This 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.
The Board of Director’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 shall apply to employees regardless of their position as a licensed employee, classified employee, substitute or administrator. Board policies relating to licensed employees shall 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. Classified employees’ policies included in this serious shall apply to positions that do not fall within the definition of licensed employee.
Approved: 03/20/2023 Reviewed: Revised: 03/20/2023
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, sex, national origin, religion, age, sexual orientation, gender identity or disability. In keeping with the law, the board will consider the veteran status of applicants.
Prior to a final offer of employment, the school district will perform the background checks required by law. Based upon the results of the background checks, the school district will determine whether an offer will be extended. If the candidate is a teacher who has an initial license from the BOEE, then the requirement for a background check is waived. The district will perform repeat background checks on applicable employees as required by law.
Advertisements and notices for vacancies within the district will contain the following statement: "The Knoxville 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, Knoxville Community School District, 418 S Park Lane Dr. Knoxville, Iowa, 50138.
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 Equal Employment Opportunity Commissions, 500 W. Madison St., Suite 2000, Chicago, IL, 60661, (800) 669-4000 or TTY (800) 669-6820. http://www.eeoc.gov/field/chicago/ or the Iowa Civil Rights Commission, 400 E. 14th Street, Des Moines, Iowa, 50319-1004, (515) 281-4121 or (800)-457-4416, http://www.iowa.gov/government/crc/. This inquiry or complaint to the 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:11/28/2022 Reviewed: Revised: 1/08/2024
The Knoxville Community School District’s Board of Directors will determine whether the District will obtain and make available procurement cards for the use by its employees and/or officers. If the Board determines that the District will obtain procurement cards, the Board, upon the joint recommendation of the Superintendent and the Business Manager, will establish reasonable credit limits for each purchase, transaction, card and/or account.
District procurement cards will be issued and/or made available to employees and/or officers only for the time period and purpose for which they are needed. The District’s administration, in consultation with the Board, will determine which employees and/or officers will be issued and/or provided use of District procurement cards and the time period that they are needed. Prior to issuing and/or providing use of a District procurement card to an employee and/or officer, the employee and/or officer will be instructed and trained regarding the use of District procurement card and they will provide a written acknowledgement that they understand their responsibilities in regard to the use of District procurement card. Employees and/or officers will turn District issued and/or provided procurement cards back to the District at the end of the time period for which they have been issued and/or provided or upon separation of employment. Use of District issued procurement cards is a privilege and the Superintendent and/or Business Manager may withdraw the privilege of using District issued procurement cards at any time.
District procurement cards will be used for the actual and necessary expenses incurred by the employee and/or officer 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 the District transportation vehicles used for transporting students to and from school and for school-sponsored events, professional development of the employees and/or officers, and other expenses required by employees and/or officers in the performance of their duties.
District issued and/or provided procurement cards may be used only for business purposes; only in conjunction with the employee’s or officer’s duties; and only in accordance with District policy and the law. The District will not regard expenses for one's own business-related use, such as lodging and meals while on approved business trips, as personal purchases/transactions, as long as such expenses are consistent with the District’s travel and expense reimbursement policies, rules, and/or regulations. Any personal expenses which could and should be segregated from allowable business expense will be segregated from allowable business expense. The employee or officer will be responsible for payment or reimbursement of any personal expenses which could and should be segregated from allowable business expenses, regardless of whether the personal expenses were segregated or were not segregated.
Original itemized receipts for each purchase/transaction that document the purpose for which the card was used and who used the card will be required for all purchases/transactions. All documentation regarding any purchases/ transactions will be required to be turned into the employees’ direct supervisor or holder of the procurement card that was used to pay for such expenses. Each department supervisor and procurement card holder will be required to file a montly expense summar report due on the 25th of each month to the district Business Manager.
The District will review and reconcile District procurement card statements and purchases/transactions on a monthly basis and will verify that any items that were purchased were actually received. The District will take action to follow up on any identified discrepancies in a timely manner. No employee or officer will be allowed to review and approve their own purchases/transactions. All procurement card balances will be paid in full on a monthly basis.
If an employee or officer loses a District issued procurement card or has a District issued procurement card stolen, the employee or officer must report the loss or theft of the procurement card to the District immediately. Upon report of a lost or stolen procurement card, the District will notify the issuer of the card of the loss or theft and cancel the card.
If an employee or officer uses a District issued procurement card for personal purchases/transactions in violation of this policy, the cost of such purchases/transactions will be the financial responsibility of that employee or officer and the employee or officer will be expected to reimburse the District for the full amount of the unauthorized purchase/transaction. In addition to financial responsibility for any purchases/transactions an employee makes with a District procurement card in violation of this policy, such actions may result in revocation of card privileges and/or disciplinary or other legal action, depending upon the severity and nature of the offense.
Approved: 03/20/2023 Reviewed: 03/20/2023 Revised: 2/12/2018
The board believes the district has an interest in maintaining an orderly and effective work environment while balancing employees First Amendment rights to freedom of expression and diverse viewpoints and beliefs. When employees speak within their official capacity, their expression represents the district and may be regulated. The First Amendment protects a public employee’s speech when the employee is speaking as an individual citizen on a matter of public concern. Even so, employee expression that has an adverse impact on district operations and/or negatively impacts an employee’s ability to perform their job for the district may still result in disciplinary action up to and including termination.
Employees will comply with Iowa law to the extent that compliance does not infringe on employees' free speech rights.
Employees who use social media platforms are encouraged to remember that the school community may not be able to separate employees as private citizens, from their role within the district. Employee expression on social media platforms that interferes with the district’s operations or prevents the district from functioning efficiently and effectively may be subject to discipline up to and including termination.
A district employee who acts to protect a student for engaging in free expression or who refuses to infringe on students engaging in free expression; and who is acting within the scope of their professional ethics will not be retaliated against or face any adverse employment action based on their behavior provided that expression is otherwise permitted by law and board policy.
If the board or court finds an employee that is subject to licensure, certification or authorization by the Board of Educational Examiners discriminated against a student or other co-employee, the board will refer the employee to the Board of Educational Examiners for additional proceedings as required by law and which may result in discipline up to and including termination.
Approved: 11/28/2022 Reviewed: 11/28/2022 Revised:
Employees’ use of their position with the school district directly or indirectly for financial gain is considered a conflict of interest with their position as employee and may subject them to disciplinary action up to and including termination of employment.
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 solicitations within the conditions set by the superintendent. Further, the superintendent may 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, school equipment, musical instruments or other school supplies to the school district. 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 pupils 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 system.
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:
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.
The outside employment or activity involves the receipt of, promise of, or acceptance of more or other consideration by the employee or 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.
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 do one of the following:
Cease the outside employment or activity; or
Publicly disclose the existence of conflict and refrain from taking 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 interests of the outside employment or activity.
There shall be no conflict of interest in the supervision and evaluation of employees. Therefore, no administrator or supervisor shall be responsible for the supervision or evaluation of an immediate family member.
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: 03/20/2023 Reviewed: 2/12/2018 Revised: 03/20/2023
Nepotism is patronage bestowed or favoritism shown on the basis of family relationship. More than one family member may be an employee of the school district. However, no school district employee shall be involved in hiring a family member. The decision to employ more than one individual in a family shall be made on the basis of each individual’s qualifications and credentials.
It is within the discretion of the superintendent to allow one family member employed by the school district to supervise another family member employed by the district subject to the approval of the board. No school district employee shall attempt to influence the evaluation or conditions of employment of the employee’s family member with anyone who serves in a supervisory capacity over that family member.
Family members for purposes of this policy include husbands, wives, 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: 03/20/2023 Reviewed: Revised: 03/20/2023
Complaints of employees against fellow employees should be discussed directly between employees. If necessary, complaints will be brought directly to the immediate supervisor, principal or superintendent and will be made in a constructive and professional manner. Complaints will never be made in the presence of other employees, students or outside persons.
This policy is designed to create an appropriate process for pursuing general employee complaints. However, employees wishing to address a complaint on a topic with a more spcialized procedure such as master contract grievances, or bullying or harassment claims should follow the appropriate process set forth in the master contract, employee handbook or other board specific to that topic.
Approved: 03/20/2023 Reviewed: Revised: 03/20/2023
The district may maintain personnel records on employees. These records are important for the meeting of the district’s overall goals and objectives and mission statement, the daily administration of the educational policy, and meeting state and federal legal requirements.
Each employee’s personnel file may include any documentation relating to the employee, including by not limited to, personal information regarding the employee, employee discipline records, employee evaluations, and salary records, and other documentation necessary to carry out the daily administration of the district.
Each employee’s personnel file and the contents of such are district records and are considered confidential records, and therefore, are not generally open to public inspection or accessibility.
Employees may have access to their individual personnel files as required by law. Other school administrators and board members will have access to an employee’s personnel files as required by law. 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 upong between the superintendent and the employee. The school district may charge a reasonable fee for each copy made.
It shall be the responsibility of the superintendent to keep employee’s personnel files current. The board secretary shall be the custodian of the employee personnel files, and all other employee records.
It shall be the responsibility of the superintendent to develop administrative regulations for the implementation of this policy.
Approved: 03/20/2023 Reviewed: Revised: 03/20/2023
Employee Personnel Records Content
Applicant File Records Content
Records on applicants for positions with the school district are maintained in the district office. The records will include, but not be limited to:
Record Access
Only authorized school officials will 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 file 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.
Approved: 06/26/2023 Reviewed: Revised: 06/26/2023
The district believes in taking appropriate measures to promote the health and welfare of all students. Any school employee, 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.
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:
Approved: 4/10/2023 Reviewed: Revised:
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 the rate (calculated in cents per mile) allowed and/or recommended by law. It is the responsibility of the supervisor 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.
Travel Outside the School District
Travel outside of the school district must be verbally pre-approved by the employee's supervisor. 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.
Reimbursement for actual and necessary expenses will be allowed for travel outside the school district if the employee received pre-approval for the travel. Reimbursement for actual and necessary expenses for travel outside the school district will be limited to the pre-approved expenses. Prior to reimbursement of actual and necessary expenses, the employee must provide the school district with a detailed receipt, indicating the date, purpose and nature of the expense for each claim item. In exceptional circumstances, the superintendent 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. Meal reimbursement limits will follow those set by the Iowa Department of Legislative Services.
Failure to have a detailed receipt will make the expense a personal expense. Personal expenses, including mileage, in excess of that required for the trip are reimbursed by the employee to the school district no later than ten (10) working days following the date of the expense.
The District expects travel requests to include the most cost efficient means of travel. This includes travel, lodging, and any additional expenses. If a school district vehicle is not available, the employee will be reimbursed at the rate (calculated in cents per mile) allowed and/or recommended by law.
The superintendent is responsible for developing administrative regulations regarding actual and necessary expenses, district travel allowances and assignment of school district vehicles. The administrative regulations will include the appropriate forms to be filed for reimbursement to the employee from the school district and the procedures for obtaining approval for travel outside of and within the school district.
Approved: 03/20/2023 Reviewed: Revised: 03/20/2023
The board recognizes and appreciates the service of its employees. Employees who retire or resign may be honored by the board, administration and staff in an appropriate manner.
If the form of honor thought appropriate by the administration and employees involves unusual expense to the school district, the superintendent will seek prior approval from the board.
Approved: 03/20/2023 Reviewed: Revised: 03/20/2023
Employees will not engage in political activity upon property under the jurisdiction of the Board or at District activities or events, including the use of school district email accounts. Activities include, but are 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; general information (i.e. elections or ballot issues) 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.
Approved: 03/20/2023 Reviewed: Revised: 03/20/2023
The following information will be released to an entity with whom an employee has applied for credit or has obtained credit: title of position, income, and number of years employed. This information will be released without prior written notice to the employee. Confidential information about the employee will be released to an inquiring creditor with a written authorization from the employee.
It is the responsibility of the board secretary or superintendent to respond to inquiries from creditors.
Approved: 4/10/2023 Reviewed: Revised:
In compliance with state law and to provide protection to victims of child abuse, the Board believes incidents of alleged child abuse should be reported to the proper authorities. All of the District’s employees 18 years of age or older are mandatory reporters as provided by law and are required to report alleged incidents of child abuse they become aware of within the scope of their professional duties.
When a mandatory reporter suspects a student is the victim of child abuse, the mandatory reporter will orally or in writing notify the Iowa Department of Human Services within 24 hours of becoming aware of the abusive incident and shall make a written report to the Iowa Department of Human Services within 48 hours following the oral report. If the mandatory reporter believes the child is in immediate danger, the local law enforcement agency will also be notified.
Within six months of their initial employment, mandatory reporters will take a two-hour training course involving the identification and reporting of child abuse and dependent adult abuse or submit evidence they have taken the course within the previous three years. Once the training course has been taken, the certificate will remain valid for three years. Employees who have taken the two-hour training course will take the one-hour follow-up training course every three years and prior to the expiration of their certificate.
Approved: 11/28/2022 Reviewed: 11/28/2022 Revised: 08/14/2023
Physical or sexual abuse of students, including inappropriate and intentional sexual behavior, 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 discharge.
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. The processing of a complaint or allegation will be handled confidentially to the maximum extent possible. Employees are required to assist in the investigation when requested to provide information and to maintain the confidentiality of the reporting and investigation process.
The school district has appointed a Level I investigator and alternate Level I investigator. The school district has also arranged for a trained, experienced professional to serve as the Level II investigator. The Level I investigator and alternate will be provided training in the conducting of an investigation at the expense of the school district. The names of the investigators are listed in the student handbook published annually in the local newspaper and posted in all school facilities.
The superintendent is responsible for drafting administrative regulations to implement this policy.
Approved: 03/20/2023 Reviewed: Revised: 03/20/2023
The Board understands the desire of students, parents, and others to give gifts to show appreciation of an employee. Rather than giving gifts, the Board encourages, as more welcome and appropriate, the writing of letters to express gratitude and appreciation or the donation of a gift to benefit the District rather than an individual employee.
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 a “donor” stated below or the gift or honorarium does not meet the definition of “gift” or an “honorarium” stated below. However, employees may receive nonmonetary gifts of a value less than $3.00 if the donor does not intend to influence the employee's professional judgment. Employees may receive a gift on behalf of the District.
A "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 District;
Is engaged in activities, which are regulated or controlled by the 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 with respect to matters within the 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, or periodicals;
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 public generally without regard to the official status of the employee:
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 services;
Items of food and drink with a value of less than three dollars that are received from anyone 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 of Iowa is a member; or
Items or services received as part of a regularly scheduled event that is part of a conference, seminar, or other meeting that is sponsored and directed by any state, national, or regional organization in which the state of Iowa or a political subdivision of the state of Iowa is a member.
An "honorarium" is anything of value that is accepted by, or on behalf of, an employee as consideration for an appearance, speech, or article. However, an honorarium does not include any of the following:
Actual expenses of an employee for food, beverages, travel, or 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;
A nonmonetary gift or series of nonmonetary gifts donated within thirty days to a public body, a bona fide educational or charitable organization, or the department of general services; or
A payment made to an employee for service rendered as part of a bona fide 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 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. An employee who violates this policy may be subject to disciplinary action.
Approved: 03/20/2023 Reviewed: 03/20/2023 Revised: 2/12/2018
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: 08/14/2023 Reviewed: Revised:
Confirmation of the candidate's ability to perform the physical functions of the job will be required pre-employment and post -offer, for the positions of Custodians, Maintenance and Food Service, in accordance with their job description. The cost of a physical examination will be the responsibility of the employee.
Bus Drivers shall take a Department of Transportation physical examination as required, and submit the certification form to the Transportation Director. These physicals must be completed at The Knoxville Hospital & Clinic The Knoxville Community School District will pay the cost of the required physical directly to KH & C. This includes the DOT physical for bus drivers.
Good health is important for all staff and their families. Knoxville Schools encourages all staff members to get their annual physical and standard preventative health screenings which are 100% paid by the District’s health plan. District administration may require any employee to have a physical examination if it appears that the person’s physical welfare is impairing the employee’s performanc
Approved: 03/20/2023 Reviewed: Revised: 03/20/2023
The District authorizes the development of a comprehensive hazardous chemical communication program for the District to disseminate information about hazardous chemicals in the workplace.
When a new employee is hired or transferred to a new position or worksite, information and training, if necessary, shall be included in the employee’s orientation. Each employee shall annually review information about hazardous substances in the workplace. 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 or designee shall maintain a file indicating when such hazardous substances are present in the workplace and 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.
It shall be the responsibility of the superintendent to develop administrative regulations regarding this program.
Approved: 03/20/2023 Reviewed: Revised: 03/20/2023
The board expects the school district and its employees to remain substance free. No employee will unlawfully manufacture, distribute, dispense, possess, use, or be under the influence of, in the workplace, any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, 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 vehicle, also includes nonschool property if the employee is at any school-sponsored, school-approved or school-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 business.
If an employee is convicted of a violation of any criminal drug offense committed in the workplace, the employee will notify the employee's supervisor of the conviction within five days of the conviction.
The superintendent will make the determination whether to require the employee to undergo substance abuse treatment or to discipline the employee. An employee who violates the terms of this policy may be subject to discipline up to and including termination. An employee who violates this policy may be required to successfully participate in a substance abuse treatment program approved by the board. If the employee fails to successfully participate in a program, the employee may be subject to discipline up to and including termination.
The superintendent is responsible for publication and dissemination of this policy to each employee. In addition, the superintendent will oversee the establishment of a substance-free awareness program to educate employees about the dangers of substance abuse and notify them of available substance abuse treatment programs.
It is the responsibility of the superintendent to develop administrative regulations to implement this policy.
Approved: 03/20/2023 Reviewed: Revised: 03/20/2023
SUBSTANCE-FREE WORKPLACE NOTICE TO EMPLOYEES
EMPLOYEES 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, barbiturate, marijuana or any other controlled substance or alcohol, as defined in Schedules I through V of section 202 of the Controlled Substances Act (21 U.S.C. 812) and as further defined by regulation at 21 C.F.R. 1300.11 through 1300.15 and IOWA CODE Chapter 124.
"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 premises or school district vehicles. Workplace also includes nonschool property if the employee is at any school-sponsored, school-approved or school-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 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 is 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 drug statute for a violation committed in the workplace, no later than five days after the conviction.
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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]. If I fail to successfully participate in a substance abuse treatment program, I understand I may be subject to discipline up to and including termination. I understand that if I am required to participate in a substance abuse treatment program and I refuse to participate, I may be subject to discipline up to and including termination. I also understand that if I am convicted of a criminal drug offense committed in the workplace, I must report that conviction to my supervisor within five days of the conviction.
____________________________________ _______________________
(Signature of Employee) (Date)
Approved: 03/20/2023 Reviewed: 03/20/2023 Revised:
Employees who operate school vehicles are subject to drug and alcohol testing if a commercial driver's license is required to operate the school vehicle and the school vehicle transports sixteen or more persons including the driver or the school 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 vehicle.
The employees operating a school 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 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 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 as it is defined in the administrative regulations. Employees with questions about the drug and alcohol testing program may contact the school district contact person, the Superintendent or Transportation Director at 418 S Park Lane Dr.
Employees who violate the terms of this policy are subject to discipline, up to and, including termination. The district is required to keep a record of all drug or alcohol violations by employees for a minimum of five years. Employees are put on notice that information related to drug or alcohol violations will be reported to the Federal Motor Carrier Safety Administration (FMCSA) Clearinghouse. Additionally, the district will conduct FMCSA Clearinghouse queries for employees annually. Employees must provide written consent for the district to conduct FMCSA Clearinghouse queries; however, employees who choose to withhold consent will be prohibited from performing any safety sensitive functions
It is the responsibility of the superintendent to develop administrative regulations to implement this policy in compliance with the law. 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 supporting administrative regulations and forms to employees operating school vehicles. The superintendent will also 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.
IASB Drug and Alcohol Testing Program (IDATP) Web site:
https://www.ia-sb.org/Main/Affiliated_Programs/Iowa_Drug_Alcohol_Testing_Program.aspx.
Approved: 03/20/2023 Reviewed: Revised: 03/20/2023
*Training, experience, and skill; Nature of the occupation; Demonstrated competence; and possession of, or ability to obtain, state license if required for the position.
All job openings shall be submitted to the Iowa Department of Education for posting on Iowa Works, the online state job posting system. Additional announcement of the position is in a manner which the superintendent believes will inform potential applicants about the position. Whenever possible, the preliminary screening of applicants will be conducted by the administrator who will be directly supervising and overseeing the person being hired.
The board will employ licensed employees after receiving a recommendation from the superintendent. The superintendent, however, will have the authority to employ a licensed employee on a temporary basis until a recommendation can be made and action can be taken by the board on the position.
The requirements stated in the Master Contract between employees in the certified collective bargaining unit and the board regarding qualifications, recruitment and selections of such employees will be followed.
Approved: 03/20/2023 Reviewed: Revised: 02/26/2024
The work day for licensed employees will begin each day of the school year at a time established by the superintendent. "Day" is defined as one work day regardless of full-time or part-time status of an employee.
Licensed employees are to be in their assigned school building during the work day. Advance approval to be absent from the school building must be obtained from the principal whenever the licensed employees must leave the school building during the work day.
The building principal is authorized to make changes in the work day in order to facilitate the education program. These changes are reported to the superintendent.
The work day outlined in this policy is a minimum work day. Nothing in this policy prohibits licensed employees from working additional hours outside the work day.
Approved: 4/10/2023 Reviewed: Revised:
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:
It is the responsibility of the superintendent to ensure licensed employees are evaluated. New and probationary licensed employees are evaluated at least twice each year.
Approved: 02/26/2024 Revised: Reviewed:
The first three consecutive years of a licensed employee's contract is a probationary period unless the employee has already successfully completed the probationary period in an Iowa school district. New employees who have successfully completed a probationary period in a previous Iowa school district will serve a two year probationary period. For purposes of this policy, an employee will have met the requirements for successfully completing a probationary period in another Iowa school district if, at the teacher’s most recent performance evaluation, the teacher received at least a satisfactory or better evaluation and the individual has not engaged in conduct which would disqualify the teacher for a continuing contract.
Only the board, in its discretion, may waive the probationary period. The board may extend the probationary period for one additional year with the consent of the licensed employee. The board will make the decision to extend or waive a licensed employee's probationary status based upon the superintendent's recommendation. During this probationary period the board may terminate the licensed employee's contract at the end of the year without cause or immediately discharge the employee consistent with applicable law and board policies.
Approved: 06/26/2023 Reviewed: Revised:
Licensed employees who wish to be released from an executed contract must give at least twenty-one days notice to the superintendent. Licensed employees may be released at the discretion of the board. Only in unusual and extreme circumstances will the board release a licensed employee from a contract. The board will have sole discretion to determine what constitutes unusual and extreme circumstances.
Release from a contract will be contingent upon finding a suitable replacement. Licensed employees requesting release from a contract after it has been signed and before it expires may be required to pay the board the cost of advertising or other reasonable administrative costs incurred to locate and hire a suitable replacement. Upon written mutual agreement between the employee and the superintendent, and to the extent allowed by law, the costs may be deducted from the employee's salary. Payment of these costs is a condition for release from the contract at the discretion of the board. Failure of the licensed employee to pay these expenses may result in a cause of action being filed in small claims court.
The superintendent is required to file a complaint with the Iowa Board of Educational Examiners against a licensed employee who leaves without proper release from the board.
Approved: 06/26/2023 Reviewed: Revised:
In the event of a suspension, appropriate due process will be followed.
Approved: 11/28/2022 Reviewed: 11/28/2022 Revised:
Purpose:
The purposes of the Voluntary Early Retirement Policy are to provide full-time employees an incentive for early retirement and to maintain financial efficiency for the district. Annually, no later than December 31, the Board shall determine if the retirement program will be available to employees. At that time, the Board shall determine the incentive to be offered for participation in the Voluntary Early Retirement Program.
Definition of Terms:
Years of Service – Years of service must be consecutive and must include the most recent school year prior to the application for early retirement.
Continuous Employment – Continuous employment must be without voluntary interruptions of service. Interruptions due to reductions in force will not constitute a voluntary interruption of service, unless the interruption exceeds twenty-four consecutive months in length. However, the period of time during which an employee is absent due to a reduction in force will not be counted for purposes of determining the minimum years of service to establish eligibility.
Regular, Full-Time Employee – A regular, full-time employee is an employee who works a minimum of at least seven (7) hours per work day for one hundred eighty (180) or more days per work year.
Eligibility:
A regular, full-time employee is eligible for early retirement if the employee:
1. Has a current contract with the Knoxville Community School District.
2. Is at least 55 years of age the month prior to receiving any early retirement benefits.
3. Has been an employee of the district for at least 10 consecutive years, and actively employed on a full-time basis during the last school year prior to early retirement.
4. Returns application by the date designated by the board.
5. Is not on extended leave of any kind.
6. Is not eligible for, applying for, or receiving benefits under a leave of absence or other district plan.
7. Has not previously received early retirement benefits from the school district.
1. An employee’s application for the early retirement program is, in itself, not a resignation of a contract with the Knoxville Community School District. However, acceptance by the Board of an employee’s application for early retirement will be considered a voluntary resignation and termination of his/her continuing contract.
2. The Board of Education shall have the right to limit the number of early retirements in a given contract year. Should an employee apply for this program and not be granted it due to the Board’s limitations, that employee would remain eligible for consideration the following year.
3. If the Board of Education is unable to fill a vacancy created by an early retirement, it may delay that person’s early retirement for one year; however, the incentive available to the retiring employee will be based on the retiree’s most recent contract. Eligibility will be the same as what was available when the employee made his/her initial request for early retirement. Certified employees shall be notified by May 15 if the early retirement will not be granted; administrators and non-certified personnel shall be notified by May 15 if the early retirement will not be granted.
Early Retirement Incentives
Early retirement incentives are offered as an inducement to and consequences of retirement and are not to be construed as a continuation of salary. The retirement incentive shall be determined annually by the Board of Education, no later than December 31.
Payment of monetary incentives shall be prorated and paid in monthly installments of equal amounts to a tax-sheltered annuity, for a period of three years (36 equal installments). Payments shall begin in July of the first year of retirement for administrators and support staff employees with a contract year ending June 30. Payments shall begin in September of the first year of retirement for all other employees with a contract year ending August 30.
Employees who are approved for early retirement benefits shall receive the (monthly) benefit in the form of a tax-sheltered annuity, which complies with Internal Revenue Code Section 403 (b). Payments will be made (by the District) to the annuity provider for contribution to the employee’s account.
Compensation will cease if the retiree expires before the end of the payment term.
Continuation of Insurance:
Employees retiring under the early retirement program are eligible to participate in the District’s health, dental, and/or term life insurance plans with all premiums to be paid by the employee/retiree unless payment of insurance premiums is determined by the Board to be included as an incentive for participation in the program. Insurance benefits are subject to the policy provided to active employees in their classification. These insurance programs are therefore subject to change. The insurance coverage will cease when employee reaches age 65 or secures employement that provides insurance coverage.
In case of the death of a retired employee who was an active participant in the district’s health insurance program, the surviving spouse of that retired employee may continue to participate in the district’s health insurance program only if the spouse was covered at the time of the death of the retired employee and is not eligible to participate in a health insurance program offered by the spouse’s employer. Costs for insurance premiums shall be paid by the insured.
Reemployment of Retired Employees
At its discretion, and based upon the needs of the school district, the Board of Education may approve the reemployment of retired Knoxville School District employees who have retired under the provisions of this policy. These retired employees, if rehired, may/will continue to receive their early retirement benefit while receiving compensation for the duties they are performing as active employees of the district.
Retired employees wishing to return to active employment shall be eligible for part-time or substitute employment only; however, at the discretion of the board, a contract could be issued for up to 1.0 FTE for hard to fill positions. Part-time employment is defined as employment for up to 75% of the retiree’s previous contract day. To be eligible for reemployment as a contracted employee, the retiree must be inactive as an employee of the district for a period of at least 120 days.
Teachers retiring under the district’s Voluntary Early Retirement Program, if offered reemployment, shall be considered new employees (and not returning employees) and shall receive no more than eight (8) years of credit for previous teaching experience when determining placement on the salary schedule.
Approved: 03/20/2023 Reviewed: Revised: 03/20/2023
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/designee. Approval by the superintendent/designee 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/designee will have sole discretion to allow or disallow licensed employees to attend or participate in the requested event. When making this determination, the superintendent/designee 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/designee. Requests that involve unusual expenses or overnight travel must also be approved by the board.
The requirements stated in the Master Contract between employees in the certified collective bargaining unit and the board regarding professional development of such employees will be followed.
Approved: 07/13/2015 Reviewed: 11/28/2022 Revised: 08/14/2023
The board will determine the amount of vacation and holidays that will be allowed on an annual basis for employees.
It is the responsibility of the superintendent to make a recommendation to the board annually on vacations and holidays for employees.
Approved: 4/10/2023 Reviewed: Revised:
The board will offer the following leave to full-time regular licensed employees and full-time regular classified employees:
The provisions of each leave offering will be detailed in Employee Handbook.
Leave offered by the district will not be less than what is required by law. In the event of an emergency or unforeseen circumstance, the superintendent may authorize additional paid leave.
Approved: 4/10/2023 Reviewed: Revised:
Unpaid 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 July 1 - June 30. Requests for family and medical leave will be made to the superintendent or designee.
Employees may be allowed to substitute paid leave for unpaid family and medical leave by meeting the requirements set out 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. Eligibility requirements can be accessed in the links below.
The requirements stated in the Master Contract between employees in the certified collective bargaining unit, if applicable, and the Board and/or District 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,
It is the responsibility of the superintendent to develop administrative rules to implement this policy.
Approved: 03/20/2023 Reviewed: Revised: 03/20/2023
The board recognizes the need for substitute teachers. Substitute teachers shall be licensed to teach in Iowa.
It shall be the responsibility of the building principal District Office to maintain a list of substitute teachers who may be called upon to replace regular contract licensed employees. Individuals whose names do not appear on this list will not be employed as a substitute without specific approval of the superintendent. Knoxville schools uses an electronic system to provide access to available substitute teachers who are able to fill absences for regular contracted teachers.
Substitute teachers will be paid a rate as approved by the school board. Substitutes employed for 10 or more consecutive days in the same position shall be paid a higher, long-term substitute rate. Substitute licensed employees are expected to perform the same duties as the licensed employees.
Approved: 4/10/2023 Reviewed: Revised:
The Knoxville Community School District shall offer summer school options in accordance with law and may, in its discretion offer additional programming 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.
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: 4/10/2023 Reviewed: Revised:
Training, experience, and skill;
Nature of the occupation;
Demonstrated competence; and
Possession of, or ability to obtain, state or other license or certificate, if required, for the position.
All job openings shall be submitted to the Iowa Department of Education for posting on Iowa Works, the online state job posting system. Additional announcement of the position will be through means the superintendent believes will inform potential applicants about the position. Applications for employment may be obtained from the district office (access provided to apply on district website). Whenever possible, the preliminary screening of applicants will be conducted by the administrator who directly supervises and oversees the position.
The supervisor will recommend employment of classified employees to the superintendent for approval. New employees will be given a letter of assignment that includes position, rate of pay, and terms of employment.
Approved: 03/20/2023 Reviewed: 11/28/2022 Revised: 02/26/2024
Evaluation of classified employees on their skills, abilities, and competence is an ongoing process supervised by the superintendent. The goal of the formal evaluation of classified employees is to maintain classified employees who meet or exceed the board's standards of performance, to clarify each classified 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.
It is the responsibility of the Administrator/Director to ensure classified employees are formally evaluated annually. New and probationary classified employees are formally evaluated at least twice a year.
Approved: 02/26/2024 Revised: Reviewed:
The board will determine the compensation to be paid for the classified employees' positions, keeping in mind the education and experience of the classified employee, the educational philosophy of the school district, the financial condition of the school district and any other considerations as deemed relevant by the board.
It is the responsibility of the superintendent to make a recommendation to the board annually regarding the compensation of classified employees.
Approved: 4/10/2023 Reviewed: Revised:
Each non-exempt employee compensated on an hour-by-hour basis, whether full-or part-time, permanent or temporary, will be paid no less than the prevailing minimum wage. Whenever a non-exempt employee must work more than forty hours in a given work week, the employee is compensated at one and one-half times their regular hourly wage rate. This compensation is in the form of overtime pay or compensatory time. Overtime will not be permitted without prior authorization of the superintendent or designee.
Each non-exempt employee paid on an hour-by-hour basis must complete and submit a daily time record showing the actual number of hours worked. Failure of the employee to maintain, or falsification of, a daily time record will be grounds for disciplinary action.
It is the responsibility of the board secretary to maintain wage records.
Approved: 4/10/2023 Reviewed: Revised:
In the event of a suspension, due process will be followed.
Approved: 07/13/2015 Reviewed: 11/28/2022 Revised: