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.

In striving to achieve a quality education program, the board's goal is to obtain and retain qualified and effective employees.  The board shall have complete discretion to determine the number, the qualifications, and the duties of the positions and the school district's standards of acceptable performance.  It shall be the responsibility of the superintendent to make recommendations to the board in these areas prior to board action.  The board recognizes its duty to bargain collectively with duly certified collective bargaining units.

Board policies in this series relating to general employees 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 series shall apply to positions that do not fall within the definition of licensed employee.

To the extent a duly certified collective bargaining unit has a master contract in place with the school district regarding topics addressed in this series of the board policy manual, the provisions of the master contract shall prevail over those set forth herein.  

Approved 8-18-03                      Reviewed 6-18-07     4-17-12     1-28-19      Revised  1-28-19

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

The board will appoint an affirmative action coordinator. The affirmative action coordinator will have the responsibility for drafting the affirmative action plan. The affirmative action plan will be reviewed by the board at least every two years. Individuals who file an application with the school district will be given consideration for employment if they meet or exceed the qualifications set by the board, administration, and Iowa Department of Education for the position for which they apply. In employing individuals, the board will consider the qualifications, credentials, and records of the applicants without regard to race, color, national origin, gender, age, sexual orientation, gender identity, marital status, socioeconomic status, disability, religion, or creed. In keeping with the law, the board will consider the veteran status of applicants.

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

Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, will be directed to the Affirmative Action Coordinator by writing to the Affirmative Action Coordinator, East Union Community School District, 1916 High School Drive, Afton, Iowa 50830; or by telephoning 641-347-8421.

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 Director of the Regional office of Civil Rights, U.S. Department of Education, Citigroup Center, 500 W. Madison St., Suite 1475, Chicago, IL 60661-4544, (312) 730-1560 or the Iowa Civil Rights Commission, 211 E. Maple, Des Moines, Iowa, 50309, (515) 281-4121. 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.

Legal Reference: 29 U.S.C. §§ 621 et seq.; 42 U.S.C. §§ 2000e et seq.; 42 U.S.C. §§ 12101 et seq.. Iowa Code Chs. 19B; 20; 35C; 73; 216; 235A; 235B; §§ 279.8; 692.2; 692.2A. 281 I.A.C. r 12.4; 14.1; Ch. 95.

Cross Reference:

102 Equal Educational Opportunity

403.5 Harassment

405.2 Licensed Employee Qualifications, Recruitment, Selection

411.2 Classified Employee Qualifications, Recruitment, Selection

Approved  8-18-03  Reviewed 6-18-07 4-17-12  1-28-19  Revised 2-16-09  3-25-14   1-28-19

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

Employees have access to information and a captive audience that could award the employee personal or

financial gain.  No employee may solicit other employees or students for personal or financial gain to the employee without the approval of the superintendent.  If the approval of the superintendent is given, the employee must conduct the solicitations within the conditions set by the superintendent.  Further, the superintendent may require the employee to cease such solicitations as a condition of continued employment.

Employees will not act as an agent or dealer for the sale of textbooks or other school supply companies   doing business with 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 students or to parents.

Employees will not engage in outside work or activities where the source of information concerning the customer, client or employer originates from information obtained because of the employee's position in the school district.

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

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

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

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

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

• Cease the outside employment or activity; or,
• Publicly disclose the existence of the conflict and refrain from taking any official action or performing any official duty that would detrimentally affect or create a benefit for the outside employment or activity.

Official action or official duty includes, but is not limited to, participating in any vote, taking affirmative action to influence any vote, or providing any other official service or thing that is not available generally to members of the public in order to further the interests of the outside employment or activity.

When procurement is supported by Federal Child Nutrition funds, employees will not participate in the selection, award, or administration of a contract if there is a real or apparent conflict of interest in the contract. Contract, for purposes of this paragraph, includes a contract where the employee, employee’s immediate family, partner, or a non-school district employer of these individuals is a party to the contract.

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.  Employees may also be subject to disciplinary action for engaging in any activity that is or creates a conflict of interest. 

Legal Reference:

Iowa Code Ch. 68B; §§ 279.8; 301.28.

Cross Reference:

203 Board of Directors' Conflict of Interest

402.4 Gifts to Employees

402.7 Employee Outside Employment

404 Employee Conduct and Appearance

Approved 8-18-03  Reviewed  6-18-07  11-16-09   4-17-12  1-28-19   Revised 12-2011 1-28-2019

More than one family member may be an employee of the school district. 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 school district. The employment of more than one individual in a family is on the basis of their qualifications, credentials and records.

Legal Reference:  

Iowa Code Chs. 20; 71; §§ 277.27; 279.8.

Cross Reference:

405.2  Licensed Employee Qualifications, Recruitment Selection

411.2  Classified Employee Qualifications, Recruitment Selection

Approved 8-18-03                       Reviewed 6-18-07 4-17-12  1-28-2019       Revised

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.

Legal Reference:

Iowa Code §§ 20.7, .9; 279.8; 280.14.

Cross Reference:

307 Communication Channels

Approved 8-18-03                                 Reviewed 6-18-07 4-17-12  1-28-19    Revised  1-28-19

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

The records will include, but not be limited to, records necessary for the daily administration of the school district, salary records, evaluations, application for employment, references, and other items needed to carry out board policy. Employee personnel files are school district records and are considered confidential records and therefore are not generally open to public inspection or accessibility. Only in certain limited instances will employee personnel records be accessible to individuals other than the employee or authorized school officials.  Information deemed by law to be public record may be confirmed to any entity with whom an employee has applied for credit or has obtained credit without prior written notice to the employee.

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

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

It is the responsibility of the superintendent to develop administrative regulations for the implementation of this policy.

Legal Reference:

Iowa Code chs. 20; 21; 22; 91B.

Cross Reference:

402.1 Release of Credit Information

403 Employees' Health and Well-Being

708 Care, Maintenance and Disposal of School District Records

Approved 8-18-03       Reviewed 6-18-07 4-17-12  1-28-19   Revised  1-28-19

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

Employees who transport students for school purposes must have the permission of the superintendent and present evidence of a valid license and appropriate insurance.

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

Legal Reference:  

Iowa Code chs. 285; 321.

Cross Reference:

401.7 Employee Travel Compensation

711 Transportation

904.1 Transporting Students in Private Vehicles

Approved 8-18-03                               Reviewed 6-18-07 4-17-12  1-28-19       Revised  1-28-19

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 Outside the School District

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

Reimbursement for actual and necessary expenses will be allowed for travel outside the school district if the employee received pre-approval for the travel. Prior to reimbursement of actual and necessary expenses, the employee must provide the school district with a detailed receipt, other than a credit card receipt, indicating the date, 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.

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 10 working days following the date of the expense.

Reimbursement for actual and necessary expenses for travel outside the school district will be limited to the pre-approved expenses. Pre-approved expenses for registration are limited to the actual cost of the registration.

Pre-approved expenses for transportation within three-hundred miles of the school district administrative office will be by automobile. If a school district vehicle is not available, the employee will be reimbursed at the rate set by the Iowa Department of Administrative Services each school year.

Travel Within the School District

Employees required to travel in their personal vehicle between school district buildings to carry out the duties of their position may be reimbursed at a rate set by the Iowa Department of Administration Services each school year. It is the responsibility of the superintendent to approve travel within the school district by employees. It is the responsibility of the board to review the travel within the school district by the superintendent through the board's audit and approval process.

Employees who are allowed an in-school district travel allowance will have the amount of the allowance actually received during each calendar year included on the employee's W-2 form as taxable income according to the Internal Revenue Code.

The superintendent is responsible for developing administrative regulations regarding actual and necessary expenses, in-school 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.

Legal Reference:

Iowa Constitution, Art. III, § 31. Iowa Code §§ 70A.9-.11. 1980 Op. Att'y Gen. 512.

Cross Reference:

216.3 Board of Directors' Member Compensation and Expenses

401.6 Transporting of Students by Employees

401.10 Credit Cards

904.1 Transporting Students in Private Vehicles

Approved 8-18-03                Reviewed 6-18-07 4-17-12  1-28-19      Revised   3-19-07  1-28-19

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.

Legal Reference:  

Iowa Const. Art. III, § 31. Iowa Code § 279.8. 1980 Op. Att'y Gen. 102.

Cross Reference:

407 Licensed Employee Termination of Employment

413 Classified Employee Termination of Employment

Approved 8-18-03                   Reviewed 6-18-07  4-17-12  1-28-19   Revised

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

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

Employees and officers using a school district credit card must submit a detailed receipt in addition to a credit card receipt indicating the date, purpose and nature of the expense for each claim item. Failure to provide a proper receipt will make the employee responsible for expenses incurred. Those expenses must be reimbursed to the school district no later than ten working days following use of the school district's credit card. In exceptional circumstances, the superintendent or board may allow a claim without proper receipt. Written documentation explaining the exceptional circumstances is maintained as part of the school district's record of the claim.

The school district may maintain a school district credit card for actual and necessary expenses incurred by employees and officers in the performance of their duties. The superintendent may maintain a school district credit card for actual and necessary expenses incurred in the performance of the superintendent's duties. The transportation director may maintain a school district credit card for fueling school district transportation vehicles in accordance with board policy.

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

The superintendent is responsible for developing administrative regulations regarding actual and necessary expenses and use of a school district credit card. The administrative regulations will include the appropriate forms to be filed for obtaining a credit card.

Legal Reference:

Iowa Constitution, Art. III, § 31. Iowa Code §§ 279.8, .29, .30. 281 I.A.C. 12.3(1).

Cross Reference:

216.3 Board of Directors' Member Compensation and Expenses

401.7 Employee Travel Compensation

Approved 8-18-03                    Reviewed 6-18-07 4-17-12  1-28-19   Revised  1-28-19

The East Union Community School District is committed to ensuring the safety of students, staff and community members, and recognizes that distracted driving is a known hazard.

In order to minimize distracted driving, the Board of Education prohibits employee use of all portable electronic communication devices and associated equipment while driving district vehicles or operating school district motorized equipment.  This policy does not prohibit employees from otherwise using an electronic communication devise in a school district vehicle which is off the roadway and at a complete stop.

While driving a school vehicle or operating school district motorized equipment, employees are prohibited from using all portable electronic communication devices and associated equipment including, but not limited to, the following:

• Cell Phones, Smart Phones, and other Smart Devices
• E-Book Readers, Bluetooth devices, Laptops, Portable Blu-Ray or DVD Players  
• Providing a safe environment for everyone in crucial. Employees who fail to comply with this policy may receive disciplinary action up to and including termination of employment.
• All school district employees shall receive a copy of this policy and shall acknowledge receipt of same prior to driving or operating any school district vehicle or motorized equipment.

Approved  12-18-14                              Reviewed  11-24-14  1-28-19 Revised  1-28-19

The following information will be released to an entity with which 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.

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 licensed school employees, teachers, coaches and paraeducators and all school employees 18 years of age or older are mandatory reporters as provided by law and are 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 shall make an oral report of the suspected child abuse and dependent adult abuse to 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’ve 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.
 

NOTE:  All mandatory reporter training certificates issued prior to July 1, 2019 remain effective for five years.  Once this certificate expires, subsequent training certificates will be valid for three years.  

NOTE: For more information, please visit the “Report Abuse and Fraud” section of the Iowa Department of Human Services’ website, located at http://dhs.iowa.gov/report-abuse-and-fraud. 

NOTE: Please remember there are two types of reporters identified in Iowa law: mandatory reporters and permissive reporters. Mandatory reporters are those individuals who are required by law to report suspected incidents of child abuse when they become aware of such incidents within the scope of their employment or professional responsibilities. Permissive reporters are not required by law to report abuse, but may choose to report to the Iowa Department of Human Services. While all licensed school employees, teachers, coaches and paraeducators and all school employees 18 years of age or older are mandatory reporters within the scope of their profession, they are considered permissive reporters outside the scope of their profession. 
 

Legal Reference:    Iowa Code §§ 232.67-.77; 232A; 235A; 280.17. 441 I.A.C. 9.2; 155; 175.
 

Cross Reference:    402.3    Abuse of Students by School District Employees

    502.9    Interviews of Students by Outside Agencies

    507    Student Health and Well-Being

Approved 10-20-03; 8-21-23 Reviewed 6-18-07 6-19-12 01-28-19  Revised 8-21-23

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.

• Items or services received by members or representatives of members as part of a regularly scheduled event that is part of a business or educational conference, seminar or other meeting that is sponsored and directed by any state, national or regional government organization in which the state of Iowa or a political subdivision of the state of Iowa is a member or received at such an event by members or representatives of members of state, national or         regional government organizations whose memberships and officers are primarily composed of state or local government officials or employees;
• Funeral flowers or memorials to a church or nonprofit organization;
• Gifts which are given to an employee for the employee's wedding or twenty-fifth or fiftieth wedding anniversary;
• Payment of salary or expenses by the school district for the cost of attending a meeting of a subunit of an agency when the employee whose expenses are being paid serves on a board, commission, committee, council or other subunit of the agency and the employee is not entitled to receive compensation or reimbursement of expenses from the school district for attending the meeting; or
• Gifts other than food, beverages, travel and lodging received by an employee which are received from a person who is a citizen of a country other than the United States and is given during a ceremonial presentation or as a result of a custom of the other country and is of personal value only to the employee.
• Actual registration costs for informational meetings or sessions which assist a public official or public employee in the performance of the person's official functions. The costs of food, drink, lodging and travel are not "registration costs" under this paragraph. Meetings or sessions which a public official or public employee attends for personal or professional licensing purposes are not "informational meetings or sessions which assist a public official or public employee in the performance of the person's official functions" under this paragraph.

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

• Actual expenses of an employee for registration, food, beverages, travel or lodging for a meeting, which is given in return for participation in a panel or speaking engagement at a meeting when the expenses relate directly to the day or days on which the employee has participation or presentation responsibilities;
• A nonmonetary gift or series of nonmonetary gifts donated within thirty days to a public body, an educational or charitable organization or the Iowa department of general services; or
• A payment made to an employee for services rendered as part of a private business, trade or profession in which the employee is engaged if the payment is commensurate with the actual services rendered and is not being made because of the person's status as an employee of the district, but, rather, because of some special expertise or other qualification.

It is the responsibility of each employee to know when it is appropriate to accept or reject gifts or an honorarium.

Legal References:

Iowa Code ch. 68B. 1972 Op. Att'y Gen. 276. 1970 Op. Att'y Gen.319.

Cross References:

217 Gifts to Board of Directors

401.2 Employee Conflict of Interest

704.4 Gifts-Grants-Bequest

Approved 10-20-03                   Reviewed 6-18-07 6-19-2012  1-28-19          Revised  1-28-19

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.

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

1. Matters concerning an individual student, teacher, or other employee should first be addressed to the teacher or employee.
2. Unsettled matters from (a) above or problems and questions about individual attendance centers should be addressed to the employee's building principal for licensed employees and the superintendent for classified employees.
3. Unsettled matters regarding licensed employees from (b) 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, it may then be brought to the board. To bring a concern regarding an employee, the individual may notify the board president in writing, who may bring it to the attention of the entire board, or the item may be placed on the board agenda of a regularly scheduled board meeting in accordance with board policy 210.8.

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

The East Union Community School District expects all concerns to be taken to the person closest to the problem. Give that person a chance to tackle the problem first.

Legal Reference:

Iowa Code § 279.8.

Cross Reference:

210.8 Board Meeting Agenda

213 Public Participation in Board Meetings

307 Communication Channels

Approved 10-20-03                     Reviewed 6-18-07 6-19-2012  1-28-19       Revised  1-28-19

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. 
 

NOTE:  This requirement exists regardless of the employee’s status as a licensed or classified employee. With the change in law stating that all school employees are now mandatory reporters, this policy language will apply to all employees for at least some training
 

Legal Reference:    Iowa Code § .
 

Cross Reference:    302.6 Superintendent Professional Development

    303.7 Administrator Professional Development

    408.1 Licensed Employee Professional Development

Approved 08-21-23    Reviewed           Revised     

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

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

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

Legal Reference: Iowa Code §§ 20.7; 279.8 (2003).

Cross Reference:

401.2 Employee Conflict of Interest

408.3 Licensed Employee Tutoring

Approved 10-20-03       Reviewed 6-18-07 6-19-2012   01-28-19   Revised

Good health is important to job performance. Employees may be required to present evidence of good health, in the form of a physical examination report, upon 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 East Union Community School District. 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.

Legal Reference: 29 C.F.R. Pt. 1910.1030. Iowa Code §§ 20.9; 279.8, 321.376. 281 I.A.C.

43.15 -.20.

Cross Reference: 403 Employees' Health and Well-Being

Approved 10-20-03                    Reviewed 6-18-07 6-19-2012  1-28-19         Revised 3-19-07 1-28-19

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

Employees with a communicable disease will be allowed to perform their customary employment duties provided they areable to perform the essential functions of their position and their presence does not create a substantial risk of illness or transmission to students or other employees. The term "communicable disease" will mean an infectious or contagious disease spread from person to person, or animal to person, or as defined by law.

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

Harassment of employees and students will not be tolerated in the school district. School district includes school district facilities, school district premises, and nonschool property if the employee or student is at any school sponsored, school approved or school related activity 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.

The board expects the school district and its employees to remain substance free. No employee will unlawfully manufacture, distribute, dispense, possess, use, or be under the influence of in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbituate, marijuana or any other controlled substance or alcoholic beverage as defined by federal or state law. "Workplace" includes school district facilities, school district premises or school district vehicles. "Workplace" also includes 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.

A drug and alcohol-testing program is provided by East Union Community Schools in compliance with the law.  Employees who operate school vehicles are subject to drug and alcohol testing if a commercial driver's license (CDL) 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 and 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 school vehicle. 

Employees are role models for the students who come in contact with them during and after school hours. The board recognizes the positive effect employees can have on students in this capacity. To this end, the board strongly suggests and encourages employees to dress themselves, groom themselves and conduct themselves in a manner appropriate to the educational environment.

Licensed employees, including administrators, are those employees required to hold an appropriate license from the Iowa Department of Education for their position as required by the Board of Educational Examiners or others with professional licenses. Licenses required for a position will be considered met if the employee meets the requirements established by the Iowa Department of Education.

It is the responsibility of the superintendent to establish job specifications and job descriptions for licensed employees' positions, other than the position of the superintendent. Job descriptions may be approved by the board.

Licensed employees must present evidence of current license to the board secretary prior to payment of salary each year.

Legal Reference:

Iowa Code Chs. 20, 272; §§ 279.8; 294.1.

281 I.A.C. 12.4. 282 I.A.C. 25.2.

Cross Reference:

405.2 Licensed Employee Qualifications, Recruitment Selection

410.1 Substitute Teachers

411.1 Classified Employee Defined

Approved 2-4-04                      Reviewed 6-18-07       8-21-12  1-28-19         Revised

Persons interested in a licensed position, other than administrative positions which will be employed in accordance with board policies in Series 300, "Administration," will have an opportunity to apply and qualify for licensed positions in the school district without regard to race, color, national origin, gender, age, sexual orientation, gender identity, marital status, socioeconomic status, disability, religion, or creed. Job applicants for licensed positions will be considered on the basis of the following:

• Training, experience, and skill;
• Nature of the occupation;
• Demonstrated competence; and
• Possession of, or ability to obtain, state license if required for the position.

Announcement of the position is in a manner which the superintendent believes will inform potential applicants about the position. Applications for employment may be obtained from and completed applications are returned to the school district administrative office. 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. However, the superintendent 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.

Legal Reference:

29 U.S.C. §§ 621-634.. 42 U.S.C. §§ 2000e et seq.. 42 U.S.C. §§ 12101 et seq.. Iowa Code Chs. 20; 35C; 216; §§ 279.13; 294.1.. 281 I.A.C. 12. 282 I.A.C. 14-22. 1980 Op. Att'y Gen. 367.

Cross Reference:

401.2 Equal Employment Opportunity

405 Licensed Employees - General

410.1 Substitute Teachers

Approved 11-17-03    Reviewed 6-18-07     8-21-12  1-28-19 Revised 2-16-09  3-25-14  1-28-19

The board will enter into a written contract with licensed employees, other than administrators, employed on a regular basis. Each contract will be for a period of one year.

It is the responsibility of the superintendent to complete the contracts for licensed employees and present them to the board for approval. The contracts, after being signed by the board president, are returned to the superintendent. The superintendent will obtain the employee's signature. After being signed, the contract is filed with the board secretary.

Legal Reference:

Iowa Code chs. 20; 279.

Cross Reference:

405.2 Licensed Employee Qualifications, Recruitment, Selection

405.4  Licensed Employee Continuing Contracts

407 Licensed Employee Termination of Employment

Approved   11-17-03                   Reviewed   6-18-07   8-21-12  1-28-19       Revised

Contracts entered into with licensed employees, other than an administrator, will continue from year to year unless the contract states otherwise, is modified by mutual agreement between the board and the employee, or the contract is terminated by the board.

The work day for licensed employees will begin each day of the school year at a time established by the superintendent.  Licensed employees who are employed only during the academic year will have the same work day as other licensed employees. "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.

Legal Reference: Iowa Code Ch. 20; § 279.8.

Cross Reference: 200.3 Powers of the Board of Directors

Approved   11-17-03 Reviewed   6-18-07                 8-21-12  1-28-19   Revised  1-28-19

Determining the assignment of each licensed employee is the responsibility of and within the sole discretion of the board. In making such assignments the board will consider the qualifications of each licensed employee and the needs of the school district.

It is the responsibility of the superintendent to make recommendations to the board regarding the assignment of licensed employees.

Legal Reference:

Iowa Code §§ 20.9; 279.8.

Cross Reference:

200.3 Powers of the Board of Directors

Approved   11-17-03   Reviewed   6-18-07                  8-21-12  1-28-19        Revised  1-28-19

Determining the location where an employee's assignment will be carried out is the responsibility and within the sole discretion of the board. In making such assignments the board will consider the qualifications of each licensed employee and the needs of the school district.

A transfer may be initiated by the employee, the principal, or the superintendent.

It is the responsibility of the superintendent to make recommendations to the board regarding the transfer of licensed employees.

Legal Reference: Iowa Code §§ 20.9; 216.14; 279.8.

Cross Reference:

405.2 Licensed Employee Qualifications, Recruitment, Selection

405.6 Licensed Employee Assignment

Approved 11-17-03                  Reviewed  6-18-07    8-21-12  1-28-19           Revised  1-28-19

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

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

Licensed employees will be required to:

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

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

●      Demonstrate competency in planning and preparation for instruction.

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

●      Use a variety of methods to monitor student learning.

●      Demonstrate competence in classroom management.

●      Engage in professional growth.

●      Fulfill professional responsibilities established by the school district.

It is the responsibility of the superintendent to ensure licensed employees are evaluated.  New and probationary licensed employees are evaluated at least twice each year.

NOTE:  There is no legal requirement that probationary employees be evaluated twice a year, but it is the standard practice.  School districts that utilize a different practice need to amend the fourth paragraph to reflect this.

NOTE: Boards should adapt IASB sample policies to meet the needs of the local district. Please ensure that the language contained in local policy is consistent with language contained in other district documents (e.g., handbooks, master contracts, etc.).  

Legal Reference:

Iowa Code §§ 20.9; 279, 284, 294.
Aplington Community School District v. PERB, 392 N.W.2d 495 (Iowa 1986).
Saydel Education Association v. PERB, 333 N.W.2d 486 (Iowa 1983).
281 I.A.C. 83; 12.3

I.C. Iowa Code

Description

Iowa Code  § 20.9

Collective Bargaining - Scope of Negotiations

Iowa Code  § 279

Directors - Powers and Duties

Iowa Code  § 284

Teacher Performance, Compensation Development

Iowa Code  § 294

Teachers

I.A.C. Iowa Administrative Code

Description

281 I.A.C. 12.3

Administration

281 I.A.C. 83

Teacher/Administrator Quality Programs

Case Law

Description

Aplington CSD v. PERB

392 N.W.2d 495 (Iowa 1986)

Saydel Ed. Assoc. v. PERB

333 N.W.2d 486 (Iowa 1983)

Code

Description

405.02

Licensed Employee Qualifications, Recruitment, Selection

405.09

Licensed Employee Probationary Status

Adopted 3/21/2024  Revised               Reviewed            

The first three years of a new 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 year-end or discharge the employee in concert with corresponding board policies.

Licensed employees may also serve a probationary period based upon their performance. Such probationary period is determined on a case-by-case basis in light of the circumstances surrounding the employee's performance as documented in the employee's evaluations and personnel file.

Legal Reference: Iowa Code §§ 279.12-.19B.

Cross Reference:

405.4 Licensed Employee Continuing Contracts

405.8 Licensed Employee Evaluation

Approved 11-17-03                  Reviewed  6-18-07   8-21-12  1-28-19            Revised  1-28-19

406.1 Licensed Employee Salary Schedule

The board will establish salary schedules for licensed employees' positions keeping in mind the financial condition of the school district, the education and experience of the licensed employee, the educational philosophy of the school district, and other factors deemed relevant by the board.

It is the responsibility of the superintendent to make a recommendation to the board annually regarding the salary schedule. The salary schedule is subject to review and modification through the collective bargaining process.

Legal Reference:

Iowa Code Ch. 20; § 279.8.

Cross Reference:

405 Licensed Employees -General

406.2 Licensed Employee Salary Schedule Advancement

Approved 11-17-03                    Reviewed  6-18-07, 8-21-12, 1-28-19, 11-22-21, 11-20-23          Revised  1-28-19

406.2 Licensed Employee Salary Schedule Advancement

The superintendent will determine which licensed employees will advance on the salary schedule, keeping in mind the financial condition of the school district, the education and experience of the licensed employee, the educational philosophy of the school district, and other considerations as determined by the board.

It is the responsibility of the superintendent to approve reduction points for the advancement of licensed employees on the salary schedule.

Legal Reference:

Iowa Code Ch. 20; § 279.8.

Cross Reference:

405 Licensed Employees - General

406 Licensed Employee Compensation and Benefits

Approved 11-17-03                  Reviewed  6-18-07     8-21-12  1-28-19   Revised  1-28-19

406.3 Licensed Employee Continued Education Credit

Continued education on the part of licensed employees may entitle them to advancement on the salary schedule. Licensed employees who have completed additional hours will be considered for advancement on the salary schedule. The superintendent will determine which licensed employees will advance on the salary schedule for continued education keeping in mind the financial condition of the school district, the education and experience of the licensed employee, the educational philosophy of the school district, and any other items deemed relevant by the board.

Licensed employees who wish to obtain additional education for advancement on the salary schedule must notify superintendent by 15 days after the beginning of the fall semester. This additional education must be in the same area as the education that was required of the employee to hold the employee's current position with the school district. For purposes of illustration only, a math teacher would advance on the salary schedule only if the additional education was in math courses or in courses related to general teaching strategies which could be applied to math.  The superintendent has the discretion to approve credit outside the employee's area of endorsement or responsibility.

Legal Reference:

Iowa Code Ch. 20; § 279.8.

Cross Reference:

405 Licensed Employees -General

406 Licensed Employee Compensation and Benefits

Approved  11-17-03                 Reviewed   6-18-07    8-21-12  1-28-19   Revised  1-28-19

406.4 Licensed Employee Compensation for Extra Duty

A licensed employee may volunteer or be required to take on extra duty, with the extra duty being secondary to the major responsibility of the licensed employee. The board will establish a salary schedule for extra duty licensed employee positions, keeping in mind the financial condition of the school district, the education and experience of the licensed employee, the educational philosophy of the school district, and other considerations as determined by the board.

Vacant extra duty positions, for which extra compensation will be earned, will be posted to allow qualified licensed employees to volunteer for the extra duty. If no licensed employee volunteers for extra duty, the superintendent will assign the extra duty positions to qualified licensed employees. The licensed employee will receive compensation for the extra duty required to be performed.

It is the responsibility of the superintendent to make a recommendation to the board annually as to which licensed employees will have the extra duty, and the salary schedule for extra duty, for the board's review.

Legal Reference:

Iowa Code Ch. 20; §§ 279.8, .13-15, .19A-B.

Cross Reference:

405 Licensed Employees - General

406 Licensed Employee Compensation and Benefits

Approved 11-17-03                  Reviewed   6-18-07   8-21-12  1-28-19    11-22-21, 11-20-23         Revise  1-28-19

406.5 Licensed Employee Group Insurance Benefits

Licensed employees may be eligible for group insurance and health benefits as determined by the board and required by law. The board will select the group insurance program and the insurance company or third party administrator which will provide or administer the program.

In accordance with the Patient Protection and Affordable Care Act (ACA), the board will offer licensed employees who work an average of at least thirty (30) hours per week or one hundred thirty (130) hours per month, based on the measurement method adopted by the board, with minimum essential coverage that is both affordable and provides minimum value. The board will have the authority and right to change or eliminate group benefit programs, other than the group health plan, for its licensed employees.

Licensed employees who work an average of at least thirty (30) hours per week or one hundred thirty (130) hours per month, based on the measurement method adopted by the board, are eligible to participate in the group health plan. Licensed employees who work thirty (30) hours per week are eligible to participate in life or long term disability group insurance plans. Employers should maintain documents regarding eligible employees’ acceptance and rejection of coverage.

Regular part-time employees (i.e., employees who work less than 30 hours per week or 130 hours per month for health benefit purposes or employees who work less than 30 hours per week for benefits other than health) who  wish to purchase coverage may participate in group benefit programs by meeting the requirements of the applicable plan. Full-time and regular part-time licensed employees who wish to purchase coverage for their spouse or dependents may do so by meeting the requirements of the applicable plan.

Licensed employees and their spouse and dependents may be allowed to continue coverage of the school district's group health program if they cease employment with the school district by meeting the requirements of the plan.

Legal Reference:

Iowa Code §§ 20.9; 279.12, .27; 509; 509A; 509B.

Cross Reference:  

405.1 Licensed Employee Defined

Approved 11-17-03  4-27-15  Reviewed   6-18-07   8-21-12   3-30-15  1-28-19  Revised   4-27-15  1-28-19

The board authorizes the superintendent & business manager to make a payroll deduction for licensed employees' tax-sheltered annuity premiums purchased from any company authorized by Iowa law.

Licensed employees wishing to have payroll deductions for tax sheltered annuities will make a written request to the superintendent.

Legal Reference:

Small Business Job Protection Act of 1996, Section 1450(a), repealing portions of IRS REG § 1.403(b)-1(b)(3). Iowa Code §§ 20.9; 260C; 273; 294.16 (2003). 1988 Op. Att'y Gen. 38. 1976 Op. Att'y Gen. 462,

602. 1966 Op. Att'y Gen. 211, 220.

Cross Reference:

706 Payroll Procedures

Approved 11-17-03      Reviewed    6-18-07       8-21-12  1-28-19      Revised  1-28-19

A licensed employee who wishes to resign must notify the superintendent in writing within the time period set by the board (21 days from date issued) for return of the contract. This applies to regular contracts for the licensed employee's regular duties and for an extracurricular contract for extra duty. Resignations of this nature will be accepted by the board.

The board may require an individual who has resigned from an extracurricular contract to accept the resigned position for only the subsequent school year when the board has made a good faith effort to find a replacement and the licensed employee is continuing to be employed by the school district.

Legal Reference: Iowa Code §§ 91A.2, .3, .5; 279.13, .19A (2003).

Cross Reference:

405.3 Licensed Employee Individual Contracts

405.4 Licensed Employee Continuing Contracts

407 Licensed Employee Termination of Employment

Approved 11-17-03     Reviewed   6-18-07     8-21-12    1-28-19     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.

Licensed employees who will complete their current contract with the board may apply for retirement. No licensed employee will be required to retire at a specific age.

Application for retirement will be considered made when the licensed employee states in writing to the superintendent, no later than the date set by the board for the return of the employee's contract to the board, the intent of the employee to retire. The letter must state the employee's desire to retire and be witnessed by another party other than the principal or the superintendent. Applications made after the date set by the board for the return of the employee's contract to the board may be considered by the board if special circumstances exist. It is within the discretion of the board to determine whether special circumstances exist.

Board action to approve a licensed employee's application for retirement is final and such action constitutes nonrenewal of the employee's contract for the next school year.

Licensed employees who retire under this policy may qualify for retirement benefits through the Iowa Public Employees Retirement System.

Licensed employees and their spouse and dependents are allowed to continue coverage in the school district's group health insurance program at their own expense by meeting the requirements of the insurer.

Legal Reference:

Iowa Code Ch. 97B; § 279.46.

Cross Reference:

401.14 Recognition for Service of Employees

Approved 12-19-03                    Reviewed   6-18-07     8-21-12   1-28-19     Revised

Licensed employees will perform their assigned job, respect and follow board policy and obey the law. The superintendent is authorized to suspend a licensed employee pending board action on a discharge, for investigation of charges against the employee, and for disciplinary purposes. It is within the discretion of the superintendent to suspend a licensed employee with or without pay.

In the event of a suspension, appropriate due process will be followed.

Legal Reference: Iowa Code §§ 20.7, .24; 279.13, .15-.19, .27.

Cross Reference:

404 Employee Conduct and Appearance

407 Licensed Employee Termination of Employment  

Approved 12-19-03  Reviewed   6-18-07                  8-21-12  1-28-19            Revised

The board has the exclusive authority to determine the appropriate number of licensed employees. A reduction of licensed employees may occur as a result of, but not be limited to, changes in the education program, staff realignment, changes in the size or nature of the student population, financial situation considerations, and other reasons deemed relevant by the board.

The reduction in licensed employees, other than administrators, will be done through normal attrition if possible. If normal attrition does not meet the necessary reduction in force required, the board may terminate licensed employees.

It is the responsibility of the superintendent to make a recommendation for termination to the board. The superintendent shall consider the following criteria in making the recommendations:

• Endorsements and educational preparation within the grade level and subject areas in which the employee is now performing;
• Relative skills, ability and demonstrated performance;
• Qualifications for co-curricular programs; and
• Number of continuous years of service to the school district.  This will be considered only when the foregoing factors are relatively equal between licensed employees. 

Due process for terminations due to a reduction in force will be followed.

Legal Reference: 

Iowa Code §§ 20.7, .24; 279.13, .15-.19, .27.

Cross Reference:

1. Licensed Employee Suspension

413.6 Classified Employee Reduction in Force 703 Budget

Approved 12-19-03                  Reviewed  6-18-07   8-21-12  1-28-19            Revised 8-21-12  1-28-19

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

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

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

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

NOTE:  This is a mandatory policy. 

Legal Reference:    Iowa Code § 279.8, .74.

    281 I.A.C. 12.7; 83.6

Cross Reference:    414.9    Classified Employee Professional Purposes Leave

Approved  12-19-03; 8-21-23               Reviewed  6-18-07    8-21-12  1-28-19   Revised  1-28-19; 8-21-23

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

Legal Reference: Iowa Code § 279.8.

Cross Reference:

401.3 Employee Conflict of Interest

606.6 Student Production of Materials and Services

Approved 12-19-03                    Reviewed  6-18-07      8-21-12  1-28-19       Revised  1-28-19

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

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

Tutoring for a fee may not take place within school facilities or during regular school hours unless approved by the superintendent.

Legal Reference:

Iowa Code §§ 20.7; 279.8.

Cross Reference:

401.3 Employee Conflict of Interest

402.7 Employee Outside Employment

Approved 12-19-03                   Reviewed    6-18-07       8-21-12  1-28-19 Revised

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.

Legal Reference: Iowa Code §§ 1C; 4.1(34); 20.9;

Cross Reference:

601.1 School Calendar

Approved 12-19-03; 8-17-20              Reviewed   6-18-07; 8-21-12; 1-28-19          Revised  1-28-19; 7-20-20

The board will offer the following leave to full-time regular licensed employees:

• • Personal Illness (Sick) Leave – Leave for medically-related disability or illness and Leave to care for a sick member of the employee's family
• • Funeral Leave – Leave to mourn the loss of a family member or close friend
• • Personal Leave – Leave to accomplish personal business that cannot be conducted outside the work day
• • Jury Duty Leave – Leave to be excused for jury duty
• • Military Leave – Leave for military service, including the national guard

The board will offer the following paid leave to full-time regular classified employees:

• • Personal Illness (Sick) Leave – Leave for medically-related disability or illness and Leave to care for a sick member of the employee's family
• • Funeral Leave – Leave to mourn the loss of a family member or close friend
• • Personal Leave – Leave to accomplish personal business that cannot be conducted outside the work day
• • Jury Duty Leave – Leave to be excused for jury duty
• • Military Leave – Leave for military service, including the national guard

The provisions of each leave offering will be detailed in the Employee Staff 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.

Legal Reference:

29 U.S.C. §§ 2601 et seq.

Pub.L. 116–127

29 C.F.R. §§ 825; 826.

Iowa Code §§ 20; 29A; 55; 85; 216; 279.40; 607A.

Whitney v. Rural Ind. School District, 232 Iowa 61, 4 N.W.2d 394 (1942).

Bewley v. Villisca Community School District, 299 N.W. 2d 904 (Iowa 1980).

Cross Reference:

403.2 Employee Injury on the Job

409.3 Licensed Employee Family and Medical Leave

Approved 8-16-04; 08-17-20          Reviewed   6-18-07; 8-21-12; 1-28-19            Revised  1-28-19; 7-20-20

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 [insert method for establishing the 12-month period. See the United States Department of Labor’s Fact Sheet 28H for employer options]. 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. It is the responsibility of the superintendent to develop administrative rules to implement this policy.

Links: https://www.dol.gov/whd/regs/compliance/posters/fmlaen.pdf 

WH-380-E Certification of Health Care Provider for Employee’s Serious Health Condition (PDF) 

WH-380-F Certification of Health Care Provider for Family Member’s Serious Health Condition (PDF)  

WH-381 Notice of Eligibility and Rights & Responsibilities (PDF)  

WH-382 Designation Notice (PDF)  

WH-384 Certification of Qualifying Exigency For Military Family Leave (PDF)  

WH-385 Certification for Serious Injury or Illness of Covered Servicemember -- for Military Family Leave (PDF) 

Legal Reference:

29 U.S.C. §§ 2601 et seq.

29 C.F.R. § 825

Iowa Code §§ 20; 85; 216; 279.40.

Whitney v. Rural Ind. School. District, 232 Iowa 61, 4 N.W.2d 394 (1942).

Cross Reference:

409.2 Licensed Employee Personal Illness Leave

Approved 8-16-04; 08-17-20                Reviewed 6-18-07      8-21-12  1-28-19          Revised  1-28-19; 07-20-20

The board recognizes the need for substitute teachers. Substitute teachers shall be licensed to teach in Iowa. 

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

The board may appoint a licensed employee or the building principal from each school building to serve as the building's truancy officer.

The board may employ education aides or other instructional support personnel to assist licensed personnel in nonteaching duties, including, but not limited to:

• managing and maintaining records, materials and equipment;

• attending to the physical needs of children; and

• performing other limited services to support teaching duties when such duties are determined and directed by the teacher.

Classified employees are employees who are not administrators or employees in positions which require an Iowa Department of Education teaching license and who are employed to fulfill the duties listed on their job description on a monthly or hourly basis. Classified employees will include, but not be limited to, teacher and classroom aides, custodial and maintenance employees, clerical employees, food service employees, bus drivers, and temporary help for summer or other maintenance. The position may be full-time or part-time.

It is the responsibility of the superintendent to establish job specifications and job descriptions for classified employee positions.

Classified employees required to hold a license for their position must present evidence from the State of Iowa Department of Education of their current license to the board secretary prior to payment of wages each year.

Legal Reference: 

Iowa Code Chs. 20; 272; § 279.8.

Cross Reference:

405.1 Licensed Employee Defined

411.2 Classified Employee Qualifications, Recruitment, Selection

412.3 Classified Employee Group Insurance Benefits

Approved  8-16-04                   Reviewed  6-18-07  7-17-12 1-28-19  Revised   3-19-07

Persons interested in a classified employee position will have an opportunity to apply and qualify for classified employee positions in the school district without regard to race, color, national origin, gender, age, sexual orientation, gender identity, marital status, socioeconomic status, disability, religion, or creed. Job applicants for classified employee positions will be  considered on the basis of the following: 

The board may enter into written agreement with classified employees employed on a regular basis. Theagreement will state the terms of employment.

Classified employees who require a special license or other certification will keep them current at their own expense. Licensing requirements needed for a position will be considered met if the employee meets the requirements established by law and by the Iowa Department of Education for the position.

Determining the assignment of each classified employee is the responsibility of the superintendent and within the sole discretion of the board. In making such assignments each year the superintendent will consider the qualifications of each classified employee and the needs of the school district.

Determining the location where a classified employee's assignment will be performed is the responsibility of the superintendent and within the sole discretion of the board. In making such assignments each year the superintendent will consider the qualifications of each classified employee and the needs of the school district.

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.

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.

The first 180 days of a newly employed classified employee's contract is a probationary period. "Day" is defined as one work day regardless of full-time or part-time status of the employee. New employees, regardless of experience, are subject to this probationary period.  

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.

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.

Year around classified employees may be eligible for group insurance benefits as determined by the board and required by law. The board will select the group insurance program and the insurance company which will provide the program.

The board authorizes the administration to make a payroll deduction for classified employees' tax-sheltered annuity premiums purchased from any company authorized by Iowa law.

Classified employees wishing to have payroll deductions for tax sheltered annuities will make a written request to the superintendent.

Legal Reference:

Small Business Job Protection Act of 1996, Section 1450(a), repealing portions of IRS REG § 1.403(b)-1(b)(3). Iowa Code § 294.16. 1988 Op. Att'y Gen. 38. 1976 Op. Att'y Gen. 462,

602. 1966 Op. Att'y Gen. 211, 220.

Cross Reference:

706 Payroll Procedures

Approved   9-20-04     Reviewed   6-18-07  7-17-12  1-28-19   Revised  1-28-19

Classified employees who wish to resign during the school year will give the board notice of their intent to resign and final date of employment and cancel their agreement 2 weeks prior to their last working day.

Classified employees who will complete their current agreement with the board may apply for retirement.   No classified employee will be required to retire at any specific age. 

Classified employees will perform their assigned job, respect and follow board policy and obey the law. The superintendent is authorized to suspend a classified employee with or without pay pending board action on a discharge or during investigation of charges against the employee or for disciplinary purposes. It is within the discretion of the superintendent to suspend a classified employee with or without pay.

The board believes classified employees should perform their jobs, respect board policy and obey the law. A classified employee may be dismissed upon thirty days notice or immediately for cause.

It is the exclusive power of the board to determine when a reduction in classified employees is necessary.  Employees who are terminated will be notified immediately and the agreed upon date and time of termination will be the decision of the building or district administrator

Professional purposes leave may be granted to classified employees for the purpose of attending meetings and conferences directly related to their assignments.  Application for the leave must be presented to the superintendent two days prior to the meeting or conference.

It is within the discretion of the superintendent to grant professional purposes leave.  The leave may be denied on the day before or after a vacation or holiday, on special days when services are needed, when it would cause undue interruption of the education program and school district operations, or for other reasons deemed relevant by the superintendent.

Legal Reference:        Iowa Code § 279.8

                                    281 I.A.C. 12.7.

Cross Reference:        411      Classified Employees - General

                                    408.1    Classified Employee Professional Development

Approved   8-17-20                                            Reviewed                                               Revised                   

Professional purposes leave may be granted to classified employees for the purpose of attending meetings and conferences directly related to their assignments.  Application for the leave must be presented to the superintendent 2 days prior to the meeting or conference.