, who may bring it to the attention of the entire board.
It is within the discretion of the board to address complaints from the members of the school district community and the board will only consider whether to address complaints if they are in writing, signed, and the complainant has complied with this policy. The board is not obligated to address a complaint and may defer to the decision of the superintendent. If the board elects not to address a complaint, the decision of the superintendent shall be final. If the board does elect to address a complaint, its decision shall be final.
Approved: 06-14-93
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14
Revised: 7-8-19, 11-08-21
216 - Public Hearings
216 - Public HearingsPublic hearings may be held by the board on school district matters at the discretion of the board. Public notice of a public hearing shall be in the same manner as for a board meeting except that the notice shall be given ten days before the hearing is to be held unless it is impossible or impractical to do so.
At public hearings, citizens of the school district who register at the door will be allowed to speak on the issue for which the public hearing is being held. Others may be allowed to speak at the board's discretion. Speakers are asked to keep their remarks as brief as possible. Prior to the beginning of the hearing, speakers and spectators will be apprised of the rules of order to be followed regarding time limitations, questions, remarks, and rebuttals. In no event will a speaker be allowed to take the time of another speaker.
The board shall conduct public hearings in an orderly fashion. At the beginning of the hearing, statements, background materials, and public hearing rules and procedures will be presented by the board chair. The chair will recognize the speakers. Only those speakers recognized by the chair will be allowed to speak. Comments by others are out of order. Individuals who interfere with or interrupt speakers, the board, or the proceedings shall be asked to leave.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14
Revised: 11-08-21
217 - Board of Directors and Other Officials
217 - Board of Directors and Other Officials dawn.gibson.cm… Wed, 12/08/2021 - 10:01217.1 - Board of Directors and Superintendent
217.1 - Board of Directors and SuperintendentThe superintendent is hired by the board as the chief executive officer of the board to manage the day-to-day operation of the school district. The board shall set policy to guide the superintendent and shall not be involved in the day-to-day operations of the school district.
The superintendent shall work closely with the board, particularly the board president, to carry out and implement the policies of the board, to advise the board, to provide information to the board, to offer alternative solutions to the board in the form of a recommendation, and to do other duties as the board determines.
The superintendent shall attend each board meeting unless excused by the board president.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14, 11-08-21
Revised:
217.2 - Board of Directors and Employees
217.2 - Board of Directors and EmployeesSchool employees will be utilized for their expertise to provide information to the board and to take part on advisory committees when necessary.
The board must remain objective about each employee. Employees who have concerns should have their initial contact with their building principal. If the employee's concerns are unsatisfied, the next step is the superintendent. The board shall only become involved with employee issues when the board is acting on a recommendation of the superintendent in the employment of employees or when the board is considering the termination of an employee.
Approved:
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14
Revised: 07-01-92, 11-08-21
217.3 - Board of Directors and Adjoining District Board of Directors
217.3 - Board of Directors and Adjoining District Board of DirectorsThe board may work with adjoining school district boards to provide additional opportunities in the school district's education programs as well as to operate the school district more economically and efficiently. As part of this joint effort, the board shall pay particular attention to opportunities to share students, programs and employees.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14, 11-08-21
Revised:
217.4 - Board of Directors and Area Education Agency
217.4 - Board of Directors and Area Education AgencyThe board shall utilize the resources of the Area Education Agency (AEA) such as educational materials and staff resources, particularly in the area of special education. Support may include, but not be limited to, school psychologists; speech therapists; nurses; physicians; dentists; and aides who work directly with students in the educational process.
The board may also utilize the AEA to work with other school districts in the region for program offerings as well as purchase of supplies.
Approved: 7-1-92
Reviewed: 1-10-94, 11-11-96, 11-09-98, 11-12-01, 12-10-07, 12-12-11, 12-11-14
Revised: 01-10-05, 11-08-21
217.5 - Board of Directors and Elected Officials
217.5 - Board of Directors and Elected OfficialsBeing aware of, and expressing their opinion on, proposed law revisions and new laws is essential to maintaining and creating an education program to meet the needs of the school district community.
It shall be the responsibility of the board to maintain contact with the elected official representing the school district. It shall be the responsibility of the superintendent to assist the board in keeping up-to-date on proposed laws and in contacting the elected officials who represent the school district.
Approved: ll-8-93
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14
Revised: 11-08-21
218 - Board of Directors' Records
218 - Board of Directors' RecordsThe board shall keep and maintain permanent records of the board including, but not limited to, records of the minutes of board meetings and other required records of the board.
A complete and accurate set of minutes of each regular and special board meeting will be kept to comply with all legal requirements. It shall be the responsibility of the board secretary to keep the minutes of the board meetings. The minutes of each board meeting shall include, at a minimum, the following items: a record of the date, time, place, members present, action taken, and the vote of each member, and the schedule of bills allowed will be attached. Minutes leading to a closed session shall include the vote of each member on the question of holding the closed session and the reason for the closed session, but the statement of such reason need not state in the minutes the name of any individual or the details of the matter discussed in the closed session.
This information shall be furnished within two weeks of the board meeting and forwarded to the newspaper designated as the official newspaper for publication. The information does not need to be published within two weeks. The schedule of bills allowed may be published on a once monthly basis in lieu of publication with the minutes. A copy of the minutes shall be sent to each member of the board before the next regularly scheduled meeting.
Minutes shall be kept in an official record book specified for that purpose and shall be kept on file as the official record of legislation of the school district and shall be open to public inspection. Examination of the official record book by any citizen or group of citizens must be made at the location where the school district maintains the records and under the jurisdiction of the board secretary.
A complete and accurate set of minutes will be made of each meeting and/or session of the board as required by law. A complete and accurate set of minutes and complete audio recordings will be made of each closed session of the board as required by law. The board secretary will be custodian of the minutes and audio recordings from a closed session, which shall be maintained as required by law.
Approved: 08-09-93
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14
Revised: 11-08-21
219 - Board of Directors Training and Compensation
219 - Board of Directors Training and Compensation dawn.gibson.cm… Wed, 12/08/2021 - 09:46219.1 - Association Membership
219.1 - Association MembershipParticipation in board member associations is beneficial to the board. The board may maintain an active membership in the Iowa Association of School Boards and in organizations the board determines will be of benefit to the board and the school district.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14, 11-08-21
Revised:
219.2 - Board of Directors' Member Development and Training
219.2 - Board of Directors' Member Development and TrainingThe board may participate in conferences sponsored by educational associations and agencies in addition to its own in-service programs and work sessions.
The board may work closely with the Iowa Association of School Boards' Academy of Board Learning Experiences and encourage the board members to participate in conferences to achieve the Better Boardsmanship Award.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07. 12-12-11, 12-11-14, 11-08-21
Revised:
219.3 - Board of Directors Compensation and Expense
219.3 - Board of Directors Compensation and ExpenseAs an elected public official, the board member is a public servant who serves without compensation. Board members shall be reimbursed for actual and necessary expenses incurred in the performance of their official duties.
Prior to reimbursement of actual and necessary expenses, the board member must submit a detailed receipt in addition to a credit card receipt indicating the date, purpose, and nature of the expense for each claim item. Failure to provide a detailed receipt shall make the expense a personal expense. Personal expenses shall be reimbursed by the board member to the school district no later than thirty days from the time of submission. In exceptional circumstances, the board may allow a claim without proper receipt. Written documentation explaining the exceptional circumstances shall be maintained as part of the school district’s record of the claim.
It shall be the responsibility of the board secretary to compile the expenses of board members and bring them to the board for audit and approval in the same manner as other claims of the school district. It shall be the responsibility of the board to determine through the audit and approval process of the board whether the expenses incurred by a board member are actual and necessary expenses incurred in the performance of their official duties.
Approved: 7-1-92
Reviewed: 1-10-94, 11-11-96, 11-9-98, 12-12-01, 11-8-04, 12-10-07, 12-12-11, 12-11-14
Revised: 02-14-11, 11-08-21
219.4 - New Board of Directors' Member Orientation
219.4 - New Board of Directors' Member OrientationIt is the responsibility of the board to educate new board members of the duties of their position. To acquaint new board members with the duties and role of the board of directors, each new board member may meet with the superintendent and the board secretary to become familiar with the responsibilities and the role of being a board member for the school district. New board members shall have an opportunity to attend the IASB Academy of Board Learning Experience Program.
It shall be the responsibility of the superintendent to ensure that new board members have an opportunity to attend an orientation conference or meet with the superintendent. It shall also be the responsibility of the superintendent to ensure that each new board member has necessary documents and board materials.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-9-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14, 11-08-21
Revised:
219.5 - Activity Passes for Board Members
219.5 - Activity Passes for Board MembersIn recognition of the great amount of time, energy, and talent as well as the interest of board members in the school district, present board members and their guest shall receive activity passes to school-sponsored activities.
It shall be the responsibility of the superintendent to ensure board members and their guests receive activity passes.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-07-07, 12-12-11, 12-11-14, 11-08-21
Revised:
220 - School Visitation by Board of Directors
220 - School Visitation by Board of DirectorsBoard members are always welcome to visit the school building to observe the operations of the school district. Board members shall notify the central administrative office when they are in the building for board-related business.
It shall be the responsibility of each board member to check in with the central administrative office when they are in the building for board-related business.
Approved: 07-01-92
Reviewed: 01-10-94, 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-12-07, 12-12-11, 12-11-14,11-08-21
Revised:
221 - Gifts to Board of Directors
221 - Gifts to Board of DirectorsBoard members may receive a gift on behalf of the school district. Board members shall not, either directly or indirectly, solicit, accept or receive a 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.
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;
- Will be directly and substantially affected financially by the performance or nonperformance of the board member'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 a board member'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 board recipient;
- Items received from a charitable, professional, educational or business organization to which the board member 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 a board member 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 board member has participation or presentation responsibilities;
- Plaques or items of negligible resale value given as recognition 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 school district 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 a public official for the public official's wedding or twenty-fifth or fiftieth wedding anniversary;
- Payment of salary or expenses by a board member's employer or the firm in which the board member is a member for the cost of attending a meeting of a subunit of an agency when the board member whose expenses are being paid serves on a board, commission, committee, council or other subunit of the agency and the board member is not entitled to receive compensation or reimbursement of expenses from the school district;
- Gifts other than food, beverages, travel and lodging received by a board member 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 board member; or
- 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, a board member as consideration for an appearance, speech or article. An honorarium does not include any of the following:
- Actual expenses of a board member 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 board member 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 department of general services; or
- A payment made to a board member for services rendered as part of a private business, trade or profession in which the board member is engaged if the payment is commensurate with the actual services rendered and is not being made because of the person's status as a board member but, rather, because of some special expertise or other qualification.
It shall be the responsibility of each board member to know when it is appropriate to accept or reject gifts or honorariums.
Approved:
Reviewed: 11-11-96, 11-09-98, 11-12-01, 11-08-04, 12-10-07, 12-12-11, 12-11-14, 11-08-21
Revised: 09-20-94
300 - ADMINISTRATION
300 - ADMINISTRATION Jen@iowaschool… Tue, 11/23/2021 - 07:53300 - Role of School District Administration
300 - Role of School District AdministrationIn this series of the board policy manual, the board defines the role and the employment of school district administrators. Policies 400 Series, "Employees,” also apply to administrators unless a more specific policy exists in the 300 Series, “Administration.”
School district administrators have been given a great opportunity and responsibility to manage the school district, to provide the educational leadership, and to implement the educational philosophy of the school district. They are responsible for the day-to-day operations of the school district. In carrying out these operations, the administrators are guided by board policies, the law, the needs of the students, and the wishes of the citizens in the school district community.
It shall be the responsibility of the administrators to implement and enforce the policies of the board, to oversee employees, to monitor educational issues confronting the school district, and to inform the board about school district operations.
While the board holds the superintendent ultimately responsible for these duties, the principals are more directly responsible for educational results and for the administration of the school facilities and for the employees.
The board and the administration shall work together to share information and decisions under the management team concept.
Approved:
Reviewed: 01-10-94, 12-9-96, 01-11-99, 01-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15
Revised: 07-01-92, 11-08-21
301 - Administrative Structure
301 - Administrative Structure dawn.gibson.cm… Sat, 01/08/2022 - 16:04301.1 - Management
301.1 - ManagementThe board and the administrators shall work together in making decisions and setting goals for the school district. This effort is designed to obtain, share, and use information to solve problems, make decisions, and formulate school district policies and regulations.
It shall be the responsibility of each administrator to fully participate in the management of the school district by investigating, analyzing, and expressing their views on issues. Those board members or administrators with special expertise or knowledge of an issue will be called upon to provide information. Each board member and administrator shall support the decisions reached on the issues confronting the school district.
The board shall be responsible for making the final decision in matters pertaining to the school district.
It shall be the responsibility of the superintendent to develop guidelines for cooperative decision-making.
Approved: 07-01-92
Reviewed: 01-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-18, 3-1-11, 7-13-15
Revised: 11-08-21
301.2 - Administrative Team
301.2 - Administrative TeamThe board considers all those who have a role in the recruitment or release of employees to be part of the management team. The management team shall be headed by the superintendent. The superintendent shall convene meetings to discuss school district policies, administrative procedures and other business brought to the superintendent's attention.
The management team shall meet with the board upon the board's request or superintendent recommendation to review overall operations of the school district and conditions affecting the management team. It shall be the responsibility of the superintendent to arrange for regularly scheduled meetings and for the agenda of such meetings for the management team.
Approved: 7-1-92
Reviewed: 1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15
Revised: 11-08-21
302 - Administration Relationships
302 - Administration Relationships dawn.gibson.cm… Sat, 01/08/2022 - 15:57302.1 - Administration and Board of Directors
302.1 - Administration and Board of DirectorsThe superintendent, as the chief executive officer of the board, shall work with the board, particularly the board president, to keep the board informed of school district operations. The board shall maintain contact with other administrators through the superintendent.
The administrators and other administrative employees shall work with the board through the superintendent. The administrators, in working with the board, shall assist the board by gathering information, informing the board of school district operations, implementing board policy, making recommendations and answering requests of the board.
The superintendent, unless excused by the board president, and the principals, unless excused by the superintendent, shall attend each board meeting.
Approved: 7-1-92
Reviewed: 1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:
302.2 - Administration and Employees
302.2 - Administration and EmployeesAs managers of the school district, the administrators shall recommend the employment of employees, supervise them, and evaluate their performance. Concerns or requests by employees shall first be reported to their direct supervisor for resolution. It shall be the responsibility of the administrators to resolve complaints and handle requests.
It shall be the responsibility of the administration to foster a positive attitude and to promote a cooperative effort among employees. It shall also be the responsibility of the administration to prevent misunderstandings within the school district and the community. It shall be the responsibility of each administrator to provide leadership to the employees and it shall be the responsibility of each school district employee to work cooperatively with the administrators to accomplish the educational philosophy of the school district.
Approved: 7-1-92
Reviewed: 1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:
302.3 - Administration and Adjoining District Administration
302.3 - Administration and Adjoining District AdministrationEfficiency and economies may be achieved by working with adjoining school districts in offering education programs, offering in-service activities or programs and sharing employees. The administrator shall consider and explore opportunities to work with the adjoining school district to expand the opportunities for the students and personnel in the school district.
Approved: 7-1-92
Reviewed: 1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:
302.4 - Administration and Area Education Agency
302.4 - Administration and Area Education AgencyThe administration shall utilize the resources of the Area Education Agency (AEA) choosing to participate in programs which meet the needs of the school district. This includes utilizing educational materials and staff resources.
The administration may also utilize the AEA to facilitate regional programming and cooperation as well as to purchase supplies.
It shall be the responsibility of the superintendent to coordinate activities with the AEA.
Approved: 7-1-92
Reviewed: 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised: 3-11-02
303 - Superintendent
303 - Superintendent dawn.gibson.cm… Sat, 01/08/2022 - 15:49303.1 - Superintendent Qualifications, Recruitment, Appointment
303.1 - Superintendent Qualifications, Recruitment, AppointmentThe board will employ a superintendent to serve as the chief executive officer of the board, to conduct the daily operations of the school district, and to implement board policy with the power and duties prescribed by the board and the law.
The board will consider applicants that meet or exceed the standards set by the Iowa Department of Education and the qualifications established in the job description for the superintendent position. In employing a superintendent, the board will consider the qualifications, credentials and records of the applicants without regard to race, creed, color, religion, sex, national origin, age, sexual orientation, gender identity, genetic information or disability. The board will consider the veteran status of the applicants. The board will look closely at the training, experience, skill and demonstrated competence of qualified applicants in making its final decision.
In choosing a superintendent, the board will also consider the school district's educational philosophy, financial situation, organizational structure, education programs, and other factors deemed relevant by the board.
The board may contract for assistance in the search for a superintendent.
Approved: 08-13-07
Reviewed: 4-14-08, 3-14-11, 7-13-15
Revised: 11-08-22
303.2 - Superintendent Contract and Contract Renewal
303.2 - Superintendent Contract and Contract RenewalThe length of the contract for employment between the superintendent and the board shall be determined by the board and stated in the superintendent’s contract. The contract will begin on July 1 and end on June 30. The contract shall state the terms of the employment.
The first three years of a contract issued to a newly employed superintendent shall be considered a probationary period. The board may extend the probationary period for an additional year with the consent of the superintendent. In the event of termination of a probationary or non-probationary contract, the board shall afford the superintendent appropriate due process, including notice by May 15. The superintendent and board may mutually agree to terminate the superintendent's contract at any time.
If a superintendent's contract is not being renewed by the board, the contract will be extended automatically for additional one-year periods beyond the end of its term until it is modified or terminated as mutually agreed to by the parties or until the superintendent's contract is terminated consistent with statutory termination procedures.
It shall be the responsibility of the board to provide the contract for the position of superintendent.
If the superintendent wishes to resign, to be released from a contract or to retire, the superintendent must comply with applicable law and board policies.
Approved: 7-1-92
Reviewed: 1-10-94, 12-9-96,1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15,
Revised: 9-20-17, 11-08-22
303.3 - Superintendent Salary and Other Compensation
303.3 - Superintendent Salary and Other CompensationThe board has complete discretion to set the salary of the superintendent. It shall be the responsibility of the board to set the salary and benefits of the superintendent at a level that will include consideration of, but not be limited to, the economic condition of the school district and the training, experience, skill, and demonstrated competence of the superintendent. The salary shall be set at the beginning of each contract term and included in each contract.
In addition to the salary and benefits, the superintendent's actual and necessary expenses shall be paid by the school district when the superintendent is performing work-related duties. It shall within the discretion of the board to pay dues to professional organizations for the superintendent.
The board shall approve the payment of dues and other benefits or compensation over and above the superintendent's contract. Approval of dues and other benefits or compensation shall be included in the records of the board in accordance with board policy.
Approved: 7-1-92
Reviewed: 1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15
Revised: 11-08-22
303.4 - Superintendent Duties
303.4 - Superintendent DutiesThe board employs a superintendent of schools to serve as the chief executive officer of the board. The board delegates to the superintendent the authority to implement board policy and to execute decisions made by the board concerning the internal operations of the school district, unless specifically stated otherwise. The superintendent shall be vested with the necessary authority and be provided the appropriate personnel to carry out the responsibilities of the position.
The superintendent is responsible for the implementation and execution of board policy and the observance of board policy by employees and students. The superintendent is responsible for overall supervision and discipline of employees and the education program.
The superintendent shall attend all meetings of the board. The superintendent may provide the board with information, advice, and recommendations, but shall not vote.
In executing the above-stated duties, the superintendent will consider the financial situation of the school district as well as the needs of the students.
The specific responsibilities of the superintendent include, but are not limited to the following:
- Interprets and implements all board policies and all state and federal laws relevant to education;
- Supervises, either directly or through delegation, all activities of the school system according to, and consistent with, the policies of the board;
- Represents the board as a liaison between the school district and the community;
- Establishes and maintains a program of public relations to keep the public well-informed of the activities and needs of the school district, effecting a wholesome and cooperative working relationship between the school district and the community;
- Attends and participates in all meetings of the board, except when the superintendent has been excused, and makes recommendations affecting the school district;
- Reports to the board on such matters as deemed material to the understanding and proper management of the school district or as the board may request;
- Assumes responsibility for the overall financial planning of the school district and for the preparation of the annual budget, and submits it to the board for review and approval;
- Establishes and maintains efficient procedures and effective controls for all expenditures of school district funds in accordance with the adopted budget, subject to the direction and approval of the board;
- Files, or causes to be filed, all reports required by law;
- Makes recommendations to the board for the selection of employees for the school district;
- Makes and records assignments and transfers of all employees pursuant to their qualifications;
- Employs such employees as may be necessary, within the limits of budgetary provisions and subject to the board's approval;
- Recommends to the board, for final action, the promotion, salary change, demotion or dismissal of any employee;
- Prescribes rules for the classification and advancement of students, and for the transfer of students from one building to another in accordance with board policies;
- Summons employees of the school district to attend such regular and occasional meetings as are necessary to carry out the education program of the school district;Supervises methods of teaching, supervision, and administration in effect in the schools;
- Attends such conventions and conferences as are necessary to keep informed of the latest educational trends;
- Accepts responsibility for the general efficiency of the school system, for the development of the employees, and for the educational growth and welfare of the students;
- Defines educational needs and formulates policies and plans for recommendation to the board;
- Makes administrative decisions necessary for the proper functioning of the school district;
- Responsible for scheduling the use of buildings and grounds by all groups and/or organizations;
- Acts as the purchasing agent for the board, and establishes procedures for the purchase of books, materials, and supplies;
- Approves vacation schedules for employees;
- Conducts periodic school district administration meetings;
- Performs other duties as may be assigned by the board.
- Supervises the establishment or modification of the boundaries of school attendance and transportation areas subject to approval of the board.
- Directs studies of buildings and sites, taking into consideration population trends and the educational and cultural needs of the school district in order to ensure timely decisions by the board and the electorate regarding construction and renovation projects.
This list of duties will not act to limit the board's authority and responsibility over the superintendent. In executing these duties and others the board may delegate, the superintendent will consider the school district's financial condition as well as the needs of the students in the school district.
Approved: 11-08-21
Reviewed:
Revised:
303.5 - Superintendent Evaluation
303.5 - Superintendent EvaluationThe board will conduct an ongoing evaluation of the superintendent on the superintendent's skills, abilities, and competence. Annually, the board will formally evaluate the superintendent. The goal of the superintendent's formal evaluation is to ensure the educational program for the students is carried out, promote growth in effective administrative leadership, clarify the superintendent's role, clarify the immediate priorities of the board, and develop a working relationship between the board and the superintendent.
The formal evaluation will be based upon the following principles:
* The evaluation criteria shall be in writing, clearly stated and mutually agreed upon by the board and the superintendent. The criteria will be related to the job description and the school district's goals;
* The evaluation process will be conducted annually at a time previously agreed upon;
* Each board member shall have an opportunity to individually evaluate the superintendent, and these individual evaluations will be compiled into an overall evaluation by the entire board;
* The superintendent shall conduct a self-evaluation prior to discussing the board's evaluation, and the board as a whole shall discuss their evaluation with the superintendent;
* The board may discuss their evaluation of the superintendent. This discussion may take place in closed session upon a request from the superintendent;
* The individual evaluation of each board member, if individual board members so desire, will not be reviewed by the superintendent. Board members are encouraged to communicate their criticisms and concerns to the superintendent in the closed session. The board president will develop a written summary of the individual evaluations, including both the strengths and the weaknesses of the superintendent, and place it in the superintendent's personnel file to be incorporated into the next cycle of evaluations; and,
* The board, with the Superintendent, shall develop annual performance goals.
This policy supports and does not preclude the ongoing, informal evaluation of the superintendent's skills, abilities and competence.
Approved:
Reviewed: 12-9-96, 1-11-99, 1-19-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:
303.6 - Superintendent Professional Development
303.6 - Superintendent Professional DevelopmentThe board encourages the superintendent to continue professional growth by being involved in professional organizations, attending conferences, continuing education, and participating in other professional activities.
It shall be the responsibility of the superintendent to arrange the superintendent's schedule in order to enable attendance at various conferences and professional activities. If a conference or activity requires the superintendent to be absent from the office for more than three days, requires overnight travel or involves unusual expense, the superintendent shall bring it to the attention of the board president prior to attending the professional activity.
The superintendent shall report to the board relevant information after attending the conference or activity.
Approved: 7-1-92
Reviewed: 7-13-15
Revised 3-8-99, 11-08-21
303.7 - Superintendent Civic Activities
303.7 - Superintendent Civic ActivitiesThe board encourages the superintendent to be involved in the school district community by belonging to school district community organizations and attending and participating in school district community activities.
It shall be the responsibility of the superintendent to become involved in school district community activities and events. The board may include a lump sum amount as part of the superintendent's compensation to be used specifically for paying the annual fees of the superintendent for school district community activities and events if, in the board's judgment, the superintendent's participation will further the public purpose of promoting and deriving support of the school district and public education in general. It shall be within the discretion of the board to pay annual fees for professional organizations and activities.
Approved: 7-1-92
Reviewed: 1-10-94, 12-9-96, 1-11-99, 1-12-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:
303.8 - Superintendent Consulting / Outside Employment
303.8 - Superintendent Consulting / Outside EmploymentThe superintendent's position is considered full-time employment. The board expects the superintendent to give the responsibilities of the position precedence over other employment. The superintendent may accept consulting or outside employment for pay as long as, in the judgment of the board, the work is conducted on the superintendent's personal time and it does not interfere with the performance of the superintendent's duties contracted by the board.
The board reserves the right, however, to request that the superintendent cease the outside employment as a condition of continued employment. The board shall give the superintendent thirty day’ notice to cease outside employment.
Approved: 7-1-92
Reviewed: 1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:
304 - Administrative Employees
304 - Administrative Employees dawn.gibson.cm… Sat, 01/08/2022 - 15:41304.1 - Administrator Positions
304.1 - Administrator PositionsThe school district shall have, in addition to the superintendent, other administrative positions to include, but not be limited to; principals and curriculum coordinator. These administrators shall work closely with the superintendent in the day-to-day operations of the school district.
It shall be the responsibility of these administrators to uphold board policy, to instill a positive, cooperative environment with employees, and to share their expertise with each other and the board under the management team concept.
Approved:
Reviewed: 1-14-02, 12-13-04, 11-14-08, 3-14-11, 7-13-15
Revised: 3-8-99, 11-08-21
304.2 - Administrator Qualifications, Recruitment, Appointment
304.2 - Administrator Qualifications, Recruitment, AppointmentThe board will employ building principals and other administrators, in addition to the superintendent, to assist in the daily operations of the school district.
The board will consider applicants who meet or exceed the standards set by the Iowa Department of Education and the qualifications established in the job description for the position. In employing an administrator, the board will consider the qualifications, credentials, and records of the applicants without regard to race, color, creed, religion, sex, gender, national origin, age, sexual orientation, gender identity, genetic information or disability. The board will consider the veteran status of the applicants. The board will look closely at the training, experience, skill, and demonstrated competence of qualified applicants in making its final decision.
In choosing an administrator, the board will also consider the school district's educational philosophy, financial condition, organizational structure, education programs, and other factors deemed relevant by the board.
It is the responsibility of the superintendent to make a recommendation to the board for filling an administrative position, based on the requirements stated in this policy. The board will act only on the superintendent's recommendation.
The board may contract for assistance in the search for administrators.
Approved: 8-13-07
Reviewed: 4-18-08, 3-14-11, 7-13-15
Revised: 11-08-21
304.3 - Administrator Contract and Contract Non-Renewal
304.3 - Administrator Contract and Contract Non-RenewalThe length of the contract for employment between an administrator and the board shall be determined by the board and stated in the contract. The contract shall state the terms of the employment.
The first three years of a contract issued to a newly employed administrator will be considered a probationary period. The board may extend the probationary period for an additional year with the consent of the administrator. In the event of termination of a probationary or non-probationary contract, the board shall afford the administrator appropriate due process, including notice by May 15. The administrator and board may mutually agree to terminate the administrator's contract.
If an administrator’s contract is not being renewed by the board, the contract will be extended automatically for additional one-year periods beyond the end of its term until it is modified or terminated as mutually agreed to by the parties or until the administrator’s contract is terminated consistent with statutory termination procedures.
It shall be the responsibility of the superintendent to create a contract for each administrative position.
Administrators who wish to resign, to be released from a contract, or to retire, must comply with applicable law and board policies.
Approved: 7-1-92
Reviewed: 1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15
Revised: 9-20-17, 11-08-22
304.4 - Administrator Salary and Other Compensation
304.4 - Administrator Salary and Other CompensationThe board has complete discretion to set the salary of the administrators. It shall be the responsibility of the board to set the salary and benefits of the administrators at a level that will include consideration of, but not be limited to, the economic condition of the school district and the training, experience, skill, and demonstrated competence of the administrators. The salary shall be set at the beginning of each contract period and included in each contract.
In addition to the salary and benefits agreed upon, the administrator's actual and necessary expenses shall be paid by the school district when the administrator is performing work-related duties. The board shall approve the payment of other benefits or compensation over and above the administrator’s contract. Approval of other benefits or items of an administrator’s compensation shall be included in the records of the board in accordance with board policy.
Approved: 7-1-92
Reviewed: 1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-18-08, 3-14-11, 7-13-15
Revised: 11-08-21
304.5 - Administrator Duties
304.5 - Administrator DutiesAdministrators will be hired by the board to assist the superintendent in the day-to-day operations of the school district.
Each attendance center will have a building principal responsible for the administration and operation of the attendance center. Each building principal, as chief administrator of the assigned attendance center, is responsible for the building and grounds, for the students and employees assigned to the attendance center, for school activities at the attendance center, for the education program offered in the attendance center, and the budget for the attendance center. The principal is considered the professional advisor to the superintendent in matters pertaining to the attendance center supervised by the principal. Although the principals serve under the direction of the superintendent, duties of the principal may include, but not be limited to the following:
- Cooperate in the general organization and plan of procedure in the school under the principal's supervision;
- Supervision of the teachers in the principal's attendance center;
- Maintain the necessary records for carrying out delegated duties;
- Work with the superintendent in rating, recommending, and selecting supervised employees whenever possible;
- Work with the superintendent in determining the education program to be offered and in arranging the schedules. As much of the schedule as possible should be made before school closes for summer vacation. In the matter of courses offered, the final approval rests with the superintendent who is in turn responsible to the board;
- Ensure that proper care is taken of all school books, supplies, materials, equipment, furniture, and facilities;
- Instruct teachers to make a complete annual inventory of all school property contained in their individual rooms. This inventory will be reviewed and filed with the board secretary;
- Investigate excessive cases of absence or tardiness of students and notify the parents or guardians of unexcused absence or tardiness. All such cases should be reported to the superintendent;
- Make such reports from time to time as the superintendent may require;
- Maintain the regular schedule of school hours established by the board and make no temporary changes in the schedule without the consent of the superintendent;
- Promptly notify the superintendent whenever ventilation, sanitation or heating of the building is unsatisfactory;
- Contribute to the formation and implementation of general policies and procedures of the school;
- Perform such other duties as may be assigned by the superintendent.
This list of duties will not act to limit the board's authority and responsibility over the position of administrator. In executing these duties and others the board may delegate, administrators will consider the school district's financial condition as well as the needs of the students in the school district.
Approved: 11-08-21
Reviewed:
Revised:
304.6 - Administrator Evaluation
304.6 - Administrator EvaluationThe superintendent shall conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence. Annually, the superintendent will formally evaluate the administrators. The goal of the formal evaluation process is to ensure the educational program for the students is carried out, promote growth in effective administrative leadership for the school district, clarify the administrator's role as the board and the superintendent see it, ascertain areas in need of improvement, clarify the immediate priorities of the responsibilities listed in the job description, and develop a working relationship between the superintendent and the administrator.
The formal evaluation shall include written criteria related to the job description. The superintendent, after receiving input from the administrators, shall present the formal evaluation instrument to the board for approval.
The formal evaluation shall also include an opportunity for the administrator and the superintendent to discuss the written criteria, the past year's performance and the future areas of growth. The evaluation shall be completed by the superintendent, signed by the administrator and filed in the administrator's personnel file.
It shall be the responsibility of the superintendent to conduct a formal evaluation of the probationary administrators and non-probationary administrators prior to March 31.
This policy supports and does not preclude the ongoing informal evaluation of the administrator's skills, abilities and competence.
Approved: 7-1-92
Reviewed: 1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-18-08, 3-14-11, 7-13-15, 11-08-21
Revised:
304.7 - Administrator Professional Development
304.7 - Administrator Professional DevelopmentThe board encourages the administrators to continue their professional growth by becoming involved in professional organizations, attending conferences, continuing their education, and participating in other professional activities.
It shall be the responsibility of the administrators to arrange their schedules in order to attend various conferences and events in which they are involved. Prior to attendance at an event, the administrator must receive approval from the superintendent. In the case where overnight travel or unusual expense is involved, the superintendent shall bring it to the attention of the board prior to the administrator attending the event.
The administrator shall report to the superintendent after a professional activity.
Approved: 7-1-92
Reviewed: 01-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15
Revised: 3-8-99, 11-08-21
305 - Administrative Regulations
305 - Administrative Regulations dawn.gibson.cm… Sat, 01/08/2022 - 15:38305.1 - Development and Enforcement of Administrative Regulations
305.1 - Development and Enforcement of Administrative RegulationsAdministrative regulations may be necessary to implement board policy. It shall be the responsibility of the superintendent to develop administrative regulations.
In developing the administrative regulations, the superintendent may consult with the administrators or others likely to be affected by the regulations. Once the regulations are developed, employees, students and other members of the school district community shall be informed in a manner determined by the superintendent.
The board shall be kept informed of the administrative regulations utilized and their revisions. The board may review and recommend change of administrative regulations prior to their use in the school district if they are, in the board's judgment, contrary to the intent of board policy.
It shall be the responsibility of the superintendent to enforce the administrative regulations in an appropriate manner for the situation.
Approved: 7-1-92
Reviewed: 1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:
305.2 - Monitoring of Administrative Regulations
305.2 - Monitoring of Administrative RegulationsThe administrative regulations shall be monitored and revised when necessary. It shall be the responsibility of the superintendent to monitor and revise the administrative regulations.
The superintendent, in addition to the superintendent's own knowledge, may rely on the board, the administrators, employees, students, and other members of the school district community to inform the superintendent about the effect of and possible changes in the administrative regulations.
Approved: 7-1-92
Reviewed: 1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:
306 - Administrator Code of Ethics
306 - Administrator Code of EthicsAdministrators, as part of the educational leadership in the school district community, represent the views of the school district. Their actions, verbal and nonverbal, reflect the attitude and the beliefs of the school district. Therefore, administrators shall conduct themselves professionally and in a manner fitting to their position.
Each administrator shall follow the code of ethics stated in this policy. Failure to act in accordance with this code of ethics or in a professional manner, in the judgment of the board, shall be grounds for discipline up to, and including, discharge.
The professional school administrator:
• Upholds the honor and dignity of the profession in actions and relations with students, colleagues, board members and the public;
▪ Obeys local, state and national laws; holds to high ethical and moral standards; and gives loyalty to this country and to the cause of democracy and liberty;
• Accepts the responsibility to master and to contribute to the growing body of specialized knowledge, concepts, and skills which characterize school administration as a profession;
• Strives to provide the finest possible educational experiences and opportunities to the members of the school district community;
• Seeks to preserve and enhance the prestige and status of the profession when applying for a position or entering into contractual agreements;
• Carries out in good faith the policies duly adopted by the local board and the regulations of state authorities and renders professional service;
• Disallows consideration of private gain or personal economic interest to affect the discharge of professional responsibilities;
• Recognizes public schools are the public's business and seeks to keep the public informed about their schools; and,
• Supports and practices the management team concept.
Approved: 7-1-92
Reviewed: 1-10-94, 12-6-96, 1-11-99, 1-12-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15
Revised: 11-08-22
307 - Succession of Authority to the Superintendent
307 - Succession of Authority to the SuperintendentIn the absence of the superintendent, it shall be the responsibility of the other administrators to assume the superintendent's duties. The succession of authority to the superintendent shall be in this order: the secondary principal and the elementary principal.
If the absence of the superintendent is temporary, the successor shall assume only those duties and responsibilities of the superintendent that require immediate action. If the board determines the absence of the superintendent will be a lengthy one, the board shall appoint an acting superintendent to immediately assume the responsibilities of the superintendent. The successor shall assume the duties when the successor learns of the superintendent's absence or when assigned by the superintendent or the board.
References to "superintendent" in this policy manual shall mean the "superintendent or the superintendent's designee" unless otherwise stated in the board policy.
Approved: 7-1-92
Reviewed: 1-10-94, 12-9-96, 1-11-99, 1-14-02, 12-13-04, 4-14-08, 3-14-11, 7-13-15, 11-08-21
Revised:
400 - EMPLOYEES
400 - EMPLOYEES Jen@iowaschool… Tue, 11/23/2021 - 07:54400 - Role and Guiding Principles for Employees
400 - Role and Guiding Principles for EmployeesThis series of the board policy manual is devoted to the board's goals and objectives for employees in the performance of their jobs. Employees provide a variety of important services for the children of the school district community. They may be teaching or assisting in the classroom, working in the office, maintaining the facilities, driving or repairing the school buses, or cooking lunches. Each employee plays a vital role in providing an equal opportunity for a quality education for students commensurate with the students' individual needs. While the teachers have the most direct impact on the formal instruction of students, all employees have an impact on the school environment by their dedication to their work and their actions. As role models for the students, employees shall promote a cooperative, enthusiastic, and supportive learning environment for the students.
In striving to achieve a quality education program, the board's goal is to obtain and retain qualified and effective employees. The board shall have complete discretion to determine the number, the qualifications, and the duties of the positions and the school district's standards of acceptable performance. It shall be the responsibility of the superintendent to make recommendations to the board in these areas prior to board action. The board recognizes its duty to bargain collectively with duly certified collective bargaining units.
Board policies in this series relating to general employees will apply to employees regardless of their position as a licensed employee, classified employee, substitute or administrator. Board policies relating to licensed employees will apply to positions that require a teaching license or administrator's certificate or other professional license, certificate or endorsement, unless administrative positions are specifically excluded from the policy or a more specific policy is in the 300 series. Classified employees' policies included in this series will apply to positions that do not fall within the definition of licensed employee.
Approved: 7-1-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 8-14-17, 2-16-22
401 - Employees and Internal Relations
401 - Employees and Internal Relations dawn.gibson.cm… Wed, 07/06/2022 - 09:36401.1 - Employee Orientation
401.1 - Employee OrientationEmployees must know their role and duties. New employees may be required to participate in an orientation program or new employees. It shall be the responsibility of the immediate supervisor or designee to provide the new employee with a review of the employee's responsibilities, duties, and appropriate procedures.
Approved: 07-1-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 12-15-04, 10-10-05, 11-14-05, 01-17-12, 05-15-12, 12/14/16
Revised: 07-01-92, 05-15-12, 2-16-22
401.15 Employee Use of Social Media
401.15 Employee Use of Social Media awoods@gt.rati… Thu, 08/22/2024 - 07:29401.16 - Employee Professional Development
401.16 - Employee Professional DevelopmentREQUIRED 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:
401.17-Limitations to Employee References
401.17-Limitations to Employee ReferencesLIMITATIONS 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 : 8-21-24 Reviewed: Revised:
401.2 - Equal Employment Opportunity
401.2 - Equal Employment OpportunityThe Ruthven-Ayrshire 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 also require 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 Ruthven Ayrshire Community School District is an EEO/AA 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 Ruthven Ayrshire Community School District, Ruthven, Iowa; or by telephoning 712-837-5211.
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, 50319-1004, (515) 281-4121 or 800-457-4416 https:// 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: 08-13-07
Reviewed: 12-15-08, 03-12-12, 12/14/16
Revised: 2-16-22
401.3 - Employee Conflict of Interest
401.3 - Employee Conflict of InterestEmployees' 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: ______
Reviewed: 3/12/12, 12/14/16
Revised : 10/12/09, 10/10/16, 2-16-22
401.4 - Nepotism
401.4 - NepotismMore 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 shall be 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: 7-1-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 03-12-12, 10-14-02, 10-10-05, 12-15-08, 12/14/16
Revised: 2-16-22
401.5 - Employee Complaints
401.5 - Employee ComplaintsComplaints 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 teachers, 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: 07-01-92
Reviewed: 11-14-94, 11-11-97, 11-11-99, 10-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 8-14-17, 2-16-22
401.6 - Employee Records
401.6 - Employee RecordsThe school district shall 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 shall include, but not be limited to, records necessary for the daily administration of the school district, person 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. 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 shall be the responsibility of the superintendent to keep employees' personnel files current. The board secretary shall be the custodian of employee records.
Approved: 11-18-93
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 2-16-22
401.6R1 - Employee Records Regulation
401.6R1 - Employee Records RegulationEmployee personnel records may contain the following information:
• Personal information, including, but not limited to: name, address, telephone number, emergency numbers, birthdate, and spouse
• Individual employment contract
• Evaluation documents
• Application, resume, and references, expect those that shall be kept confidential according to state and federal law
• Salary information
• Copy of employee's license or certificate, if needed for the position
• Educational transcripts
• Job description and/or assignment
• Records of disciplinary matters
• Tax documents, including, but not limited to, IRS Form W-4.
• Written attendance records.
• Complaints.
• Documents concerning any raise, promotion, pay decrease or demotion.
• Receipts and/or acknowledgements of any employee related material, including policies and handbooks.
• Letters of termination and/or resignation.
• Documentation relating to an employee’s unemployment benefits.
• Documentation regarding the employee’s separation from employment.
• Employee health and medical records are kept in a file separate from the employee’s personnel records. Health and medical records may contain, but not limited to:
• Medical professional signed physical form
• Sick or long-term disability leave days
• Worker's Compensation claims
• Reasonable accommodations made by the school district to accommodate the employee's disability
• Employee's medical history, including, but not limited to, medical records and/or notes.
• Employee emergency names and numbers
• Family and medical leave request forms
• Employee immigration forms, especially Form I-9, are kept separate from employee personnel records and may be kept in a file that houses all employees’ immigration forms for the United States Citizenship and Immigration Services.
• Records on applicants for positions with the school district shall be maintained in the central administration office. The records may include, but not limited to:
• Application for employment
• Resume
• References, except those that shall be kept confidential according to state and federal law
• Evidence of appropriate license or certification, if necessary for the position for which the individual applied
• Affirmative action form, if submitted
Records Access
Only authorized school officials shall have access to an employee's records without the written consent of the employee. Authorized school officials may include, but not be limited to, the superintendent, building principal, or board secretary. In the case of a medical emergency, the school nurse or other first aid or safety personnel may have access to the employee's health or medical information without the consent of the employee. Board members will generally only have access to an employee's personnel file without the consent of the employee when necessary for the conducting of Board business.
The general public may have access to an employee’s personnel records and/or personnel information as permitted by law. Specifically, the general public may have access to the following information:
• An employee’s name and compensation, including any written agreement establishing compensation or any other terms of employment excluding any information otherwise protected under the law.
• Compensation means payment of, or agreement to pay, any money, thing of value, or financial benefit conferred in return for labor or services rendered by an official, officer or employee plus the value of benefits conferred including but not limited to casualty, disability, life, or health insurance, other health or wellness benefits, vacation leave, holiday leave, sick leave, severance payments, retirement benefits, and deferred compensation.
• The dates the employee was employed by the district.
• The positions the employee holds or has held with the district.
• The educational instructions attended by the employee, including any diplomas and degrees earned, and the names of the employee’s previous employers, positions previously held, and dates of previous employment.
• The fact that the employee was discharged as the result of a final disciplinary action upon the exhaustion of all applicable contractual, legal, and statutory remedies.
Employee Records Retention
All employee records, except payroll and salary records, shall be maintained for a minimum of seven years after termination of employment with the school district. Applicant records shall be maintained for a minimum of seven years after the position was filled. Payroll and salary records shall be maintained for a minimum of three years after payment.
401.7 - Employee Relations to the Administration and to the Board
401.7 - Employee Relations to the Administration and to the BoardEmployees are encouraged to attend school board meetings. Employees shall be available to provide information and assist in providing recommendations to the board upon request. Employees shall keep the board informed through the administration about educational trends and issues that may assist the board. It shall be the responsibility of the employees to keep the administration informed about the day-to-day occurrences in their work areas.
It shall be the responsibility of the superintendent to develop avenues for communication between the board and the employees. These avenues of communication will not be construed as denying the right of any employee to appeal an action or decision of the superintendent to the board.
Reviewed: 07-01-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 11-14-94, 2-16-22
401.8 - Employee Involvement in Decision Making
401.8 - Employee Involvement in Decision MakingInput from employees regarding the students, the education program and other school district operations will be considered by the administration and the board. Employees may be requested to make a presentation to the board. The administration, in its discretion, may consult with employees about proposed changes in the education program and operations of the school district.
Employees having suggestions for changes or improvements in administrative procedure or policy should take such suggestions directly to the principal or the superintendent. The principal or superintendent will discuss the suggestion with the employee. After a final decision is made on any policy or procedure, employees will be expected to accept and support the decision in their subsequent actions, discussions and relations.
Approved: 7-1-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 11-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 11-14-94, 2-16-22
401.9 - Transporting Students by Employees
401.9 - Transporting Students by EmployeesGenerally, transportation of students shall be 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 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: 7-1-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 10-10-05, 12-13-08, 03-12-12, 12/14/16
Revised: 2-16-22
401.10 - Employee Travel Compensation
401.10 - Employee Travel CompensationEmployees traveling on behalf of the school district and performing approved school 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: 07-01-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 10-01-05, 12-15-08, 03-12-12, 12/14/16
Revised: 2-16-22
401.11 - Recognition for Service of Employees
401.11 - Recognition for Service of EmployeesThe board recognizes and appreciates the service of its employees. Employees who retire or resign may be honored by the administration and staff in a manner fitting to the retiring or resigning employee.
If the form of honor thought appropriate by the administration and employees involves unusual expense to the school district, the superintendent shall seek prior approval from the board.
Approved: 7- l - 92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 2-16-22
401.12 - Employee Political Activity
401.12 - Employee Political ActivityEmployees shall 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: 07-01-92
Reviewed: 11-14-94, 11-11-97,10-11-99, 10-14-02, 10-10-05,12-15-08, 03-12-12, 12/14/16
Revised: 2-16-22
401.13 - Use of School District Credit Cards
401.13 - Use of School District Credit CardsThe 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 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 shall make the expense a personal expense. In exceptional circumstances, the superintendent or board may allow a claim without proper receipt. Written documentation explaining the exceptional circumstances shall be maintained as part of the school district's record of the claim.
It shall be the responsibility of the superintendent to determine whether the school district credit card use is for appropriate school business. It shall be 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: 07-01-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 2-16-22
401.14 - Employee Use of Cell Phones
401.14 - Employee Use of Cell PhonesThe 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.
402 - Employees and Outside Relations
402 - Employees and Outside Relations dawn.gibson.cm… Wed, 07/06/2022 - 09:36402.1 - Release of Credit Information
402.1 - Release of Credit InformationThe 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 shall be the responsibility of the board secretary or superintendent to respond to inquiries from creditors.
Approved: 7-1-92
Reviewed: 11-14-94, 11-11-97, 1-11-99, 10-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 2-16-22
402.2 - Child Abuse Reporting
402.2 - Child Abuse ReportingIn 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 within the scope of their professional duties. The definition of child abuse is in the accompanying regulation.
When a 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 shall 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 retaken as required by law.
Approved – 08-09-93
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 10-10-05, 12-15-08, 03-12-12
Revised: 7-10-17, 2-16-22
402.2R1 - Child Abuse Reporting Regulations
402.2R1 - Child Abuse Reporting RegulationsIowa law requires licensed employees to report to the Iowa Department of Human Services (DHS) instances of suspected child abuse which they become aware of within the scope of their professional practice.
The law further specifies that a licensed employee who knowingly or willfully fails to report a suspected case of child abuse is guilty of a simple misdemeanor and that the licensed employee may be subject to civil liability for damages caused by the failure to report.
Employees participating in good faith in the making of a report or in a judicial proceeding that may result from the report, are immune from liability.
Child Abuse Defined
"Child abuse" is defined as:
• Any non-accidental physical injury, or injury which is at variance with the history given of it, suffered by a child as the result of the acts or omissions of a person responsible for the care of the child.
• The commission of a sexual offense with or to a child . . . as a result of the acts or omissions of the person responsible for the child. . . . Sexual offense includes sexual abuse, incest, and sexual exploitation of a minor.
• The failure on the part of a person responsible for the care of a child to provide for the adequate food, shelter, clothing or other care necessary for the child's welfare when financially able to do so or when offered financial or other reasonable means to do so. A parent or guardian legitimately practicing religious beliefs who does not provide specified medical treatment for a child for that reason alone shall not be considered abusing the child.
• The acts or omissions of a person responsible for the care of a child which allow, permit or encourage the child to engage in prostitution.
• The person responsible for the care of a child has, in the presence of the child, manufactured a dangerous substance, or in the presence of the child possesses a product containing ephedrine, its salts, optical isomers, salts of optical isomers, or pseudoephedrine, its salts, optical isomers, salts of optical isomers, with the intent to use the product as a precursor or an intermediary to a dangerous substance.
• Any mental injury to a child’s intellectual or psychological capacities evidenced by an observable and substantial impairment in the child’s ability to function within the child’s normal range of performance and behavior as the result of the acts or omissions of a person responsible for the care of the child, if the impairment is diagnosed by a licensed physician or qualified mental health professional as defined by Iowa law.
• An illegal drug is present in a child’s body as a direct and foreseeable consequence of the acts of omissions of the person responsible for the care of the child.
• The commission of bestiality in the presence of a minor by a person who resides in a home with a child, as a result of the acts or omissions of a person responsible for the care of the child.
• Knowingly allowing a person custody or control of, or unsupervised access to a child or minor, after knowing the person is required to register or is on the sex offender registry.
Teachers in public schools are not "persons responsible for the care of the child" under this definition. However, a teacher who abuses a child is subject to civil, criminal, and professional sanctions.
Reporting Procedures
Mandatory reporters are required to report, either orally or in writing, within twenty-four hours to the Iowa Department of Human Services (DHS) when the employee reasonably believes a child has suffered from abuse within the scope of employment. Within forty-eight hours of an oral report, a written report must be filed with the DHS.
Each report should contain as much of the following information as can be obtained within the time limit. However, the law specifies a report will be considered valid even if it does not contain all of the information.
• name, age, and home address of the child;
• name and home address of parents, guardians or other persons believed to be responsible for care of the child;
• the child's present whereabouts if not the same as the parent's or other person's home address;
• description of injuries, including evidence of previous injuries;
• name, age, and condition of other children in the same home;
• any other information considered helpful; and,
• name and address of the person making the report.
It is not the responsibility of employees to prove that a child has been abused or neglected. Employees should not take it upon themselves to investigate the case or contact the family of the child. The DHS is responsible to investigate the incident of alleged abuse.
Approved: 08-09-93
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 2-16-22
402.3 - Abuse of Students by School District Employees
402.3 - Abuse of Students by School District EmployeesPhysical 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 shall be listed in the student handbook, published annually in the local newspaper, and posted in all school facilities.
Approved: 08-09-93
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 2-16-22, 8-21-24
402.3E1 - Abuse of Students by School District Employees
402.3E1 - Abuse of Students by School District EmployeesComplaint of Injury to or Abuse of a Student by a School District Employee.
Please complete the following as fully as possible. If you need assistance, contact the Level I investigator in your school.
Student's name and address: ______________________________________________________
_____________________________________________________________________________
Student's telephone no.: _________________________________________________________
Student's school: _______________________________________________________________
Name and place of employment of employee accused of abusing student: __________________
Allegation is of ________________ Physical ________________ Sexual abuse
Please describe what happened. Include the date, time and where the incident took place, if known. If physical abuse is alleged, also state the nature of the student's injury: _______________________
Were there any witnesses to the incident or are there students or persons who may have information about this incident? _____ yes _____ no
If yes, please list by name, if known, or classification (for example: "third grade class," "fourth period geometry class"):
*Parents of children who are in pre-kindergarten through sixth grade and whose children are the alleged victims of or witnesses to sexual abuse have the right to see and hear any interviews of their children in this investigation. Please indicate "yes" if the parent/guardian wishes to exercise this right:
_____Yes _____ No Telephone Number: ______________________________
Has any professional person examined or treated the student as a result of the incident? _____ yes _____ no _____ unknown
If yes, please provide the name and address of the professional(s ) and the date(s) of examination or treatment, if known: ______________________________________________________________
Has anyone contacted law enforcement about this incident? _____ yes _____ no
Please provide any additional information you have which would be helpful to the investigator. Attach additional pages if needed. ___________________________________________________________
Your name, address and telephone number: _____________________________________________
Relationship to student: _____________________________________________________________
__________________________ ______________________________________
Complainant Signature Witness Signature
Date Witness Name (please print)
Witness Address
Be advised that you have the right to contact the police or sheriff's office, the county attorney, a private attorney, or the State Board of Educational Examiners (if the accused is a licensed employee) for investigation of this incident. The filing of this report does not deny you that opportunity. You will receive a copy of this report (if you are the named student's parent or guardian)and a copy of the Investigator's Report within fifteen calendar days of filing this report unless the investigation is turned over to law enforcement.
402.3E2 - Report of Level I Investigation Form
402.3E2 - Report of Level I Investigation FormStudent's name: ____________________________________________________________________
Student's age: __________ Student's grade:__________
Student's address: __________________________________________________________________
Student's school: ___________________________________________________________________
Name of accused school employee : _________________________ Building: ________________
Name and address of person filing report: _______________________________________________
_________________________________________________________________________________
Name and address of student's parent or guardian, if different from person filing report: _________
_________________________________________________________________________________
Date report of abuse was filed: _________________ _______ physical _______ sexual*
Describe the nature, extent and cause of the student's injury, if any and if known: (Attach additional pages if needed). _________________________________________________________________________________
_________________________________________________________________________________
_________________________________________________________________________________
Describe your investigation: Attach additional pages if needed. (Please do not use student witnesses' full. names.): _________________________________________________________________________________
*Were parent(s) or guardian(s)advised of their right to see and hear any interview of their pre-kindergarten through sixth grade children who are alleged victims of or a witness in a sexual abuse investigation? _____ Yes _____ No Was the right exercised? _____ Yes _____ No
Were audio tapes made of any interviews? _____ yes _____ no
Were video tapes made of any interviews? _____ yes _____ no
Was any action taken to protect the student during or as a result of the investigation? _____ yes _____ no
If yes, describe:
_____ student excused from school _____school employee placed on administrative or other leave
_____ student assigned to different class _____ other (please specify)
Level I investigator's conclusions:
_____The complaint is being dismissed for lack of jurisdiction. Physical abuse was alleged, but no allegation of injury was made.
_____Physical abuse was alleged, but no evidence of physical injury exists and the nature of the alleged incident makes it unlikely an injury, as defined in the rules, occurred.
_____Sexual abuse was alleged, but the alleged actions of the school employee, even if true, would not meet the definition of sexual abuse in the rules.
_____Alleged victim was not a student at the time of the incident.
_____Alleged school employee is not currently employed by this school district.
_____Alleged incident did not occur on school grounds, on school time, at a school-sponsored activity, nor in a school-related context.
_____The complaint has been investigated and concluded at Level I as unfounded.
_____Complaint was withdrawn.
_____Insufficient evidence exists that an incident of abuse, as defined in the rules, took place
_____The complaint has been investigated at Level I and is founded.
_____The investigation is founded at Level I and is being turned over to Level II for further investigation.
_____Investigation of the complaint was deferred at Level I and referred to law enforcement at this time.
_____The investigation is concluded at Level I because the accused school employee has admitted the violation, has resigned, or has agreed to relinquish any teaching license held.
Current status of investigation:
_____Closed. No further investigation is warranted.
_____Closed and referred to school officials for further investigation as a personnel matter.
_____Deferred to law enforcement officials.
_____Turned over to Level II investigator.
Other comments: __________________________________________________________________
_________________________________________________________________________________
I have given a copy of the report of abuse and of this investigative report to the employee named in the report, the employee's supervisor, and the student's parent or guardian and informed the person filing the report of the options of contacting- law enforcement, private counsel, or the State Board of Educational Examiners, if the accused school employee holds an Iowa teacher's certificate or license.
__________________________________ _________________________________
Name of investigator (please print) Investigator's place of employment
__________________________________ _________________________________
Signature of investigator Date
402.3R1 - Abuse of Students by School District Employees Regulation
402.3R1 - Abuse of Students by School District Employees RegulationAn individual who has knowledge an employee has physically or sexually abused a student may immediately report it to the school district's Level I investigator. Employee means one who works for pay or as a volunteer under the direction and control of the school district. The report shall be written, signed, and witnessed by a person of majority age. The witness may be the Level I investigator. The reporter is the individual filing the report. The report shall contain the following:
- The full name, address, and telephone number of the person filing.
- The full name, age, address, and telephone number, and attendance center of the student.
- The name and place of employment of the employee who allegedly committed the abuse.
- A concise statement of the facts surrounding the incident, including date, time, and place of occurrence, if known.
- A list of possible witnesses by name, if known.
- Names and locations of persons who examined, counseled or treated the student for the alleged abuse, including the dates on which those services were provided, if known.
Upon request, the Level I investigator may assist the reporter in completing the report. An incomplete report shall not be rejected unless the missing information would render the investigation futile or impossible. An employee receiving a report of alleged abuse of a student by an employee shall pass the report to the investigator and shall keep the report confidential to the maximum extent possible. In performing the investigation, the investigator shall have access to the educational records of the alleged student victim as well as access to the student for interviewing purposes.
In order for the school district to have jurisdiction over the acts and to constitute a violation of the law, acts of the employee must be alleged to have occurred on school grounds, on school time, at a school-sponsored activity, or in a school-related context. However, the student need not be a student in the school district. The student can be from another school district. To be investigable, the written report must include basic information showing that the victim or the alleged abuse is or was a student at the time of the incident, that the alleged act of the employee resulted in injury or otherwise meets the definition of abuse in these rules, and that the person responsible for the act is currently an employee. If the report is not investigable due to lack of jurisdiction, the investigator shall dismiss the complaint and inform the reporter of other options available. Other options available to the reporter include contacting law enforcement authorities, private counsel, or the Board of Educational Examiners in the case of a licensed employee.
If the Level I investigator believes the student is in imminent danger if continued contact is permitted between the employee and the student, the Level I investigator may:
- temporarily remove the student from contact with the employee;
- temporarily remove the employee from service; or,
- take other appropriate action to ensure the student's safety.
The Level I investigator shall have access to the educational records of the student and access to the student for purposes of interviewing the student about the report.
Physical Abuse Allegations
When physical abuse is reported, the Level I investigator shall make copies of the report and give a copy to the person filing the report, the students' parents, and the immediate supervisor of the employee named in the report. The employee named in the report shall not receive a copy of the report until the employee is initially interviewed.
The Level I investigator shall use discretion in handling the information received regarding an investigation of abuse by an employee, and those persons involved in the investigation shall not discuss information regarding the complaint outside the investigation. The entire investigative procedure will be thoroughly explained, including the confidential nature of the proceedings, to the student and other persons involved in the investigation.
Within five days of receipt of an investigable report, the Level I investigator shall complete an informal investigation. The informal investigation shall consist of interviews with the student, the employee and others who may have knowledge of the alleged incident. If the Level I investigator determines that the allegations in the report are founded and that immediate and professional investigation is necessary, the Level I investigator may defer further investigation and contact appropriate law enforcement officials, the student's parents, and the person filing the report. Within fifteen days of receipt of the report, the Level I investigator shall complete a written investigative report, unless the investigation was temporarily deferred.
The written investigative report shall include:
- The name, age, address, and attendance center of the student named in the report.
- The name and address of the student's parent or guardian and the name and address of the person filing the report, if different from the student's parent or guardian.
- The name and work address of the employee named in the report as allegedly responsible for the abuse of the student.
- An identification of the nature, extent, and cause, if known, of any injuries or abuse to the student named in the report.
- A general review of the investigation
- Any actions taken for the protection and safety of the student.
- A statement that, in the investigator's opinion, the allegations in the report are either:
- Unfounded. (It is not likely that an incident, as defined in these rules, took place),
or - Founded. (It is likely that an incident took place.)
- Unfounded. (It is not likely that an incident, as defined in these rules, took place),
- The disposition or current status of the investigation.
- A listing of the options available to the parents or guardian of the student to pursue the allegations. These options include, but are not limited to:
- Contacting law enforcement officials.
- Contacting private counsel for the purpose of filing a civil suit or complaint.
- Filing a complaint with the board of educational examiners if the employee is a licensed employee.
The investigator shall retain the original and provide a copy of the written investigative report to the school employee named in the report, the employee's supervisor and the student's parent or guardian. The person filing the report, if not the student's parent or guardian, shall be notified only that the Level I investigation has been concluded and of the disposition or anticipated disposition of the case.
It is the responsibility of the Level I investigator to determine whether it is more likely than not that an incident of abuse as defined in the rules took place between the student and employee. The Level I investigator does not make the determination of whether the use of physical contact was appropriate or whether any of the exceptions apply. That is the responsibility of the Level II investigator. Upon completion of the report, if the Level I investigator determines the allegations of physical abuse are founded and serious, the Level I investigator shall notify law enforcement authorities. If the allegations are founded but the physical abuse is not of a serious nature, the Level I investigator shall refer the case on to the Level II investigator.
The Level II investigator shall review the Level I investigator's final investigative report and conduct further investigation. The Level II investigative report shall state the conclusion as to the occurrence of the alleged incident, the applicability of exceptions, the reason for the contact or force used, and recommendations regarding the need for further investigation. In determining the applicability of the exceptions or the reasonableness of the contact or force used, the Level II investigator will use the following definitions:
Physical abuse is non-accidental physical injury to the student as a result of the action of an employee. Injury occurs when evidence of it is still apparent at least twenty-four hours after its occurrence. The following do not constitute physical abuse, and no employee is prohibited from:
a. Using reasonable and necessary force, not designed or intended to cause pain:
(1) To quell a disturbance or prevent an act that threatens physical harm to any person.
(2) To obtain possession of a weapon or other dangerous object within a pupil's control.
(3) For the purposes of self-defense of defense of others as provided for in Iowa Code §704.3.
(4) For the protection of property as provided for in Iowa Code §§704.4, .5.
(5) To remove a disruptive pupil from class, or any area of school district premises or from school-sponsored activities off school district premises.
(6) To prevent a student from the self-infliction of harm.
(7) To protect the safety of others.
b. Using incidental, minor or reasonable physical contact to maintain order and control.
In determining the reasonableness of the contact or force used, the following factors shall be considered:
(1) The nature of the misconduct of the student, if any, precipitating the physical contact by the school employee.
(2) The size and physical condition of the student.
(3) The instrumentality used in making the physical contact.
(4) The motivation of the school employee in initiating the physical contact.
(5) The extent of injury to the student resulting from the physical contact.
Reasonable force is that force and no more which a reasonable person, in like circumstances, would judge to be necessary to prevent an injury or loss and can include deadly force if it is reasonable to believe that such force is necessary to avoid injury or risk to one's life or safety or the life or safety of another, or it is reasonable to believe that such force is necessary to resist a like force or threat.
Upon completion of the Level II investigation, the Level I investigator shall forward copies of the Level II investigative report to the employee, the employee's immediate supervisor, and the student's parent. The Level I investigator shall notify the person filing the report of the current status of the case.
If the Level II investigator's report or law enforcement officials conclude abuse occurred, or the employee admits the violation, or the employee has surrendered the employee's certificate or license, the Level I investigator shall file a complaint with the Board of Educational Examiners.
The Level I investigator shall also arrange for counseling services for the student if the student or student's parents request counseling services.
Sexual Abuse
Sexual abuse is defined as including sexual acts involving a student, acts that encourage the student to engage in prostitution, as well as inappropriate, intentional sexual behavior or sexual harassment by the employee toward a student. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature when:
1. Submission to the conduct is made either implicitly or explicitly a term or condition of the student's education or benefits;
2. Submission to or rejection of the conduct is used as the basis for academic decisions affecting that student; or
3. The conduct has the purpose or effect of substantially interfering with a student's academic performance by creating an intimidating, hostile or offensive education environment.
When sexual abuse is reported, the Level I investigator shall make copies of the report and give a copy to the person filing the report, the students' parents, and the immediate supervisor of the employee named in the report. The employee named in the report shall not receive a copy of the report until the employee is initially interviewed. The designated investigator shall not interview the school employee named in a report of sexual abuse until after a determination is made that jurisdiction exists, the alleged victim has been interviewed, and a determination made that the investigation will not be deferred.
The investigator shall notify the parent, guardian or legal custodian of a student in prekindergarten through grade six, of the date and time of the interview and of the right to be present or to see and hear the interview or send a representative in the parent's place. The Level I investigator shall interview the student as soon as possible, but in no case later than five days from the receipt of a report or notice of the allegation of sexual abuse. The Level I investigator may record the interview electronically.
The Level I investigator shall exercise discretion in the investigative process to preserve the privacy interests of the individuals involved. To the maximum extent possible, the investigator shall maintain the confidentiality of the report.
It is the responsibility of the Level I investigator to determine whether it is more likely than not that an incident took place between the employee and the student. If the Level I investigator believes the employee committed a sex act with a student or sexually exploited a student, the Level I investigator shall defer the Level I investigation and immediately notify law enforcement officials, the student's parents, and the person filing the report.
If the Level I investigator determines an incident occurred, while not an illegal sex act with a student or sexual exploitation of a student, but where the employee engaged in inappropriate, intentional sexual behavior, further investigation is warranted. If further investigation is warrat1ted, the Level I investigator may proceed to interview the employee and other individuals who may have knowledge of the circumstances contained in the report. Prior to interviewing other individuals who may have knowledge of the circumstance contained in the report, the Level I investigator shall provide notice of the impending interview of student witnesses or the student who is in prekindergarten through grade six, to their parent, guardian, or legal custodian, and may provide notice to the parent or guardian of older students, prior to interviewing those students. The Level I investigator shall, if founded, arrange for the Level II investigator to further investigate the allegations.
Within fifteen days of receipt of the report, the Level I investigator shall complete a written investigative report unless the investigation was temporarily deferred. The written investigative report shall include:
1. The name, age, address, and attendance center of the student named in the report.
2. The name and address of the student's parent or guardian and the name and address of the person filing the report, if different from the student's parent or guardian.
3. The name and work address of the school employee named in the report as allegedly responsible for the abuse of the student.
4. An identification of the nature, extent, and cause, if known, of any injuries or abuse to the student named in the report.
5. A general review of the investigation.
6. Any actions taken for the protection and safety of the student.
7. A statement that, in the investigator's opinion, the allegations in the report are either:
- Unfounded. (It is not likely that an incident, as defined in these rules, took place), or
- Founded. (It is likely that an incident took place.)
8. The disposition or current status of the investigation.
9. A listing of the options available to the parents or guardian of the student to pursue the allegations. These options include, but are not limited to:
• Contacting law enforcement officials
• Contacting private counsel for the purpose of filing a civil suit or complaint.
• Filing a complaint with the board of educational examiners if the school employee is certificated.
The investigator shall retain the original and provide a copy of the investigative report to the school employee named in the report, the school employee's supervisor, and the named student's parent or guardian. The person filing the report, if not the student's parent or guardian, shall be notified only that the Level I investigation has been concluded and of the disposition or anticipated disposition of the case.
If the allegations are founded, the Level I investigation shall refer the case to the Level II investigator. The Level II investigator shall review the Level I investigator's final investigative report and conduct further investigation if necessary. The Level II investigative report shall state conclusively as to 'the occurrence of the alleged incident, conclusively as to the nature of the sexual abuse, and recommendations regarding the need for further investigation. Upon completion of the Level II investigation, the Level I investigator shall forward copies of the Level II investigative report to the employee, the employee's immediate supervisor, and the student's parent. The Level I investigator shall notify the person filing the report of the current status of the case.
If the Level II investigator's report or law enforcement officials conclude sexual abuse occurred, or the employee admits the violation, or the employee has surrendered the employee's certificate or license, the Level I investigator shall file a complaint on behalf of the school district after obtaining the superintendent's signature with the Board of Educational Examiners. The Level I investigator shall also arrange for counseling services for the student if the student or student's parents request counseling services.
In cases involving founded physical or sexual abuse by a licensed employee, the board shall notify the Board of Educational Examiners. Information of unfounded abuse at Level I or Level II shall not be kept in the employee's personnel file. If the Level I investigative report is founded but Level II is unfounded, then the Level I report shall be removed from the employee's permanent file.
It shall be the responsibility of the board to annually identify a Level I and Level II investigator. The board shall also designate annually an alternate Level I investigator, preferably of the opposite sex of the designated Level I investigator, to whom reports may also be made. The names and telephone numbers of the Level I investigator and the alternate Level I investigator shall be included in employee handbooks, student handbooks, annually published in the local newspaper, and prominently displayed in all school buildings.
402.4 - Gifts To Employees
402.4 - Gifts To EmployeesEmployees may receive a gift on behalf of the school district. Employees shall 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 judgement.
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 shall be the responsibility of each employee to know when it is appropriate to accept or reject gifts or an honorarium. Any employee who violates this policy may be subject to disciplinary action up to and including termination.
Approved:
Reviewed: 11-11-97. 10-11-99, 10-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 09-20-94, 2-16-22
402.5 - Public Complaints About Employees
402.5 - Public Complaints About EmployeesThe board recognizes situations may arise in the operation of the school district which are of concern to the 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:
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 07-01-92, 2-16-22
402.6 - Employee Relations to the Public
402.6 - Employee Relations to the PublicMembers of the school district community shall be treated with respect by employees. The board encourages active participation by employees in community activities and events.
It shall be the responsibility of employees as they participate in various community groups and events, to make a conscientious effort to make the school district and its events a real part of the community. Employees shall take advantage of their participation in the community to look for opportunities in which the community and school district can join forces for the betterment of the school district and the community.
Approved: 7- l - 92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 2-16-22
402.7 - Employee Outside Employment
402.7 - Employee Outside EmploymentThe board believes the primary responsibility of employees is to the duties of their position with 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 shall be 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 : 07-01-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 2-16-22
403 - Employee Health and Well Being
403 - Employee Health and Well Being dawn.gibson.cm… Wed, 07/06/2022 - 09:37403.1 - Employee Physical Examinations
403.1 - Employee Physical ExaminationsEmployees 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.
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:
Reviewed: 12-09-12, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 04-10-04, 01-17-12, 2-16-22
403.2 - Employee Injury on the Job
403.2 - Employee Injury on the JobWhen an employee becomes injured on the job, the building principal or designee shall notify a member of the family, or an individual of close relationship, as soon as the building principal and medical personnel become aware of the injury.
The school district is not responsible for medical treatment of an injured employee. If possible, an employee may administer emergency or minor first aid. An injured employee shall be turned over to the care of the employee's family or qualified medical employees as quickly as possible.
It shall be the responsibility of the employee injured on the job to inform the superintendent or human resources within twenty four hours of the occurrence. It shall be the responsibility of the employee or the employee's supervisor to file an accident report within twenty-four hours after the employee reported the injury.
It shall be the responsibility of the employee to file claims, such as worker's compensation, through the board secretary.
Approved: 07-1-92
Reviewed: 11-14-94 11-11-97, 12-11-99, 10-14-02, 10-10-05, 12-15-08, 01-17-12, 05-15-12, 12/14/16
Revised: 2-16-22
403.3 - Communicable Diseases - Employees
403.3 - Communicable Diseases - EmployeesSome employees with a communicable disease, as defined by law, will 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 shall mean an infection 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 shall be included in the school district's bloodborne pathogens exposure control plan. The procedures shall 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 shall be 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 shall be 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 shall be 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: 11-14-94
Reviewed: 7-11-95, 10-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 11-11-97, 2-16-22
403.3R1 - Universal Precautions Regulation
403.3R1 - Universal Precautions RegulationUniversal precautions (UP) are intended to prevent transmission of infection, as well as decrease the risk of exposure for employees and students. It is not currently possible to identify all infected individuals, thus precautions must be used with every individual. UP pertain to blood and other, potentially infectious materials (OPIM) containing blood. These precautions do not apply to other body fluids and wastes (OBFW such as saliva, sputum, feces, tears, nasal secretions, vomitus and urine unless blood is visible in the material. However, these OBFW can be sources of other infections and should be handled as if they are infectious. The single most important step in preventing exposure to and transmission of any infection is anticipating potential contact with infectious materials in routine as well as emergency situations. Based on the type of possible contact, employees and students should be prepared to use the appropriate precautions prior to the contact. Diligent and proper hand washing, the use of barriers, appropriate disposal of waste products and needles, and proper decontamination of spills are essential techniques of infection control. All individuals should respond to situations practicing UP followed by the activation of the school response team plan. Using common sense in the application of these measures will enhance protection of employees and students.
Hand Washing
Proper hand washing is crucial to preventing the spread of infection. Textured jewelry on the hands or wrists should be removed prior to washing and kept off until completion of the procedure and the hands are rewashed. Use of running water, lathering with soap and using friction to clean all hand surfaces is key. Rinse well with running water and dry hands with paper towels.
- Hands should be washed before physical contact with individuals and after contact is completed.
- Hands should be washed after contact with any used equipment.
- If hands (or other skin) come into contact with blood or body fluids, hands should be washed immediately before touching anything else.
- Hands should be washed whether gloves are worn or not and, if gloves are worn, after the gloves are removed.
Barriers
Barriers anticipated to be used at school include disposable gloves, absorbent materials, and resuscitation devices. Their use is intended to reduce the risk of contact with blood and body fluids as well as to control the spread of infectious agents from individual to individual. Gloves should be worn when in contact with blood, OPIM or OBFW. Gloves should be removed without touching the outside and disposed of after each use.
Disposal of Waste
Blood, OPIM, OBFW, used gloves, barriers, and absorbent materials should be placed in a plastic bag and disposed of in the usual procedure. When the blood or OPIM is liquid, semi-liquid or caked with dried blood, it is not absorbed in materials, and is capable of releasing the substance if compressed, special disposal as regulated waste is required. A band-aid, towel, sanitary napkin or other absorbed waste that does not have the potential of releasing the waste if compressed would not be considered regulated waste. It is anticipated schools would only have regulated waste in the case of a severe incident. Needles, syringes, and other sharp disposable objects should be placed in special puncture-proof containers and disposed of as regulated waste. Bodily wastes such as urine, vomitus or feces should be disposed of in the sanitary sewer system.
Clean up
Spills of blood and OPIM should be cleaned up immediately. The employee should:
- Wear gloves.
- Clean up the spill with paper towels or other absorbent material.
- Use a solution of one part household bleach to one hundred parts of water (1:100) or other EPA-approved disinfectant and use it to wash the area well.
- Dispose of gloves, soiled towels, and other waste in a plastic bag.
- Clean and disinfect reusable supplies and equipment.
Laundry
Laundry with blood or OPIM should be handled as little as possible with a minimum of agitation. It should be bagged at the location. If it has the potential of releasing the substance when compacted, regulated waste guidelines should be followed. Employees who have contact with this laundry should wear protective barriers.
Exposure
An exposure to blood or OPIM through contact with broken skin, mucous membrane or by needle or sharp stick requires immediate washing, reporting, and follow-up.
• Always wash the exposed area immediately with soap and water.
• If a mucous membrane splash (eye or mouth) or exposure of broken skin occurs, irrigate or wash the area thoroughly.
• If a cut or needle stick injury occurs, wash the area thoroughly with soap and water.
The exposure should be reported immediately, the parent or guardian is notified, and the person exposed contacts a physician for further health care.
403.4 - Hazardous Chemical Disclosure
403.4 - Hazardous Chemical DisclosureThe 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 shall 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 employees’ orientation. When an additional hazardous substance enters the workplace, information about it shall be distributed to all employees and training shall be conducted for the appropriate employees. The superintendent shall 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 shall disseminate information about the hazardous chemicals with which they will be working as part of the instructional program.
Approved: 07-01-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 2-16-22
403.5 - Harassment
403.5 - HarassmentHarassment 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 shall 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 a 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 shall 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: 7-1-92
Reviewed: 10-11-99, 10-14-02, 1-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 12-13-99, 2-16-22
403.5E1 - Harassment Complaint Form
403.5E1 - Harassment Complaint FormName of complainant: __________________________________________________________
Position of complainant: ________________________________________________________
Date of complaint: _____________________________________________________________
Name of alleged harasser: ________________________________________________________
Date and place of incident or incidents: _____________________________________________
______________________________________________________________________________
Description of misconduct: _______________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Name of witnesses (if any): ______________________________________________________
______________________________________________________________________________
_______________________________________________________________________________
Evidence of harassment, i.e., letters, photos, etc. (attach evidence if possible): ________________
_______________________________________________________________________________
Any other information: ___________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
I agree that all of the- information on this form is accurate and true to the best of my knowledge.
Signature: ____________________________
Date: _______________________________
403.5E2 - Witness Disclosure Form
403.5E2 - Witness Disclosure FormName of witness: _________________________________________________________
Position of witness: _______________________________________________________
Date of testimony, interview: ________________________________________________
Description of instance witnessed: ____________________________________________
_________________________________________________________________________
_________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
Any other information: _______________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
I agree that all of the information on this form is accurate and true to the best of my knowledge.
Signature: ___________________________________
Date: _______________________________________
403.5R1 - Harassment Investigation Procedures
403.5R1 - Harassment Investigation ProceduresCOMPLAINT PROCEDURE
An employee who believes that they have been harassed shall notify the administrator that is not the immediate supervisor, the designated investigator. The alternate investigator is the building administrator that is the immediate supervisor. The investigator may request that the employee complete the harassment complaint form and turn over evidence of the harassment, including, but not limited to, letters, tapes or pictures Information received during the investigation shall be kept confidential to the extent possible. The investigator with the approval of the superintendent or the superintendent has the authority to initiate a harassment investigation in the absence of a written complaint.
INVESTIGATION PROCEDURE
The investigator shall reasonably and promptly commence the investigation upon receipt-of the complaint. The investigator shall interview the complainant and the alleged harasser. The alleged harasser may file a written statement refuting or explaining the behavior outlined in the complaint. The investigator may also interview witnesses as deemed appropriate. Upon completion of the investigation, the investigator shall report to the superintendent. The investigator will outline the findings of the investigation to the superintendent.
RESOLUTION OF THE COMPLAINT
The superintendent will complete the next step in the investigation reasonably and promptly upon receipt of the investigator's report. Following the investigators report, the superintendent may investigate further, if deemed necessary, and make a determination of the appropriate next step which may include discipline up to and including termination or other appropriate sanctions. Prior to the determination of the appropriate remedial action, the superintendent may, at the superintendent's discretion, interview the complainant and the alleged harasser. The superintendent shall file a written report closing the case. The complainant, the alleged harasser, and the investigator shall receive notice as to the conclusion of the investigation.
POINTS TO REMEMBER IN THE INVESTIGATION
• Evidence uncovered in the investigation is confidential.
• Complaints must be taken seriously and investigated.
• No retaliation will be taken against individuals involved in the investigation process.
• Retaliators will be disciplined up to and including termination or receive other appropriate sanctions.
CONFLICTS
If the investigator is the alleged harasser or a witness to the incident the alternate investigator shall be the investigator. If the alleged harasser is the superintendent, the alternate investigator shall take the superintendent's place in the investigation process. The alternate investigator shall report the findings to the board.
403.6 - Substance-Free Workplace
403.6 - Substance-Free WorkplaceThe board expects the school district and its employees to remain substance free. No employee shall 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 shall 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 shall be responsible for publication and dissemination of this policy to each employee. In addition, the superintendent shall 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: 7-1-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 2-16-22
403.6E1 - Substance Free Workplace Notice to Employees and Acknowledgement Form
403.6E1 - Substance Free Workplace Notice to Employees and Acknowledgement FormEMPLOYEES ARE HEREBY NOTIFIED it is a violation of the Substance-Free Workplace policy for an employee to 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 alcohol, as defined in federal and/or state law.
Workplace is defined as the site for the performance of work done in the capacity as an employee. This includes school district facilities, other 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.
Employees who violate the terms of the substance-free workplace policy may be required to successfully participate in a substance abuse treatment program approved by the board. The superintendent retains the discretion to discipline an employee for violation of the substance-free workplace policy. If the employee fails to successfully participate in such a program the employee shall be subject to discipline up to and including termination.
EMPLOYEES ARE FURTHER NOTIFIED it is a condition of their continued employment that they comply with the above policy of the school district and will notify their supervisor of their conviction of any criminal alcohol or drug offense in any setting , no later than five days after the conviction.
SUBSTANCE-FREE WORKPLACE ACKNOWLEDGMENT FORM
I, ___________________________, have read and understand the substance-free workplace policy. I understand that if I violate the substance-free workplace policy, I may be subject to discipline up to and including termination or I may be required to participate in a substance abuse treatment program. I understand that if I am required to participate in a substance abuse treatment program and if I fail to successfully participate in a substance abuse treatment program or I refuse to participate, I understand I may be subject to discipline up to and including termination. I also understand that if I am convicted of a criminal alcohol or drug offense in any setting, I must report that conviction to my supervisor within five days of the conviction.
_______________________________________ ___________________________
(Signature of Employee) (Date)
403.6R1 - Substance Free Work Place Regulation
403.6R1 - Substance Free Work Place RegulationIf the superintendent suspects an employee bas a substance abuse problem, the superintendent shall follow these procedures:
- Identification - the superintendent shall document the evidence the superintendent has which leads the superintendent to conclude the employee bas violated the substance-free workplace policy. After the superintendent has determined there has been a violation of the substance-free workplace policy, the superintendent shall discuss the problem with the employee.
- Discipline - if, after the discussion with the employee, the superintendent determines there has been a violation of the substance-free workplace policy, the superintendent may recommend discipline up to and including termination or may recommend the employee seek substance abuse treatment. Participation in a substance abuse treatment program is voluntary.
- Failure to participate in referral - if the employee refuses to participate in a substance abuse treatment program or if the employee does not successfully complete a substance abuse treatment program, the employee may be subject to discipline up to and including termination.
- Conviction - if an employee is convicted of a criminal alcohol or drug offense in any setting, the employee must notify the employer of the conviction within five days of the conviction.
403.7 - Drug and Alcohol Testing Program
403.7 - Drug and Alcohol Testing ProgramEmployees 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, the Superintendent, at 1505 Washington Street, PO Box 159, Ruthven, Iowa 51358.
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: 8-11-03
Reviewed: 10-10-05, 12-15-08, 03-12-12, 12/14/16
Revised: 04-13-05, 2-16-22
403.7E1 - Drug and Alcohol Testing Program Notice To Employees
403.7E1 - Drug and Alcohol Testing Program Notice To EmployeesEMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE HEREBY NOTIFIED they are subject to the school district's drug and alcohol testing program for pre-employment drug testing and random, reasonable suspicion, and post-accident drug and alcohol testing as outlined in the drug and alcohol testing program policy, its supporting documents, and the law.
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 pounds or more. For purposes of the drug and alcohol-testing program, employees also include applicants who have been offered a position to operate a school district vehicle. The employees operating a school district vehicle are subject to the drug and alcohol testing program beginning the first day they operate or are offered a position to operate a school district vehicle and continue to be subject to the drug and alcohol-testing program.
It is the responsibility of the superintendent to inform employees of the drug and alcohol testing program requirements. Employees with questions regarding the drug and alcohol testing requirements will contact the school district contact person.
EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE FURTHER NOTIFIED that employees violating this policy, its supporting documents or the law may be subject to discipline up to and including termination or offered the opportunity to participate in counselling as a condition of continued employment. If offered, as a condition of continued employment, employees violating this policy, its supporting documents, regulations or the law bear the personal and financial responsibility to successfully participate in a substance abuse evaluation and a substance abuse treatment program recommended by the substance abuse professional. Employees who are required to participate in and who fail to or refuse to successfully participate in a substance abuse evaluation or recommended substance abuse treatment program will be subject to discipline up to and including termination.
EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE FURTHER NOTIFIED it is a condition of their continued employment to comply with the drug and alcohol testing program policy, its supporting documents, and the law. It is a condition of continued employment for employees operating a school district vehicle to notify their supervisor of any prescription medication they are using. Drug and alcohol testing records about a driver are confidential and are released in accordance with this policy, its supporting documents, and the law.
EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE HEREBY NOTIFIED they are subject to the school district's drug and alcohol testing program for pre-employment drug testing and random, reasonable suspicion, post-accident, return-to-duty, and follow-up drug and alcohol testing as outlined in the drug and alcohol testing program policy, its supporting documents, and the law.
Approved:
Reviewed: 12-15-18, 03-12-12, 12/14/16
Revised: 04-13-05, 2-16-22
403.7E2 - Drug and Alcohol Testing Program Acknowledgement Form
403.7E2 - Drug and Alcohol Testing Program Acknowledgement FormI, ___________________________________ (Name of Employee), have received a copy, read, and understand the drug and alcohol testing program policy and its supporting documents. I consent to submit to the drug and alcohol testing program as required by the drug and alcohol testing program policy, its supporting documents, and the law.
I understand that if I violate the drug and alcohol testing program policy, its supporting documents or the law, I may be subject to discipline up to and including termination or I may be required to successfully participate in a substance abuse evaluation and a substance abuse treatment program, if recommended by the substance abuse professional. If I am required to and fail to or refuse to successfully participate in a substance abuse evaluation or recommended substance abuse treatment program, I understand I may be subject to discipline up to and including termination.
Furthermore, I know and understand that I am required to submit to a controlled substance test, the results of which must be received by this employer before being employed by the school district and before being allowed to perform a safety-sensitive function. I also understand that if the results of the pre-employment test are positive, that I will not be considered further for employment with the school district.
I also understand that I must inform my supervisor of any prescription medication I use. I further understand that drug and alcohol testing records about me are confidential and may be released in accordance with this policy, its supporting documents or the law.
______________________________________________ ______________________
Signature of Employee Date
403.7E3 - Drug and Alcohol Testing Program Pre-Employment Drug Test Acknowledgement Form
403.7E3 - Drug and Alcohol Testing Program Pre-Employment Drug Test Acknowledgement FormI, (name of applicant), have been informed of the requirement to submit to a drug test prior to being employed by the school district to perform a safety-sensitive function. I consent to submit to the drug and alcohol testing program as required by the drug and alcohol testing program policy, its supporting documents and the law.
I understand that the results of my drug test will be shared with the school district. I also understand that if I have a positive drug test result, I will not be considered further for employment with the school district.
I further understand that the drug and alcohol testing records and information about me is confidential, and may be released at my request or in accordance with the law.
____________________________________________ ________________________
(Signature of Applicant) (Date)
404 - Employee Conduct and Appearance
404 - Employee Conduct and AppearanceEmployees are role models for the students who come in contact with them during and after school hours. The board recognizes the positive effect employees can have on students in this capacity. Employees shall dress themselves, groom themselves, and conduct themselves in a manner appropriate to the educational environment.
Employees shall conduct themselves in a professional manner. Employees shall dress in attire appropriate for their position. Clothing should be neat, clean, and in good taste. Discretion and common sense call for an avoidance of extremes which would interfere with or have an effect on the educational process.
Licensed employees of the school district shall follow the code of ethics for their profession as established by the Board of Educational Examiners Commission.
It shall be the responsibility of the building principals to counsel employees assigned to their attendance center on appearance and conduct when the individual appearance may have a negative impact on the learning environment. Employees who do not follow this policy shall be subject to disciplinary action, up to and including termination.
Approved: 07-01-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 11-14-05, 12-15-08, 03-12-12, 12/14/16
Revised: 2-16-22
405 - Employee Suspension
405 - Employee SuspensionEmployees shall perform their assigned job, respect board policy, and obey the law. The superintendent is authorized to suspend an employee pending board action on a discharge, for investigation of charges against the employee, and for disciplinary purposes. It shall be within the discretion of the superintendent to suspend an employee with or without pay.
In the event of a suspension, appropriate due process shall be followed.
Approved: 7-1-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 11-14-05, 12-15-08, 1-16-17
Revised: 2-16-22
406 - Licensed Employee Professional Growth
406 - Licensed Employee Professional Growth dawn.gibson.cm… Wed, 07/06/2022 - 09:40406.1 - Employee Publication or Creation of Materials
406.1 - Employee Publication or Creation of MaterialsMaterials created by employees and the financial gain therefrom shall be 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 employees’ employment. The employee must seek prior written approval of the superintendent concerning such activities.
Approved: 7-1-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 11-14-05, 12-15-08, 03-12-12, 1-16-17
Revised: 2-16-22
406.2 - Licensed Employee Tutoring
406.2 - Licensed Employee TutoringEvery effort will be made by the licensed employees to help students with learning problems before recommending parents engage a tutor. Since there are exceptional cases when tutoring will help students overcome learning deficiencies, tutoring 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.
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: 7-1-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 11-14-05, 12-15-08, 03-12-12, 1-16-17
Revised: 2-16-22
406.3- Licensed Employee Evaluation
406.3- Licensed Employee EvaluationCode 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.
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Demonstrate competency in content knowledge appropriate to the teaching position.
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Demonstrate competency in planning and preparation for instruction.
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Use strategies to deliver instruction that meets the multiple learning needs of students.
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Use a variety of methods to monitor student learning.
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Demonstrate competence in classroom management.
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Engage in professional growth.
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Fulfill professional responsibilities established by the school district.
It is the responsibility of the superintendent to ensure licensed employees are evaluated.
Approved 10-18-2023 Reviewed Revised
406.4 Licensed Employee Professional Development
406.4 Licensed Employee Professional Development406.4
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.
Approved : 11-15-23 Reviewed: Revised:
407 - Employee Family and Medical Leave
407 - Employee Family and Medical LeaveUnpaid family and medical leave will be granted up to 12 weeks per year to assist employees in balancing family and work life. For purposes of this policy, year is defined as a twelve (12) month period measured backward from the date an employee uses any family and medical leave. Requests for family and medical leave will be made to the superintendent.
Paid leave available to the employee will run concurrently with the family and medical leave, as outlined in the family and medical leave administrative rules.
Employees eligible for family and medical leave must comply with the family and medical leave administrative rules prior to starting family and medical leave.
Employees shall be required to complete all necessary family and medical leave act documentation in order for any leave to be approved as family and medical leave. The required documentation shall be as outlined in this policy and as required by the Department of Labor. All documentation and forms shall be made available in the administrative offices of each building.
The requirements stated in the master contract between employees in that certified collective bargaining unit and the board regarding family and medical leave of such employees and the requirements stated in any other contract, collective or individual between any employees and the board and/or district regarding family and medical leave of such employees will be followed. This policy provision, as well as all policy provisions, concerning family and medical leave may be applied differently to classified, non-classified, licensed, non-licensed, and other classifications of employees.
Approved: 07-01-92
Reviewed: 1-16-17
Revised: 01-17-12, 9-20-17, 2-16-22
408 - Other Licensed Employees
408 - Other Licensed Employees dawn.gibson.cm… Wed, 07/06/2022 - 09:42408.1 - Substitute Teachers
408.1 - Substitute TeachersSubstitute 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 will 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: 7-1-92
Reviewed: 12-12-94, 11-11-97, 10-11-99,10-14-02, 11-14-05, 12-15-08, 03-12-12
Revised: 3-13-17, 7-16-18
408.2 - Shared Licensed Employees
408.2 - Shared Licensed EmployeesThe board may make arrangements for sharing employees with neighboring school districts in order to expand the opportunities available in the education program and the operation of the school district. It shall be within the discretion of the board to determine when and with which school district sharing agreements will be made.
It shall be the responsibility of the superintendent to bring to the board's attention opportunities for sharing employees with neighboring school districts.
Approved: 07-01-92
Reviewed: 1-14-94, 11-11-97, 10-11-99, 10-14-02, 11-14-05, 12-15-08, 03-12-12, 3-13-17
Revised: 2-16-22
408.3 - Summer School Licensed Employees
408.3 - Summer School Licensed EmployeesIt 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: 7-1-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 11-14-05, 12-15-08, 03-12-12, 3-13-17
Revised: 12-14-15, 9-20-17, 2-16-22
408.4 - Student Teachers - Internships
408.4 - Student Teachers - InternshipsThe board will cooperate with post-secondary educational institutions to assist in the practical preparation of teachers and other licensed employee positions. Student teachers and other student internships may be assigned duties in the school district.
Licensed employees shall not be required to utilize student teachers or student interns. Experienced teachers and teachers in good standing shall be allowed to have student teachers or student interns.
It shall be the responsibility of the superintendent to make arrangements with the post-secondary educational institutions for student teachers and student internships. Such arrangements shall safeguard the interest of the student teachers and student interns, the post-secondary educational institution, and the school district.
It shall be the responsibility of the post-secondary educational institution to provide sufficient supervision over the work of these student teachers to make their presence profitable.
Approved: 7-1-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 11-14-05, 12-15-08, 03-12-12, 3-13-17
Revised: 2-16-22
409 - Classified Employee Dismissal
409 - Classified Employee DismissalThe board believes classified employees should perform their jobs, respect board policy, and obey the law. A classified employee may be dismissed upon thirty day notice or immediately for cause. Appropriate due process procedures shall be followed.
It is the responsibility of the superintendent to make a recommendation for dismissal to the board. A classified employee may be dismissed for any reason, including, but not limited to, incompetence, willful neglect of duty, reduction in force, willful violation of board policy or administrative regulations or a violation of the law.
Approved: 7-1-92
Reviewed: 11-14-94, 11-11-97, 10-11-99, 10-14-02, 11-14-05, 12-15-08, 03-12-12, 3-13-17
Revised: 2-16-22
500 - STUDENTS
500 - STUDENTS Jen@iowaschool… Tue, 11/23/2021 - 07:54501 - Student Attendance
501 - Student Attendance dawn.gibson.cm… Fri, 04/14/2023 - 13:50501.1 - Resident Students
501.1 - Resident StudentsChildren who are residents of the school district community will attend the school district without paying tuition.
The residence of a student means the place, abode or dwelling of the student. Generally, the legal dwelling of minors is the same as their parents. A child may establish a dwelling with someone other than the parents and attend public school in the school district without paying tuition if the primary purpose for residing in the school district is not for obtaining a free public education. Further, students who have reached the age of majority and who are still eligible to attend an Iowa secondary school may declare their residence independent of the residence of the parents.
Each case involving the bona fide residence of a student will be decided upon its individual merits by the superintendent.
Approved: 7-1-92
Reviewed: 2-2-94,12-08-97, 01-08-01, 11-10-03, 11-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 4-10-23
501.2 - Nonresident Students
501.2 - Nonresident StudentsStudents who are eligible to attend an Iowa public school but who are not legal residents of the school district may be admitted into the school district at the discretion of the superintendent upon application and payment of tuition. The tuition rate shall be the current per-pupil cost of the school district as computed by the board secretary and as authorized by the Iowa Department of Education.
Resident students whose families move from the school district after the start of a semester and who wish to complete the semester in the school district may be permitted to attend without the payment of tuition at the discretion of the superintendent and approval of the board. Students who plan to open enroll to the nonresident school district may complete the school year without approval of the superintendent or board. These students, other than students in grades eleven and twelve, must have the recommendation of the principal.
Students in grades eleven or twelve who are no longer residents of the school district, but were residents in the preceding school year, may continue to attend school in the school district until they graduate without the payment of tuition. These students must have an adult, who resides in the school district, identified for purposes of administration.
Nonresident students who are eligible to attend an Iowa public school district and who have evidence they will become legal residents of the school district prior to October 1 may be allowed to attend without the payment of tuition.
Approved: 7-1-92
Reviewed: 12-12-94, 12-058-97, 01-08-01, 11-10-03, 11-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 4-10-23
501.3 - Compulsory Attendance
501.3 - Compulsory AttendanceParents within the school district who have children over age six and under age sixteen by September 15, in proper physical and mental condition to attend school, will have the children attend the school district at the attendance center designated by the board. Students will attend school the number of days or hours school is in session in accordance with the school calendar. Students of compulsory attendance age will attend school a minimum of 150 days. Students not attending the minimum days must be exempted by this policy as listed below or, referred to the county attorney. Exceptions to this policy include children who:
- have completed the requirements for graduation in an accredited school or have obtained a high school equivalency diploma;
- are excused for sufficient reason by any court of record or judge;
- are attending religious services or receiving religious instruction;
- are unable to attend school due to legitimate medical reasons;
- has an individualized education program that affects the child’s attendance;
- has a plan under Section 504 of the federal Rehabilitation Act, 29 U.S.C. §794, that affects the child’s attendance;
- are attending an approved or probationally approved private college preparatory school;
- are attending an accredited nonpublic school;
- are receiving independent private instruction; or,
- are receiving competent private instruction.
It is the responsibility of the parent of a child to provide evidence of the child's mental and physical inability to attend school or of the child's qualifications for one of the exceptions listed above.
Approved: 11-11-98
Reviewed: 01-08-01, 11-10-03, 11-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 12-14-98, 4-10-23, 8-21-24
501.4 - Entrance - Admissions
501.4 - Entrance - AdmissionsChildren in the school district community will be allowed to enroll in the school district's regular education program beginning at age five. The child must be age five on or prior to September 15 to participate in the school district's kindergarten program. The child must be age six on or prior to September 15 to begin the first grade of the education program.
Before the student may enroll in the school district’s education program, the board shall require evidence of age and residency in the form of a birth certificate or other evidence of age. It shall be within the discretion of the superintendent to determine what is satisfactory evidence for proof of age.
Prior to enrollment, the child must provide the administration with their health and immunization certificate. Failure to provide this information within the time period set by the superintendent shall be reason for suspension, expulsion or denying admission to the student.
Approved: 07-01-92
Reviewed: 12-12-94, 12-08-94, 01-08-01, 11-10-01, 11-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 4-10-23
501.5 - Attendance Center Assignment
501.5 - Attendance Center AssignmentThe board shall have complete discretion to determine the boundaries for each attendance center, to assign students to the attendance centers, and to assign students to the classrooms within the attendance center.
Parents or guardians of siblings in the same grade level academically in grades kindergarten through grade five may request the siblings be placed in the same or different classrooms. In order to be valid, the request must be made in writing and submitted to the school principal at the time of registration for classes or within fourteen days after the children’s first day of attendance during the school year. If a valid request is received by the school principal, the request will be considered and may be honored. While a parent or guardian may make a placement request that siblings be placed together or apart, the school district administration retains complete discretion to select the classroom teacher(s) to which siblings are assigned. If after the initial grading period following the placement of siblings in the same or different classrooms the school principal determines the placement is disruptive to the class; the principal may assign one or more of the siblings to different classrooms.
It shall be the responsibility of the superintendent to make a recommendation to the board annually regarding the assigned attendance center for each student. In making the recommendation, the superintendent shall consider the geographical condition of the school district, the condition and location of the school district facilities, the location of student population, possible transportation difficulties, financial condition of the school district, and other factors deemed relevant by the superintendent or the board.
Approved: 07-01-92
Reviewed: 12-12-94, 12-08-97, 01-08-01, 11-10-03, 11-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 4-10-23
501.6 - Student Transfers In
501.6 - Student Transfers InStudents who transfer into the school district must meet the immunization and age requirements set out for students who initially enroll in the school district.
The school district shall request the student's cumulative records from the previous school district. If the student cannot offer proof of grade level, the principal will make the grade level determination. The principal may require testing or other information to determine the grade level. Students expelled or suspended from their previous school district will only be enrolled after approval of the board.
The principal shall determine the amount of credits to be transferred. If the student has not previously attended an accredited school, it is within the principal's discretion to accept or reject credits or grades.
The principal may deny admission if the student is not willing to provide the necessary information.
Approved: 07-01-92
Reviewed: 12-12-94, 12-08-97, 11-10-03, 11-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 01-05-96, 4-10-23
501.7 - Student Transfers Out or Withdrawals
501.7 - Student Transfers Out or WithdrawalsIf the student's parents wish to withdraw or transfer the student from the school district prior to completing and graduating from the education program, they shall notify the principal in writing as soon as possible of the decision to withdraw or transfer the student from the education program. The student or parent should present this written notice at the office and receive instructions regarding the return of textbooks, library books, locker equipment, hot lunch tickets, etc.
The notice shall state the student’s final day of attendance. If the student is not enrolling in another school district, the school district shall maintain the student’s records in the same manner as the records of students who have graduated from the school district.
If the parents wish to have the student’s cumulative record sent to the new school district, the parents shall notify the principal in writing. This notice shall include the name of the school district and the person at the new school district to whom the student's cumulative records should be sent. If the new school district requests the student's cumulative records, the school district shall forward the cumulative records and notify the parents the records have been sent. The notice shall inform the parents of their right to review the records sent.
If the student is of compulsory education age and not transferring to another public school district or an accredited non-public school, the parents shall notify the principal that the student is receiving competent private instruction and file the necessary competent private instruction reports.
Approved: 7-1-92
Reviewed: 12-12-94, 12-08-97, 01-08-01, 11-10-03, 11-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 4-10-23
501.8 - Student Attendance Records
501.8 - Student Attendance RecordsAs part of the school district records of students, the daily attendance of each student shall be recorded and maintained on file with the permanent records of the board secretary.
It shall be the responsibility of the principals to ensure that such reports are filed with the board secretary, the custodian of school district records.
Approved: 7-1-92
Reviewed: 12-12-94, 12-08-97, 01-08-01, 11-10-03, 11-13-26, 02-10-10, 11-12-12, 7-13-15
Revised: 4-10-23
501.9 - Student Absences and Truancy
501.9 - Student Absences and TruancyThe district believes that traditional, in-person school attendance leads to the greatest learning opportunities for students. Students who are present in school and engaged active learners take greater ownership over their educational outcomes. For this reason, it is the priority of the district to foster regular student attendance throughout the school year and reduce barriers to regular attendance for students in the district.
Chronic absenteeism/absences means any absence from school for more than ten percent of the days in the grading period established by the district.
Truant/truancy means a child of compulsory attendance age who is absent from school for any reason for at least twenty percent of the days in the grading period. Truancy does not apply to the following students who:
- have completed the requirements for graduation in an accredited school or has obtained a high school equivalency diploma
- are excused for sufficient reason by any court of record or judge;
- are attending religious services or receiving religious instruction;
- are unable to attend school due to legitimate medical reasons;
- have an individualized education program than affects the student's attendance;
- have a plan under section 504 of the federal Rehabilitation Act, 29 U.S.C. §794, that affects the child's attendance;
- are attending a private college preparatory school accredited or probationally accredited;
- are excused under Iowa Code §299.22; and
- are exempt under Iowa Code §299.24.
Students are subject to disciplinary action for truancy including suspension and expulsion. It is within the discretion of the principal to determine, in light of the circumstances, whether a student may make up work missed because of truancy. Students receiving special education services will not be assigned suspensions unless the goals and objectives of the student's Individualized Education Program are capable of being met.
It is the responsibility of the superintendent, in conjunction with the designated school officials, to develop administrative regulations regarding this policy. The administrative regulations will indicate the disciplinary action to be taken for truancy.
Approved: 11-11-1992
Reviewed: 12-12-94, 12-8-97, 01-08-01, 11-10-03, 11-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 12-12-94, 3-11-13, 4-10-23, 8-21-24
501.9R1-Chronic Absenteeism and Truancy
501.9R1-Chronic Absenteeism and TruancyDaily, punctual attendance is an integral part of the learning experience. The education that goes on in the classroom builds from day to day and absences can cause disruption in the educational progress of the absent student. Irregular attendance or tardiness by students not only limits their own studies, but also interferes with the progress of those students who are regular and prompt in attendance. Attendance is a shared responsibility that requires cooperation and communication among students, parents and the school.
This regulation is divided into two sections: Section I addresses legal requirements related to chronic absenteeism and truancy and Section II addresses additional academic, disciplinary and extracurricular consequences students face due to chronic absenteeism and truancy. It is important for students to recognize that chronic absenteeism and truancy impacts all these facets of their educational experience.
SECTION I – Legal Requirements
Chronic Absenteeism
When a student meets the threshold to be considered chronically absent, the school official will send notice by mail or e-mail to the county attorney where the district’s central office is located. The school official will also notify the student, or if a minor, the student’s parent, guardian or legal or actual custodian via certified mail that includes information related to the student’s absences from school and the policies and disciplinary processes associated with additional absences.
School Engagement Meeting
If a student is absent from school for at least fifteen percent of the days in the grading period, the school official will attempt to find the cause of the absences and start and participate in a school engagement meeting. All of the following individuals must participate in the school engagement meeting:
- The student;
- The student’s parent, guardian or legal or actual custodian if the student is an unemancipated minor; and
- A school official.
The purpose of the meeting is to understand the reasons for the student’s absences and attempt to remove barriers to the student’s ongoing absences; and to create and sign an absenteeism prevention plan.
Absenteeism Prevention Plan
The absenteeism prevention plan will identify the causes of the student’s absences and the future responsibilities of each participant. The school official will contact the student and student’s parent/guardian at least once per week for the remainder of the school year to monitor the performance of the student and the student’s parent/guardian under the plan. If the student and student’s parent/guardian do not attend the meeting, do not enter into a plan or violate the terms of the plan, the school official will notify the county attorney.
SECTION II – Academic and Disciplinary Requirements
Students who are absent without a reasonable excuse, as determined by the principal, will be assigned appropriate disciplinary sanctions. Reasonable excuses include illness, family emergencies, recognized religious observances and school-sponsored or approved activities. Reasonable excuses may also include family trips or vacations approved by the building principal if the student's work is finished prior to the trip or vacation.
Parents are expected to telephone the school office to report a student's absence prior to 8 a.m. on the day of the absence. Students with unexcused absences may also be referred to the school counselor.
School work missed because of absences must be made up within two times the number of days absent. The time allowed for make-up work may be extended at the discretion of the classroom teacher.
Students will be allowed to make up all work missed due to any absence and will receive full credit for make-up work handed in on time. Teachers will not have attendance or grading practices that are in conflict with this provision.
501.11 - Student Release During School Hours
501.11 - Student Release During School HoursStudents will be allowed to leave the school district facilities during their lunch period only with prior authorization from their parents, unless the parent appears personally at the student’s attendance center to arrange for the release of the student during school hours or with the permission of the principal. Seniors will be allowed to leave school district facilities during the day in compliance with the administrative rules adopted annually by the board.
Approved reasons for release of a student during the school day shall include, but not be limited to, illness, family emergencies, medical appointments, religious instruction, classes outside the student's attendance center, employment for which the student has been issued a work permit, and other reasons determined by the superintendent.
It shall be the responsibility of the superintendent, in conjunction with the principal, to develop administrative rules regarding this policy,
Approved: 7-1-92
Reviewed: 12-12-94, 12-87-97, 01-08-01, 11-1-03, 11-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 4-10-23
501.12 - Pregnant Students
501.12 - Pregnant StudentsThe board encourages pregnant students to continue to attend the education program as long as they are physically able to do so.
The pregnant student may notify the principal or the guidance counselor as soon as she is aware of the pregnancy. The school district may require that a pregnant student provide the principal with a written note from her doctor relative to special conditions that might exist and specific suggestions as to how long the student may continue to attend classes. If the student is unable to attend school because of her pregnancy, the student may be excused and arrangements made to continue her studies during the absence. The student shall resume classes upon the recommendation of her physician.
Approved:
Reviewed: 12-12-94, 12-0897, 01-08-01, 11-10-03, 11-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 4-10-23
501.13 - Students of Legal Age
501.13 - Students of Legal AgeStudents who have attained legal age may continue the education program without payment of tuition as long as they are eligible to attend an Iowa public school and are residents of the school district.
Parents will be allowed to access and view the student's records with written permission from the student if the student is still a dependent for tax purposes. In most cases, with the discretion of the principal or the superintendent, the student will be able to make decisions and sign documents rather than requiring parental permission or signature.
Approved:
Reviewed: 12-12-94, 12-08-97, 01-08-01, 11-10-03, 11-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 07-01-92, 4-10-23
501.14 - Open Enrollment Transfers - Procedures as a Sending School District
501.14 - Open Enrollment Transfers - Procedures as a Sending School DistrictThe school district will participate in open enrollment as a sending district. As a sending district, the board will allow resident students who meet the requirements to open enroll to another public school district.
Parents requesting open enrollment out of the school district for their student will notify the sending and receiving school district no later than March 1 in the school year preceding the first year desired for open enrollment. The notice is made on forms provided by the Iowa Department of Education. The forms are available at the central administration office.
Parents of children who will begin kindergarten in the school district are exempt from the open enrollment March 1 deadline. Parents of children who will begin kindergarten and prekindergarten children enrolled in special education programs and included in the district’s basic enrollment will file in the same manner set forth above by September 1. Parents who have good cause as defined by law for failing to meet the March 1 deadline may make an open enrollment request by September1 unless another deadline applies.
The receiving district will approve or deny open enrollment requests according to the timelines established by law. The parents may withdraw the open enrollment request prior to the start of the school year . The receiving district’s superintendent will notify the parents and sending school district by mail within five days of the school district’s action to approve or deny the open enrollment request.
Subject to applicable laws, the board may approve a student's request to allow the receiving district to enter the school district for the purposes of transportation.
An open enrollment request out of the school district from parents of a special education student is reviewed on a case-by-case basis. The determining factor for approval of such a open enrollment request will be whether the special education program available in the receiving school district is appropriate for the student's needs. The area education agency director of special education serving the receiving district will determine whether the program is appropriate. The special education student will remain in the school district until the final determination is made.
It is the responsibility of the superintendent to maintain open enrollment request applications and notice forms. It will also be the responsibility of the superintendent to develop appropriate office procedures and administrative regulations necessary for open enrollment requests.
Approved: 01-08-90
Reviewed: 01-08-01, 1-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 09-20-05, 3-11-13, 4-10-23,8-21-24
501.15 - Open Enrollment Transfers - Procedures As a Receiving School District
501.15 - Open Enrollment Transfers - Procedures As a Receiving School DistrictThe school district will participate in open enrollment as a receiving district. As a receiving district, the board will allow nonresident students, who meet the legal requirements, to open enroll into the school district. The board will have complete discretion to determine the attendance center of the students attending the school district under open enrollment.
The superintendent will take action on the open enrollment request no later than June 1 in the year preceding the first year desired for open enrollment.
The superintendent will notify the sending school district and parents within five days of the school district’s action to approve or deny the open enrollment request.
Open enrollment requests into the school district will not be approved if insufficient classroom space exists. Open enrollment requests into the school district will also not be approved for students who have been suspended or expelled by the administration or the board of the school district the student is or was attending until the student has been reinstated into the school district from which the student was suspended or expelled. Once the student is reinstated, the student's open enrollment request will be considered in the same manner as other open enrollment requests provided the required timelines are met. The district reserves the right to deny continued open enrollment to any students who meet the definition of truant. The district will notify the truant student’s parent or guardian and district of residence of the decision to deny enrollment in the future in accordance with applicable laws.
Open enrollment requests into the school district that, if denied, would result in students from the same nuclear family being enrolled in different school districts, will be given highest priority. The board, in its discretion, may waive the insufficient classroom space reason for denial for students of the same nuclear family to prevent the division of a nuclear family between two school districts. Other open enrollment requests into the school district are considered in the order received by the school district with the first open enrollment request given a higher priority than the second open enrollment request and so forth.
Students in grades nine through twelve open enrolling into the school district will be eligible for participation in interscholastic athletics, at the varsity level, in accordance with applicable law.
Parents of students whose open enrollment requests are approved by the superintendent are responsible for providing transportation to and from the receiving school district without reimbursement.
An open enrollment request into the school district from parents of a special education student is reviewed on a case-by-case basis. The determining factors for approval of such an open enrollment request will be whether the special education program available in the school district is appropriate for the student's needs and whether the enrollment of the special education student will cause the class size to exceed the maximum allowed. The area education agency director of special education serving the school district will determine whether the program is appropriate. The special education student will remain in the sending district until the final determination is made. For children requiring special education, the receiving district will complete and provide to the resident district the documentation needed to seek Medicaid reimbursement for eligible services.
The policies of the school district will apply to students attending the school district under open enrollment.
It is the responsibility of the superintendent to develop appropriate office procedures and administrative regulations necessary for open enrollment requests.
Approved: 01-08-90
Reviewed: 11-13-00, 7-13-15
Revised: 12-08-03, 9-14-09, 4-10-23,8-21-24
501.16 - Homeless Children and Youth
501.16 - Homeless Children and YouthThe school district believes all students should have access to a free, appropriate public education. The school district will ensure that homeless children and youth have equal access to the same free, appropriate public education as other children and youth.
The term homeless children and youth means individuals who lack a fixed, regular, and adequate nighttime residence. The term includes:
- Children and youth who are:
- Sharing the housing of other persons due to loss of housing, economic hardship or a similar reason (sometimes referred to as doubled up);
- Living in motels, hotels, trailer parks or camping grounds due to lack of alternative adequate accommodations;
- Living in emergency or transitional shelters; or
- Abandoned in hospitals.
- Children and youth who have a primary nighttime residence that is a public or private place not designed for, or ordinarily used as, a regular sleeping accommodation for human beings;
- Children and youth who are living in cars, parks, public spaces, abandoned buildings, substandard housing, bus or train stations or similar settings; and
- Migratory children who qualify as homeless because they are living in circumstances described above.
To help ensure that homeless children and youth have a full opportunity to enroll, attend, and succeed at school, the board shall:
- Designate the counselor as the local homeless children and youth liaison;
- Provide training opportunities for staff so staff may help identify and meet the needs of homeless children and youth;
- Remove barriers, including those associated with fees, fines, and absences, to the identification, enrollment, retention, attendance, and/or success in school for homeless children and youth;
- Ensure collaboration and coordination with other service providers;
- Ensure transportation is provided in accordance with legal requirements;
- Provide school stability in school assignment according to the child’s best interests;
- Ensure the privacy of student records, as provided by applicable law, including information about a homeless child or youth’s living situation;
- Engage in the dispute resolution process for decisions relating to the educational placement of homeless children and youth as provided by applicable law; and
- Prohibit the segregation of a homeless child or youth from other students enrolled in the school district.
The superintendent may develop an administrative process or procedures to implement this policy.
Approved: 1/13/03
Reviewed: 11/1/03, 11/13/06, 2/10/10, 11/12/12, 7/13/15
Revised: 9/20/05, 3/11/13, 12/12/16, 7-10-17, 4-10-23
502 - Student Rights and Responsibilities
502 - Student Rights and Responsibilities dawn.gibson.cm… Fri, 04/14/2023 - 13:18502.1 - Student Appearance
502.1 - Student AppearanceThe board believes inappropriate student appearance causes material and substantial disruption to the school environment or presents a threat to the health and safety of students, employees, and visitors .
Students are expected to adhere to standards of cleanliness and dress that are compatible with the requirements of a good learning environment. The standards will be those generally acceptable to the community as appropriate in a school setting.
The board expects students to be clean and well-groomed and wear clothes in good repair and appropriate for the time, place, and occasion. Clothing, hats and/or head coverings or other apparel promoting products illegal for use by minors or displaying obscene material, profanity or reference to prohibited conduct are disallowed. While the primary responsibility for appearance lies with the students and their parents, appearance disruptive to the education program will not be tolerated. When, in the judgment of a principal, a student's appearance or mode of dress disrupts the educational process or constitutes a threat to health or safety, the student may be required to make modifications.
Approved:
Reviewed: 07-11-95, 12-08-97, 01-08-01, 11-10-03, 11-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 4-10-23
502.2 - Care of School Property/Vandalism
502.2 - Care of School Property/VandalismStudents shall treat school district property with the care and the respect they would treat their own property. Students found to have destroyed or otherwise harmed school district property may be required to reimburse the school district. They may be subject to discipline under board policy and school district rules and regulations. They may also be referred to local law enforcement authorities.
Approved: 07-01-92
Reviewed: 12-12-94, 12-08-97, 01-08-01, 11-13-06, 11-10-03, 02-10-10, 11-12-12, 7-13-15
Revised: 4-10-23
502.3 - Use of Motor Vehicles
502.3 - Use of Motor VehiclesThe board recognizes the convenience to families and students of having students drive to and park at their school attendance center. Driving a motor vehicle to and parking it at the student's attendance center is a privilege.
Students who drive to and park at their attendance center shall only drive to and park at their designated attendance center(s) or at another district’s attendance center for the purpose of attending extracurricular activities. Students may not loiter around or be in their vehicle during the school day without permission from the principal. Students shall leave their attendance center when there is no longer a legitimate reason for them to be at their attendance center. Students who drive shall enter and leave the parking lot by the routes designated by the principal.
Students who wish to drive to and park at their school attendance center shall comply with the rules and regulations established by the building principal. Failure to comply with this policy or the school district rules shall be reason for revocation of school driving and parking privileges as well as other disciplinary action including suspension and expulsion.
Approved: 1-14-2002
Reviewed: 11-10-03, 11-13-06, 2-10-10, 11-12-12, 7-13-15
Revised: 4-10-23, 9-18-24
502.4 - Student Expression and Student Publications Code
502.4 - Student Expression and Student Publications CodeStudent Expression
It is the goal of the school district to protect the educational environment for all students to help ensure it is free from substantial disruption or infringement upon their rights. Student expression should be appropriate to help ensure that the students learn and meet the goals of the school district activity and that the potential audience is not exposed to material that may be harmful or inappropriate for their level of maturity.
While students will generally be allowed to express their viewpoints and opinions, in certain qualifying circumstances, student speech may require administrative regulation to help ensure the safety and welfare of the school district community. The school district may regulate speech that: causes or is reasonably anticipated to cause a material and substantial disruption to the education environment; infringes upon the rights of others; is obscene or lewd; is school district sponsored; and/or promotes illegal activity. The administration, when making this judgment, will consider whether the activity in which the expression was made is school district sponsored and whether review or prohibition of the students' speech furthers an educational purpose. The expression must be done in a reasonable time, place, and manner that is not disruptive to the orderly and efficient operation of the school district.
The superintendent may develop procedures for safely addressing qualifying types of mass protests by students, including walk-ins and walk-outs. Walk-ins occur when students leave their learning environments during school hours and gather in a group or groups with the purpose of promoting a belief or beliefs. Walk-outs occur when students leave their learning environments during school hours and gather in a group or groups off school district property with the purpose of promoting a belief or beliefs.
The superintendent is encouraged to obtain feedback from community stakeholders in the development of these procedures. The goal of the procedures shall be to address student safety, maintain the education environment and promote communication during demonstrations while remaining viewpoint neutral.
Students who violate this policy may be subject to disciplinary measures. Employees are responsible for helping to ensure students' expression is in keeping with this policy. It is the responsibility of the superintendent to develop administrative regulations regarding this policy.
Student Publications
Students may produce official school district publications as part of the curriculum under the supervision of a faculty advisor and the principal. Official school district publications include material produced in journalism, newspaper, yearbook or writing classes and distributed to the student body either free or for a fee.
Any expression made by students, including student expression in official school district publications, is not an expression of official school policy. The school district, the board, and the employees or officials are not liable in any civil or criminal action for any student expression made or published by students unless the employees or officials have interfered with or altered the content of the student speech or expression. The liability, if any, is only to the extent of the interference or alteration of the speech or expression.
Official school district publications are free from prior restraint by employees or officials except as provided by law. A faculty advisor will supervise student writers to maintain professional standards of English and journalism and to comply with the law including, but not limited to, the restrictions against unlawful speech. The production of official school publications is guided by the law and by the ethical standards adopted by professional associations or societies of journalism.
Persons, other than students, who believe they have been aggrieved by student expression in a student-produced official school district publication will follow the grievance procedure outlined in applicable board policy. Students who believe their freedom of expression in a student-produced official school district publication has been restricted will follow the grievance procedure outlined in applicable board policy.
The superintendent is responsible for developing a student publications code. This code will include, but not be limited to, reasonable rules including time, place, and manner of restrictions. The superintendent will also be responsible for distributing this policy and the student publications code to the students and their parents.
Approved:
Reviewed: 12-12-94, 12-08-97, 01-08-01, 11-10-03, 11-13-06, 02-10-10, 11-12-12. 7-13-15
Revised: 09-20-94, 4-10-23
502.4R1 - Student Expression and Student Publications Code Regulation
502.4R1 - Student Expression and Student Publications Code RegulationA. Student Expression defined: Student Expression is speech, action or other forms of expression which convey a student’s beliefs, views or opinions.
B. Official school district publications defined: An official school district publication is material produced by students in journalism, newspaper, yearbook or writing classes and distributed to students either free or for a fee.
C. Limitations to Student Expression
- No student will express, publish or distribute publication material which is:
- obscene;
- libelous;
- slanderous; or
- encourages students to:
- i. commit unlawful acts;
- violate lawful school regulations;
- cause the material and substantial disruption of the orderly and efficient operation of the iv. school or school activity;
- disrupt or interfere with the education program;
- interrupt the maintenance of a disciplined atmosphere; or
- infringe on the rights of others.
D. Responsibilities of students for official school district publications.
- Students writing or editing official school district publications will assign and edit the news, editorial, and feature contents of the official school district publications subject to the limitations of the student publications code and the law.
- Students will strive to achieve professional standards of accuracy, fairness, objectivity, and thoroughness in each and every aspect of official school district publications.
- Students will strive to achieve professional standards of grammar, usage, punctuation and spelling for clarity and accuracy of official school district publications.
E. Responsibilities of faculty advisors for official school district publications.
Faculty advisors will supervise student writers to maintain professional standards of English and journalism and to comply with the law including, but not limited to, the restrictions against unlawful speech. Official school district publications are produced under the supervision of a faculty advisor. Faculty advisors to students producing official school district publications shall supervise the production of the student staff in order to maintain professional standards of English journalism. School district employees acting within the scope of their professional ethics will not suffer adverse employment action or retaliated against for acting to protect a student for engaging in authorized student expression or for refusing to infringe on protected student expression.
F. School district employee rights
Any school district employee or official, acting within the scope of that person’s professional ethics, if any, shall not be dismissed, suspended, disciplined, reassigned, transferred, subject to termination or nonrenewal of a teaching contract or extracurricular contract or otherwise retaliated against for acting to protect a student for engaging in expression protected by law or refusing to infringe upon student expression that is protected by law.
G. Liability
Student expression, including student expression in an official school district publication will not be deemed to be an expression of the school district. The school district, the board, and the employees or officials are not liable in any civil or criminal action for any student expression made or published by students unless the employees or officials have interfered with or altered the content of the student expression. The liability, if any, is only to the extent of interference or alteration of the speech or expression.
H. Appeal procedure
- Students who believe they have been unreasonably restricted in their exercise of expression in an official student publication will seek review of the decision through the student grievance procedure set out in applicable board policy.
- Persons who believe they have been aggrieved by a student-produced official student publication will file their complaint through the citizen grievance procedure set out in applicable board policy.
I. Time, place, and manner of restrictions on student expression.
- Student expression may be conveyed and official student publications may be distributed in a reasonable manner on or off school district premises.
- Student expression and distribution of official school district publications in a reasonable manner will not encourage students to:
- commit unlawful acts;
- violate school rules;
- cause the material and substantial disruption of the orderly and efficient operation of the school district or school district activity;
- disrupt or interfere with the education program;
- interrupt the maintenance of a disciplined atmosphere; or
- infringe on the rights of others.
502.5 - Student Complaints and Grievances
502.5 - Student Complaints and GrievancesCreating an environment where students feel comfortable addressing their concerns in a meaningful manner is vital to the learning process. It is the goal of the board to resolve student complaints at the lowest organizational level. Student complaints and grievances regarding board policy or administrative regulations or other matters should first be addressed to the student's teacher or another licensed employees, other than the administration, for resolution of the complaint.
If the complaint cannot be resolved by student’s teacher or other licensed employee, the student may discuss the matter with the principal within five school days. If the matter cannot be resolved by the principal, the student may discuss it with the superintendent within five school days after speaking with the principal.
If the matter is not satisfactorily resolved by the superintendent, the student may ask to have the matter placed on the board agenda of a regularly scheduled board meeting in compliance with board policy. The board retains discretion as to whether to consider or take action on any complaint.
Approved: 7-1-92
Reviewed: 12-12-94, 12-08-97, 01-08-01, 11-13-06, 11-10-03, 02-10-10, 11-12-12, 7-13-15
Revised: 4-10-23
502.6 - Student Lockers
502.6 - Student LockersStudent lockers are the property of the school district. Students shall use the lockers assigned to them by the school district for storing their school materials and personal belongings necessary for attendance at the school district. It shall be the responsibility of each student to keep their assigned lockers clean and undamaged.
To ensure students are properly maintaining their assigned locker, the principal of the building may periodically inspect all or a random selection the lockers. Either students or another individual will be present during the inspection of lockers. Student lockers may also be searched, at any time and without advance notice, in compliance with board policy regulating search and seizure.
Approved:
Reviewed: 12-12-94, 12-08-97, 01-08-01, 11-10-03, 11-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 07-01-92, 4-10-23
502.7 - Weapons
502.7 - WeaponsThe board believes weapons, other dangerous objects, look-a-likes, and items used as weapons in school district facilities cause material and substantial disruption to the school environment or present a threat to the health and safety of students, employees, and visitors on the school district premises or property within the jurisdiction of the school district.
School district facilities are not an appropriate place for weapons, dangerous objects, look-a-likes, and items used as weapons. Weapons, other dangerous objects, look-a-likes, and items used as weapons will be taken from students and others who bring them onto the school district property or onto property within the jurisdiction of the school district or from students who are within the control of the school district.
Parents of students found to possess weapons, dangerous objects, look-a-likes or items used as weapons on school district property are notified of the incident. Possession or confiscation of weapons, dangerous objects, look-a-likes or items used as weapons will be reported to law enforcement officials, and students will be subject to disciplinary action including suspension or expulsion.
Students bringing firearms to the school district or knowingly possessing firearms at the school district will be expelled for not less than one year. The superintendent has the authority to recommend this expulsion requirement be modified for students on a case-by-case basis. For purposes of this portion of this policy, the term firearm includes, but is not limited to, any weapon which is designed to expel a projectile by the action of an explosive, the frame or receiver of any such weapon, a muffler or silencer for such a weapon or any explosive, incendiary or poison gas or otherwise defined by applicable law.
Weapons under the control of law enforcement officials or other individuals specifically authorized by the board are exempt from this policy. Students and individuals approved in writing by the Superintendent who are actively engaging in a school district approved firearms safety course, hunter education course or shooting sports activity are exempt from this policy. The superintendent may develop an administrative process or procedures to implement the policy
Approved:
Reviewed: 11/10/03, 11/13/06, 2/10/10, 11/12/12, 7,13/15
Revised: 1/3/03, 12/12/16, 7-10-17, 4-10-23, 8-21-24
502.8 - Use of Tobacco, Nicotine, Alcohol, and Controlled Substances
502.8 - Use of Tobacco, Nicotine, Alcohol, and Controlled Substances502.8
STUDENT SUBSTANCE ABUSE
The board believes it is imperative to promote the heath and well-being of all students in the district. The district will provide a substance use prevention program and set restrictions on substance use by students in accordance with applicable law.
The board prohibits the distribution, dispensing, manufacture, possession, use or being under the influence of alcohol, tobacco/nicotine products, controlled substances, or look alike substances that appear to be tobacco/nicotine products, alcohol or controlled substances by students while on school district property or on property within the jurisdiction of the school district; while on school district owned and/or operated school district or chartered vehicles; while attending or engaged in school district activities; and while away from school district grounds if the misconduct will directly affect the good order, efficient management and welfare of the school district. “Controlled substances” in this policy refers to the misuse of both licit and illicit drugs.
The board believes such illegal, unauthorized or contraband materials generally cause material and substantial disruption to the school district environment or present a threat to the health and safety of students, employees, or visitors.
Violation of this policy by students will result in disciplinary action including suspension or expulsion. Use, purchase or being in possession of tobacco/nicotine products for those under the age of twenty-one, may be reported to the local law enforcement authorities. Possession, use or being under the influence of alcohol and/or of a controlled substance may also be reported to the local law enforcement authorities.
Students who violate the terms of this policy may be required by the principal to satisfactorily complete a substance use assistance or rehabilitation program. If a student fails to satisfactorily complete such a program, the student may be subject to discipline including suspension or expulsion.
The board believes the substance use prevention program will include:
Age-appropriate, evidence-based substance use prevention curriculum for students in grades kindergarten through twelve, which address the legal, social, and health consequences of tobacco/nicotine, controlled substance and alcohol use and which provide information about effective techniques for resisting social pressure to use tobacco/nicotine, controlled substances or alcohol;
A statement to students that the unlawful possession and use of nicotine, controlled substances, and alcohol is harmful to student well-being;
Standards of conduct for students that clearly prohibit, at a minimum, the unlawful possession, use, being under the influence of or distribution of tobacco/nicotine products, controlled substances, and/or alcohol by students on school district premises or as part of any of its activities;
A clear statement that disciplinary sanctions, up to and including suspension or expulsion and referral for prosecution, will be imposed on students who violate the policy and a description of those sanctions;
A statement that students may be required to complete a substance use evaluation to determine whether substance use disorder treatment is recommended and, if recommended, successfully complete an appropriate rehabilitation program;
Information about tobacco, nicotine, controlled substances, and alcohol counseling and rehabilitation and re-entry programs available to students;
A requirement that parents and students be given a copy of the standards of conduct and the statement of disciplinary sanctions required; and
Notification to parents and students that compliance with the standards of conduct is mandatory.
Approved: 11-11-91
Reviewed: 12-12-84, 12-08-97,01-08-01,11-10-03, 11-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 07-01-92, 4-10-23, 07-19-2024
502.9 - Search and Seizure
502.9 - Search and SeizureSchool district property is held in public trust by the board. School district authorities may, without a search warrant, search students or protected student areas based on a reasonable and articulable suspicion that a school district policy, rule, regulation or law has been violated. The search shall be in a manner reasonable in scope to maintain order and discipline in the schools, promote the educational environment, and protect the safety and welfare of students, employees, and visitors to the school district facilities. The furnishing of a locker, desk or other facility or space owned by the school district and provided as a courtesy to a student, even if the student provides the lock for it, will not create a protected student area and will not give rise to an expectation of privacy with respect to the locker, desk or other facility.
School authorities may seize any illegal, unauthorized or contraband materials discovered in the search. Items of contraband may include but are not limited to nonprescription controlled substances, marijuana, cocaine, amphetamines, barbiturates, apparatus used for controlled substances, alcoholic beverages, tobacco/nicotine, weapons, explosives, poisons, and stolen property. Such items are not to be possessed by a student anywhere while they are on school district property or on property within the jurisdiction of the school district; while on school district owned and/or operated school district or chartered vehicles; while attending or engaged in school district activities; and while away from school district grounds if misconduct will directly affect the good order, efficient management, and welfare of the school district. Possession of such items will be grounds for disciplinary action including suspension or expulsion and may be reported to local law enforcement officials.
The board believes that such illegal, unauthorized or contraband materials may cause material and substantial disruption to the school district environment or present a threat to the health and safety of students, employees or visitors on the school district premises or property within the jurisdiction of the school district.
It shall be the responsibility of the superintendent, in conjunction with the principal, to develop administrative regulations regarding this policy.
Approved: 07-01-92
Reviewed: 12-12-94, 12-08-97, 01-08-01, 11-10-03, 11-13-06, 02-10-10, 11-12-12, 7-13-15
Revised: 4-10-23
502.9E1 - Search and Seizure Checklist
502.9E1 - Search and Seizure ChecklistI. What factors caused you to have a reasonable and articulable suspicion that the search of this student or the student’s effects or automobile would turn up evidence that the student has violated or is violating the law, school district policy, rules or regulations affecting school district order?
A. Eyewitness account.
1. By whom:________________________________________________________
2. Date/Time: ______________________________________________________
3. Place:___________________________________________________________
4. What was seen: __________________________________________________
B. Information from a reliable source.
1. From whom: _____________________________________________________
2. Time received:____________________________________________________
3. How information was received:______________________________________
4. Who received the information:_______________________________________
5. Describe information:______________________________________________
C. Suspicious behavior. Explain.
D. Student's past history and school district record . Explain