400 Personnel Policies, Goals and Guiding Principles

400 Personnel Policies Goals and Guiding Principles

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.

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:   07/13/2015    Reviewed:          Revised:   2/12/2018   

402 Voluntary Early Retirement Program

 

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.    If a teacher is at the top of his/her lane on the salary schedule, and an employee of the district for at least 10 consecutive years, and is actively employed on a full-time basis during the last school year prior to early retirement.

4.    If a support staff employee or administrator, is 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.

5.    Makes application by January 10 for retirement which would begin at the end of the last contract year.

6.    Is not on extended leave of any kind.

7.    Is not eligible for, applying for, or receiving benefits under a leave of absence or other district plan.

8.    Has not previously received early retirement benefits from the school district.

Effect of Application:

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 July 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.  

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.  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:  07/13/2015    Reviewed:      Revised:  2/12/2018

403 Employee Physical Examinations

Good health is important to job performance.  Employees will present evidence of good health, in the form of a physical examination report, prior to their employment with the school district.  

School bus drivers will present evidence of good health every other year in the form of a physical examination report unless otherwise required by law or medical opinion.  Employees whose physical or mental health, in the judgment of the administration, may be in doubt will submit to additional examinations, when requested to do so, at the expense of the school district.

The cost of the initial examination will be paid by the employee. The form indicating the employee is able to perform the duties for which the employee was hired must be returned prior to payment of salary.  The school district will provide the standard examination form to be completed by the personal physician of the employee. Employees identified as having reasonably anticipated contact with blood or infectious materials will receive the Hepatitis B vaccine or sign a written waiver stating that they will not take the vaccine. Bus driver renewal physicals will be paid by the school district directly to the Knoxville Hospitals and Clinic through an agreement to provide that service for all District Drivers.  

It is the responsibility of the superintendent to write an exposure control plan to eliminate or minimize district occupational exposure to bloodborne pathogens.  The plan for designated employees will include, but not be limited to, scope and application, definitions, exposure control, methods of compliance, Hepatitis B vaccination and postexposure evaluation and follow-up, communication of hazards to employees, and record keeping.

The requirements stated in the master contract between employees in that certified collective bargaining unit and the board regarding physical examinations of such employees are followed.

 

Approved:   07/13/2015    Reviewed:           Revised:   2/12/2018    

 

404 Employee Complaints

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.

Approved:   07/13/2015    Reviewed:          Revised:   2/12/2018   

405 Public Complaints About Employees

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

The Board firmly believes concerns should be resolved at the lowest organizational level by those individuals closet 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:

  1. Matters concerning an individual student, teacher or other employee should first be addressed to the teacher or employee.

  2. Unsettled matters from (1) above or problems and questions about individual attendance centers should be addressed to the employee's building principal or immediate supervisor.

  3. Unsettled matters regarding employees from (2) above or problems and questions concerning the school district should be directed to the superintendent.

  4. If a matter cannot be settled satisfactorily by the superintendent, the individual may ask that it 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 of the concern.  The Board President may bring it to the attention of the entire Board by placing it on the agenda or the individual may be able to address the complaint with the Board at the beginning of a 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 complaint has complied with this policy.

Approved:   07/13/2015    Reviewed:          Revised:   2/12/2018   

406 Employee Records

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.

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:   07/13/2015    Reviewed:          Revised:   2/12/2018   

408 Employee Conflict of Interest

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:

  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 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 do one of the following:

  1. Cease the outside employment or activity; or

  2. 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:   07/13/2015    Reviewed:   2/12/2018       Revised:  

409 Nepotism

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.

No school district employee shall serve in a supervisory capacity over one of their family members employed by the school district.  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:   07/13/2015    Reviewed:          Revised:  2/12/2018    

410 Gifts Given to Employees

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:

  1. 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;

  2. Is engaged in activities, which are regulated or controlled by the District;

  3. 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

  4. 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:

  1. Contributions to a candidate or a candidate's committee;

  2. Information material relevant to an employee's official function, such as books, pamphlets, reports, documents, or periodicals;

  3. 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;

  4. An inheritance;

  5. Anything available or distributed to the public generally without regard to the official status of the employee:

  6. 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;

  7. Plaques or items of negligible resale value given as recognition for public services;

  8. Items of food and drink with a value of less than three dollars that are received from anyone donor during one calendar day;

  9. 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

  10. 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:

  1. 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;

  2. 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

  3. 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:   07/13/2015    Reviewed:          Revised:   2/12/2018    

411 Political Activities of Employees

Employees will not engage in political activity upon property under the jurisdiction of the Board or at District activities or events.  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; 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:   07/13/2015    Reviewed:          Revised:   2/12/2018   

415 Employee Service Recognition

The District and the Board recognize and appreciate the service of their employees.  Employees who have served the school district longer than 25 years may be honored by the Board, administration and/or staff.  Additionally, employees who retire may be honored by the Board, administration and/or staff.

If the form of honor thought appropriate by the Board, administration and/or staff involves unusual expense by the District, the individual or group wishing to honor the employee shall seek the approval of the superintendent and the superintendent shall seek the approval of the Board.

Approved:   07/13/2015    Reviewed:          Revised:   2/12/2018   

416 Travel Compensation for Employees

Employees traveling on behalf of the school district and performing approved school district business will be reimbursed for their actual and necessary expenses.  Actual and necessary travel expenses will include, but not be limited to, transportation and/or mileage costs, lodging expenses, meal expenses and registration costs.

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:   07/13/2015    Reviewed:          Revised:   2/12/2018   

417 District Procurement Card Use by Employees

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:   07/13/2015    Reviewed:          Revised:   2/12/2018   

418 Child Abuse Reporting

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 are encouraged, and employees who are mandatory reporters 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.  If the mandatory reporter believes the child is in immediate danger, the local law enforcement agency will also be notified.  Within forty-eight (48) hours of the oral report, the mandatory reporter will file a written report with the Iowa Department of Human Services.

Within six months of their initial employment, mandatory reporters will take a two-hour training course involving the identification and reporting of child abuse or submit evidence they have taken the course within the previous five years.  The course will be retaken at least every five years.

“Child abuse” is defined under Iowa law 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.

  • Any mental injury to a child's intellectual or psychological capacity as 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 and confirmed by a licensed physician or qualified mental health professional as defined by Iowa law.

  • The commission of a sexual offense with or to a child pursuant to Iowa law, as a result of the acts or omissions of the person responsible for the care of the child.

  • 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 health and 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 acts of prostitution.

  • An illegal drug is present in a child's body as a direct and foreseeable consequence of the acts or omissions of the person responsible for the care of the child.

  • 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.

  • 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.

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 Iowa Department of Human Services is responsible to investigate any incident of alleged abuse.

Approved:   07/13/2015    Reviewed:          Revised:  2/12/2018    

419 Abuse of Students by District Employees

It is the policy of the District that school employees not commit acts of physical or sexual abuse, including inappropriate and intentional sexual behavior, toward students.  Any school employee who commits such acts is subject to disciplinary sanctions up to and including discharge. 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.

It is the policy of the District to respond promptly to allegations of abuse of students by school employees by investigating or arranging for full investigation of any allegation, and to do so in a reasonably prudent manner.  The processing of any complaint or allegation will be handled confidentially to the maximum extent possible. All employees are required to assist in the investigation when requested to provide information, and to maintain the confidentiality of the reporting and investigating process.

The District has appointed a level-one investigator(s) and alternate(s), and has arranged for or contracted with a trained, experienced professional to serve as the level-two investigator.  The level-one investigator(s) and alternate(s) will be provided training in the conducting of an investigation, at the expense of the District. See student handbook for name(s) of level-one and level-two investigator(s).

The superintendent, or a designee of the superintendent, shall prescribe regulations in accordance with the rules adopted by the Iowa Department of Education to carry out this policy.

Approved:   07/13/2015    Reviewed:          Revised:   2/12/2018   

422 Hazardous Chemical Disclosure

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 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:   07/13/2015    Reviewed:          Revised:   2/12/2018   

423 Drug-Free Workplace

No employee engaged in work for the District shall unlawfully manufacture, distribute, dispense, possess or use on or in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana, alcohol or any other controlled substance as defined by federal or state law.  “Workplace” is defined as the site for the performance of work done in the capacity as a District employee. This includes a school building or school premises; a school-owned vehicle or a school-approved vehicle used to transport students to and from school or school activities; and off school property during a school sponsored or school-approved activity, event or function, such as a field trip or athletic event, where students are under the jurisdiction of the District.

Employees shall notify their supervisor of the employee's conviction under any criminal drug status for a violation occurring in the workplace as defined above, no later than five (5) days after such conviction.

Employees shall abide by the terms of this policy respecting a drug-free workplace. Failure to abide by this policy may lead to discipline, including termination from employment with the District.   An employee who violates the terms of this policy may be required to participate in a drug abuse assistance or rehabilitation program approved by the Board. If the employee fails to successfully participate in such a program, the employee may be subject to discipline, including termination.  Furthermore, the District may choose not to require participation in a drug abuse assistance or rehabilitation program and move directly to discipline, including termination.

The district office shall be responsible for publication and dissemination of this policy to each employee.

DRUG-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

 

Printed Name of Employee:  _____________________________________________

 

Approved:   07/13/2015    Reviewed:          Revised:   2/12/2018   

425 Drug and Alcohol Testing of Employees Operating District Vehicles

The purpose of this policy is to provide guidance with respect to drug and alcohol testing of District employees who drive a vehicle transporting sixteen (16) or more persons, including the driver, and who drive vehicles weighing over 26,001 pounds requiring a commercial driver's license.

Alcohol and drug testing of employees and applicants shall be conducted in accordance with state and federal law.

Refusal by an employee to submit to alcohol or drug tests shall result in immediate suspension and shall be grounds for termination.  Any employee of the District who tests positive for alcohol or drug use in violation of District policies and procedures may, on the first offense, be subject to discipline, including termination, or may be referred for substance abuse evaluation and rehabilitation.  The employee shall not return to work until released by a licensed substance abuse professional approved by the District and until all other requirements are met. A second offense will result in immediate termination of the employee’s employment with the District.

 

 

Approved:   07/13/2015    Reviewed:           Revised:   2/12/2018    

 

427 Employee Family and Medical Leave

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.

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.

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:   07/13/2015    Reviewed:          Revised:   2/12/2018