BOARD POLICIES

BOARD POLICIES

POLICY MANUAL:

This site contains the official board policies for the board of directors of the Webster City School District. Policy development is a dynamic, ongoing process. New problems, issues, and needs give rise to the continuing need to develop new policies or to revise existing ones. 

How To Use This Policy Manual
The Webster City Community Schools operates according to policies established by its board of directors.  The board develops policies after careful deliberation, and the school administration implements them through specific regulations and procedures.  The board reviews and evaluates its policies and makes revisions as necessary.

The manual is organized according to a numeric codification system.  There are nine major classifications bearing a numeric Series Code.

        100    SCHOOL DISTRICT
        200    BOARD OF DIRECTORS
        300    ADMINISTRATION
        400    EMPLOYEES
        500    STUDENTS
        600    EDUCATION PROGRAM
        700    NONINSTRUCTIONAL OPERATIONS AND BUSINESS SERVICES
        800    BUILDINGS AND SITES
        900    SCHOOL DISTRICT COMMUNITY RELATIONS

How To Find A Policy
There are two ways to find a policy.  The first is to click on "Board Policies" header to expand the list, and then navigate to a particular Series and then review the list of policies included under each Series.  To view the policy, just click on the policy name in the menu on the left.

The second way to find a policy is to search for a policy number, keyword or phrase in the Search box in the upper right hand corner of this site.  It will show results that may match your search word or phrase.  Then click on an individual policy or item to review.

How To Read The Signs And Symbols

A variety of signs and symbols are used in concert with the numeric codification system.  These are explained below:

Inquiries

Inquires about the policies included in this manual may be directed to the board members or to the Superintendent by telephone at (515) 832-9200 or by writing the school district at 825 Beach Street, Webster City IA  50595.

 

Jen@iowaschool… Thu, 09/19/2019 - 12:29

100 - SCHOOL DISTRICT

100 - SCHOOL DISTRICT admin@iowascho… Mon, 11/04/2019 - 12:50

100 - Legal Status of the School District

100 - Legal Status of the School District

Iowa law authorizes the creation of a Common Schools System.  As part of this Common Schools System, this school district is a school corporation created and organized under Iowa law.  This school district shall be known as the Webster City Community School District.

This school corporation is located in Hamilton, Wright and Webster Counties, and its affairs are conducted by elected school officials, the Webster City Community School District Board of Directors.  This school corporation has exclusive jurisdiction over school matters in the territory of the school district.

 

 

Cross Reference:  200 - Legal Status of the Board of Directors

Approved:  March 2017
Reviewed:  December 2107

 

Jen@iowaschool… Fri, 11/15/2019 - 15:19

101 - Educational Philosophy of the School District

101 - Educational Philosophy of the School District

As a school corporation of Iowa, the Webster City Community School District, acting through its board of directors, is dedicated to promoting an equal opportunity for a quality public education to its students within the limitations of the school district's ability and willingness to furnish financial support to provide for students in cooperation with their parents and the school district community, the opportunity to develop a healthy social, intellectual, emotional, and physical self-concept in a learning environment that provides guidance to and encourages critical thinking in the students for a lifetime.

The board endeavors through the dedication of the school district's resources, to encourage students, who come to the school district from a variety of backgrounds, to look forward to the time when they will have jobs, homes, families, places in the school district community, and attain recognition as individuals.  In order to achieve this goal, the board will seek qualified employees dedicated to development of their professional skills for the betterment of the education program and for the expertise for educational productivity.

Instruction and curriculum are the key elements of a public education.  Critical thinking and problem solving skills that will assist the students' preparation for life shall be instructed as part of a sequentially coordinated curriculum.  The school district strives to prepare students for employment, to discover and nurture creative talent and to prepare them to meet and cope with social change in an atmosphere conducive to learning.

The support and involvement of the home and the school district community are essential to achieve educational excellence in the school district.  The school district strives to maintain an active relationship with the home and the school district community to create within the students an awareness of dignity and worth of the individual, civic responsibility and respect for authority.

 

 

Cross Reference:         
103      Equal Educational Opportunity

105      Long-Range Needs Assessment
210      Board of Directors' Management Procedures
600      Goals and Objectives of the Education Program
602      Curriculum Development

Approved:    March 2007
Reviewed:    December 2017

 

dawn@iowaschoo… Thu, 12/05/2019 - 10:23

102 - School District Instructional Organization

102 - School District Instructional Organization

The Webster City Community School District offers an education program for grades Pre-Kindergarten through twelve.  The levels of instruction are organized by the following levels:

Grades pre-kindergarten through first grade and the Developmental Learning Center shall attend Pleasant View Elementary in Webster City.

Grades two through four shall attend Sunset Heights Elementary in Webster City

Grades five through eight shall attend the Middle School in Webster City.

Grades nine through twelve shall attend the High School in Webster City.

Hamilton Regional High School/Alternative School in Webster City.

Dual Credit Courses are located on the ICCC campus in Webster City.

Dual Credit Courses are located at the Career Academy on the ICCC Campus in Eagle Grove.

Each school building will have a principal responsible for the administration and management of the school building, the school building employees and the education program.  The principals shall work closely with the superintendent, who shall oversee the administration and management of the school district.

State Wide Four-Year Old Pre-School is provided through a partnership between the District and community private providers.

 

 

Cross Reference:         
501      Student Attendance

Approved:    March 2007
Reviewed:    December 2017
Revised:        December 2017

 

dawn@iowaschoo… Thu, 12/05/2019 - 10:27

103 - Equal Educational Opportunity

103 - Equal Educational Opportunity

It is the policy of the Webster City Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity, socioeconomic status (for programs) or genetic information in its educational programs and its employment practices. A grievance procedure exists for processing complaints of discrimination. For questions or a grievance related to this policy, contact the District’s Equity Coordinator, Dr. Mandy Ross, 820 Des Moines Street, Webster City, IA  50595, Phone:  515-832-9200, Email Address: mandy_ross@webster-city.k12.ia.us.

The Board requires all persons, agencies, vendors, contractors and other persons and organizations doing business with or performing services for the District to subscribe to all applicable federal and state laws, executive orders, rules and regulations pertaining to contract compliance and equal opportunity.

 

 

Cross Reference:            
101    Educational Philosophy of the School District

401.1 Equal Employment Opportunity
500    Objectives for Equal Educational Opportunities for Students
506.1 Student Records

Approved:    September 2016
Reviewed:    December 2017
Revised:        March 2019

 

dawn@iowaschoo… Thu, 12/05/2019 - 10:29

103.E1 - Section 504 Notice of Nondiscrimination

103.E1 - Section 504 Notice of Nondiscrimination

The Webster City Community School District offers career and technical programs in the following areas of study:

  • Agricultural, Food, and Natural Resources
  • Applied Science, Technology, Engineering, and Manufacturing
  • Arts, Communication, and Information Systems
  • Business, Finance, Marketing, and Management
  • Health Science
  • Human Services

It is the policy of the Webster City Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity, and socioeconomic status (for programs) in its educational programs and its employment practices. A grievance procedure exists for processing complaints of discrimination. For questions or a grievance related to this policy, contact the District’s Equity Coordinator, Dr. Mandy Ross, Webster City Community School District, 820 Des Moines Street, Webster City, IA  50595, Phone:  515-832-9200, email address: mandy_ross@webster-city.k12.ia.us.

 

 

El Distrito Escolar de la Comunidad de Webster City ofrece programas de carreras y técnicos en las siguientes áreas de estudio:

  • Agricultura, alimentación y recursos naturales.
  • Ciencias aplicadas, tecnología, ingeniería y fabricación
  • Arte, comunicación y sistemas de información.
  • Negocios, Finanzas, Marketing y Gestión.
  • Ciencia de la salud
  • Servicios Humanos

Es la política del Distrito Escolar Comunitario de Webster City no discriminar por motivos de raza, color, origen nacional, sexo, discapacidad, religión, credo, edad (para el empleo), estado civil (para programas), orientación sexual, género identidad y estatus socioeconómico (para programas) en sus programas educativos y sus prácticas de empleo. Existe un procedimiento de quejas para procesar las quejas de discriminación. Si tiene preguntas o una queja relacionada con esta política, comuníquese con la Coordinadora de Equidad del Distrito, Dra. Mandy Ross, Distrito Escolar Comunitario de Webster City, 820 Des Moines Street, Webster City, IA 50595, teléfono: 515-832-9200, email address: mandy_ross@webster-city.k12.ia.us.

 

dawn@iowaschoo… Thu, 12/05/2019 - 10:31

103.E2 - Continuous Notice of Nondiscrimination

103.E2 - Continuous Notice of Nondiscrimination

It is the policy of the Webster City Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity, socioeconomic status (for programs) in its educational programs and its employment practices or genetic information. A grievance procedure exists for processing complaints of discrimination. For questions or a grievance related to this policy, contact the District’s Equity Coordinator, Dr. Mandy Ross, Webster City Community School District, 820 Des Moines Street, Webster City, IA  50595, Phone:  515-832-9200, email address: mandy_ross@webster-city.k12.ia.us.

 

 

Es la política del Distrito Escolar Comunitario de Webster City no discriminar por motivos de raza, color, origen nacional, sexo, discapacidad, religión, credo, edad (para el empleo), estado civil (para programas), orientación sexual, género identidad y estatus socioeconómico (para programas) en sus programas educativos y sus prácticas de empleo. Existe un procedimiento de quejas para procesar las quejas de discriminación. Si tiene preguntas o una queja relacionada con esta política, comuníquese con la Coordinadora de Equidad del Distrito, Dra. Mandy Ross, Distrito Escolar Comunitario de Webster City, 820 Des Moines Street, Webster City, IA 50595, teléfono: 515-832-9200, email address: mandy_ross@webster-city.k12.ia.us.

 

dawn@iowaschoo… Thu, 12/05/2019 - 10:32

103.E3 - Section 504 Student and Parental Rights

103.E3 - Section 504 Student and Parental Rights

The Webster City Community School District does not discriminate in its educational programs and activities on the basis of a student's disability. It has been determined that your child has a qualifying disability for which accommodations may need to be made to meet his or her individual needs as adequately as the needs of other students. As a parent, you have the right to the following:

  • Participation of your child in school district programs and activities, including extracurricular programs and activities, to the maximum extent appropriate, free of discrimination based upon the student's disability and at the same level as students without disabilities;
  • Receipt of free educational services to the extent they are provided students without disabilities:
  • Receipt of information about your child and your child's educational programs and activities in your native language;
  • Notice of identification of your child as having a qualifying disability for which accommodations may need to be made and notice prior to evaluation and placement of your child and right to periodically request a re-evaluation of your child;
  • Inspect and review your child's educational records including a right to copy those records for a reasonable fee; you also have a right to ask the school district to amend your child's educational records if you feel the information in the records is misleading or inaccurate; should the school district refuse to amend the records, you have a right to a hearing and to place an explanatory letter in your child's file explaining why you feel the records are misleading or inaccurate; and
  • Hearing before an impartial hearing officer if you disagree with your child's evaluation or placement; you have a right to counsel at the hearing and have the decision of the impartial hearing officer reviewed.

It is the policy of the Webster City Community School District Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact the District’s Equity Coordinator, Dr. Mandy Ross, Webster City Community School District, 820 Des Moines Street, Webster City, IA  50595, Phone:  515-832-9200, email address: mandy_ross@webster-city.k12.ia.us.

 

dawn@iowaschoo… Thu, 12/05/2019 - 10:35

103.E4 - Complaint Form

103.E4 - Complaint Form

Date of complaint:                                 ___________________________________________________________

Name of Complainant:                          ___________________________________________________________

Are you filling out this form for              ___________________________________________________________
yourself or someone else (please
indentify the individual if you are          ___________________________________________________________
submitting on behalf of someone
else):

Who or what entity do you                    ___________________________________________________________
believe discriminated against,
harassed, or bullied you (or
someone else)?

Date and place of alleged                    ___________________________________________________________
incident(s): 
                                                             ___________________________________________________________

                                                             ___________________________________________________________

Name of any witness (if any):               ___________________________________________________________

 

Nature of discrimination, harassment, or bullying alleged (check all that apply):

 

Age

 

Physical Attribute

 

Sex

 

Disability

 

Physical/Mental Ability

 

Sexual Orientation

 

Familial Status

 

Political Belief

 

Socio-economic Background

 

Gender Identity

 

Political Party Preference

 

Other – Please Specify:

 

Marital Status

 

Race/Color

 

 

National Origin/Ethnic Background/Ancestry

 

Religion/Creed

 

In the space below, please describe what happened and why you believe that you or someone else has been discriminated against, harassed, or bullied. Please be as specific as possible and attach additional pages if necessary.

_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

I agree that all of the information on this form is accurate and true to the best of my knowledge.

Signature: _____________________________________            Date:  ___________________________

 

 

dawn@iowaschoo… Thu, 12/05/2019 - 10:36

103.E5 - Witness Disclosure Form

103.E5 - Witness Disclosure Form

Name of Witness:                                 ___________________________________________________________

Date of interview:                                  ___________________________________________________________

Date of initial complaint:                        ___________________________________________________________

Name of Complainant (include              ___________________________________________________________
whether the Complainant is a 
student or employee)

Date and place of alleged                    ___________________________________________________________
incident(s): 
                                                             ___________________________________________________________

                                                             ___________________________________________________________

 

Nature of discrimination, harassment, or bullying alleged (check all that apply):

 

Age

 

Physical Attribute

 

Sex

 

Disability

 

Physical/Mental Ability

 

Sexual Orientation

 

Familial Status

 

Political Belief

 

Socio-economic Background

 

Gender Identity

 

Political Party Preference

 

Other – Please Specify:

 

Marital Status

 

Race/Color

 

 

National Origin/Ethnic Background/Ancestry

 

Religion/Creed

 

Description of incident witnessed: _________________________________________________________ 
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

Additional information: _________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

 

I agree that all of the information on this form is accurate and true to the best of my knowledge.

Signature: _____________________________________            Date:  ___________________________

 

dawn@iowaschoo… Thu, 12/05/2019 - 10:46

103.E6 - Disposition of Complaint Form

103.E6 - Disposition of Complaint Form

Date:                                             _________________________________________________________

Date of initial complaint:               _________________________________________________________

Name of Complainant (include     _________________________________________________________
whether the Complainant is a 
student or employee:                    _________________________________________________________

Date and place of alleged             _________________________________________________________
incident(s):                       
                                                     _________________________________________________________

                                                     _________________________________________________________

Name of Respondent (include     _________________________________________________________
whether the Respondent is a 
student or employee):

Nature of discrimination, harassment, or bullying alleged (check all that apply):
 

 

Age

 

Physical Attribute

 

Sex

 

Disability

 

Physical/Mental Ability

 

Sexual Orientation

 

Familial Status

 

Political Belief

 

Socio-economic Background

 

Gender Identity

 

Political Party Preference

 

Other – Please Specify:

 

Marital Status

 

Race/Color

 

 

National Origin/Ethnic Background/Ancestry

 

Religion/Creed

 

 

Summary of Investigation: _______________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

 

I agree that all of the information on this form is accurate and true to the best of my knowledge.

Signature: _____________________________________            Date:  __________________________

 

dawn@iowaschoo… Thu, 12/05/2019 - 10:51

103.R1 - Grievance Procedure

103.R1 - Grievance Procedure

It is the policy of the Webster City Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity, and socioeconomic status (for programs) in its educational programs and its employment practices.  There is a grievance procedure for processing complaints of discrimination.  If you have questions or a grievance related to this policy please contact the District’s Equity Coordinator, Dr. Mandy Ross, Webster City Community School District, 820 Des Moines Street, Webster City, IA  50595, Phone:  515-832-9200, email address: mandy_ross@webster-city.k12.ia.us.

Students, parents of students, employees, and applicants for employment in the school district have the right to file a formal complaint alleging discrimination.  The district has policies and procedures in place to identify and investigate complaints alleging discrimination.  If appropriate, the district will take steps to prevent the recurrence of discrimination and to correct its discriminatory effects on the Complainant and others.

A Complainant may attempt to resolve the problem informally by discussing the matter with a building principal or a direct supervisor.  However, the Complainant has the right to end the informal process at any time and pursue the formal grievance procedures outlined below.  Use of the informal or formal grievance procedure is not a prerequisite to the pursuit of other remedies.  Please note that informal processes and procedures are not to be used in certain circumstances (e.g., sexual harassment and sexual assault).

Filing a Complaint
A complainant who wishes to avail himself/herself of this procedure may do so by filing a complaint with the superintendent or superintendent’s designee.  An alternate will be designated in the event it is claimed that the superintendent or superintendent’s designee committed the alleged discrimination or some other conflict of interest exists.  Complaints shall be filed within 180 days of the event giving rise to the complaint or from the date the Complainant could reasonable become aware of such occurrence.  The Complainant will state the nature of the complaint and the remedy requested.  The Complainant shall receive assistance as needed.

Investigation
Within fifteen working days, the equity coordinator will begin the investigation of the complaint or appoint a qualified person to undertake the investigation (hereinafter “equity coordinator”.  If the Complainant is under 18 years of age, the equity coordinator shall notify his or her parent(s)/guardian(s) that they may attend investigatory meetings in which the Complainant is involved.  The complaint and the identity of the Complainant, Respondent, or witnesses will only be disclosed as reasonably necessary in connection with the investigation or as required by law or policy.  The investigation may include, but is not limited to the following:

  • A request for the Complainant to provide a written statement regarding the nature of the complaint;
  • A request for the individual named in the complaint to provide a written statement;
  • A request for witnesses identified during the course of the investigation to provide a written statement;
  • Interviews of the Complainant, Respondent, or witnesses;
  • An opportunity to present witnesses or other relevant information; and
  • Review and collection of documentation or information deemed relevant to the investigation

Within sixty working days, the equity coordinator shall complete the investigation and issue a report with respect to the findings.

The equity coordinator shall notify the Complainant and Respondent of the decision within five working days of completing the written report.  Notification shall be by U.S. mail, first class.

Decision and Appeal
The complaint is closed after the equity coordinator has issued the report, unless within ten working days after receiving the decision, either party appeals the decision to the superintendent by making a written request detailing why he/she believes the decision should be reconsidered.  The equity coordinator shall promptly forward all materials relative to the complaint and appeal to the superintendent.  Within thirty working days, the superintendent shall affirm, reverse, amend the decision, or direct the equity coordinator to gather additional information.  The superintendent shall notify the Complainant, Respondent, and the equity coordinator of the decision within five working day so the decision.  Notification shall be by U.S. mail, first class.

The decision of the superintendent shall be final.

The decision of the superintendent in no way prejudices a party from seeking redress through state or federal agencies as provided by in law.

This policy and procedures are to be used for complaints of discrimination, in lieu of any other general complaint policies or procedures that may be available.

If any of the stated timeframes cannot be met by the district, the district will notify the parties and pursue completion as promptly as possible.

Retaliation against any person, because the person has filed a complaint or assisted or participated in an investigation, is prohibited.  Persons found to have engaged in retaliation shall be subject to discipline by appropriate measures.

 

dawn@iowaschoo… Thu, 12/05/2019 - 10:58

104 - The People and Their School District

104 - The People and Their School District

The board recognizes the value of interaction and participation of the citizens of the school district community with the school district.  The board will cooperate and participate, whenever possible, in the school district community while carrying out its elected responsibilities.

It shall be the responsibility of the superintendent to keep the board apprised of opportunities for involvement with the school district community.

 

 

Cross Reference:         
209      Committees of the Board of Directors

215      Public Participation in Board Meetings
703.1   Budget Planning
901      Public Communications
904      Public Participation in the School District

Approved:    March 2007
Reviewed:    December 2017

 

dawn@iowaschoo… Thu, 12/05/2019 - 10:59

105 - Long-Range Needs Assessment

105 - Long-Range Needs Assessment

Long-range needs assessment enables the school district to analyze assessment data, get feedback from the community about its expectations of students and determine how well students are meeting student learning goals.  The board shall conduct ongoing and in-depth needs assessment, soliciting information from business, labor, industry, higher education and community members, regarding their expectations for adequate student preparation as responsible citizens and successful wage earners.

In conjunction with the in-depth needs assessment of the school district, the board shall authorize the appointment of a committee, representing administrators, employees, parents, students and community members, to make recommendations and assist the board in determining the priorities of the school district in addition to the basic skills areas of the education program.

The district receives feedback on an ongoing basis though meetings of the school improvement advisory committee, high school drop-in coffee, parent-teacher conferences and support organizations, annual public meeting to review student achievement, and with open comments on board agendas and also with interaction with community service organizations. 

It shall be the responsibility of the superintendent to ensure the school district community is informed of students’ progress on state and locally determined indicators.  The superintendent shall report annually to the board about the means used to keep the community informed.

As a result of the board and committee's work, the board shall determine major educational needs and rank them in priority order; develop long-range goals and plans to meet the educational needs; establish and implement short-range and intermediate-range plans to meet the goals and to attain the desired levels of student performance; evaluate progress toward meeting the goals and maintain a record of progress under the plan that includes reports of student performance and results of school improvement projects; and annually report the school district's progress made under the plan to the committee, community and Iowa Department of Education.

 

 

Approved:    March 2007
Reviewed:    December 2017

 

dawn@iowaschoo… Thu, 12/05/2019 - 11:01

105.R1 - Long Range Needs Assessment Regulation

105.R1 - Long Range Needs Assessment Regulation

School districts also need to develop a process for long–range needs assessment. The process needs to include three items:

  • provisions for collecting, analyzing and reporting information derived from local, state and national sources;
  • provisions for reviewing information acquired on the following:
     - 
    state indicators and other locally determined indicators,
     - 
    locally established student learning goals,
     - specific data collection required by state and federal programs;
  • provisions for collecting and analyzing assessment data on the following:
     - 
    state indicators,
     - locally determined indicators,
     - 
    locally established student learning goals.

The long-range needs assessment process is mandatory but it does not need to be an administrative regulation supporting the long-range needs assessment policy.  It is, however, recommended that it become an administrative regulation to support the policy to ensure completeness and consistency.

 

dawn@iowaschoo… Thu, 12/05/2019 - 11:03

106 - Anti-Bullying/Harassment Policy

106 - Anti-Bullying/Harassment Policy

The Webster City Community School District is committed to providing all students with a safe and civil school environment in which all members of the school community are treated with dignity and respect.  Bullying and/or harassment of or by student, staff, and volunteers is against federal, state, and local policy and is not tolerated by the board.  Bullying and/or harassing behavior can seriously disrupt the ability of school employees to maintain a safe and civil environment, and the ability of students to learn and succeed.  Therefore, it is the policy of the state and the school district that school employees, volunteers, and students shall not engage in bullying or harassing behavior in school, on school property, or at any school function or school-sponsored activity.

Definitions
For the purposed of this policy, the defined words shall have the following meaning:

  • “Electronic” means any communication involving the transmission of information by wire, race, optic cable, electromagnetic, or other similar means.  “Electronic” includes but is not limited to communication via electronic mail, internet-based communications, pager service, cell phones, and electronic text messaging.
  • “Harassment” and “bullying” shall mean any electronic, written, verbal, or physical act or conduct toward a student based on the individual’s actual or perceived age, color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender identity, physical attributes, physical or mental ability or disability, ancestry, political party preference, political belief, socioeconomic status, or familial status, and which creates an objectively hostile school environment that meets one or more of the following conditions:
  1. Places the student in reasonable fear of harm to the student’s person or property.
  2. Has a substantial detrimental effect on the student’s physical or mental health.
  3. Has the effect of substantially interfering with a student’s academic performance.
  4. Has the effect of substantially interfering with the student’s ability to participate in or benefit from the services, activities, or privileges provided by a school.
  • “Trait or characteristic of the student” includes but is not limited to age, color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender identity, physical attributes, physical or mental ability or disability, ancestry, political party preference, political belier, socioeconomic status, or familial status.
  • “Volunteer” means an individual who has regular, significant contact with students.

Filing a Complaint
A complainant who wishes to avail himself/herself of this procedure may do so by filing a complaint with the superintendent or superintendent’s designee.  An alternate will be designated in the event it is claimed that the superintendent or superintendent’s designee committed the alleged discrimination or some other conflict of interest exists.  Complaints shall be filed within 180 days of the event giving rise to the complaint or from the date the Complainant could reasonable become aware of such occurrence.  The Complainant will state the nature of the complaint and the remedy requested.  The Complainant shall receive assistance as needed.

School employees, volunteers, and students shall not engage in reprisal, retaliation, or false accusation against a victim, witness, or an individual who has reliable information about an act of bullying or harassment.

Investigation
The school district will promptly and reasonably investigate allegations of bullying or harassment.  The superintendent or the superintendent’s designee – the Principal (hereinafter “Investigator”) will be responsible for handling all complaints alleging bullying or harassment.  The Investigator shall consider the totality of circumstances presented in determining whether conduct objectively constitutes bullying or harassment.  The superintendent or superintendent’s designee shall also be responsible for developing procedures regarding this policy. 

Decision
If, after an investigation, a student is found to be in violation of this policy, the student shall be disciplined by appropriate measures, which may include suspension and expulsion.  If after an investigation a school employee is found to be in violation of this policy, the employee shall be disciplined by appropriate measures, which may include termination.  If after an investigation a school volunteer is found to be in violation of this policy, the volunteer shall be subject to appropriate measures, which may include exclusion from school grounds.

A school employee, volunteer, or student, or a student’s parent or guardian who promptly, reasonably, and in good faith reports an incident of bullying or harassment, in compliance with the procedures in the policy adopted pursuant to this section, to the appropriate school official designated by the school district, shall be immune from civil or criminal liability relating to such report and to participation in any administrative or judicial proceeding resulting from or relating to the report.

Individuals who knowingly file false bullying or harassment complaints and any person who gives false statements in an investigation may be subject to discipline by appropriate measures, as shall any person who is found to have retaliated against another in violation of this policy.  Any student found to have retaliated in violation of this policy shall be subject to measures up to, and including, suspension and expulsion.  Any school employee found to have retaliated in violation of this policy shall be subject to measures up to, and including, termination of employment.  Any school volunteer found to have retaliated in violation of this policy shall be subject to measures up to, and including, exclusion from school grounds.

Publication of Policy
The board will annually publish this policy.  The policy may be publicized by the following means:

  • Inclusion in the student handbook,
  • Inclusion in the employee handbook
  • Inclusion in registration materials
  • Inclusion on the school or school district’s web site,
  • (other)____________________________________

 

 

Cross References:        
102 Equal Educational Opportunity

502 Student Rights and Responsibilities
503 Student Discipline
506 Student Records

Approved:    March 2007
Reviewed:    December 2017

 

dawn@iowaschoo… Thu, 12/05/2019 - 11:05

106.E1 - Anti-Bullying/Harassment Complaint Form

106.E1 - Anti-Bullying/Harassment Complaint Form

Name of complainant:  __________________________________________________________

Position of complainant:  ________________________________________________________

Date of complaint:  _____________________________________________________________

Name of alleged harasser
or bully:  _____________________________________________________________________

Date and place of incident or incidents: _____________________________________________
_____________________________________________________________________________

Description of misconduct:  _______________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________

Name of witnesses (if any):  ______________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________

Evidence of harassment or bullying, i.e. letters, photos, etc. (attached evidence if possible):
_____________________________________________________________________________
_____________________________________________________________________________

Any other information:  ___________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________

I agree that all of the information on this form is accurate and true to the best of my knowledge.

 

Signature:  ___________________________________

Date:  ____________________________

 

dawn@iowaschoo… Thu, 12/05/2019 - 11:07

106.E2 - Anti-Bullying/Harassment Witness Disclosure Form

106.E2 - Anti-Bullying/Harassment Witness Disclosure Form

Name of witness:  ________________________________________________________________

Position of witness:  _______________________________________________________________

Date of testimony, interview:  ________________________________________________________

Description of incident witnessed: ____________________________________________________
________________________________________________________________________________ 
________________________________________________________________________________ 
________________________________________________________________________________ 
________________________________________________________________________________ 

Any other information:  _____________________________________________________________
________________________________________________________________________________ 
________________________________________________________________________________ 
________________________________________________________________________________ 
________________________________________________________________________________ 

I agree that all of the information on this form is accurate and true to the best of my knowledge.

Signature:  ________________________________________

Date:  ________________________________

 

dawn@iowaschoo… Thu, 12/05/2019 - 11:12

106.R1 - Anti-Bullying/Harassment Investigation Procedures

106.R1 - Anti-Bullying/Harassment Investigation Procedures

The Webster City Community School District is committed to providing all students with a safe and civil school environment in which all members of the school community are treated with dignity and respect.  Bullying and/or harassment of or by student, staff, and volunteers is against federal, state, and local policy and is not tolerated by the board.  Bullying and/or harassing behavior can seriously disrupt the ability of school employees to maintain a safe and civil environment, and the ability of students to learn and succeed.  Therefore, it is the policy of the state and the school district that school employees, volunteers, and students shall not engage in bullying or harassing behavior in school, on school property, or at any school function or school-sponsored activity.

Definitions
For the purposed of this policy, the defined words shall have the following meaning:

  • “Electronic” means any communication involving the transmission of information by wire, race, optic cable, electromagnetic, or other similar means.  “Electronic” includes but is not limited to communication via electronic mail, internet-based communications, pager service, cell phones, and electronic text messaging.
  • “Harassment” and “bullying” shall mean any electronic, written, verbal, or physical act or conduct toward a student based on the individual’s actual or perceived age, color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender identity, physical attributes, physical or mental ability or disability, ancestry, political party preference, political belief, socioeconomic status, or familial status, and which creates an objectively hostile school environment that meets one or more of the following conditions:
  1. Places the student in reasonable fear of harm to the student’s person or property.
  2. Has a substantial detrimental effect on the student’s physical or mental health.
  3. Has the effect of substantially interfering with a student’s academic performance.
  4. Has the effect of substantially interfering with the student’s ability to participate in or benefit from the services, activities, or privileges provided by a school.
  • “Trait or characteristic of the student” includes but is not limited to age, color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender identity, physical attributes, physical or mental ability or disability, ancestry, political party preference, political belier, socioeconomic status, or familial status.
  • “Volunteer” means an individual who has regular, significant contact with students.

Filing a Complaint
A complainant who wishes to avail himself/herself of this procedure may do so by filing a complaint with the superintendent or superintendent’s designee.  An alternate will be designated in the event it is claimed that the superintendent or superintendent’s designee committed the alleged discrimination or some other conflict of interest exists.  Complaints shall be filed within 180 days of the event giving rise to the complaint or from the date the Complainant could reasonable become aware of such occurrence.  The Complainant will state the nature of the complaint and the remedy requested.  The Complainant shall receive assistance as needed.

School employees, volunteers, and students shall not engage in reprisal, retaliation, or false accusation against a victim, witness, or an individual who has reliable information about an act of bullying or harassment.

Investigation
The school district will promptly and reasonably investigate allegations of bullying or harassment.  The building principal (hereinafter “Investigator”) will be responsible for handling all complaints alleging bullying or harassment.

If the Complainant is under 18 years of age, the Investigator shall notify his or her parent(s)/guardian(s) that they may attend investigatory meetings in which the Complainant is involved.  The complaint and identity of the

Complainant, Respondent, or witnesses will only be disclosed as reasonably necessary in connection with the investigation or as required by law or policy.  The investigation may include, but is not limited to the following:

  • A request for the Complainant to provide a written statement regarding the nature of the complaint;
  • A request for the individual named in the complaint (hereinafter “Respondent”) to provide a written statement;
  • A request for witnesses identified during the course of the investigation to provide a written statement; and
  • Review and collection of documentation or information deemed relevant to the investigation.

The Investigator shall consider the totality of circumstances presented in determining whether conduct objectively constitutes bullying or harassment.  Upon completion of the investigation, he Investigator shall issue a report with respect to the findings.

Decision
If, after an investigation, a student is found to be in violation of this policy, the student shall be disciplined by appropriate measures, which may include suspension and expulsion.  If after an investigation a school employee is found to be in violation of this policy, the employee shall be disciplined by appropriate measures, which may include termination.  If after an investigation a school volunteer is found to be in violation of this policy, the volunteer shall be subject to appropriate measures, which may include exclusion from school grounds.

A school employee, volunteer, or student, or a student’s parent or guardian who promptly, reasonably, and in good faith reports an incident of bullying or harassment, in compliance with the procedures in the policy adopted pursuant to this section, to the appropriate school official designated by the school district, shall be immune from civil or criminal liability relating to such report and to participation in any administrative or judicial proceeding resulting from or relating to the report.

Individuals who knowingly file false bullying or harassment complaints and any person who gives false statements in an investigation may be subject to discipline by appropriate measures, as shall any person who is found to have retaliated against another in violation of this policy.  Any student found to have retaliated in violation of this policy shall be subject to measures up to, and including, suspension and expulsion.  Any school employee found to have retaliated in violation of this policy shall be subject to measures up to, and including, termination of employment.  Any school volunteer found to have retaliated in violation of this policy shall be subject to measures up to, and including, exclusion from school grounds.

 

dawn@iowaschoo… Thu, 12/05/2019 - 11:15

107 - Discrimination and Harassment Based on Sex Prohibited

107 - Discrimination and Harassment Based on Sex Prohibited

In accordance with Title IX of the Education Amendments Act of 1972, the Webster City Community School District prohibits sex discrimination, including sexual harassment as defined by the regulations implementing Title IX (34 C.F.R. § 106.30), against any individual participating in any education program or activity of the District.  This prohibition on discrimination applies to students, employees, and applicants for employment. 

The Board authorizes the Superintendent to adopt procedures for any individual to report sexual harassment to the District’s Title IX Coordinator, for the provision of supportive measures to anyone who has been subjected to sexual harassment whether or not they proceed with a formal complaint under those procedures, and for the investigation and resolution of such complaints, as required by Title IX. This Title IX grievance process shall be used to respond to all complaints of sexual harassment that fall within the scope of Title IX.  For complaints of sexual harassment that do not fall within the scope of Title IX, the District may still offer supportive measures to the subject of such conduct and shall apply any other policy or procedure applicable to the alleged conduct.

Any individual with questions about the District’s Title IX policy and procedures, or who would like to make a report or file a formal complaint of sex discrimination or sexual harassment may contact the District’s designated Title Coordinator, Will Brock, PO Box 10, Webster City, IA  50595, 515-832-9220, wbrock@webster-city.k12.ia.us.

Retaliation against a person who made a report or complaint of sexual harassment, assisted, or participated in any manner in an investigation or resolution of a sexual harassment report or complaint is strictly prohibited. Retaliation includes threats, coercion, discrimination, intimidation, reprisals, and/or adverse actions related to employment or education. Any individual who believes they have been retaliated against in violation of this Policy should immediately contact the District’s Title IX Coordinator.

Approved:  February 2022

Reviewed:

Revised:

mary_ellen_dra… Wed, 03/02/2022 - 09:51

200 - BOARD OF DIRECTORS

200 - BOARD OF DIRECTORS admin@iowascho… Mon, 11/04/2019 - 12:50

200 - Legal Status of the Board of Directors

200 - Legal Status of the Board of Directors dawn@iowaschoo… Wed, 12/04/2019 - 13:36

200.1 - Role of the Board of Directors

200.1 - Role of the Board of Directors

The ultimate goal of the Board is to achieve the educational philosophy of the District. As school officials elected by the members of the school district community, the Board shall strive to represent the needs and wishes of the members of the school district community in its deliberations and actions.

While the Board shall be aware of the desires of the school district community, the needs of the students in the Webster City Community School District shall be considered above others. The Board strives to meet the needs of the students through evaluation of the financial and educational benefits of the various alternatives available to the Board and the District.

Approved:    July 2007
Reviewed:    January 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:37

200.2 - Organization of the Board of Directors

200.2 - Organization of the Board of Directors

The Webster City Community School District Board is authorized by and derives its organization from Iowa law.  The Board shall consist of 5 members. Board members shall be elected using the at-large method.

The Board is organized for the purpose of setting policy and providing general direction for the District. The Board shall hold its organizational meeting at/or the first regular meeting following the canvass of votes.  The retiring Board shall transfer materials, including the Board policy manual, and responsibility to the new Board. In non-election years, the organizational meeting will be the last meeting in September.

The organizational meeting allows the outgoing board to approve minutes of its previous meetings, complete unfinished business, and review the school election results. The retiring board shall adjourn and the new board shall then begin. The Board Secretary will administer the oath of office to the newly-elected board members. The Board Secretary will preside while the new board elects the president and vice president of the new board.

Approved:    July 2007
Reviewed:    January 2022
Revised:        January 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:38

200.3 - Powers of the Board of Directors

200.3 - Powers of the Board of Directors

The Board, acting on behalf of the District, shall have jurisdiction over school matters within the territory of the District based on the powers expressly granted to it in federal and state law as well as powers that can be reasonably implied from the express powers.

The Board has the authority to make policy for its own governance, for employees, students, and District facilities, and to enforce those policies. The Board has the authority through its quasi-judicial power, to conduct hearings and rule on issues and disputes concerning the District.

The Board shall take necessary steps to maintain an orderly board meeting, free from interference or interruption by spectators, and ensure the safety of the Board while complying with open meetings law. Individuals who threaten or disrupt the Board may be asked to leave, which may include escort by law enforcement, if necessary. The Board may hire a security officer if concern for safety of the Board or spectators warrants.

Approved:    July 2007
Reviewed:    January 2022
Revised:        January 2022
 

dawn@iowaschoo… Wed, 12/04/2019 - 13:39

200.4 - Responsibilities of the Board of Directors

200.4 - Responsibilities of the Board of Directors

The Board is authorized to govern the District which it oversees. As the governing board of the District, the Board has three duties to perform:  legislative duty, executive duty, and evaluative duty.

As a representative of the citizens of the school district community, the Board is responsible for legislating policy for the District. As a policy making body, the Board has jurisdiction to enact policy with the force and effect of law for the management and operation of the District.

It is the responsibility of the Board, under the Board's executive duty, to select its chief executive officer, the superintendent, to operate the District on the Board's behalf. The Board delegates to the Superintendent its authority to carry out board policy, to formulate and carry out rules and regulations and to handle the administrative details in a manner which supports and is consistent with board policy.

The Board has a responsibility to review the education program's performance under its evaluative duty. The Board regularly reviews the education program and ancillary services. The review includes a careful study and examination of the facts, conditions and circumstances surrounding the amount of funds received or expended and the education program's ability to achieve the Board's educational philosophy and goods for the District.

Approved:    July 2007
Reviewed:    January 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:41

201 - Board of Directors' Elections

201 - Board of Directors' Elections

The school election takes place on the first Tuesday after the first Monday in November of odd-numbered years.  Each school election shall be used to elect citizens to the Board to maintain a five member board and to address other questions that are submitted to the voters.

Citizens of the school district community seeking a seat on the Board must file their nomination papers with the Board secretary or his/her designee in accordance with the timelines established by law.

If a vacancy occurs on the Board, it may be filled by appointment within 30 days of the vacancy. If the Board does not fill the vacancy by appointment, the Board Secretary shall call a special election to fill the vacancy. Candidates for a seat created by a vacancy must file their nomination papers 25 days before the special election.

The county commissioner of elections is responsible for conducting school elections.

Approved:    July 2007
Reviewed:    January 2022
Revised:        April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:42

202 - Board of Directors Members

202 - Board of Directors Members dawn@iowaschoo… Wed, 12/04/2019 - 13:43

202.1 - Qualifications

202.1 - Qualifications

Serving on the Board of Directors is an honor and privilege. Its rewards are respect from the community, students, and employees and the satisfaction from knowing each board member contributed to the success of the children in the school district community. Only those who are willing to put forth the effort to care and to make a difference should consider running for a position on the Board.

The Board believes an individual considering a position on the school board must believe that public education is important, support the democratic process, willingly devote time and energy to board work, respect educators, and have the ability to examine the facts of a situation and make a decision. 

Citizens wanting to run for a position on the board must be a citizen of the school district, an eligible elector of the district and free from a financial conflict of interest with the position.

 

Approved:    July 2007
Reviewed:    January 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:43

202.2 - Oath of Office

202.2 - Oath of Office

Board members are officials of the state. As a public official, each board member must pledge to uphold the Iowa and the United States Constitution and carry out the responsibilities of the office to the best of the board member's ability.

Each newly-elected board member will take the oath of office prior to any action taken as a school official. The oath of office shall be taken by each new board member elected at the school election at or before the organizational meeting of the board. In the event of an appointment or special election to fill a vacancy, the new board member shall take the oath of office within ten days of the appointment or election.

Board members elected to offices of the Board shall also take the same oath of office but replacing the office of board member with the title of the office to which they were elected.

The oath of office shall be administered by the Board Secretary and does not need to be given at a board meeting. In the event the Board Secretary is absent, the oath shall be administered by another board member.

"Do you solemnly swear that you will support the Constitution of the United States and the Constitution of the state of Iowa, and that you will faithfully and impartially to the best of your ability discharge the duties of the office of                                (naming the office) the Webster City Community School District as now and hereafter required by law?

 

Approved:    July 2007
Reviewed:   January 2022
Revised:      December 2008

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:44

202.3 - Term of Office

202.3 - Term of Office

Board members elected for a full term at a regularly scheduled school election in November, of odd-numbered years, serve for four years.  Board members appointed to fill a vacant position will serve until the next scheduled school election.  A board member elected to fill a vacancy will serve out the unexpired term. Eligible board members are encouraged to consider running for more than one term.

Approved:    July 2007
Reviewed:    January 2022
Revised:        January 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:46

202.4 - Vacancies

202.4 - Vacancies

A vacancy occurs when a board member resigns, forfeits, or otherwise leaves the office. A vacancy also includes, but is not limited to, the following:  failure to be properly elected, failure to qualify within the time fixed by law, failure to reside in the school district or director district, a court order declaring the seat vacant, conviction of a felony, three violations of the open meetings law, or conviction of a public offense in violation of the oath of office.

If a vacancy occurs prior to the expiration of a term of office, the vacancy shall be filled by board appointment within 30 days of the vacancy. The newly-appointed board member shall hold the position until the next scheduled school election.  

If the Board is unable to fill a vacancy by appointment within 30 days after the vacancy occurs, the Board Secretary shall call a special election to be held no sooner than 60 days and not later than 70 days after the vacancy occurred. A board member elected at the special election shall serve the remaining portion of the unexpired term.

Approved:    July 2007
Reviewed:    January 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:47

202.5 - Individual Authority and Liability of Board Members

202.5 - Individual Authority and Liability of Board Members

The Board operates as a corporate body and may make decisions regarding the education program, operations, and actions affecting the District. 

Individual board members exercise their authority as a board member when they vote to take action at a board meeting. However, individual board members have no authority to make decisions or take action to effect management of the District. Without the consent of the entire Board, an individual board member has no authority to act on behalf of the District or the Board.

Board members shall not be held personally liable for action taken in the performance of their duties and responsibilities vested in them by Iowa law and the members of the school district community. Board members shall act in good faith in carrying out their duties. 

The District shall defend, save harmless, and indemnify board members against tort claims or demands arising within the scope of their official duties, unless the act constitutes a willful or wanton act or omission. However, the District shall not save harmless or indemnify board members for punitive damages.

Approved:    July 2007
Reviewed:    January 2022
Revised:        January 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:48

203 - Board of Directors' Conflict of Interest

203 - Board of Directors' Conflict of Interest

Board members must be able to make decisions objectively. It is a conflict of interest for a board member to receive direct compensation from the District, unless exempted in this policy, for anything other than reimbursement of actual and necessary expenses, including travel, incurred in the performance of official duties. A board member will not act as an agent for a school textbook or school supply company during the board member's term of office. It will not be a conflict of interest for board members to receive compensation from the District for contracts to purchase goods or services if the benefit to the board member does not exceed $2,500 in a fiscal year or if the contracts are made by the Board upon competitive bid in writing, publicly invited and opened. 

The conflict of interest provisions do not apply to a contract that is a bond, note, or other obligation of a school corporation if the contract is not acquired directly from the school corporation, but is acquired in a transaction with a third party, who may or may not be the original underwriter, purchaser, or obligee of the contract, or to a contract in which a director has an interest solely by reason of employment if the contract was made by competitive bid, in writing, publicly invited and opened, or if the remuneration for employment will not be directly affected as a result of the contract and duties of employment do not involve any of the preparation or procurement of any part of the contract. The competitive bid section of the conflict of interest provision does not apply to a contract for professional services not customarily competitively bid.

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

  1. The outside employment or activity involves the use of the District's time, facilities, equipment and supplies or the use of the school district badge, uniform, business card or other evidence of office to give the board member or member of the board member's immediate family an advantage or pecuniary benefit that is not available to other similarly situated members or classes of members of the general public. For purposes of this section, a person is not "similarly situated" merely by being related to a board member.
  2. The outside employment or activity involves the receipt of, promise of, or acceptance of more or other consideration by the board member or a member of the board member's immediate family from anyone other than the State or the District for the performance of any act that the board member would be required or expected to perform as part of the board member's regular duties or during the hours in which the board member performs service or work for the District.
  3. The outside employment or activity is subject to the official control, inspection, review, audit, or enforcement authority of the board member during the performance of the board member's duties of office or employment.

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

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

It is the responsibility of each board member to be aware of an actual or potential conflict of interest to take the action necessary to eliminate such a conflict of interest. Should a conflict of interest arise, a board member should not participate in any action relating to the issue from which the conflict arose.

 

Approved:    July 2007
Reviewed:    January 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:49

204 - Code of Ethics

204 - Code of Ethics

Board members' actions, verbal and nonverbal, reflect the attitude and the beliefs of the District. Therefore, board members must conduct themselves professionally and in a manner fitting to their position. Each board member shall follow the code of ethics stated in this policy.

As A School Board Member:

  1. I will listen.
  2. I will respect the opinion of others.
  3. I will recognize the integrity of my predecessors and associates and the merit of their work.
  4. I will be motivated only by an earnest desire to serve my District and the children of my school district community in the best possible way.
  5. I will not use the District or any part of the school district program for my own personal advantage or for the advantage of my friends or supporters.
  6. I will vote for a closed session of the Board if the situation requires it, but I will consider "star chamber" or "secret" sessions of board members unethical.
  7. I will recognize that to promise in advance of a meeting how I will vote on any proposition which is to be considered is to close my mind and agree not to think through other facts and points of view which may be presented in the meeting.
  8. I will expect, in board meetings, to spend more time on education programs and procedures than on business details.
  9. I will recognize that authority rests with the Board in legal session and not with individual members of the Board, except as authorized by law.
  10.  I will make no disparaging remarks, in or out of the board meeting, about other members of the Board or their opinions.
  11.  I will express my honest and most thoughtful opinions frankly in board meetings in an effort to have decisions made for the best interests of the children and the education program.
  12. I will insist that the members of the Board participate fully in Board action and recommend that when special committees are appointed, they serve only in an investigative and advisory capacity.
  13. I will abide by majority decisions of the Board.
  14. I will carefully consider petitions, resolutions and complaints and will act in the best interests of the District.
  15. I will not discuss the confidential business of the Board in my home, on the street, or in my office; the place for such discussion is the board meeting.
  16. I will endeavor to keep informed on local, state and national educational developments of significance so I may become a better board member.

In Meeting My Responsibility To My School District Community

  1. I will consider myself a trustee of public education and will do my best to protect it, conserve it, and advance it, giving to the children of my school district community the educational facilities that are as complete and adequate as it is possible to provide.
  2. I will consider it an important responsibility of the Board to interpret the aims, methods and attitudes of the District to the community.
  3. I will earnestly try to interpret the needs and attitudes of the school district community and do my best to translate them into the education program of the District.
  4. I will attempt to procure adequate financial support for the District.
  5. I will represent the entire District rather than individual electors, patrons or groups.
  6. I will not regard the District facilities as my own private property but as the property of the people.

In My Relationship With Superintendent And Employees

  1. I will function, in meeting the legal responsibility that is mine, as a part of a legislative, policy-forming body, not as an administrative officer.
  2. I will recognize that it is my responsibility, together with that of my fellow board members, to see the District is properly run and not to run them myself.
  3. I will expect the District to be administered by the best-trained technical and professional people it is possible to procure within the financial resources of the District.
  4. I will recognize the Superintendent as executive officer of the Board.
  5. I will work through the administrative employees of the Board, not over or around them.
  6. I will expect the Superintendent to keep the Board adequately informed through oral and written reports.
  7. I will vote to employ employees only after the recommendation of the Superintendent has been received.
  8. I will insist that contracts be equally binding on teachers and the Board.
  9. I will give the Superintendent power commensurate with his/her responsibility and will not in any way interfere with, or seek to undermine, the Superintendent's authority.
  10. I will give the Superintendent friendly counsel and advice.
  11. I will present any personal criticism of employees to the Superintendent.
  12. I will refer complaints to the proper administrative officer.

To Cooperate With Other School Boards

  1. I will not employ a superintendent, principal or teacher who is already under contract with another school district without first securing assurance from the proper authority that the person can be released from contract.
  2. I will consider it unethical to pursue any procedure calculated to embarrass a neighboring board or its representatives.
  3. I will not recommend an employee for a position in another school district unless I would employ the employee under similar circumstances.
  4. I will answer all inquiries about the standing and ability of an employee to the best of my knowledge and judgment, with complete frankness.
  5. I will associate myself with board members of other school districts for the purpose of discussing school district issues and cooperating in the improvement of the education program.

 

 

 

Approved:    July 2007
Reviewed:    January 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:52

205 - Board of Directors' Officers

205 - Board of Directors' Officers

President

The president of the Board is elected by a majority vote at the organizational or annual board meeting each year to serve a one-year term of office.  A member may be elected as president to successive one-year terms.

The President, in addition to presiding at the board meetings, will take an active role in Board decisions by discussing and voting on each motion before the Board in the same manner as other board members. Before making or seconding a motion, however, the President will turn over control of the meeting to either the Vice President or other board member.

The President has the authority to call special meetings of the Board. Prior to board meetings, the President will consult with the Superintendent on the development of the agenda for the meeting. The President, as the chief officer of the District, will sign employment contracts for all employees and other contracts and District warrants approved by the Board. The President will appear on behalf of the school corporation in causes of action involving the District, unless the President must appear individually as a party, in which case, this duty shall be performed by the Board Secretary.

Vice President

The Vice President will be elected by a majority vote at the organizational or annual board meeting each year to serve a one–year term of office. A member may be elected as Vice President to successive one-year terms.

The Vice President will take an active role in board decisions by discussing and voting on matters before the board in the same manner as other board members. The Vice President will accept control of the meeting from the President when the President wishes to make or second a motion. The Vice President shall serve in the absence of the president and shall perform such other duties as may be assigned by the president or by the Board.

If the President is unable or unwilling to carry out the duties required, the Vice President is responsible to carry out those duties. If the President is unable or unwilling to complete the term of office, the Vice President will serve as President for the balance of the President’s term of office, and a new Vice President will be elected.

Board Secretary-Treasurer

A board secretary-treasurer may be appointed from employees, other than a position requiring a teaching certificate, or from the public. The Board Secretary-Treasurer will take the oath of office during the meeting at which the individual was appointed or no later than ten days thereafter.  

The Board Secretary, as custodian of the District’s records, is responsible for preserving and maintaining the records and documents pertaining to the business of the Board; keeping complete minutes of special and regular board meetings, including closed sessions; keeping record of the results of regular and special elections; keeping accurate accounting of school funds; signing warrants drawn on school funds after Board approval; and collecting data on truant students. The Board Secretary will give bond in an amount set by the Board. The cost of the bond will be paid by the District.

In the event that the Board Secretary-Treasurer cannot fulfill her/his duties, the Superintendent Secretary will assume those duties until the Board Secretary-Treasurer is able to resume responsibility or a new board secretary-treasurer is appointed.

The Superintendent shall evaluate the Board Secretary-Treasurer annually.

 

Approved:    July 2007
Reviewed:    January 2022
Revised:        January 2022

dawn@iowaschoo… Wed, 12/04/2019 - 13:56

206 - School Attorney

206 - School Attorney

 

The Board will annually appoint legal counsel to represent the District and to advise the Board on legal matters. When requested to do so, Counsel will attend regular and special meetings of the Board and will be available for consultation as needed.

Because it is often necessary to consult legal counsel and receive its expert opinion as part of background information to be used by the Board in making decisions, and because at times the District may be involved in litigation or other legal matters, the Superintendent, Board President, and the Board Secretary-Treasurer are authorized to seek Counsel's services as needed.

Individual Board members are expected to consult school legal counsel only when the full Board has given permission for such consultation. Otherwise, the Board member will be expected to pay any legal fees that may result. The Board should be kept informed of legal matters that are other than routine, and of legal services that may involve extraordinary expense to the District.

Approved  July 2007

Reviewed  January 2022

Revised January 2022

dawn@iowaschoo… Wed, 12/04/2019 - 13:58

207 - Committees of the Board of Directors

207 - Committees of the Board of Directors

 

dawn@iowaschoo… Wed, 12/04/2019 - 14:02

207.1 Ad Hoc Committees

207.1 Ad Hoc Committees

The Board may appoint a committee composed of citizens, employees or students to assist the Board. Committees formed by the Board are ad hoc committees.

An ad hoc committee is formed by board resolution which shall outline the duties and purpose of the committee. The committee is advisory in nature and has no duty or responsibility other than that specifically stated in the board resolution. The committee shall automatically dissolve upon the delivery of its final recommendation to the Board or upon completion of the duties outlined in the board resolution. The Board will receive the report of the committee for consideration. The Board retains the authority to make a final decision on the issue. The committee may be subject to the open meetings law.

The method for selection of committee members shall be stated in the board resolution. When possible, and when the necessary expertise required allows, the committee members will be representative of the District community and shall consider the various viewpoints on the issue. The board may designate a Board member and the Superintendent to serve on an ad hoc committee. The committee will select its own chairperson, unless the Board designates otherwise.

 

Approved:  July 2007

Reviewed:  January 2022

mary_ellen_dra… Tue, 01/11/2022 - 14:21

208 - Board Policy Development, Adoption, and Suspension

208 - Board Policy Development, Adoption, and Suspension

Development

The Board shall develop and maintain a policy manual that provides general direction of what it wishes to accomplish. The Superintendent is responsible for implementing board policies. In the absence of board policy, the Superintendent is authorized to act appropriately to address the circumstances in a manner that reflects the educational philosophy and financial condition of the District.

Policies shall be reviewed at least once every five years to ensure relevance to current practices and compliance with the law. Upon review, policies shall include a notation of the date of review. The Superintendent shall keep the Board informed of state and federal legal changes that may impact board policy development. If a policy is revised because of a legal change over which the Board has no control or a minor change, the policy may be approved at one meeting at the Board’s discretion.

The Superintendent is authorized to submit written recommendations for revision of any existing policies as she/he deems necessary for the most efficient operation of the District. However, policy statements may be proposed by a board member, administrator, employee, student or member of the school district community and submitted to the Superintendent to bring to the Board’s attention.

The board policies may be amended or revised at any regular meeting, provided notice of such change shall have been given by placing the item on the agenda of two regular board meetings. Proposed changes will be distributed and public comment will be allowed at both meetings prior to final board action.

Adoption and Suspension

If the Board adopts or suspends a policy in an emergency situation, a statement regarding the need for immediate adoption of the policy shall be included in the minutes. The emergency policy shall expire at the close of the second regular board meeting following the emergency action unless the policy adoption procedure is followed and the policy is reaffirmed. The Board shall have complete discretion to determine what constitutes an emergency situation.

The Board Secretary-Treasurer shall ensure that copies of new and revised policies are posted no later than the first regular board meeting following the policy’s adoption.

The Board Secretary-Treasurer is responsible for ensuring that copies of the policy manual are available in all administrative offices of the District and are also available on the District’s website.

Approved:    July 2007
Reviewed:    January 2022

Revised:  January 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 14:03

209 - Board of Directors' Meetings

209 - Board of Directors' Meetings dawn@iowaschoo… Wed, 12/04/2019 - 14:04

209.1 Board of Directors' Meetings

209.1 Board of Directors' Meetings

BOARD MEETINGS

All meetings of the Board shall be public meetings and shall be open to the public at all times with the exception of closed sessions as described under Iowa law.

Advance public notice of the time, date, and place of each meeting, and the tentative agenda shall be provided. When it is necessary to hold an emergency meeting without notice, the nature of the emergency shall be stated in the minutes.

Open Meetings

A gathering of a majority of board members in which deliberation of an issue within the jurisdiction of the Board takes place is a board meeting.  A gathering for the purpose of social or ministerial action shall not constitute a board meeting unless a discussion of policy takes place.  Meetings of the Board shall be conducted in an open meeting unless a closed session is authorized by law or the meeting is exempt from the open meetings law.

Regular Meetings

The regular meeting time and date shall be set by the Board at its organizational meeting. Regular meetings of the Board of Directors will be held on the second and fourth Mondays of each month.

Meetings will be held in the meeting place officially designated by the Board of Directors, which will be accessible to the public.

When a regular meeting falls on a holiday, the meeting will be held on the following day.

Annual Meetings

At a regular or special meeting held after August 31, but before the organizational meeting, the Board shall examine the financial books and settle the Board Secretary-Treasurer’s statements for the fiscal year ending the preceding June 30 and transact such other business as may properly come before it. As part of the annual reports, the Board Secretary-Treasurer shall present affidavits from depository banks showing the balance.

Organizational Meetings

An organizational meeting shall be held at the first regular meeting after the canvass of votes of the regular school election. The meeting shall be called to order by the Board Secretary-Treasurer acting as temporary chairperson.

The first order of business shall be to swear into office any new members unless they have been so sworn previously. The Board shall then elect from its membership a President and a Vice President and shall appoint the Board Secretary-Treasurer.

Special Meetings

Special meetings of the Board may be called at any time by the President or by the Board Secretary-Treasurer at the request of the majority of the Board. Public notice will be given.

If the special meeting is an emergency meeting and the Board cannot give public notice in its usual manner, The Board shall give public notice as soon as practical and possible. The reason for the emergency meeting and why notice could not be given in the usual manner shall be stated in the minutes.

No business other than that stated in the notice shall be transacted at such meeting.

Closed Session

The Board may hold a closed session only by affirmative public vote of either two-thirds of the board members or all of the members present at the meeting. No formal action of any kind may be taken in a closed session. The Board may hold a closed session for any of the reasons listed in Chapter 21.5 of the Iowa Code:

  • To review or discuss records which are required or authorized by state or federal law to be kept confidential.
  • To discuss strategy with legal counsel matters presently in litigation, or where litigation is imminent, if disclosure would be likely to prejudice or disadvantage the Board.
  • To discuss whether to conduct a hearing or conduct a hearing for suspension or expulsion of a student, unless an open meeting is requested by the student or the parent of the student.
  • To discuss the purchases of particular real estate, but only when premature disclosure could be reasonably expected to increase the price the Board would have to pay for the property.

The item for discussion in closed session shall be listed as part of the agenda. The motion to move to closed session, including statement of the purpose for the closed session, shall be made and seconded during the open meeting. A minimum of two-thirds of the Board or all of the members present must vote in favor of the motion on a roll call vote. Closed sessions shall be audio recorded and have detailed minutes kept by the Board Secretary-Treasurer. Final action on matters discussed in the closed session shall be taken in an open meeting.

Minutes and the audio recording will restate the motion made in the open meeting, the roll call vote, the members present, and the time the closed session began and ended. Audio recordings and the written minutes shall be maintained for one year from the meeting date and are only available to board members or opened upon court order. The Board has complete discretion as to whom may be present at a closed session. Real estate-related minutes and tapes will be made public after the real estate transaction is complete.

Electronic Meetings

The Board may conduct a meeting by electronic means such as a telephone conference call only “in circumstances where such a meeting in person is impossible or impractical.”  Public access to the conversation must be provided “to the extent reasonably possible.”  Public notice must be given for the electronic meeting and minutes kept, which include the reason for not holding a meeting in person.

Work Sessions and Retreats

The Board may schedule work sessions and retreats from time to time in order to provide its members and the administrative staff with such opportunities. Topics for discussion and study will be announced publicly and work sessions and retreats will be conducted in open session. No board action will take place at work sessions or retreats.

Approved:    July 2007
Reviewed:    January 2018

Revised:  January 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 14:04

209.2 Meeting Notice

209.2 Meeting Notice

Public notice shall be given for meetings and work sessions held by the Board. Public notice shall indicate the time, place, date and tentative agenda of board meetings. The public notice shall be posted on the bulletin board in the central administration office and uploaded to the District’s website at least three working days before it is scheduled, but, at the minimum, 24 hours notice needs to be given.

A copy of the public notice will be provided to those who have filed a written request for notice with the Board Secretary-Treasurer. A copy of the public notice will also be accessible to employees and students.

In the case of special meetings, public notice shall be given in the same manner as for a regular meeting unless it is an emergency meeting. In that case, public notice of the meeting shall be given as soon as practical and possible in light of the situation. The media and others who have requested notice shall be notified of the emergency meeting.  Attendance at a special meeting or emergency meeting by the media or board members shall constitute a waiver of notice.

It shall be the responsibility of the Board Secretary-Treasurer to give public notice of board meetings and work sessions.

Approved:  July 2007

Reviewed:  January 2022

Revised:  January 2022

 

mary_ellen_dra… Tue, 01/11/2022 - 14:24

209.3 Quorum

209.3 Quorum

The majority of the members of the Board of Directors shall be necessary to constitute a quorum for the transaction of business. A majority vote of those members present shall be necessary and sufficient to pass any motion or to take any action of the Board of Directors, unless state law or Board policies require the vote of a greater number of Board members on a particular issue. The adjournment of a meeting may be executed without a quorum.

Each board member shall be responsible for attending board meetings.

 

Approved:  July 2007

Reviewed:  January 2022

 

mary_ellen_dra… Tue, 01/11/2022 - 14:25

209.4 Rules of Order

209.4 Rules of Order

An orderly board meeting allows the board members to participate in the discussion and decision-making process. Rules of order for board meetings allow District business and the relative information concerning the business to be brought to the attention of the Board.  They also allow the board to discuss, act upon and make a clear record of District business in a regular, ordered, reasonable and consistent manner.

It shall be the responsibility of each board member to follow the rules of order stated in this policy at each meeting, and it shall be the responsibility of the presiding officer to conduct the board meeting within these rules.

In matters of procedure not covered by these policies, Robert's Rules of Order, Revised, shall govern.

Approved:  July 2022

Reviewed:  January 2022

Revised:  January 2022

mary_ellen_dra… Tue, 01/11/2022 - 14:26

209.5 Method of Voting

209.5 Method of Voting

Votes by the Board, except those required by law to be roll call, shall be by voice vote unless a board member requests a roll call vote.  An affirmative vote of the majority of votes cast, excluding abstentions, is sufficient to adopt a motion unless a higher percentage of affirmative votes is required by law or board policy.

The Board Secretary-Treasurer shall be responsible for publicly announcing the vote and record the vote in the minutes of the board meetings.

When the Board of Directors votes on the question of holding a closed session, the vote of each member and the reason for holding the closed session by reference to a specific exemption must be announced publicly at the open session and entered into the minutes.

Approved:  July 2007

Reviewed:  January 2022

Revised: January 2022

mary_ellen_dra… Tue, 01/11/2022 - 14:27

210 - Board of Directors' Meeting Agenda

210 - Board of Directors' Meeting Agenda dawn@iowaschoo… Wed, 12/04/2019 - 14:07

210.1 - Board Meeting Agenda

210.1 - Board Meeting Agenda

The tentative agenda for each board meeting shall state the topics for discussion and action at the board meeting.  The agenda is part of the public notice of the board meeting and will be posted and distributed.

It is the responsibility of the Superintendent to develop the agenda for each board meeting. Persons requesting to place an item on the agenda must make a request to the Superintendent prior to the drafting of the tentative agenda.  The person making the request must state the person's name, address, purpose of the presentation, action desired and pertinent background information.  Requests from the public may be added to the tentative agenda at the discretion of the superintendent after consultation with the board president.  Requests received after the deadline may only be added to the agenda for good cause.

The tentative agenda and supporting documents may be sent to the board members three days prior to the scheduled board meeting.  These documents are the private property of the board member.  Persons wishing to view the tentative agenda and supporting documents may do so at the Administrative Building.

The Board shall take action only on the items listed on the tentative agenda posted with the public notice.  Items added to the agenda may be discussed or taken under advisement by the Board.  If an added item is acted upon, the minutes of the board meeting shall state the reason justifying the immediate action.

Approved:    July 2007
Reviewed:    January 2022

Revised:  January 2022

 

dawn@iowaschoo… Thu, 12/05/2019 - 08:21

211 - Public Participation in Board Meetings

211 - Public Participation in Board Meetings

The Board recognizes the importance of citizen participation in school district matters.  In order to assure citizens are heard and board meetings are conducted efficiently and in an organized manner, the Board may set time aside for citizen participation, during open comment to the Board or during the discussion of agenda items. If the pressure of business or other circumstances dictate, the President may decide to not set time aside for citizen participation. The Board has the discretion to limit the amount of time set aside for public participation.

Citizens wishing to address the Board on a certain agenda item may do so during Open Comment. In the event that the Board would use electronic meetings, such as Zoom, Citizens may have their concerns shared during Open Comment by emailing their remarks to the Superintendent.

Citizens wishing to present petitions to the Board may do so during Open Comment. However, if a petition is presented, the Board will only receive the petition and not act upon it or its contents.

If the Board has set time aside for citizen participation and citizens wish to address the Board, the President will recognize these individuals to comment at the appropriate time to ensure that the orderly process of the board meeting will not be interfered with or disrupted. Only those speakers recognized by the President will be allowed to speak.

Individuals who have a complaint about an employee may ask the Board to hear their complaint only after they have followed the board policy addressing citizens’ complaints. Students who have a complaint may ask the Board to hear their complaint only after they have followed board policy addressing students’ complaints.

Approved:  July 2007

Reviewed:  January 2022

Revised:  January 2022

dawn@iowaschoo… Thu, 12/05/2019 - 08:36

212 - Public Complaints

212 - Public Complaints

The Board recognizes situations may arise in the operation of the 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 of concern is brought to the attention of the Board, it will be referred to the administration to be resolved. Prior to any Board action the following should be completed:

(a) Matters should first be addressed to the teacher or employee.

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

(c) Unsettled matters from (b) above or problems and questions concerning the District should be directed to the Superintendent.

(d) If a matter cannot be settled satisfactorily by the Superintendent, it may then be brought to the Board for consideration. To bring a concern, the individual shall notify the Board President or Board Secretary in writing, who may bring it to the attention of the entire Board.

Parents, guardians, and community members of the District who have concerns about the District or the Board may refer to the student handbook for additional guidance from the Iowa Department of Education. https://educateiowa.gov/pk-12/parent-guardian-and-community-concerns

It is within the discretion of the Board to address complaints from the members of the school district community, and the Board will only consider whether to address complaints if they are in writing, signed, and the complainant has complied with this policy. The Board is not obligated to address a complaint and may defer to the decision of the Superintendent. If the Board elects not to address a complaint, the decision of the Superintendent shall be final. If the Board does elect to address a complaint, its decision shall be final.

 

Approved:    February 2022
Reviewed:    January 222

Revised:  January 2022

 

dawn@iowaschoo… Thu, 12/05/2019 - 08:52

212.E1 Public Complaints Exhibit

212.E1 Public Complaints Exhibit

Unfairness, misunderstanding, hurt feelings, and conflict are experiences common to all of us. It takes teamwork to provide the best possible education for every child. Being approachable and acting with integrity are foundational principles for our administrators, teachers, and coaches.

STEP ONE

Take your concern to the person closest to the problem.

No matter where the problem is, take your concerns there first. Whether in the classroom, on the bus, or on the practice field, the staff most involved should resolve the issue.

STEP TWO

Present your concern to the next level.

Principals and Directors are the next levels of school personnel to contact. They will expect the unresolved issue was addressed at Step One. Often, they can facilitate the discussion between the parent, staff member or community member.

STEP THREE

Talk with the Superintendent.

Sometimes all the best intentions can’t solve a problem. When you believe you’ve worked hard with those closest to the problem, and you’ve taken the issue to the next level but still haven’t achieved a satisfactory outcome, the Superintendent is next. A meeting with the Superintendent will probably require some advance scheduling.

STEP FOUR

Contact your school board members.

School board members are elected to represent the interest of all parents and District residents. You are welcome to communicate your point of view. School board members do not, however, have authority in day-to-day school operations.

Contact a board member….

  • after other means to solve a problem have been tried.
  • when an enforced policy results in unintended consequences.
  • when a policy isn’t enforced equitably or at all.

The board member may take one or all of the following actions:

  • informally discuss the issue with the Superintendent.
  • request that the Board reviews the specific policies that relate to the situation.
  • propose new policies for the Board’s consideration.

SUGGESTIONS

Make time to talk with school personnel regularly.

Know who your children’s teachers, bus drivers, and coaches are and contact information.

Communicate concerns quickly and openly.

Get concerns out in the open early. The problem may be the result of an oversight or misunderstanding.

Give everyone a chance to understand your concern.

When scheduling an appointment, please share the general nature of the concern. Doing so provides an opportunity to reflect on it and prepare.

Be careful sharing frustrations with your children.

A unified team o f parent and school personnel provides the most effective educational experience. Use caution when sharing frustrations regarding school with your children so that a temporary problem does not permanently alter the student’s perception of teamwork between school and home.

 

mary_ellen_dra… Tue, 01/11/2022 - 14:28

213 - Board of Directors' Relationship

213 - Board of Directors' Relationship dawn@iowaschoo… Thu, 12/05/2019 - 09:21

213.1 Board of Directors and Superintendent

213.1 Board of Directors and Superintendent

The Superintendent is hired by the Board as the chief executive officer to manage the day-to-day operations of the school District. The Board shall set policy to guide the Superintendent and shall not be involved in the day-to-day operations of the District.

The Superintendent shall work closely with the Board, particularly the President, to carry out and implement board policies, to advise and inform the Board, to offer alternative solutions to the Board in the form of a recommendation, and to perform other duties as the Board assigns.

The Superintendent shall attend each board meeting unless excused by the President.

Approved:  July 2007

Reviewed:  January 2022

 

mary_ellen_dra… Tue, 01/11/2022 - 14:32

213.2 Board of Directors and Employees

213.2 Board of Directors and Employees

Employees who have concerns should have their initial contact with the building principal or immediate supervisor.  If the employee's concerns are unsatisfied, the next step is the building principal or Superintendent.  The Board may become involved with employee issues when the Board is acting on a recommendation from the Superintendent or when the Board is acting as a hearing panel to discuss the termination of an employee.

Approved:  July 2007

Reviewed:  January 2022

Revised:  January 2022

mary_ellen_dra… Tue, 01/11/2022 - 14:33

214 - Board Member Directors' Member Services

214 - Board Member Directors' Member Services

Members of the Board of Directors serve without pay. Board members shall be reimbursed for actual and necessary expenses incurred in the performance of their official duties as allowed by law. When submitting requests for reimbursement, detailed receipts, including date, purpose, and nature of each claim must be submitted within ten working days from the date of the receipt.

In recognition of the time, energy, and talent that board members provide the District, past and present board members and a guest shall receive activity passes to school-sponsored activities. The Superintendent shall be responsible for ensuring that board members receive activity passes.

Approved:  July 2007

Reviewed:  January 2022

Revised:  January 2022

dawn@iowaschoo… Thu, 12/05/2019 - 09:24

213.1 Board Member Compensation and Expenses

213.1 Board Member Compensation and Expenses

Members of the Board of Directors serve without pay. Board members shall be reimbursed for actual and necessary expenses incurred in the performance of their official duties as allowed by law. When submitting requests for reimbursement, detailed receipts, including date, purpose, and nature of each claim must be submitted within ten working days from the date of the receipt.

In recognition of the time, energy, and talent that board members provide the District, past and present board members and a guest shall receive activity passes to school-sponsored activities. The Superintendent shall be responsible for ensuring that board members receive activity passes.

Approved:  July 2007

Reviewed:  January 2022

mary_ellen_dra… Wed, 01/12/2022 - 08:01

215 - School Visitation by Board of Directors

215 - School Visitation by Board of Directors

Board members are always welcome to visit school buildings to observe the operations of the District.  It is recommended that board members notify the building principal when they are in the building for board-related business.

It shall be the responsibility of each board member to check in with the building principal when they are in the school.

 

Approved:    July 2007
Reviewed:    January 2022

 

dawn@iowaschoo… Thu, 12/05/2019 - 09:29

216 - Gifts to Board of Directors

216 - Gifts to Board of Directors

Board members may receive a gift on behalf of the District.  Board members shall not, either directly or indirectly, solicit, accept or receive a gift, series of gifts, or an honorarium unless the donor does not meet the definition of "restricted donor" stated below or the gift or honorarium does not meet the definition of gift or honorarium stated below.

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

  • Is seeking to be or is a party to any one or any combination of sales, purchases, leases or contracts to, from or with the District;
  • Will be directly and substantially affected financially by the performance or nonperformance of the board member's official duty in a way that is greater than the effect on the public generally or on a substantial class of persons to which the person belongs as a member of a profession, occupation, industry or region; or
  • Is a lobbyist or a client of a lobbyist with respect to matters within the school district jurisdiction.

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

  • Contributions to a candidate or a candidate's committee;
  • Information material relevant to a board member's official function, such as books, pamphlets, reports, documents, periodicals or other information that is recorded in a written, audio or visual format;
  • Anything received from a person related within the fourth degree by kinship or marriage, unless the donor is acting as an agent or intermediary for another person not so related;
  • An inheritance;
  • Anything available or distributed to the general public free of charge without regard to the official status of the board recipient;
  • Items received from a charitable, professional, educational or business organization to which the board member belongs as a dues-paying member if the items are given to all members of the organization without regard to an individual member's status or positions held outside of the organization and if the dues paid are not inconsequential when compared to the items received;
  • Actual expenses of a board member for food, beverages, travel, and lodging for a meeting, which is given in return for participation in a panel or speaking engagement at the meeting when the expenses relate directly to the day or days on which the board member has participation or presentation responsibilities;
  • Plaques or items of negligible resale value given as recognition for public service;
  • Nonmonetary items with a value of less than three dollars that are received from any one donor during one calendar day;
  • Funeral flowers or memorials to a church or nonprofit organization;
  • Gifts which are given to a public official for the public official's wedding or 25th or 50th wedding anniversary;
  • Items or services solicited or given to a state, national or regional organization in which the state of Iowa or a school district is a member for purposes of a business or educational conference, seminar or other meeting or solicited by or given to state, national or regional government organizations whose memberships and officers are primarily composed of state or local government officials or employees for purposes of a business or educational conference, seminar or other meeting;
  • Items or services received by members or representatives of members as part of a regularly scheduled event that is part of a business or educational conference, seminar or other meeting that is sponsored and directed by any state, national or regional government organization in which the state of Iowa or a political subdivision of the state of Iowa is a member or received at such an event by members or representatives of members of state, national or regional government organizations whose memberships and officers are primarily composed of state or local government officials or employees;
  • Payment of salary or expenses by a board member's employer or the firm in which the board member is a member for the cost of attending a meeting of a subunit of an agency when the board member whose expenses are being paid serves on a board, commission, committee, council or other subunit of the agency and the board member is not entitled to receive compensation or reimbursement of expenses from the school district;
  • Gifts other than food, beverages, travel and lodging received by a board member which are received from a person who is a citizen of a country other than the United States and is given during a ceremonial presentation or as a result of a custom of the other country and is of personal value only to the board member; or
  • Actual registration costs for informational meetings or sessions which assist a public official or public employee in the performance of the person's official functions.  The costs of food, drink, lodging and travel are not "registration costs" under this paragraph.  Meetings or sessions which a public official or public employee attends for personal or professional licensing purposes are not "informational meetings or sessions which assist a public official or public employee in the performance of the person's official functions" under this paragraph

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

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

It shall be the responsibility of each board member to know when it is appropriate to accept or reject gifts or honorariums.

 

Approved:    July 2007
Reviewed:    January 2022

 

dawn@iowaschoo… Thu, 12/05/2019 - 09:32

217 - Negotiations

217 - Negotiations

The Board shall select a chief spokesperson, generally the Superintendent, who shall have the authority to represent the Board in the phases of collective bargaining including, but not limited to, reaching a tentative agreement. Only the Board has the authority to ratify master labor agreements.

Upon appointment of the chief spokesperson, negotiations between the certified bargaining unit and its members shall be directed to the Board's chief spokesperson. Individual board members shall not be contacted directly by members of or representatives for, the bargaining unit concerning issues relating to the negotiation process.

The Board, in conjunction with its chief spokesperson, shall determine the composition of the board's bargaining team.

The Board shall set the parameters and goals for the negotiations.  Periodic strategy sessions shall be considered with the entire Board to maintain open communications between the Board and its chief spokesperson. Strategy sessions are exempt from the open meetings law.

 

Approved:  July 2007

Reviewed:  January 2022

dawn@iowaschoo… Thu, 12/05/2019 - 09:34

218.1E1 - Board Meeting Minutes

218.1E1 - Board Meeting Minutes

Since the official minutes of the board are the only basic legal record, it is important that they be recorded with extreme care and completeness.  The board secretary will follow the following guidelines in writing board minutes:

With respect to content, the minutes should show the following:

  1. The place, date, and time of each meeting.
  2. The type of meeting--regular, special, emergency or work session.
  3. Members present and members absent, by name.
  4. The call to order and adjournment.
  5. The departure of members by name before adjournment.
  6. The late arrival of members, by name.
  7. The time and place of the next meeting.
  8. Approval, or amendment and approval, of the minutes of the preceding meeting.
  9. Complete information as to each subject of the board's deliberation and the action taken.
  10. The maker and seconder of the motion, what action was taken, and the vote on the motion detailed enough to attribute a vote to each member present.
  11. Complete text of all board resolutions, numbered consecutively for each fiscal year.
  12. A record of all contracts entered into, with the contract documents kept in a separate file.
  13. A record of all change orders on construction contracts.
  14. All employment changes, including resignations or terminations.
  15. A record, by number, of the bills of account approved by the board for payment.
  16. A record of all calls for bids, bids received, and action taken thereon.
  17. Approval of all transfers of funds from one budgetary fund to another.
  18. Important documents forming a part of a motion should be made a part of the minutes by exhibit and placed in the minute book along with the minutes.
  19. Board policy and administrative guides should be made a part of the minutes by exhibit.
  20. Adoption of textbooks and establishment of bus routes by the board for the school year as well as the school calendar should become a part of the minutes.
  21. Approval or disapproval of open enrollment requests with justification for disapproval or approval after the deadline.
  22. A record of all delegations appearing before the board and a record of all petitions.
  23. At the annual meeting each year the record should indicate that the books of the treasurer and secretary and the Certified Annual Report have been examined and approved subject to audit.
  24. The election or appointment of board officers.
  25. The appointment of auditors to examine the books.

At the organizational meeting in September/October, the minutes should reflect the following:

  1. Appointment of a temporary chairperson if not specified in policy.
  2. Oath of office administered to newly elected board members.
  3. Nominations taken for the office of president and vice-president.
  4. Election of the president and vice-president, the votes and the oath of office administered to the president and vice-president.
  5. The resolution to pay bills when the board is not in session.
  6. A resolution to automatically disburse payroll along with a roster of all employees under contract.
  7. A resolution naming depositories along with the maximum deposit for each depository.
  8. Resolution authorizing the use of a check protector and signer and the proper control of the signer.
  9. Motion designating a member or a committee to examine the bills of account for a designated period of time on a rotation basis if desired for the balance of the school year.

 

dawn@iowaschoo… Thu, 12/05/2019 - 09:43

300 - ADMINISTRATION

300 - ADMINISTRATION admin@iowascho… Mon, 11/04/2019 - 12:51

300 - Role of School District Administration

300 - Role of School District Administration

In this series of the board policy manual, the board defines the role and the employment of school district administrators.  Policies in the 400 Series, "Employees," also apply to administrators unless a more specific policy exists in the 300 Series, "Administration."

School district administrators have been given a great opportunity and responsibility to manage the school district, to provide educational leadership, and to implement the educational philosophy of the school district.  They are responsible for the day-to-day operations of the school district.  In carrying out these operations, the administrators are guided by board policies, the law, the needs of the students, and the wishes of the citizens in the school district community.

It shall be the responsibility of the administrators to implement and enforce the policies of the board, to oversee employees, to monitor educational issues confronting the school district, and to inform the board about school district operations.

While the board holds the superintendent ultimately responsible for these duties, the principals are more directly responsible for educational results, for the administration of the school facilities and for the employees.

The board and the administration will work together to share information and decisions under the management team concept.

 

 

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 12:55

301 - Administrative Structure

301 - Administrative Structure dawn@iowaschoo… Wed, 12/04/2019 - 12:56

301.1 - Management

301.1 - Management

The board and the administrators shall work together in making decisions and setting goals for the school district.  This effort is designed to obtain, share, and use information to solve problems, make decisions, and formulate school district policies and regulations.

It shall be the responsibility of each administrator to fully participate in the management of the school district by investigating, analyzing, and expressing their views on issues.  Those board members or administrators with special expertise or knowledge of an issue may be called upon to provide information.  Each board member and administrator shall support the decisions reached on the issues confronting the school district.

The board shall be responsible for making the final decision in matters pertaining to the school district.

It shall be the responsibility of the superintendent to develop guidelines for cooperative decision-making.

 

 

Cross Reference:         
301      Administrative Structure

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 12:57

302 - Administration Relationships

302 - Administration Relationships dawn@iowaschoo… Wed, 12/04/2019 - 12:58

302.1 - Administration and Board of Directors

302.1 - Administration and Board of Directors

The superintendent, as the chief executive officer of the board, shall work with the board, particularly the board president, to keep the board informed of school district operations.  The board shall maintain contact with other administrators through the superintendent.

The administrators and other administrative employees shall work with the board through the superintendent.  The administrators, in working with the board, shall assist the board by gathering information, informing the board of school district operations, implementing board policy, making recommendations and answering requests of the board.

 

 

Cross Reference:         
217      Board of Directors' Relationships

301      Administrative Structure
302      Administration Relationships

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 12:59

302.2 - Administration and Employees

302.2 - Administration and Employees

As managers of the school district, the administrators shall make employment recommendations, supervise employees, and evaluate employees' performance.  Concerns or requests by employees shall first be reported to their direct supervisor for resolution.  It shall be the responsibility of the administrators to resolve complaints and handle requests.

It shall be the responsibility of the administration to foster a positive attitude and to promote a cooperative effort among employees.  It shall also be the responsibility of the administration to prevent misunderstandings within the school district and the community.  It shall be the responsibility of each administrator to provide leadership to employees, and it shall be the responsibility of each school district employee to work cooperatively with the administrators to accomplish the educational philosophy of the school district.

 

 

Cross Reference:         
301      Administrative Structure

302      Administration Relationships
401.8   Employee Involvement in Decision Making

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:00

302.3 - Administration and Adjoining District Administration

302.3 - Administration and Adjoining District Administration

Efficiency and economics may be achieved by working with adjoining school districts in offering education programs, offering in-service activities or programs and sharing employees or students.  The administration shall consider and explore opportunities to work with adjoining school districts to expand the opportunities for the students and employees in the school district.

 

 

Cross Reference:         
301      Administrative Structure

302      Administration Relationships
410.1   Shared Licensed Employees
606.1   Shared Students

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:01

302.4 - Administration and Area Education Agency

302.4 - Administration and Area Education Agency

The administration shall utilize the resources of the area education agencies by choosing to participate in programs which meet the needs of the school district.  This includes utilizing educational materials and staff resources.

The administration may also utilize an AEA to facilitate regional programming and cooperation as well as to purchase supplies.

It shall be the responsibility of the superintendent to coordinate activities with an AEA.

 

 

Cross Reference:          217.4   Board of Directors and Area Education Agency

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:02

303 - Superintendent

303 - Superintendent dawn@iowaschoo… Wed, 12/04/2019 - 13:05

303.1 - Superintendent Qualifications, Recruitment, Appointment

303.1 - Superintendent Qualifications, Recruitment, Appointment

The board will employ a superintendent to serve as the chief executive officer of the board, to conduct the daily operations of the school district, and to implement board policy with the power and duties prescribed by the board and the law.

The board will consider applicants that meet or exceed the standards set by the Iowa Department of Education and the qualifications established in the job description for the superintendent position.  In employing a superintendent, the board will consider the qualifications, credentials and records of the applicants without regard to race, color, religion, sex, national origin, age, or disability.  In keeping with the law, however, the board will consider the veteran status of the applicants.  The board will look closely at the training, experience, skill and demonstrated competence of qualified applicants in making its final decision.

In choosing a superintendent, the board will also consider the school district's educational philosophy, financial situation, organizational structure, education programs, and other factors deemed relevant by the board.

The board may contract for assistance in the search for a superintendent.

 

 

Cross Reference:         
200.3   Powers of the Board of Directors

200.4   Responsibilities of the Board of Directors
301      Administrative Structure
303      Superintendent

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:06

303.2 - Superintendent Contract and Contract Nonrenewal

303.2 - Superintendent Contract and Contract Nonrenewal

The length of the contract for employment between the superintendent and the board shall be determined by the board.  The contract will begin on July 1 and end on June 30.  The contract shall state the terms of employment and shall not exceed three years.

The first two three consecutive years of a contract issued to a newly employed superintendent shall be considered a probationary period.  The probationary period may be extended for an additional year upon the consent of the superintendent.  In the event of termination of a probationary or nonprobationary contract, the board shall afford the superintendent appropriate due process, as required by law.  The superintendent and board may mutually agree to terminate the superintendent's contract at any time.

It shall be the responsibility of the board to provide the contract for the position of superintendent.  The board may issue a temporary and nonrewable contract in accordance with law.

If the superintendent wishes to resign, to be released from a contract, or to retire, the superintendent must comply with applicable law and board policies.

 

 

Cross Reference:         
302      Superintendent

Approved:    July 2007
Reviewed:    April 2018
Revised:        February 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:07

303.3 - Superintendent Salary and Other Compensation

303.3 - Superintendent Salary and Other Compensation

The board has complete discretion to set the salary of the superintendent.  It is the responsibility of the board to set the salary and benefits of the superintendent at a level that will include consideration of, but not be limited to, the economic condition of the school district and the training, experience, skill, and demonstrated competence of the superintendent.  The salary is set at the beginning of each contract term.

In addition to the salary and benefits, the superintendent's actual and necessary expenses are paid by the school district when the superintendent is performing work-related duties.  It is within the discretion of the board to pay dues to professional organizations for the superintendent.

The board may approve the payment of dues and other benefits or compensation over and above the superintendent's contract.  Approval of dues and other benefits or compensation will be included in the records of the board in accordance with board policy.

 

 

Cross Reference:         
302      Superintendent

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:08

303.4 - Superintendent Duties

303.4 - Superintendent Duties

The board employs a superintendent of schools to serve as the chief executive officer of the board.  The board delegates to the superintendent the authority to implement board policy and to execute decisions made by the board concerning the internal operations of the school district, unless specifically stated otherwise.

The superintendent shall be responsible for the implementation and execution of board policy and the observance of board policy by employees and students.  The superintendent is responsible for overall supervision and discipline of employees and the education program.

 

 

Cross Reference:         
209      Board of Directors' Management Procedures

301      Administrative Structure
302      Superintendent

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:09

303.5 - Superintendent Evaluation

303.5 - Superintendent Evaluation

The board will conduct an ongoing evaluation of the superintendent's skills, abilities, and competence.  At a minimum, the board will formally evaluate the superintendent on an annual basis.  The goal of the superintendent's formal evaluation is to ensure the education program for the students is carried out, promote growth in effective administrative leadership, clarify the superintendent's role, clarify the immediate priorities of the board, and develop a working relationship between the board and the superintendent.

The superintendent will be an educational leader who promotes the success of all students by:

  • Facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community.
  • Advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development.
  • Ensuring management of the organization, operations and resources for a safe, efficient and effective learning environment.
  • Collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources.
  • Acting with integrity, fairness and in an ethical manner.
  • Understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context.

The formal evaluation will be based upon the following principles:

  • The evaluation criteria shall be in writing, clearly stated and mutually agreed upon by the board and the superintendent.  The criteria will be related to the job description and the school district's goals;
  • At a minimum, the evaluation process will be conducted annually at a time agreed upon;
  • Each board member shall have an opportunity to individually evaluate the superintendent, and these individual evaluations will be compiled into an overall evaluation by the entire board;
  • The superintendent shall conduct a self-evaluation prior to discussing the board's evaluation, and the board as a whole shall discuss its evaluation with the superintendent;
  • The board may discuss its evaluation of the superintendent in closed session upon a request from the superintendent and, if the board determines its discussion in open session will needlessly and irreparably injure the superintendent's reputation; and,
  • The individual evaluation by each board member, if individual board members so desire, will not be reviewed by the superintendent.  Board members are encouraged to communicate their criticisms and concerns to the superintendent in the closed session.  The board president will develop a written summary of the individual evaluations, including both the strengths and the weaknesses of the superintendent, and place it in the superintendent's personnel file to be incorporated into the next cycle of evaluations.

This policy supports and does not preclude the ongoing, informal evaluation of the superintendent's skills, abilities and competence.

 

 

Cross Reference:         
212      Closed Sessions

302      Superintendent

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:10

303.6 - Superintendent Professional Development

303.6 - Superintendent Professional Development

The board encourages the superintendent to continue professional growth by being involved in professional organizations, attending conferences, continuing education, and participating in other professional activities.

It shall be the responsibility of the superintendent to arrange the superintendent's schedule in order to enable attendance at various conferences and events.  If a conference or event requires the superintendent to be absent from the office for more than three days, requires overnight travel, or involves unusual expense, the superintendent shall bring it to the attention of the board president prior to attending the event.

The superintendent may report to the board after an event.

 

 

Cross Reference:         
303.7   Administrator Professional Development

401.7   Employee Travel Compensation

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:12

303.7 - Superintendent Civic Activities

303.7 - Superintendent Civic Activities

The board encourages the superintendent to be involved in the school district community by belonging to school district community organizations and attending and participating in school district community activities.

It is the responsibility of the superintendent to become involved in school district community activities and events.  The board may include a lump sum amount as part of the superintendent's compensation to be used specifically for paying the annual fees of the superintendent for school district community activities and events if, in the board's judgment, the superintendent's participation will further the public purpose of promoting and deriving support for the school district and public education in general.  It is within the discretion of the board to pay annual fees for professional organizations and activities.

 

 

Cross Reference:         
302.3   Superintendent Salary and Other Compensation

303.8   Administrator Civic Activities

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:13

303.8 - Superintendent Consulting/Outside Employment

303.8 - Superintendent Consulting/Outside Employment

The superintendent is considered full-time employee.  The board expects the superintendent to give the responsibilities of the position precedence over other employment.  The superintendent may accept consulting or outside employment for pay as long as, in the judgment of the board, the work is conducted on the superintendent's personal time and it does not interfere with the performance of the superintendent's duties.

The board reserves the right, however, to request that the superintendent cease the outside employment as a condition of continued employment.  The board will give the superintendent thirty days notice to cease outside employment.

 

 

Cross Reference:         
302.2   Superintendent Contract and Contract Nonrenewal

302.4   Superintendent Duties

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:14

304 - Administrative Employees

304 - Administrative Employees dawn@iowaschoo… Wed, 12/04/2019 - 13:15

304.1 - Administrative Positions

304.1 - Administrative Positions

In addition to the Superintendent, the District Administrative Team will include: 

  • Director of Teaching and Learning
  • Director of Technology
  • High School Principal
  • Assistant High School Principal
  • Middle School Principal
  • Assistant Middle School Principal
  • Elementary School Principals
  • School Business Official

                                                                                                                             

These administrators will work closely with the Superintendent in the day-to-day operations of the District.

The Administrative Team will uphold board policy to instill a positive, cooperative environment with employees, and to share their expertise with each other and the Board.

 

 

Cross Reference:         
301      Administrative Structure

303      Administrative Employees

Approved:    July 2007
Reviewed:    August 2020

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:15

304.2 - Administrator Qualifications, Recruitment, Appointment

304.2 - Administrator Qualifications, Recruitment, Appointment

The board will employ building principals and other administrators, in addition to the superintendent, to assist in the daily operations of the school district.

The board will consider applicants who meet or exceed the standards set by the Iowa Department of Education and the qualifications established in the job description for the position.  In employing an administrator, the board will consider the qualifications, credentials and records of the applicants without regard to race, color, religion, sex, national origin, age, or disability.  In keeping with the law, however, the board will consider the veteran status of the applicants.  The board will look closely at the training, experience, skill and demonstrated competence of qualified applicants in making its final decision.

In choosing an administrator, the board will also consider the school district's educational philosophy, financial condition, organizational structure, education programs, and other factors deemed relevant by the board.

It is the responsibility of the superintendent to make a recommendation to the board for filling an administrative position, based on the requirements stated in this policy.  The board will act only on the superintendent's recommendation.

The board may contract for assistance in the search for administrators.

 

 

Cross Reference:         
303      Administrative Employees

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:16

304.3 - Administrator Contract and Contract Nonrenewal

304.3 - Administrator Contract and Contract Nonrenewal

The length of the contract for employment between an administrator and the board will be determined by the board and stated in the contract.  The contract will also state the terms of the employment.

The first three consecutive years of a contract issued to a newly employed administrator will be considered a probationary period.  The probationary period may be extended for an additional year upon the consent of the administrator.  In the event of termination of a probationary or nonprobationary contract, the board will afford the administrator appropriate due process, as required by law.  The administrator and board may mutually agree to terminate the administrator's contract.

It is the responsibility of the superintendent to create a contract for each administrative position.  The board may issue temporary and nonrenewable contracts in accordance with law.

Administrators who wish to resign, to be released from a contract, or to retire, must comply with applicable law and board policies.

 

 

Cross Reference:          303      Administrative Employees

Approved:    July 2007
Reviewed:    April 2018
Revised:       April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:17

304.4 - Administrator Salary and Other Compensation

304.4 - Administrator Salary and Other Compensation

The board has complete discretion to set the salary of the administrators.  It shall be the responsibility of the board to set the salary and benefits of the administrators at a level that will include consideration of, but not be limited to, the economic condition of the school district and the training, experience, skill, and demonstrated competence of the administrators.  The salary shall be set at the beginning of each contract period.

In addition to the salary and benefits agreed upon, the administrator's actual and necessary expenses shall be paid by the school district when the administrator is performing work-related duties.  The board shall approve the payment of other benefits or compensation over and above the administrator's contract.  Approval of other benefits or items of an administrator's compensation shall be included in the records of the board in accordance with board policy.

 

 

Cross Reference:         
303      Administrative Employees

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:18

304.5 - Administrator Duties

304.5 - Administrator Duties

Administrators shall be hired by the board to assist the superintendent in the day-to-day operations of the school district.

Each attendance center shall have a building principal responsible for the administration and operation of the attendance center.  Each building principal, as chief administrator of the assigned attendance center, shall be responsible for the building and grounds, for the students and employees assigned to the attendance center, for school activities at the attendance center, for the education program offered in the attendance center, and the budget for the attendance center.  The principal shall be considered the professional advisor to the superintendent in matters pertaining to the attendance center supervised by the principal.  Although the principals serve under the direction of the superintendent, duties of the principal may include, but not be limited to the following:

  • Cooperate in the general organization and plan of procedure in the school under the principal's supervision;
  • Supervision of the teachers in the principal's attendance center;
  • Maintain the necessary records for carrying out delegated duties;
  • Work with the superintendent in rating, recommending and selecting supervised employees whenever possible;
  • Work with the superintendent in determining the education program to be offered and in arranging the schedules.  As much of the schedule as possible should be made before school closes for summer vacation.  In the matter of courses offered, the final approval rests with the superintendent who is in turn responsible to the board;
  • Ensure that proper care is taken of all school books, supplies, materials, equipment, furniture and facilities;
  • Instruct teachers to make a complete annual inventory of all school property contained in their individual rooms.  This inventory shall be reviewed and filed with the board secretary;
  • Investigate excessive cases of absence or tardiness of students and notify the parents or guardians of unexcused absence or tardiness.  All such cases should be reported to the superintendent;
  • Make such reports from time to time as the superintendent may require;
  • Maintain the regular schedule of school hours established by the board and make no temporary changes in the schedule without the consent of the superintendent;
  • Promptly notify the superintendent whenever ventilation, sanitation or heating of the building is unsatisfactory;
  • Contribute to the formation and implementation of general policies and procedures of the school;
  • Perform such other duties as may be assigned by the superintendent of schools.

This list of duties shall not act to limit the board's authority and responsibility over the position of the administrators.  In executing these duties and others the board may delegate, the administrators shall consider the school district's financial condition as well as the needs of the students in the school district.

 

 

Cross Reference:         
301      Administrative Structure

303      Administrative Employees

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:19

304.6 - Administrator Evaluation

304.6 - Administrator Evaluation

The superintendent will conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence.  At a minimum, the superintendent will formally evaluate the administrators annually.  The goal of the formal evaluation process is to ensure that the educational program for the students is carried out, ensure student learning goals of the school district are met, promote growth in effective administrative leadership for the school district, clarify the administrator's role as defined by the board and the superintendent, ascertain areas in need of improvement, clarify the immediate priorities of the responsibilities listed in the job description, and develop a working relationship between the superintendent and the administrator.

The superintendent is responsible for designing an administrator evaluation instrument.  The formal evaluation shall include written criteria related to the job description.  The superintendent, after receiving input from the administrators, shall present the formal evaluation instrument to the board for approval.

The formal evaluation shall also include an opportunity for the administrator and the superintendent to discuss the written criteria, the past year's performance and the future areas of growth.  The evaluation shall be completed by the superintendent, signed by the administrator and filed in the administrator's personnel file.

The principal will be an educational leader who promotes the success of all students by:

  • Facilitating the development, articulation, implementation, and stewardship of a vision of learning that is shared and supported by the school community.
  • Advocating, nurturing and sustaining a school culture and instructional program conducive to student learning and staff professional development.
  • Ensuring management of the organization, operations and resources for a safe efficient and effective learning environment.
  • Collaborating with families and community members, responding to diverse community interests and needs and mobilizing community resources.
  • Acting with integrity, fairness and in an ethical manner.
  • Understanding the profile of the community, and responding to and influencing the larger political, social, economic, legal and cultural context.

It shall be the responsibility of the superintendent to conduct a formal evaluation of the probationary administrators and nonprobationary administrators prior to May 15.

This policy supports and does not preclude the ongoing informal evaluation of the administrator's skills, abilities and competence.

 

 

Cross Reference:         
303      Administrative Employees

Approved:    July 2007
Reviewed:    April 2018
Revised:       December 2008

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:21

304.7 - Administrator Professional Development

304.7 - Administrator Professional Development

The board encourages the administrators to continue their professional growth by becoming involved in professional organizations, attending conferences, continuing their education, and participating in other professional activities.

It shall be the responsibility of the administrators to arrange their schedules in order to attend various conferences and events in which they are involved.  Prior to attendance at an event, the administrator must receive approval from the superintendent.  In the case where overnight travel or unusual expense is involved, the superintendent shall bring it to the attention of the board prior to the administrator attending the event.

The administrator shall report to the superintendent after an event.

 

 

Cross Reference:         
302.6   Superintendent Professional Development

401.7   Employee Travel Compensation

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:23

304.8 - Administrator Civic Activities

304.8 - Administrator Civic Activities

The board encourages the administrators to be involved in the school district community by belonging to community organization, and by attending and participating in school district community activities.

It is be the responsibility of the administrators to become involved in school district community activities and events.  The board may include a lump sum amount as part of the administrator's compensation to be used specifically for paying the annual fees of the administrator for school district community activities and events if, in the board's judgment, the administrator's participation will further the public purpose of promoting and deriving support for the school district and public education in general.  It shall be within the discretion of the board to pay annual fees for professional organizations and activities.

 

 

Cross Reference:         
302.7   Superintendent Civic Activities

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:24

304.9 - Administrator Consulting/Outside Employment

304.9 - Administrator Consulting/Outside Employment

An administrative position is considered full-time employment.  The board expects administrators to give the responsibilities of their positions in the school district precedence over other employment.  An administrator may accept consulting or outside employment for pay as long as, in the judgment of the board and the superintendent, the work is conducted on the administrator's personal time and it does not interfere with the performance of the administrative duties contracted by the board.

he board reserves the right, however, to request the administrator cease the outside employment as a condition of continued employment.  The board shall give the administrator thirty days notice to cease outside employment.

 

 

Cross Reference:         
303.3   Administrator Contract and Contract Nonrenewal

303.5   Administrator Duties

Approved:    July 2007
Reviewed:    April 2018

 

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:25

305 - Reduction in Administrative Positions

305 - Reduction in Administrative Positions

The board shall have the discretion to determine the appropriate number of administrators.

When considering a reduction in administrative positions, the board shall consider the number of students to be enrolled, the financial condition of the school district, the reassignment of duties among other administrators, and other factors deemed relevant by the board.

The board shall consider the relative skills, ability, competence, experience, effectiveness, and qualifications of the administrators to do the available work, as well as other factors deemed relevant by the board in making reductions in administrative positions.

 

 

Cross Reference:         
303      Superintendent

304      Administrative Employees

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:26

306 - Policy Implementation

306 - Policy Implementation dawn@iowaschoo… Wed, 12/04/2019 - 13:27

306.1 - Development and Enforcement of Administrative Regulations

306.1 - Development and Enforcement of Administrative Regulations

Administrative regulations may be necessary to implement board policy.  It is the responsibility of the superintendent to develop administrative regulations.

In developing the administrative regulations, the superintendent should consult with administrators or others likely to be affected by the regulations.  Once the regulations are developed, employees, students and other members of the school district community will be informed in a manner determined by the superintendent.

The board will be kept informed of the administrative regulations utilized and their revisions.  The board may review and recommend change of administrative regulations prior to their use in the school district if they are contrary to the intent of board policy.

It shall be the responsibility of the superintendent to enforce administrative regulations.

 

 

Cross Reference:         
209      Board of Directors' Management Procedures

304.2   Monitoring of Administrative Regulations

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:28

306.2 - Monitoring of Administrative Regulations

306.2 - Monitoring of Administrative Regulations

The administrative regulations shall be monitored and revised when necessary.  It is the responsibility of the superintendent to monitor and revise the administrative regulations.

The superintendent may rely on the board, administrators, employees, students, and other members of the school district community to inform the superintendent about the effect of and possible changes in the administrative regulations.

 

 

Cross Reference:         
209      Board of Directors' Management Procedures

304.1   Development and Enforcement of Administrative Regulations

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:29

307 - Administrator Code of Ethics

307 - Administrator Code of Ethics

Administrators, as part of the educational leadership in the school district community, represent the views of the school district.  Their actions, verbal and nonverbal, reflect the attitude and the beliefs of the school district.  Therefore, administrators shall conduct themselves professionally and in a manner fitting to their position.

Each administrator shall follow the code of ethics stated in this policy.  Failure to act in accordance with this code of ethics or in a professional manner, in the judgment of the board, shall be grounds for discipline up to, and including, discharge.

The professional school administrator:

  • Upholds the honor and dignity of the profession in actions and relations with students, colleagues, board members and the public;
  • Obeys local, state and national laws; holds to high ethical and moral standards; and gives loyalty to this country and to the cause of democracy and liberty;
  • Accepts the responsibility to master and contribute to the growing body of specialized knowledge, concepts, and skills which characterize school administration as a profession;
  • Strives to provide the finest possible educational experiences and opportunities to the members of the school district community;
  • Seeks to preserve and enhance the prestige and status of the profession when applying for a position or entering into contractual agreements;
  • Carries out in good faith the policies duly adopted by the local board and the regulations of state authorities and renders professional service;
  • Disallows consideration of private gain or personal economic interest to affect the discharge of professional responsibilities;
  • Recognizes public schools are the public's business and seeks to keep the public informed about their schools; and,
  • Supports and practices the management team concept.

 

 

Cross Reference:         
404      Employee Conduct and Appearance

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:30

308 - Succession of Authority to the Superintendent

308 - Succession of Authority to the Superintendent

SUCCESSION OF AUTHORITY TO THE SUPERINTENDENT

In the absence of the Superintendent, it shall be the responsibility of the other administrators to assume the Superintendent's duties.  The succession of authority to the Superintendent shall be in this order: 

  1. Pleasant View Principal
  2. Sunset Heights Principal
  3. Director of Teaching and Learning

If the absence of the Superintendent is temporary, the successor shall assume only those duties and responsibilities of the Superintendent that require immediate action.  If the Board determines the absence of the Superintendent will be a lengthy one, the Board shall appoint an Acting Superintendent to assume the responsibilities of the Superintendent.  The successor shall assume the duties when the successor learns of the Superintendent's absence or when assigned by the Superintendent or the Board.

References to "Superintendent" in this policy manual shall mean the "Superintendent or the Superintendent's Designee" unless otherwise stated in the board policy.

 

 

Cross Reference:         
302      Superintendent

Approved:    July 2007
Reviewed:    August 2020

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:32

309 - Communication Channels

309 - Communication Channels

Questions and problems are resolved at the lowest organizational level nearest to the complaint.  School employees are responsible for conferring with their immediate supervisor on questions and concerns.  Students and other members of the school district community will confer with a licensed employee and then with the principal on questions and concerns.

If resolution is not possible by any of the above, individuals may bring it to the attention of the superintendent within the same school day of their discussion with the principal for high school discipline.  For an athletic decision, appeal must be within three school days of their discussion with the principal.  If there is no resolution or plan for resolution by the superintendent within 24 hours prior to the board meeting, the individual may ask to have the question or problem placed on the board agenda.  It is within the board’s discretion whether to hear the concern.  The action of the board will be final.

It will first be the responsibility of the administrators to resolve questions and problems raised by the employees and the students they supervise and by other members of the school district community.

 

 

Cross Reference:         
213      Public Participation in Board Meetings

401.4   Employee Complaints
502.4   Student Complaints and Grievances
504.3   Student Publications

Approved:    July 2007
Reviewed:    April 2018

 

dawn@iowaschoo… Wed, 12/04/2019 - 13:33

400 - EMPLOYEES

400 - EMPLOYEES admin@iowascho… Mon, 11/04/2019 - 12:51

400 - Role of and Guiding Principles for Employees

400 - Role of and Guiding Principles for Employees

The Board of Director’s goal is to hire 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 District’s standards of acceptable performance. The Superintendent shall make recommendations to the Board in these areas prior to Board action.

All District employees have an impact on the school environment. As role models for students, all employees shall promote a cooperative, enthusiastic, and supportive learning environment for all students.

Board policies in this series shall apply to employees regardless of their position as a licensed or classified employee, substitute, or administrator unless specified otherwise. Board policies relating to licensed employees shall apply to positions that require a teaching license, 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.

Approved:  March 2007
Reviewed:  February 2022
Revised:     February 2022

 

dawn@iowaschoo… Mon, 11/25/2019 - 16:20

401 - Employees and Internal Relations

401 - Employees and Internal Relations dawn@iowaschoo… Mon, 11/25/2019 - 16:23

401.1 - Equal Employment Opportunity and Affirmative Action Compliance Program

401.1 - Equal Employment Opportunity and Affirmative Action Compliance Program

The Webster City Community School District is an Equal Opportunity Employer without regard to age (except for students), gender, sexual orientation, gender identity, marital status, socioeconomic status, disability, race, national origin, color, religion, and creed.

All employment decisions will be made in accordance with these principles.  All employment related programs will be administered in a manner consistent with these principles.  No employee or applicant shall suffer any form of discrimination because of age (except for students), gender, sexual orientation, gender identity, marital status, socioeconomic status, disability, race, national origin, color, religion, and creed.

To ensure awareness by all levels of the administration, all employees, all students, educational agencies, vendors with which the District works and the community, the District will disseminate information as detailed below.

A. Dissemination of Policy

  1. Employees will be reminded annually of the District’s Equal Employment Opportunity Policy (“EEO Policy”) by:
  1. Description of the EEO Policy by publication or reference in all issuances or re-issuances of personnel handbooks.
  2. Where applicable, detailed discussions of the EEO Policy at administrative conferences and staff meetings.
  3. Posting of the EEO Policy on the District’s website.
  1. Employment advertisements will contain assurance of equal employment opportunity.
  2. Employment sources and recruiting sources where jobs are posted and/or listed by the District will be reminded of the District’s EEO Policy, both verbally and in writing.
  3. Notices informing employees and applicants of their rights under federal and state civil rights laws will be posted on bulletin boards and in locations where applicants are interviewed.

B. Responsibility for Implementing the Affirmative Action Plan and Program

  1. The Superintendent is responsible for implementing the Affirmative Action Plan and Program and will render full assistance and support for those seeking help and assistance in taking affirmative action.

C. Recruiting

  1. Additional emphasis will be given to seeking and encouraging diverse applicants in major job categories where women, men, minorities and persons with disabilities are underrepresented.”

D. Training

  1. All training and in-service programs supported or sponsored by the District will continue to be equally open to all employees on the basis of qualifications.
  2. E. Hiring, Placement, Transfer, Lay-Off and Recall

  3. The District recognizes that to accomplish the long-range objectives of its Equal Employment Opportunity policy, continued affirmative action must be taken to ensure that job opportunities of all kinds are called to the specific attention of members of minority groups, women and the disabled, and that qualified members of such groups should be offered positions on the same basis as all other applicants or employees.  To assure achievement of the objectives, the District will periodically review its practices of hiring job applicants.
  4. F. Compensation

  5. All employees will receive compensation in accordance with the same standards.  Opportunities for performing overtime work or otherwise earning increased compensation will be afforded to all qualified employees without discrimination based on age (except for students), gender, sexual orientation, gender identity, marital status, socioeconomic status, disability, race, national origin, color, religion, and creed.
  6. Advertisements and notices for vacancies within the District will contain the following statement:  “The Webster City Community School District is an EEO/AA employer.” The statement will also appear on application forms.

     

    Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and polices, including but not limited to complaints of discrimination, will be directed tot he District’s Equity Coordinator, Dr. Mandy Ross, Webster City Community School District, 820 Des Moines Street, Webster City, IA  50595, Phone:  515-832-9200, Email Address:  mandy_ross@webster-city.k12.ia.us.

Approved:  February 2022
Reviewed:  

 

dawn@iowaschoo… Mon, 11/25/2019 - 16:24

401.2 - Employee Conflict of Interest

401.2 - Employee Conflict of Interest

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

 

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

Employees shall not act as an agent or dealer for the sale of textbooks or other school supplies.  Employees shall 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 shall 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 shall 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 shall be deemed to exist shall include, but not be limited to, any of the following:

  1. The outside employment or activity involves the use of the school district's time, facilities, equipment and supplies or the use of the school district's badge, uniform, business card or other evidences of office to give the employee or the employee's immediate family an advantage or pecuniary benefit that is not available to other similarly situated members or classes of members of the general public.  For purposes of this section, a person is not "similarly situated" merely by being related to an employee who is employed by the school district.
  2. The outside employment or activity involves the receipt of, promise of, or acceptance of more or other consideration by the employee or a member of the employee's immediate family from anyone other than the school district for the performance of any act that the employee would be required or expected to perform as part of the employee's regular duties or during the hours during which the employee performs service or work for the school district.
  3. The outside employment or activity is subject to the official control, inspection, review, audit or enforcement authority of the employee during the performance of the employee's duties.

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

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

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 shall be 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:  December 2008
Reviewed:  February 2022
Revised:     February 2022

 

dawn@iowaschoo… Mon, 11/25/2019 - 16:25

401.3 - Nepotism

401.3 - Nepotism

More than one family member may be an employee of the District.  One family member employed by the District shall not evaluate another family member employed by the District.

The employment of more than one individual in a family shall be on the basis of their qualifications, credentials and records.

Approved:  December 2008
Reviewed:  February 2022

 

dawn@iowaschoo… Mon, 11/25/2019 - 16:28

401.4 - Employee Complaints

401.4 - Employee Complaints

Complaints of employees against fellow employees should be discussed directly between employees. In the event that a resolution does not occur at that level, the complaint shall be brought to the employee’s immediate supervisor in a professional and constructive manner. If needed after these steps, the employee may bring the complaint to the Superintendent, and finally to the Board of Education, if necessary.

Reasonable efforts will be made to ensure that complaints are not made in the presence of other employees, students, or outside persons.

Approved:  March 2007
Reviewed:  February 2022

 

dawn@iowaschoo… Mon, 11/25/2019 - 16:31

401.5 - Employee Records

401.5 - Employee Records

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

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

Employees may have access to their personnel files, and copy items from their personnel files at a time mutually agreed upon between the Superintendent or designee and the employee.  The District may charge a reasonable fee for copies.  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.

The Superintendent is responsible for keeping employees' personnel files current.  The Board Secretary shall be the custodian of employee records.

Approved:  December 2008
Reviewed:  February 2022
Revised:     February 2022

 

dawn@iowaschoo… Mon, 11/25/2019 - 16:34

401.5R1 - Employee Records Regulation

401.5R1 - Employee Records Regulation

Employee Personnel Records Content

1.        Employee personnel records may contain the following information:

                Personal information including, but not limited to, name, address, telephone number, emergency numbers, birth date;

                Evaluations;

                Application, resume and references;

                Salary information;

                Copy of the employee's license or certificate, if needed for the position;

                Educational transcripts;

                Medical professional signed physical form;

                Reasonable accommodation made by the school district to accommodate the employee's disability;

                Records of disciplinary matters.

2.        Employee health and medical records shall be kept in a file separate from the employee's personnel records.  Health and medical records may contain, but are not limited to:

                Medical professional signed physical form;

                Long-term disability leave days;

                Worker's compensation claims;

                Family and medical leave request forms.

Applicant File Records Content

Records on applicants for positions with the school district shall be maintained in the central administration office.  The records shall include, but not be limited to:

                Application for employment;

                Resume;

                References;

                Evidence of appropriate license or certificate, if necessary for the position for which the individual applied;

                Affirmative action form, if submitted.

Record Access

Only authorized school officials shall have access to an employee's records without the written consent of the employee. Authorized school officials may include, but not be limited to, the superintendent, building principal, or board secretary. In the case of a medical emergency, the school nurse or other first aid or safety personnel may have access to the employee's health or medical file without the consent of the employee. Board members will generally only have access to an employee's personnel file without the consent of the employee when necessary for the conducting of board business.

Confidential records include, but are not necessarily limited to, birth dates, addresses, gender, employment applications, performance evaluations and individual test scores.

Employee Record Retention

All employee records, except payroll and salary records, shall be maintained for a minimum of seven years after termination of employment with the district. Applicant records shall be maintained for a minimum of seven years after the position was filled. Payroll and salary records shall be maintained for a minimum of three years after payment.

dawn@iowaschoo… Mon, 11/25/2019 - 16:35

401.6 - Employee Travel Compensation

401.6 - Employee Travel Compensation

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

Travel Within the District

Employees required to travel in their personal vehicle between 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 an employee’s travel within the District. It is the responsibility of the Board to review the Superintendent’s travel within the District through the Board’s audit and approval process.

Travel Outside the District

Travel outside of the 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 District business.

Reimbursement for actual and necessary expenses will be allowed for travel outside the District for pre-approved travel and limited to pre-approved expenses. Prior to Reimbursement of actual and necessary expenses, the employee must provide the District with an itemized receipt 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 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 will be reimbursed by the employee to the District no later than ten (10) working days following the date of the expense.

Approved:  December 2008
Reviewed:  February 2022
Revised:     February 2022

 

dawn@iowaschoo… Mon, 11/25/2019 - 16:32

401.7 - Recognition for Service of Employees

401.7 - Recognition for Service of Employees

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 shall seek prior approval from the Board.

Approved:  December 2008
Reviewed:  February 2022

 

dawn@iowaschoo… Mon, 11/25/2019 - 16:39

401.8 - Employee Political Activity

401.8 - Employee Political Activity

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

Violation of this policy may be grounds for disciplinary action.

Approved:  March 2007

Reviewed:  February 2022
 

dawn@iowaschoo… Mon, 11/25/2019 - 16:40

401.9 - District Credit Cards

401.9 - District Credit Cards

Employees may use 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 District vehicles used for transporting students to and from school and for school-sponsored events, payment of claims related to professional development of the bBoard and employees, and other expenses required by employees and the Board in the performance of their duties.

Employees and officers using a District credit card must submit an itemized receipt in addition to a credit card receipt indicating the date of the expense for each claim item.  Failure to provide a proper receipt shall make the employee responsible for expenses incurred. Those expenses shall be reimbursed to the District no later than ten working days following use of the District's credit card.  In exceptional circumstances, the Superintendent or Board may allow a claim without proper receipt.  Written documentation explaining the exceptional circumstances shall be maintained as part of the District's record of the claim.

The District may maintain a District credit card for actual and necessary expenses incurred by employees and officers in the performance of their duties. The Superintendent may maintain a District credit card for actual and necessary expenses incurred in the performance of the his/her duties. The Transportation Director may maintain a District credit card for fueling District vehicles in accordance with board policy.

It shall be the responsibility of the Superintendent to determine whether the District credit card use is for appropriate school business. It shall be the responsibility of the Board to determine through its audit and approval process whether the District credit card used by the Superintendent and the Board is for appropriate school business.

Approved:  December 2008
Reviewed:  February 2022

 

dawn@iowaschoo… Mon, 11/25/2019 - 16:41

402 - Employees and Outside Relations

402 - Employees and Outside Relations dawn@iowaschoo… Mon, 11/25/2019 - 16:52

402.1 - Release of Credit Information

402.1 - Release of Credit Information

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

It shall be the responsibility of the Board Secretary or Superintendent to respond to inquiries from creditors.

 

Approved:  December 2008
Reviewed:  February 2022

 

dawn@iowaschoo… Thu, 11/28/2019 - 16:09

402.2 - Child Abuse Reporting

402.2 - 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. Employees are encouraged, and licensed employees are required as mandatory reporters, to report alleged incidents of child abuse they become aware of within the scope of their professional duties. The definition of child abuse is in the accompanying regulation.  

When a mandatory reporter suspects a student is the victim of child abuse, the mandatory reporter shall 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 shall also be notified. Within 48 hours of the oral report, the mandatory reporter shall file a written report with the Iowa Department of Human Services.

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

Approved:  December 2008
Reviewed:  February 2022

 

dawn@iowaschoo… Thu, 11/28/2019 - 16:12

402.2R1 - Child Abuse Reporting Regulation

402.2R1 - Child Abuse Reporting Regulation

Iowa law requires licensed employees to report to the Iowa Department of Human Services (DHS) instances of suspected child abuse which they become aware of within the scope of their professional duties.

The law further specifies that a licensed employee who knowingly or willfully fails to report a suspected case of child abuse is guilty of a simple misdemeanor and that the licensed employee may be subject to civil liability for damages caused by the failure to report.

Employees participating in good faith in the making of a report or in a judicial proceeding that may result from the report, are immune from liability.  

Child Abuse Defined

"Child abuse" is defined as:

        Any nonaccidental physical injury, or injury which is at variance with the history given of it, suffered by a child as the result of the acts or omissions of a person responsible for the care of the child.

        The commission of a sexual offense with or to a child . . . as a result of the acts or omissions of the person responsible for the child. . . .  Sexual offense includes sexual abuse, incest, and sexual exploitation of a minor.

        The failure on the part of a person responsible for the care of a child to provide for the adequate food, shelter, clothing or other care necessary for the child's welfare when financially able to do so, or when offered financial or other reasonable means to do so. A parent or guardian legitimately practicing religious beliefs who does not provide specified medical treatment for a child for that reason alone shall not be considered abusing the child.

        The acts or omissions of a person responsible for the care of a child which allow, permit or encourage the child to engage in acts prohibited pursuant to Iowa Code, § 725.1 which deals with prostitution.

  • Any mental injury to a child’s intellectual or psychological capacities evidenced by an observable and substantial impairment in the child’s ability to function within the child’s normal range of performance and behavior as the result of the acts or omissions of a person responsible for the care of the child, if the impairment is diagnosed by a licensed physician or qualified mental health professional.
  • An illegal drug is present in a child’s body as a direct and foreseeable consequence of the acts of omissions of the person responsible for the care of the child.
  • The person responsible for the care of a child has, in the presence of the child, as defined in section 232.2, subsection 6, paragraph “p”, manufactured a dangerous substance, as defined in section 232, subsection 6, paragraph “p”, or in the presence of the child possesses a product containing ephedrine, its salts, optical isomers, salts of optical isomers, pseudoephedrine or its salts, 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 under section 717C.1 by a person who resides in a home with a child, as a result of the acts of omissions of a person responsible for the care of the child.

Teachers in public schools are not "persons responsible for the care of the child" under this definition.

Reporting Procedures

Licensed employees, including teachers and school nurses, are required to report, orally within twenty-four hours to the Iowa Department of Human Services (DHS) when the employee, within the scope of employment, reasonably believes a child has suffered from abuse. Within forty-eight hours of an oral report, a written report must be filed with DHS.

Each report should contain as much of the following information as can be obtained within the time limit. However, the law specifies a report will be considered valid even if it does not contain all of the following information:

  • name, age, and home address of the child;
  • name and home address of the parents, guardians or other persons believed to be responsible for the care of the child;
  • the child's present whereabouts if not the same as the parent's or other person's home address;
  • description of injuries, including evidence of previous injuries;
  • name, age, and condition of other children in the same home;
  • any other information considered helpful; and,
  • name and address of the person making the report.

Board policy states 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. DHS is responsible for investigating the incident of alleged abuse.

 

dawn@iowaschoo… Thu, 11/28/2019 - 16:15

402.3 - Abuse of Students by District Employees

402.3 - Abuse of Students by District Employees

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 District under the direction and control of theDistrict.  Employees found in violation of this policy will be subject to disciplinary action up to and including discharge.

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

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

Approved:  December 2008
Reviewed:  February 2022

 

dawn@iowaschoo… Thu, 11/28/2019 - 16:17

402.3E1 - Abuse of Students by District Employees Report Form

402.3E1 - Abuse of Students by District Employees Report Form

COMPLAINT OF INJURY TO OR ABUSE OF A STUDENT BY A SCHOOL DISTRICT EMPLOYEE

Please complete the following as fully as possible.  If you need assistance, contact the Level I investigator in your school.

Student's name and address:  ______________________________________________________________
______________________________________________________________________________________

Student's telephone no.  __________________________________________________________________

Student's school:  _______________________________________________________________________

Accused employee's place of employement:  
______________________________________________________________________________________
______________________________________________________________________________________

Allegations is of ______________ phylsical abuse ______________ sexual abuse *

Please describe what happened.  Include the date, time and where the incident took place, if known.  If physical abuse is alleged,
also state the nature of the student's injury:

______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________

Were there any witnesses to the incident or are there students or persons who may have information about this incident?
           yes             no

If yes, please list by name, if known, or classification (for example "third grade class," "fourth period geometry class"):
______________________________________________________________________________________

*Parents of children who are in pre-pre-kindergarten through sixth grade and whose children are the alleged victims of or
witnesses to sexual abuse have the right to see and hear any interviews of their children in this investigation.  Please indicate
"yes" if the parent/guardian wishes to exercise this right:

                       Yes                  No      Telephone Number                                       

Has any professional person examined or treated the student as a result of the incident?          yes           no           unknown

If yes, please provide the name and address of the professional(s) and the date(s) of examination or treatment, if known
______________________________________________________________________________________
______________________________________________________________________________________

Has anyone contacted law enforcement about this incident?          yes           no

Please provide any additional information you have which would be helpful to the investigator.  Attach additional pages if needed.
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________

Your name, address, and telephone number:
______________________________________________________________________________________
______________________________________________________________________________________

Relationship to student:  __________________________________________________________________

___________________________________________     _________________________________________
Complainant Signature                                                          Witness Signature

___________________________________________     _________________________________________
Date                                                                                       Witness name (please print)

                                                                                           _________________________________________
                                                                                               Witness Address

 

Be advised that you have the right to contact the police or sheriff's office, the county attorney, a private attorney, or the State Board of Educational Examiners (if the accused is a licensed employee) for investigation of this incident.  The filing of this report does not deny you that opportunity. 

You will receive a copy of this report (if you are the named student's parent or guardian) and a copy of the Investigator's Report within fifteen calendar days of filing this report unless the investigation is turned over to law enforcement.

 

dawn@iowaschoo… Thu, 11/28/2019 - 16:19

402.3E2 - Abuse of Students by District Employees

402.3E2 - Abuse of Students by District Employees

REPORT OF LEVEL I INVESTIGATION

Student's name:  _______________________________________________________________________

Student's age:  _______________     Student's grade:  _______________    

Student's address:  _____________________________________________________________________

Student's school:  _______________________________________________________________________

Name of accused school employee:  _________________________________  Building:  ______________

Name and address of person filing report:  
______________________________________________________________________________________

Name and address of student's parent or guardian, if different from person filing report:  ________________ 
______________________________________________________________________________________

Date report of abuse was filed:  _______________________________

Allegations is of __________________ physical abuse  __________________ sexual abuse*

Describe the nature, extent and cause of the student's injury, if any and if known:    (Attach additional pages if needed).
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________

Describe your investigation:  Attach additional pages if needed.  (Please do not use student witnesses' full names.)
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________

*Were parent(s) or guardian(s) advised of their right to see and hear any interview of their pre-pre-kindergarten through
sixth grade children who are alleged victims of or a witness in a sexual abuse investigation?

Yes            No        Was the right exercised?             Yes               No

Were audiotapes made of any interviews?            yes              no

Were videotapes made of any interviews?            yes              no

Was any action taken to protect the student during or as a result of the investigation?          yes           no

If yes, describe:

                 student excused from school                                                    school employee placed on leave

                 student assigned to different class                                              other (please specify)

 

Level I investigator's conclusions:

                         The complaint is being dismissed for lack of jurisdiction.

                                     Physical abuse was alleged, but no allegation of injury was made.

                                     Physical abuse was alleged, but no evidence of physical injury exists and the nature of the alleged incident makes it unlikely an injury,
                                     as defined in the rules, occurred.

                                     Sexual abuse was alleged, but the alleged actions of the school employee, even if true, would not meet the definition of sexual abuse
                                     in the rules.

                                     Alleged victim was not a student at the time of the incident.

                                     Alleged school employee is not currently employed by this school district.

                                     Alleged incident did not occur on school grounds, on school time, at a school-sponsored activity, nor in a school-related context.

                         The complaint has been investigated and concluded at Level I as unfounded.

                                     Complaint was withdrawn.

                                     Insufficient evidence exists that an incident of abuse, as defined in the rules, took place.

                         The complaint has been investigated at Level I and is founded.

                                     The investigation is founded at Level I and is being turned over to Level II for further investigation.

                                     Investigation of the complaint was deferred at Level I and referred to law enforcement at this time.

                                     The investigation is concluded at Level I because the accused school employee has admitted the violation, has resigned, or has
                                     agreed to relinquish any teaching license held.

Current status of investigation:

                         No further investigation is warranted.

                         Closed and referred to school officials for further investigation as a personnel matter.

                         Deferred to law enforcement officials.

                         Turned over to Level II investigator.

Other comments:  _______________________________________________________________________
______________________________________________________________________________________

I have given a copy of the report of abuse and of this investigative report to the employee named in the report,
the employee's supervisor, and the student's parent or guardian and informed the person filing the report of the
options of contacting law enforcement, private counsel, or the State Board of Educational Examiners, if the
accused school employee holds an Iowa teacher's certificate or license.

 

___________________________________________            ________________________________________
Name of investigator (please print)                                           Investigator's place of employment 

___________________________________________            ________________________________________
Signature of investigator                                                           Date

 

dawn@iowaschoo… Thu, 11/28/2019 - 16:30

402.3R1 - Abuse of Students by District Employees Regulation

402.3R1 - Abuse of Students by District Employees Regulation

An individual who has knowledge an employee has physically or sexually abused a student may immediately report it to high school assistant principal, middle school assistant principal or counselors, who are the school district's Level I investigators.  "Employee" means one who works for pay or as a volunteer under the direction and control of the school district.  The report shall be written, signed and witnessed by a person of majority age.  The witness may be the Level I investigator.  The reporter is the individual filing the report.  The report shall contain the following:

  • The full name, address, and telephone number of the person filing.
  • The full name, age, address, and telephone number, and attendance center of the student.
  • The name and place of employment of the employee who allegedly committed the abuse.
  • A concise statement of the facts surrounding the incident, including date, time, and place of occurrence, if known.
  • A list of possible witnesses by name, if known.
  • Names and locations of persons who examined, counseled or treated the student for the alleged abuse, including the dates on which those services were provided, if known.

Upon request, the Level I investigator may assist the reporter in completing the report.  An incomplete report shall not be rejected unless the missing information would render the investigation futile or impossible.  An employee receiving a report of alleged abuse of a student by an employee shall pass the report to the investigator and shall keep the report confidential to the maximum extent possible.  In performing the investigation, the investigator shall have access to the educational records of the alleged student victim as well as access to the student for interviewing purposes.

In order for the school district to have jurisdiction over the acts and to constitute a violation of the law, acts of the employee must be alleged to have occurred on school grounds, on school time, at a school-sponsored activity, or in a school-related context.  However, the student need not be a student in the school district.  The student can be from another school district.  To be investigable, the written report must include basic information showing that the victim of the alleged abuse is or was a student at the time of the incident, that the alleged act of the employee resulted in injury or otherwise meets the definition of abuse in these rules, and that the person responsible for the act is currently an employee.  If the report is not investigable due to lack of jurisdiction, the investigator shall dismiss the complaint and inform the reporter of other options available.  Other options available to the reporter include contacting law enforcement authorities, private counsel, or the Board of Educational Examiners in the case of a licensed employee.

If the Level I investigator believes the student is in imminent danger if continued contact is permitted between the employee and the student, the Level I investigator may:

  • temporarily remove the student from contact with the employee;
  • temporarily remove the employee from service; or,
  • take other appropriate action to ensure the student's safety.

The Level I investigator shall have access to the educational records of the student and access to the student for purposes of interviewing the student about the report.

 

Physical Abuse Allegations

When physical abuse is reported, the Level I investigator shall make copies of the report and give a copy to the person filing the report, the students' parents and the immediate supervisor of the employee named in the report. 

The employee named in the report shall not receive a copy of the report until the employee is initially interviewed.

The Level I investigator shall use discretion in handling the information received regarding an investigation of abuse by an employee, and those persons involved in the investigation shall not discuss information regarding the complaint outside the investigation.  The entire investigative procedure will be thoroughly explained, including the confidential nature of the proceedings, to the student and other persons involved in the investigation.

Within five days of receipt of an investigable report, the Level I investigator shall complete an informal investigation.  The informal investigation shall consist of interviews with the student, the employee and others who may have knowledge of the alleged incident.  If the Level I investigator determines that the allegations in the report are founded and that immediate and professional investigation is necessary, the Level I investigator may defer further investigation and contact appropriate law enforcement officials, the student's parents and the person filing the report.  Within fifteen days of receipt of the report, the Level I investigator shall complete a written investigative report, unless the investigation was temporarily deferred.

The written investigative report shall include:

  1. The name, age, address and attendance center of the student named in the report.
  2. The name and address of the student's parent or guardian and the name and address of the person filing the report, if different from the student's parent or guardian.
  3. The name and work address of the employee named in the report as allegedly responsible for the abuse of the student.
  4. An identification of the nature, extent and cause, if known, of any injuries or abuse to the student named in the report.
  5. A general review of the investigation.
  6. Any actions taken for the protection and safety of the student.
  7. A statement that, in the investigator's opinion, the allegations in the report are either:
     - Unfounded. 
    (It is not likely that an incident, as defined in these rules, took place), or
     - Founded. 
    (It is likely that an incident took place.)
  8. The disposition or current status of the investigation.
  9. A listing of the options available to the parents or guardian of the student to pursue the allegations.  These options include, but are not limited to:
  • Contacting law enforcement officials.
  • Contacting private counsel for the purpose of filing a civil suit or complaint.
  • Filing a complaint with the Board of Educational Examiners if the employee is a licensed employee.

The investigator shall retain the original and provide a copy of the written investigative report to the school employee named in the report, the employee's supervisor and the student's parent or guardian.  The person filing the report, if not the student's parent or guardian, shall be notified only that the Level I investigation has been concluded and of the disposition or anticipated disposition of the case.

It is the responsibility of the Level I investigator to determine whether it is more likely than not that an incident of abuse as defined in the rules took place between the student and employee.  The Level I investigator does not make the determination of whether the use of physical contact was appropriate or whether any of the exceptions apply.  That is the responsibility of the Level II investigator.  Upon completion of the report, if the Level I investigator determines the allegations of physical abuse are founded and serious, the Level I investigator shall notify law enforcement authorities.  If the allegations are founded but the physical abuse is not of a serious nature, the Level I investigator shall refer the case on to the Webster City Police Department, the Level II investigator.

The Level II investigator shall review the Level I investigator's final investigative report and conduct further investigation.  The Level II investigative report shall state the conclusion as to the occurrence of the alleged incident, the applicability of exceptions, the reason for the contact or force used, and recommendations regarding the need for further investigation.  In determining the applicability of the exceptions or the reasonableness of the contact or force used, the Level II investigator will use the following definitions:

Physical abuse is non-accidental physical injury to the student as a result of the action of an employee.  Injury occurs when evidence of it is still apparent at least twenty-four hours after its occurrence.  The following do not constitute physical abuse, and no employee is prohibited from:

a.      Using reasonable and necessary force, not designed or intended to cause pain:

  1. To quell a disturbance or prevent an act that threatens physical harm to any person.
  2. To obtain possession of a weapon or other dangerous object within a pupil's control.
  3. For the purposes of self-defense of defense of others as provided for in Iowa Code § 704.3.
  4. For the protection of property as provided for in Iowa Code §§ 704.4, .5.
  5. To remove a disruptive pupil from class, or any area of school premises or from school-sponsored activities off school premises.
  6. To prevent a student from the self-infliction of harm.
  7. To protect the safety of others.

b.      Using incidental, minor, or reasonable physical contact to maintain order and control. 

In determining the reasonableness of the contact or force used, the following factors shall be considered:

a.      The nature of the misconduct of the student, if any, precipitating the physical contact by the school employee.
b.
     The size and physical condition of the student.
c.
     The instrumentality used in making the physical contact.
d.
     The motivation of the school employee in initiating the physical contact.
e.
     The extent of injury to the student resulting from the physical contact.

"Reasonable force" is that force and no more which a reasonable person, in like circumstances, would judge to be necessary to prevent an injury or loss and can include deadly force if it is reasonable to believe that such force is necessary to avoid injury or risk to one's life or safety or the life or safety of another, or it is reasonable to believe that such force is necessary to resist a like force or threat.

Upon completion of the Level II investigation, the Level I investigator shall forward copies of the Level II investigative report to the employee, the employee's immediate supervisor and the student's parent.  The Level I investigator shall notify the person filing the report of the current status of the case.

If the Level II investigator's report or law enforcement officials conclude abuse occurred, or the employee admits the violation, or the employee has surrendered the employee's certificate or license, the Level I investigator shall file a complaint with the State Board of Educational Examiners.  The Level I investigator shall also arrange for counseling services for the student if the student or student's parents request counseling services.

 

Sexual Abuse

Sexual abuse is defined as including sexual acts involving a student, acts that encourage the student to engage in prostitution, as well as inappropriate, intentional sexual behavior or sexual harassment by the employee toward a student.  "Sexual harassment" is defined as unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature when:

  1. Submission to the conduct is made either implicitly or explicitly a term or condition of the student's education or benefits;
  2. Submission to or rejection of the conduct is used as the basis for academic decisions affecting that student; or,
  3. The conduct has the purpose or effect of substantially interfering with a student's academic performance by creating an intimidating, hostile or offensive education environment.

When sexual abuse is reported, the Level I investigator shall make copies of the report and give a copy to the person filing the report, the students' parents and the immediate supervisor of the employee named in the report.  The employee named in the report shall not receive a copy of the report until the employee is initially interviewed.  The designated investigator shall not interview the school employee named in a report of sexual abuse until after a determination is made that jurisdiction exists, the alleged victim has been interviewed and a determination made that the investigation will not be deferred.

The investigator shall notify the parent, guardian or legal custodian of a student in prekindergarten through grade six, of the date and time of the interview and of the right to be present or to see and hear the interview or send a representative in the parent's place.  The Level I investigator shall interview the student as soon as possible, but in no case later than five days from the receipt of a report or notice of the allegation of sexual abuse.  The Level I investigator may record the interview electronically.

The Level I investigator shall exercise discretion in the investigative process to preserve the privacy interests of the individuals involved.  To the maximum extent possible, the investigator shall maintain the confidentiality of the report.

It is the responsibility of the Level I investigator to determine whether it is more likely than not that an incident took place between the employee and the student.  If the Level I investigator believes the employee committed a sex act with a student or sexually exploited a student, the Level I investigator shall defer the Level I investigation and immediately notify law enforcement officials, the student's parents and the person filing the report.

If the Level I investigator determines an incident occurred, while not an illegal sex act with a student or sexual exploitation of a student, but where the employee engaged in inappropriate, intentional sexual behavior, further investigation is warranted.

If further investigation is warranted, the Level I investigator may proceed to interview the employee and other individuals who may have knowledge of the circumstances contained in the report.  Prior to interviewing other individuals who may have knowledge of the circumstance contained in the report, the Level I investigator shall provide notice of the impending interview of student witnesses or the student who is in prekindergarten through grade six, to their parent, guardian, or legal custodian, and may provide notice to the parent or guardian of older students, prior to interviewing those students.  The Level I investigator shall, if founded, arrange for the Level II investigator to further investigate the allegations.

Within fifteen days of receipt of the report or notice of alleged sexual abuse, the Level I investigator shall complete a written investigative report unless the investigation was temporarily deferred.  The written investigative report shall include:

  1. The name, age, address and attendance center of the student named in the report.
  2. The name and address of the student's parent or guardian and the name and address of the person filing the report, if different from the student's parent or guardian.
  3. The name and work address of the school employee named in the report as allegedly responsible for the abuse of the student.
  4. An identification of the nature, extent and cause, if known, of any injuries or abuse to the student named in the report.
  5. A general review of the investigation.
  6. Any actions taken for the protection and safety of the student.
  7. A statement that, in the investigator's opinion, the allegations in the report are either:
     - Unfounded. 
    (It is not likely that an incident, as defined in these rules, took place), or
     - Founded. 
    (It is likely that an incident took place.)
  8. The disposition or current status of the investigation.
  9. A listing of the options available to the parents or guardian of the student to pursue the allegations. 

            These options include, but are not limited to:

  • Contacting law enforcement officials.
  • Contacting private counsel for the purpose of filing a civil suit or complaint.
  • Filing a complaint with the Board of Educational Examiners if the school employee is certificated.

The investigator shall retain the original and provide a copy of the investigative report to the school employee named in the report, the school employee's supervisor and the named student's parent or guardian.  The person filing the report, if not the student's parent or guardian, shall be notified only that the Level I investigation has been concluded and of the disposition or anticipated disposition of the case.

If the allegations are founded, the Level I investigation shall refer the case to the Level II investigator.  The Level II investigator shall review the Level I investigator's final investigative report and conduct further investigation if necessary.  The Level II investigative report shall state conclusively as to the occurrence of the alleged incident, conclusively as to the nature of the sexual abuse and recommendations regarding the need for further investigation.  Upon completion of the Level II investigation, the Level I investigator shall forward copies of the Level II investigative report to the employee, the employee's immediate supervisor and the student's parent.  The Level I investigator shall notify the person filing the report of the current status of the case.

If the Level II investigator's report or law enforcement officials conclude sexual abuse occurred, or the employee admits the violation, or the employee has surrendered the employee's certificate or license, the Level I investigator shall file a complaint on behalf of the district after obtaining the superintendent's signature with the State Board of Educational Examiners.  The Level I investigator shall also arrange for counseling services for the student if the student or student's parents request counseling services.

In cases involving founded physical or sexual abuse by a licensed employee, the board shall notify the Board of Educational Examiners.  Information of unfounded abuse at Level I or Level II shall not be kept in the employee's personnel file.  If the Level I investigative report is founded but Level II is unfounded, then the Level I report shall be removed from the employee's permanent file.  Notes, tapes memorandums and related materials compiled in the investigations must be kept for two years.

It shall be the responsibility of the board to annually identify a Level I and Level II investigator.  The board shall also designate annually an alternate Level I investigator, preferably of the opposite sex of the designated Level I investigator, to whom reports may also be made.  The names and telephone numbers of the Level I investigator and the alternate Level I investigator shall be included in employee handbooks, student handbooks, annually published in the local newspaper, and prominently displayed in all school buildings.

 

dawn@iowaschoo… Thu, 11/28/2019 - 16:42

402.4 - Gifts to Employees

402.4 - Gifts to Employees

Employees may receive a gift on behalf of the District. Employees shall not, either directly or indirectly, solicit, accept, or receive any gift, series of gifts, or an honorarium unless the donor does not meet the definition of "restricted donor" stated below, or the gift or honorarium does not meet the definition of gift or honorarium stated below.

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

  • Is seeking to be, or is a party to, any one or any combination of sales, purchases, leases or contracts to, from or with the District;
  • Will be directly and substantially affected financially by the performance or nonperformance of the employee's official duty in a way that is greater than the effect on the public generally or on a substantial class of persons to which the person belongs as a member of a profession, occupation, industry or region; or,
  • Is a lobbyist or a client of a lobbyist with respect to matters within the District's jurisdiction.

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

  • Contributions to a candidate or a candidate's committee;
  • Information material relevant to an employee's official function, such as books, pamphlets, reports, documents, periodicals or other information that is recorded in a written, audio or visual format;
  • Anything received from a person related within the fourth degree by kinship or marriage, unless the donor is acting as an agent or intermediary for another person not so related;
  • An inheritance;
  • Anything available or distributed to the general public free of charge without regard to the official status of the employee;
  • Items received from a charitable, professional, educational or business organization to which the employee belongs as a dues paying member if the items are given to all members of the organization without regard to an individual member's status or positions held outside of the organization and if the dues paid are not inconsequential when compared to the items received;
  • Actual expenses of an employee for food, beverages, travel and lodging for a meeting, which is given in return for participation in a panel or speaking engagement at the meeting when the expenses relate directly to the day or days on which the employee has participation or presentation responsibilities;
  • Plaques or items of negligible resale value given as recognition for public service;
  • Nonmonetary items with a value of less than three dollars that are received from any one donor during one calendar day;

Approved:  December 2008
Reviewed:  February 2022

 

dawn@iowaschoo… Thu, 11/28/2019 - 16:50

402.4E1 - Table, Degrees of Relationships

402.4E1 - Table, Degrees of Relationships

See form attached 

 

 

dawn@iowaschoo… Thu, 11/28/2019 - 16:58
File Attachments

402.5 - Public Complaints about Employees

402.5 - Public Complaints about Employees

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

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

        (a)        Matters should first be addressed to the teacher or employee.

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

        (c)         Unsettled matters from (b) above may be addressed to the building administrator if it’s not also the employee’s immediate supervisor.

        (c)        Unsettled matters regarding licensed employees from (c) above or problems and questions concerning the District should be directed to the Superintendent.

        (d)        If a matter cannot be settled satisfactorily by the Superintendent, it may then be brought to the Board.  To 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 211.

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

Approved:  December 2008
Reviewed:  February 2022

Revised:  February 2022

 

dawn@iowaschoo… Thu, 11/28/2019 - 17:02

402.6 - Employee Outside Employment

402.6 - Employee Outside Employment

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

The Superintendent or immediate supervisor shall 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 his/her duties required in the employee's position within the District.

The Board may request the employee to cease the outside employment as a condition of continued employment with the District

Approved:  December 2008
Reviewed:  February 2022

 

dawn@iowaschoo… Thu, 11/28/2019 - 17:07

403 - Employee Health and Well-Being

403 - Employee Health and Well-Being

It is the policy of this District to ensure, so far as possible, that every employee has a safe and healthful workplace. The District will strive to help each employee recognize his/her responsibilities for safe employment and require that he/she adhere to those responsibilities.

Physical Examinations

Employees will be required to submit to a pre-employment physical examination before the beginning of service. The District will provide the standard examination form to be completed by an appropriately licensed healthcare provider who performs the physical examination, which shall be submitted to the District.

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

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

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

Communicable Diseases

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

Employees with a communicable disease will be allowed to perform their customary duties, provided they are able to perform the essential functions of their position and their presence does not pose a direct threat.  A direct threat occurs when an individual poses a significant risk of substantial harm to him/herself or others, and the risk cannot be reduced below the direct threat level through reasonable accommodations.

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

The Superintendent shall determine on a case-by-case basis whether the presence of an employee with a communicable disease in the District environment constitutes a direct threat.  In making this determination, the Superintendent shall consider credible, objective evidence.

If the Superintendent, after reviewing the credible, objective evidence, determines the employee’s presence may constitute a direct threat, the Superintendent may request additional medical information from the employee’s physician (with the employee’s consent), a physician chosen by the District or public health officials, to confirm the Superintendent’s determination.

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

Employee Injury on the Job

If an employee becomes seriously injured on the job, his/her supervisor will attempt to notify a member of the family or an individual of close relationship as soon as the employee’s supervisor becomes aware of the injury.

While a District employee may administer emergency or minor first aid, the District is not responsible for medical treatment of an injured employee and will turn over care to the employee's family or qualified medical employees as quickly as possible.

An employee who is injured on the job shall inform the Board Secretary within 24 hours of the occurrence. The employee's immediate supervisor shall file an accident report within 24 hours after the employee reported the injury.

The Board Secretary shall file worker’s compensation claims.

Employees Working Remotely

The Superintendent is authorized to maintain staff compliance with requirements of required continuous learning provided during any remote learning period pursuant to the District's Return-to-Learn Plan or for staff working remotely to provide remote continuous learning options to participating students.

Approved:  February 2022

dawn@iowaschoo… Thu, 11/28/2019 - 17:09

403.1 - Hazardous Chemical Disclosure

403.1 - Hazardous Chemical Disclosure

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

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

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

Approved:  March 2007
Reviewed:  February 2022

Revised:  February 2022
 

dawn@iowaschoo… Thu, 11/28/2019 - 17:10

403.2 - Substance-Free Workplace

403.2 - Substance-Free Workplace

The Board expects the District and its employees to remain substance free. No employee shall unlawfully manufacture, distribute, dispense, possess, use, or be under the influence of, in the workplace, any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance or alcoholic beverage as defined by federal or state law. "Workplace" includes District facilities, premises, or vehicles. This also includes nonschool property if the employee attends 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 District or where the employee is engaged in school business.

If an employee is convicted of a violation of any criminal drug offense committed in the workplace, the employee shall notify the employee's supervisor of the conviction within five days of the conviction.

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

Approved:  March 2007
Reviewed:  February 2022

Revised:  February 2022

 

dawn@iowaschoo… Thu, 11/28/2019 - 17:11

403.2.R1 - Substance-Free Workplace Regulation

403.2.R1 - Substance-Free Workplace Regulation

If the Superintendent suspects an employee has a substance abuse problem, he/she shall follow these procedures:

  1. Identification - The Superintendent shall document the evidence which leads him/her to conclude the employee has violated the Substance-Free Workplace policy. After the Superintendent has determined there has been a violation of the Substance-Free Workplace policy, he/she shall discuss the problem with the employee.
  2. Discipline - If, after the discussion with the employee, the Superintendent determines there has been a violation of the Substance-Free Workplace policy, the Superintendent may recommend discipline up to and including termination or may recommend the employee seek substance abuse treatment. Participation in a substance abuse treatment program is voluntary.
  3. Failure to participate in referral – If the employee refuses to participate in a substance abuse treatment program or if the employee does not successfully complete a substance abuse treatment program, the employee may be subject to discipline up to and including termination.
  4. Conviction - If an employee is convicted of a criminal drug offense committed in the workplace, the employee must notify the employer of the conviction within five days of the conviction.
mary_ellen_dra… Thu, 03/03/2022 - 08:08

403.3 - Drug and Alcohol Testing Program

403.3 - Drug and Alcohol Testing Program

Employees who operate school vehicles classified as “commercial motor vehicles” by the U.S. Department of Transportation, and are required to possess a commercial driver’s license (CDL) to operate those vehicles, are subject to drug and alcohol testing. A “commercial motor vehicle” is a vehicle that transports sixteen or more persons including the driver or has a gross vehicle weight rating (GVWR) of 26,001 pounds or more.  For purposes of the drug and alcohol testing program, the term "employees" includes applicants who have been offered a position to operate a commercial motor vehicle owned by the school.

Employees or employee applicants that will operate a school vehicle as described above are subject to pre-employment drug testing prior to being allowed to perform a safety sensitive function using the school vehicle.   In addition, employees will be subject to random, reasonable suspicion and post-accident drug and alcohol testing.  Employees operating school vehicles will not perform a safety-sensitive function within four hours of using alcohol.  Employees governed by this policy are subject to the drug and alcohol testing program beginning the first day they operate or are offered a position to operate school vehicles and continue to be subject to the drug and alcohol testing program as long as they may be required to perform a safety-sensitive function as it is defined in the administrative regulations. Employees with questions about the drug and alcohol testing program may contact the school district contact person, transportation director.

Employees who violate the terms of this policy are subject to discipline up to and including termination.  

It is the responsibility of The Superintendent to develop administrative regulations to implement this policy in compliance with the law. The Superintendent will inform applicants of the requirement for drug and alcohol testing in notices or advertisements for employment.

The Superintendent will also be responsible for publication and dissemination of this policy and its supporting administrative regulations and forms to employees operating school vehicles.

Compliance with the regulations is the responsibility of the District even if the District uses a service provider. Boards need to determine who will be responsible for administering the drug and alcohol testing program in the second paragraph and make that determination throughout the policies and regulations.

Approved:  March 2007
Reviewed:  February 2022

 

dawn@iowaschoo… Thu, 11/28/2019 - 17:13

403.3E1 - Drug and Alcohol Testing Program Notice to Employees

403.3E1 - Drug and Alcohol Testing Program Notice to Employees

EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE HEREBY NOTIFIED they are subject to the District’s drug and alcohol testing program for pre-employment drug testing and in addition are subject to random, reasonable suspicion and post-accident drug and alcohol testing as outlined in the Drug and Alcohol Testing Program policy, its supporting documents and the law.

Employees who operate school vehicles classified as “commercial motor vehicles” by the U.S. Department of Transportation are subject to drug and alcohol testing. A “commercial motor vehicle” is a vehicle that transports sixteen or more persons including the driver or has a gross vehicle weight rating (GVWR) of 26,001 pounds or more. For purposes of the drug and alcohol testing program, "employees" also includes applicants who have been offered a position to operate a commercial motor vehicle owned by the school. Employees that will operate a school-owned commercial motor vehicle are subject to the drug and alcohol testing program regulations beginning the first day they are offered a position to operate a school vehicle and continue to be subject to the drug and alcohol testing program until such time employment is terminated or the employee will no longer operate, at any time, a commercial motor vehicle for the school.

It is the responsibility of the Superintendent to inform employees of the drug and alcohol testing program requirements. Employees with questions regarding the drug and alcohol testing requirements will contact the District’s contact person.

EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE FURTHER NOTIFIED that employees violating this policy, its supporting documents or regulations will be subject to discipline up to and including termination.

EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE FURTHER NOTIFIED it is a condition of their continued employment to comply with the Drug and Alcohol Testing Program policy, its supporting documents, regulations and the law. It is a condition of continued employment for employees operating a school vehicle to notify their supervisor of any prescription medication they are using. Drug and alcohol testing records about a driver are confidential and are released in accordance with this policy, its supporting documents, regulations or the law.

dawn@iowaschoo… Thu, 11/28/2019 - 17:14

403.3E2 - Drug & Alcohol Program and Pre-Employment Testing Acknowledgment Form

403.3E2 - Drug & Alcohol Program and Pre-Employment Testing Acknowledgment Form

I,   ( Name of Employee  ), have received a copy, read and understand the Drug and Alcohol Testing Program policy of the Webster City School District and its supporting documents.                                  

I understand that if I violate the Drug and Alcohol Testing Program policy, its supporting documents or the law, I may be subject to discipline up to and including termination.

I also understand that I must inform my supervisor of any prescription medication I use.  

In addition, I have received a copy of the U.S. DOT publication, “What Employees Need to Know about DOT Drug & Alcohol Testing,” and have read and understand its contents.

Furthermore, I know and understand that I am required to submit to a controlled substance (drug) test, the results of which must be received by this employer before being employed by the school district and before being allowed to perform a safety-sensitive function.  I also understand that if the results of the pre-employment test are positive, that I will not be considered further for employment with the school district.

I further understand that drug and alcohol testing records and information about me are confidential, and may be released at my request or in accordance with the district’s drug and alcohol testing program policy, its supporting documents or the law.

 

__________________________________________________               ________________________

(Signature of Employee)                                                                            (Date)

dawn@iowaschoo… Thu, 11/28/2019 - 17:27

403.6E1 - Harassment Complaint Form

403.6E1 - Harassment Complaint Form

Name of complainant:  __________________________________________________________________

Position of complainant:  _________________________________________________________________

Date of complaint:  _____________________________________________________________________

Name of alleged harasser:  _______________________________________________________________

Date and place of incident or incidents:  _____________________________________________________
_____________________________________________________________________________________

Description of misconduct:  _______________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

Name of witnesses (if any):  ______________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

Evidence of harassment, i.e., letters,  photos, etc. (attach evidence if possible):  _____________________
_____________________________________________________________________________________

Any other information:  __________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

I agree that all of the information this form is accurate and true to the best of my knowledge.

 

Signature:  __________________________________________

Date:  ________________________

 

dawn@iowaschoo… Thu, 11/28/2019 - 17:36

403.6E2 - Witness Disclosure Form

403.6E2 - Witness Disclosure Form

Name of witness:  ______________________________________________________

Position of witness:  _____________________________________________________

Date of testimony, interview:  ______________________________________________

Description of instance witnessed:  _________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________

Any other information:  __________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________

I agree that all of the information on this form is accurate and true to the best of my knowledge.

 

Signature:  ____________________________________

Date:  ___________________________

 

dawn@iowaschoo… Thu, 11/28/2019 - 17:42

403.6R1 - Harassment Investigation Procedures

403.6R1 - Harassment Investigation Procedures

Complaint Procedure

An employee or student who believes that they have been harassed shall notify the building administrator, the designated investigator.  The alternate investigator is the superintendent.  The investigator may request that the employee or student complete the Harassment Complaint form and turn over evidence of the harassment, including, but not limited to, letters, tapes, or pictures.  Information received during the investigation shall be kept confidential to the extent possible.

The investigator, with the approval of the superintendent, or the superintendent has the authority to initiate a harassment investigation in the absence of a written complaint.

 

Investigation Procedure

The investigator shall reasonably and promptly commence the investigation upon receipt of the complaint.  The investigator shall interview the complainant and the alleged harasser.  The alleged harasser may file a written statement refuting or explaining the behavior outlined in the complaint.  The investigator may also interview witnesses as deemed appropriate.

Upon completion of the investigation, the investigator shall report to the superintendent.  The investigator will outline the findings of the investigation to the superintendent. 

 

Resolution of the Complaint

The superintendent will complete the next step in the investigation reasonably and promptly upon receipt of the investigator's report.  Following the investigator's report, the superintendent may investigate further, if deemed necessary, and make a determination of the appropriate next step which may include discipline up to and including discharge.

Prior to the determination of the appropriate remedial action, the superintendent may, at the superintendent's discretion, interview the complainant and the alleged harasser.  The superintendent shall file a written report closing the case.  The complainant, the alleged harasser and the investigator shall receive notice as to the conclusion of the investigation.

 

Points to Remember in the Investigation

  • Evidence uncovered in the investigation is confidential.
  • Complaints must be taken seriously and investigated.
  • No retaliation will be taken against individuals involved in the investigation process.
  • Retaliators will be disciplined up to and including discharge.

 

Conflicts

If the investigator is the alleged harasser or a witness to the incident, the alternate investigator shall be the investigator. 

 

dawn@iowaschoo… Thu, 11/28/2019 - 17:45

403.7E1 - Substance-Free Workplace Notice to Employees

403.7E1 - Substance-Free Workplace Notice to Employees

EMPLOYEES ARE HEREBY NOTIFIED it is a violation of the Substance-Free Workplace policy for an employee to unlawfully manufacture, distribute, dispense, possess, use, or be under the influence of in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance or alcohol, as defined in Schedules I through V of section 202 of the Controlled Substances Act (21 U.S.C. 812) and as further defined by regulation at 21 C.F.R. 1300.11 through 1300.15 and Iowa Code Chapter 204.

"Workplace" is defined as the site for the performance of work done in the capacity as a employee.  This includes school district facilities, other school premises or school district vehicles.  Workplace also includes nonschool property if the employee is at any school-sponsored, school-approved or school-related activity, event or function, such as field trips or athletic events where students are under the control of the school district or where the employee is engaged in school business.

Employees who violate the terms of the Substance-Free Workplace policy may be required to successfully participate in a substance abuse treatment program approved by the board.  The superintendent retains the discretion to discipline an employee for violation of the Substance-Free Workplace policy.  If the employee fails to successfully participate in such a program the employee shall be subject to discipline up to and including termination.

EMPLOYEES ARE FURTHER NOTIFIED it is a condition of their continued employment that they comply with the above policy of the school district and will notify their supervisor of their conviction of any criminal drug statute for a violation committed in the workplace, no later than five days after the conviction.

 

SUBSTANCE-FREE WORKPLACE ACKNOWLEDGMENT FORM

I, ( Name of Employee ), 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)

 

dawn@iowaschoo… Thu, 11/28/2019 - 17:48

403.7R1 - Substance-Free Workplace Regulation

403.7R1 - Substance-Free Workplace Regulation

A superintendent who suspects an employee has a substance abuse problem shall follow these procedures:

  1. Identification - the superintendent shall document the evidence the superintendent has which leads the superintendent to conclude the employee has violated the Substance-Free Workplace policy.  After the superintendent has determined there has been a violation of the Substance-Free Workplace policy, the superintendent shall discuss the problem with the employee.
  1. Discipline - if, after the discussion with the employee, the superintendent determines there has been a violation of the Substance-Free Workplace policy, the superintendent may recommend discipline up to and including termination or may recommend the employee seek substance abuse treatment.  Participation in a substance abuse treatment program is voluntary.
  1. Failure to participate in referral – if the employee refuses to participate in a substance abuse treatment program or if the employee does not successfully complete a substance abuse treatment program, the employee may be subject to discipline up to and including termination.
  1. Conviction - if an employee is convicted of a criminal drug offense committed in the workplace, the employee must notify the employer of the conviction within five days of the conviction.

 

dawn@iowaschoo… Thu, 11/28/2019 - 17:50

404 - Licensed Staff General

404 - Licensed Staff General

DEFINITION

Licensed staff, including administrators, are those staff 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 staff member meets the requirements established by the Iowa Department of Education.

The Superintendent shall establish job specifications and job descriptions for licensed staff positions. Job descriptions may be approved by the Board.

QUALIFICATIONS, RECRUITMENT, AND SELECTION

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 District in accordance with applicable laws and District policies regarding equal employment. 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.

All job openings shall be submitted for posting on TeachIowa. Additional announcements of the position may occur in a manner which the Superintendent believes will inform potential applicants about the position. Whenever possible, the preliminary screening of applicants will be conducted by the administrator who will be directly supervising and overseeing the person being hired.

The Board will employ licensed staff after receiving a recommendation from the Superintendent. The Superintendent, however, will have the authority to employ a licensed staff member on a temporary basis until a recommendation can be made and action can be taken by the Board on the position.

INDIVIDUAL CONTRACTS

The Board will enter into a written contract with licensed staff, other than administrators, employed on a regular basis. Each contract will be for a period of one year, beginning on July 1 and ending on June 30.

The Superintendent will complete the contracts for licensed staff and present them to the Board for approval. The contracts, after being signed by the Board President, shall be returned to the Superintendent who shall obtain the staff member’s signature. After being signed, the contract shall be filed with the Board Secretary.

Contracts entered into with licensed staff, other than an administrator, will continue from year to year except as modified or terminated as provided by law. The Board may issue temporary and nonrenewable contracts in accordance with law.  

Licensed staff whose contracts will be recommended for termination by the Board will receive due process as required by law. The Superintendent shall make a recommendation to the Board for the termination of the licensed staff contract.

Contracts entered into with licensed staff, other than an administrator, will continue from year to year except as modified or terminated as provided by law. The Board may issue temporary and nonrenewable contracts in accordance with law.  

Licensed staff whose contracts will be recommended for termination by the Board will receive due process as required by law. The Superintendent shall make a recommendation to the Board for the termination of the licensed staff member’s contract.

Licensed staff who wish to resign, to be released from a contract, or to retire must comply with applicable law and board policies.

CONTINUING CONTRACTS

Contracts entered into with licensed staff, other than an administrator, will continue from year to year except as modified or terminated as provided by law. The Board may issue temporary and nonrenewable contracts in accordance with law.  

Licensed staff whose contracts will be recommended for termination by the board will receive due process as required by law. The Superintendent shall make a recommendation to the board for the termination of the licensed staff member’s contract.

Licensed staff who wish to resign, to be released from a contract, or to retire must comply with applicable law and board policies.

EVALUATION

Evaluation of licensed staff on their skills, abilities, and competence shall be an ongoing process supervised by the building principals and conducted by approved evaluators. The goal of the formal evaluation of licensed staff, other than administrators, but including extracurricular employees, shall be to improve the education program, to maintain licensed staff who meet or exceed the Boards standards of performance, to clarify the licensed staff 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 shall be in writing and shall provide an opportunity for the evaluator and the licensed staff member to discuss the past year's performance and the future areas of growth. The formal evaluation shall be completed by the evaluator, signed by the licensed staff member, and filed in the licensed staff member’s personnel file. This policy supports, and does not preclude, the ongoing informal evaluation of the licensed staff member’s skills, abilities, and competence. The Superintendent shall ensure licensed staff are evaluated. New and probationary licensed staff shall be evaluated at least twice each year.

PROBATIONARY STATUS

The first three years of a new licensed staff member’s contract shall be a probationary period unless the staff member 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 one 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.  

Based on the Superintendent’s recommendation, 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 staff member. The Board may extend the probationary period based on the Superintendent’s recommendation. During this probationary period, the Board may terminate the licensed staff member’s contract at year-end or discharge the staff member in concert with corresponding board policies.

Licensed staff may also serve a probationary period based upon their performance. Such probationary period shall be determined on a case-by-case basis in light of the circumstances surrounding the staff member’s performance as documented in the staff member’s evaluations and personnel file.

ORGANIZATION AFFILIATION

Licensed staff who qualify may join the Webster City Education Association and participate in its activities as long as the participation does not, in any way, interfere with the delivery of and the provision of the education program and District operations.

The Superintendent shall have sole discretion to determine whether Association activities interfere with the education program and District operations.

The Board shall not interfere with the rights of a staff member to organize or form, join or assist any staff member organization.

 

Approved:  March 2007
Reviewed:  February 2022

Revised:  February 2022

 

dawn@iowaschoo… Thu, 11/28/2019 - 17:59

405 - Licensed Staff Compensation and Benefits

405 - Licensed Staff Compensation and Benefits

SALARY SCHEDULE

The Board shall establish salary schedules for licensed staff members’ positions keeping in mind the financial condition of the District, the education and experience of the licensed staff member, the District’s educational philosophy, and other factors deemed relevant by the Board.

The Superintendent shall annually make a recommendation to the Board regarding the salary schedule, which shall be subject to review and modification through the collective bargaining process.

The requirements stated in the Master Contract regarding wages and salaries of such staff shall be followed.

SALARY SCHEDULE ADVANCEMENT

The Board shall determine which licensed staff will advance on the salary schedule, keeping in mind the financial condition of the District, the education and experience of the licensed staff, the District’s educational philosophy, and other considerations as determined by the Board.

The Superintendent shall make a recommendation to the Board for the advancement of licensed staff on the salary schedule.

The requirements stated in the Master Contract regarding salary schedule advancement shall be followed.

CONTINUED EDUCATION CREDIT

Licensed staff who have completed additional hours may be considered for advancement. The Board may determine which licensed staff members will advance in compensation for continued education keeping in mind the District’s  financial condition, the education and experience of the licensed employee, the District’s educational philosophy, and any other items deemed relevant by the Board.

Licensed staff who wish to obtain additional education for advancement must notify their supervisor by                                     of the school year preceding the actual year when advancement occurs. The Superintendent has the discretion to approve credit outside the employee's area of endorsement or responsibility.

The Superintendent shall make a recommendation to the Board for the advancement of a licensed staff member.

COMPENSATION FOR EXTRA DUTY

A licensed staff member may volunteer or be required to take on extra duty, with the extra duty being secondary to the major responsibility of the licensed staff. The Board shall establish a salary schedule for extra duty licensed staff positions, keeping in mind the District’s financial condition, the education and experience of the licensed staff member, the District’s educational philosophy, 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 staff to volunteer for the extra duty. If no licensed staff volunteers for extra duty, the Superintendent shall assign the extra duty positions to qualified licensed staff. The licensed staff member shall receive compensation for the extra duty required to be performed.

The Superintendent will annually recommend to the Board which licensed staff shall have the extra duty and the salary schedule for extra duty. 

The requirements stated in the Master Contract regarding the compensation for extra duties of such staff members shall be followed.

GROUP INSURANCE BENEFITS

Employees may be eligible for group benefits as determined by the Board and required by law. The Board will select the group benefit program(s) and the insurance company or third party administrator to provide or administer the program.

In accordance with the Patient Protection and Affordable Care Act (ACA), the Board will offer staff members who work an average of at least thirty (30) hours per week or one hundred thirty (130) hours per month, based on the measurement 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 staff members. Employers should maintain documents regarding eligible staff members’ acceptance and rejection of coverage.

TAX SHELTER PROGRAMS

Staff may elect to have amounts withheld from their pay for items authorized by law, subject to agreement of the District. The Board may authorize the administration to make a payroll deduction for licensed staff members’ tax-sheltered annuity premiums purchased from a company or program.

Licensed staff members wishing to have payroll deductions for tax sheltered annuities will make a written request to the Superintendent.

dawn@iowaschoo… Thu, 11/28/2019 - 18:19

406 - Licensed Staff - Termination of Employment

406 - Licensed Staff - Termination of Employment

RESIGNATION

A licensed staff member who wishes to resign must notify the Superintendent in writing within the time period set by the Board for return of the contract. This applies to regular contracts for the licensed staff member’s regular duties and for an extracurricular contract for extra duty. Resignations meeting these requirements 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 staff member is continuing to be employed by the District.

CONTRACT RELEASE

Licensed staff who wish to be released from an executed contract must give at least twenty-one days notice to the Superintendent. Licensed staff may be released at the discretion of the Board. Only in unusual and extreme circumstances will the Board release a licensed staff member from a contract. The Board will have sole discretion to determine what constitutes unusual and extreme circumstances.

Release from a contract shall be contingent upon finding a suitable replacement. Licensed staff members requesting release from a contract after it has been signed and before it expires may be required to pay the Board the cost of advertising incurred to locate and hire a suitable replacement. Upon written mutual agreement between the staff member and the Superintendent, the costs may be deducted from the staff member’s salary. Payment of these costs shall be a condition for release from the contract at the discretion of the Board. Failure of the licensed staff to pay these expenses may result in a cause of action being filed in small claims court.

The Superintendent is authorized to file a complaint with the Board of Educational Examiners against a licensed staff member who leaves without proper release from the Board. 

RETIREMENT

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

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

Board action to approve a licensed staff member’s application for retirement shall be final and such action constitutes nonrenewal of the staff member’s contract for the next school year.

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

Licensed staff members and their spouse and dependents shall be allowed to continue coverage in the District's group health insurance program at their own expense by meeting the insurer’s requirements.

VOLUNTARY EARLY RETIREMENT

The District may offer an early retirement plan for full-time licensed and 12-month employees. Full-time licensed or 12-month employees are employees who are regularly scheduled to work 38 hours per week and are currently performing their assigned duties within the District. A licensed or 12-month employee is eligible under the early retirement plan when the licensed or 12-month employee:

  • Is at least age 55 prior to the start of the next school year.
  • Completes a total of 15 years of service as a full-time licensed or 12-month employee to the District;
  • Submits an application to the Superintendent for participation in the plan prior to the second Monday of January of the year in which the licensed employee wishes to retire. Applications submitted after second Monday of January may be considered at the discretion of the Board depending on the circumstances for the late application;
  • Submits a written resignation. The resignation may be contingent upon approval by the Board of participation in the voluntary early retirement plan; and,
  • Receives Board approval of the licensed or 12-month employee's application for participation in the early retirement plan, of the licensed employee's resignation, and of the disbursement of early retirement incentive to the licensed employee.

Board approval of the licensed or 12-month employee's early retirement application shall constitute a voluntary resignation. Board approval of the licensed or 12-month employee's early retirement application will also make the licensed or 12-month employee eligible for disbursement of the early retirement incentive the sooner of July 1 following the licensed or 12-month employee's approval for early retirement or a date mutually agreed upon by the District and the licensed or 12-month employee. Failure of the Board to approve the licensed or 12-month employee's early retirement application will make the licensed or 12-month employee's current contract with the Board continue in full force and effect.

SUSPENSION

Licensed staff shall 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. The Superintendent has discretion to suspend a licensed staff member with or without pay.

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

REDUCTION IN FORCE

The Board has the exclusive authority to determine the appropriate number of licensed staff members. A reduction of licensed staff members 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 staff members, 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 staff members.

The Superintendent will make a recommendation for termination to the Board. The process for reduction in force shall be as follows:

1.         Staff reductions will be made within the following categories:

            a.         Grades PreK - 4th by area:

                        i.          Regular Classroom

                        ii..        Preschool Handicapped

                        iii.        Special Education

                        iv.        Preschool

            b.         Grades 5th - 8th by area:

                        i.          Regular Classroom

                        ii.         Special Education

            c.         Grades 9th - 12th by curricular area:

                        i.          Mathematics

                        ii.         Science

                        iii.        Social Studies

                        iv.        English

                        v.         Family and Consumer Science

                        vi.        Business Education

                        vii.       Foreign Language

                        viii.      Vocational Agriculture

                        ix.        Multi-Occupations

                        x.         Health

                        xi.        Special Education

                        xii.       Industrial Art

                        xiii.      Hamilton High - Alternative School

                        d.         Grades K - 12th by area:

                                    i.          Guidance

                                    ii.         Media

                                    iii.        Music

                                    iv.        Art

                                    v.         P.E.

                                    vi.        ELL

                                    vii.       Nurse (District/School Nurse)

It is the intention of the parties that the above categories shall be considered as separate units.

Given the necessity to maintain the most competent and qualified staff available, the District in determining which teachers are to be reduced will consider:

The need to maintain District programs, both academic as well as extra curricular.

If the above considerations are relatively equal among affected teachers, ties shall be broken by the last four (4) digits of a teacher’s social security number (the highest number receives the highest seniority).

Order of Reduction: Within the staff reduction categories to be reduced, teachers will be reduced in the following order:

  1. Those teachers with “temporary” or “emergency” certificates shall be terminated first.
  2. Probationary teachers as defined in Section 279.19, Code of Iowa.
  3. Non-probationary teachers in inverse order of seniority.
  4. Exceptions may be made in the order of reduction provided in Items 1-3 above if necessary to maintain a program, to maintain compliance with accreditation standards, or to maintain a teacher 
  5. with necessary state teaching certification for a position to be retained.

C.  Notification - Teachers to be terminated shall be given a notice of reduction no later than April 30th. The notice will indicate the reason(s) for staff reduction. A copy will be provided to the Association.

D.  Benefits - Any professional teacher who is re-employed after termination under this Article shall be placed on the salary schedule at the step above the one in effect at the time of departure if eligible for same.

E.  Recall Provisions

  1. Any teacher who resigns subsequent to receiving a notice of termination due to staff reduction or is terminated because of staff reduction shall be recalled as provided herein.
  2. Teachers referred to in Section 1 of the Seniority List shall be recalled for a period of two (2) years (from the last regular teacher workday in the year of layoff) if a written request for recall is filed with the Superintendent prior to September 1 of the year in which the teacher was terminated. Any teacher wishing to retain his/her recall privileges shall keep the Superintendent informed in writing of his/her current contact information  to be used in the event of recall.
  3. In filling open positions, those teachers on recall shall be recalled when there is a position open in the staff reduction category from which the teacher was reduced or a position open in a staff reduction category in which the teacher has taught in the Webster City Community School District during the last five years and, in either instance, the teacher is certified for the vacant teaching position. Title I I teachers are entitled to be recalled in the Regular Classroom category. If more than one (1) teacher is so qualified for the vacancy, teachers shall be recalled in the inverse order of termination. Teachers will be notified via email at the latest email address provided to the Superintendent. Failure of the teacher to affirmatively respond within ten (10) calendar days of mailing shall be deemed a waiver by the teacher of that recall opportunity.
  4. Exception - Any teacher hired as a temporary teacher for one (1) year or less to replace a teacher on extended leave of absence shall not be eligible for recall rights.

F.  Grievance - Any teacher entitled to recall shall retain the right to grieve the recall provision herein for two years after employment is terminated pursuant to staff reduction.

Approved:  March 2007
Reviewed:  February 2022

Revised:  February 2022

dawn@iowaschoo… Thu, 11/28/2019 - 18:43

406.1E1 - Licensed Staff Early Retirement Acknowledgement of Receipt

406.1E1 - Licensed Staff Early Retirement Acknowledgement of Receipt

The undersigned licensed staff member acknowledges receipt of the early retirement plan documents stated below, for the licensed staff member's consideration:

early retirement policy (plan description);

[early retirement insurance options]; and

early retirement application.

The undersigned licensed staff acknowledges that the application and participation in the early retirement plan is entirely voluntary.

The undersigned licensed staff acknowledges that the school district recommends the licensed staff contact legal counsel and the employee’s personal accountant regarding participation in the early retirement plan.

 

 

 

 

 

 

Licensed Employee

 

Date

mary_ellen_dra… Thu, 03/03/2022 - 09:15

406.1E2 - Licensed Staff Early Retirment Insurance Options

406.1E2 - Licensed Staff Early Retirment Insurance Options

Board policy 406, Licensed Staff - Termination of Employment, allows the employee to continue to participate in the District's group health insurance plan until age 65 by meeting the requirements of the insurer.

Option 1 - The District will continue to pay the costs of the individual health insurance premium expense.

Option 2 - The District and the licensed staff will both be responsible for the cost of the health insurance premium. The expense of the District shall not exceed the premium amount paid by the District for a single health insurance premium at the date of early retirement of the licensed staff. The licensed staff is responsible for any increase in premium costs and for dependent insurance and must pay the employee's share of the monthly premium amount in full to the Board Secretary prior to to the due date of the District's premium payment to the insurance carrier.

Option 3 - The licensed staff is responsible for the cost of the health insurance premium. The licensed staff must pay the employee's share of the premium by paying the monthly premium amount in full to the Board Secretary prior to the due date of the District's premium payment to the insurance carrier.

The undersigned licensed staff member                        (does, does not) wish to continue to participate in the school district's group health insurance plan.

 

 

 

 

 

 

Licensed Employee

 

Date

mary_ellen_dra… Thu, 03/03/2022 - 09:17

406.1E3 - Licensed Staff Early Retirement Application

406.1E3 - Licensed Staff Early Retirement Application

The undersigned licensed staff member is applying for early retirement pursuant to board policy 406, Licensed Staff - Termination of Employment.  Please complete the following information:

(Full Legal Name of Licensed Staff Member)

 

(Social Security Number)

 

 

 

 

 

 

(Current Job Title)

 

(Date of Birth)

 

 (Years of Service)

                   

Please specify the date desired for payment of the early retirement benefit and the reason for the date if a date other than _____________ of the year in which the undersigned licensed employee retires is desired.

 

(Date)

 

(Reason for date other than ______________)

 

Please attach a letter of resignation effective June thirtieth of the year in which the undersigned licensed staff member intends to retire.

The undersigned licensed staff member acknowledges that application and participation in the early retirement plan is entirely voluntary.

The undersigned licensed employee acknowledges that the District recommends that the licensed staff member contact legal counsel and the staff member’s own personal accountant regarding participation in the early retirement plan.

Should the licensed staff member die prior to full payment of an early retirement benefit, the licensed staff member designates either the following individual as beneficiary or the licensed employee’s estate.

____ Beneficiary

 

 

_____ Estate

 

 

 

 

 

 

Beneficiary

 

 

 

 

 

 

 

 

 

Beneficiary Address

 

 

 

 

 

 

 

 

 

Licensed Employee

 

Date

 

 

 

 

 

Witness

 

Date

mary_ellen_dra… Thu, 03/03/2022 - 09:24

407 - Licensed Professional Development

407 - Licensed Professional Development

The Board encourages licensed staff members to attend and participate in professional development activities to maintain, develop, and extend their skills. The Board shall maintain and support professional development program for licensed staff members.

Requests for attendance or participation in a development program, other than those development programs sponsored by the District, shall be made to the Superintendent. Approval of the Superintendent must be obtained prior to attendance by a licensed staff member in a professional development program when the attendance would result in the licensed staff member being excused from their duties or when the District pays the expenses for the program.

The Superintendent shall have sole discretion whether to allow licensed staff members to attend or participate in the requested event. When making this determination, the Superintendent will consider the value of the program for the licensed staff member and the District, the effect of the licensed staff member’s absence on the education program and District operations, and the District's financial situation, as well as other factors deemed relevant in the Superintendent’s judgment.

PUBLICATION OR CREATION OF MATERIALS

Materials created by licensed staff members and the financial gain there from are the property of the District if school materials and time were used in their creation and/or such materials were created in the scope of the licensed staff member’s employment. The licensed staff member must seek prior written approval of the Superintendent concerning such activities.

TUTORING

Every effort will be made by the licensed staff members 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 staff members may be approved by the Superintendent.

Licensed staff members may only tutor students other than those for whom the teacher is currently providing instruction, 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.

dawn@iowaschoo… Thu, 11/28/2019 - 18:52

408 - Licensed Staff Leaves of Absence

408 - Licensed Staff Leaves of Absence

VACATION - HOLIDAYS - PERSONAL LEAVE

The Board shall determine the amount of vacation, holidays, and personal leave that will be allowed on an annual basis for licensed staff.

Vacation for full-time regular licensed staff members who work 260 days a year, unless the staff member’s individual contract indicates otherwise, shall be 20 days.

The vacation may be taken during the school year provided the vacation will not disrupt the operation of the District.  The staff member must submit a vacation request to the Superintendent, who shall determine whether the request will disrupt the operation of the District. In the case of the Superintendent's request, the Board shall make the determination.

Full-time regular licensed staff member’s who work 260 days a year will be allowed a maximum of 3 days of personal leave to accomplish personal business that cannot be conducted outside the work day. It shall be within the discretion of the Superintendent to grant personal leave. Application for personal leave must be made at least seven school days prior to the requested leave date.

Regular full-time licensed staff members who work 260 days a year will be allowed 6 holidays per year. It shall be within the discretion of the Board to set the holidays annually.

Licensed staff members who work during the school academic year, whether full-time or part-time, shall have time off in concert with the school calendar. In addition, such staff members may have 3 personal leave days to accomplish personal business that cannot be conducted outside the work day. It shall be within the discretion of the Superintendent to grant personal leave.

It shall be the responsibility of the Superintendent to make a recommendation to the Board annually on vacations, holidays, and personal leave for licensed staff members.

SICK LEAVE

Licensed staff members shall be granted 10 days of sick leave in their first year of employment. Each year thereafter, one additional day of sick leave will be granted to licensed staff members up to a maximum of 20 days. "Day" is defined as one work day regardless of full-time or part-time status of the staff member. A new staff member shall report for work at least one full work day prior to receiving sick leave benefits. A returning staff member will be granted the appropriate number of days at the beginning of each fiscal year.

Sick leave may be accumulated up to a maximum of 105 days for licensed employees.

Should the sick leave occur after or extend beyond the sick leave accumulated allowance, the staff member may apply for disability benefits under the group insurance plan. If the staff member does not qualify for disability benefits, the staff member may request a leave of absence without pay.

Evidence may be required regarding the mental or physical health of the employee when the administration has a concern about the staff member’s health. Evidence may also be required to confirm the staff member’s illness, the need for the illness leave, the staff member’s ability to return to work, and the staff member’s capability to perform the duties of the staff member’s position. It shall be within the discretion of the Board or the Superintendent to determine the type and amount of evidence necessary. When a sick leave will be greater than three consecutive days, the staff member shall comply with the board policy regarding family and medical leave.

POLITICAL LEAVE

The Board will provide a leave of absence to licensed staff members to run for elective public office. The Superintendent shall grant a licensed staff member a leave of absence to campaign as a candidate for an elective public office as unpaid leave.

The licensed staff member will be entitled to one period of leave to run for the elective public office, and the leave may commence within 30 days of a contested primary, special, or general election and continue until the day following the election.

The request for leave must be in writing to the Superintendent at least 30 days prior to the starting date of the requested leave.

JURY DUTY LEAVE

The Board will allow licensed staff members to be excused for jury duty unless extraordinary circumstances exist.  The Superintendent has the discretion to determine when extraordinary circumstances exist.

Staff members who are called for jury service shall notify their direct supervisor within 24 hours after notice of call to jury duty and suitable proof of jury service pay must be presented to the District. The staff member will report to work within one hour on any day when the staff member is excused from jury duty during regular working hours. 

Licensed staff members will receive their regular salary. Any payment for jury duty shall be paid to the District.

MILITARY SERVICE LEAVE

The Board recognizes licensed staff members may be called to participate in the armed forces, including the National-Guard. If a licensed staff member is called to serve in the armed forces, the staff member shall have a leave of absence for military service until the military service is completed.

The leave shall be without loss of status or efficiency rating and without loss of pay during the first 30 calendar days of the leave.

UNPAID LEAVE

Unpaid leave may be used to excuse an involuntary absence not provided for in other leave Board policies. Unpaid leave for licensed staff members must be authorized by the Superintendent.

The Superintendent shall have complete discretion to grant or deny the requested unpaid leave.  In making this determination, the Superintendent shall consider the effect of the staff member’s absence on the education program and District operations, length of service, previous record of absence, the District’s financial condition, the reason for the requested absence, and other factors the Superintendent believes are relevant to making this determination.

If unpaid leave is granted, the duration of the leave period shall be coordinated with the scheduling of the education program, whenever possible, to minimize the disruption of the education program and District operations.

Whenever possible, licensed staff members shall make a written request for unpaid leave 14 days prior to the beginning date of the requested leave. If the leave is granted, the deductions in salary shall be made unless they are waived specifically by the Superintendent.

It is the desire and hope that all vacations for licensed staff members must be taken during non-contract time. Research shows that best teaching takes place when students have qualified/consistent instruction. Licensed staff must use designated school vacations and non-contract days for special family events and vacation.

The District understands not all such times can be handled under one blanket policy. If deviations from the above are necessary, the following guidelines will be used by the Board in making its decision.       

  1. Consideration of such leave would only be once every five years after the staff member’s first three years of District service.

SICK LEAVE BANK

To be used by eligible teachers in the event of a catastrophic illness, accident, or serious family illness as defined in Article VIII in the Agreement.

Establishment – A Sick Leave Bank will be established for the use of teachers who elect to participate. Use of Sick Leave Bank days will commence on the day of sickness, injury, or serious family illness as defined in Article VIII in the Agreement of the eligible teacher and continue until he/she is eligible for employment. The Sick Leave Bank year will be the contract year.

Participation – Participation in the Sick Leave Bank will be on a voluntary basis. Each participating individual teacher’s contribution will be made in the form of a one-time contribution of one (1) day of sick leave from his/her current year’s allocation. The days contributed to the Bank becomes the property of the Bank and will not be returned to the teacher, except under Paragraph 5 below.

Enrollment – Enrollment will take place during the opening workshop but in no case later than September 10 and will entitle the enrolling teacher to membership until revoked in writing by the teacher. Enrollment shall consist of signing the Leave Bank Enrollment Form in Appendix Schedule C and forwarding them to the Superintendent’s Office. The Enrollment Form indicates the year of coverage and authorizes the transfer of one day of sick leave to the Bank.

Unused Days in Sick Leave Bank – Assets of the Bank will accumulate. The following year’s Bank will consist of days carried over from the previous year. By September 30 of each year, the Board will provide the Association with verification of the Bank’s total number of days for the current year as well as the previous year’s usage of Bank days.

Use of Sick Bank Leave Days – An eligible teacher must request in writing to the Superintendent that he/she wishes to withdraw days from the Bank to a maximum of 20 days in a contract year. An eligible teacher is one who has elected to participate in the Sick Leave Bank in a timely manner and who has exhausted his/her personal sick leave (in the event of the teacher’s illness or accident) without being eligible for long term disability (under Article V: Insurance in the Handbook), worker’s compensation (under Article V: Insurance in the Handbook), and/or social security disability. In the event of serious family illness, the eligible teacher must have exhausted all personal leave options.

Payback of Leave Days Used – Sick leave days will no longer be paid back as the Bank has accumulated a sufficient number of days to cover needs. If the Bank falls below a future agreed upon minimum number of days, then teachers will be required to donate an additional day.

Sick Leave Bank Committee - A committee consisting of one WCEA member from each building and the Superintendent will be responsible for administration of the Sick Leave Bank.

dawn@iowaschoo… Wed, 12/04/2019 - 10:31

409 - Family and Medical Leave

409 - Family and Medical Leave dawn@iowaschoo… Wed, 12/04/2019 - 10:39

409.1 - Family and Medical Leave

409.1 - Family and Medical Leave

Unpaid family and medical leave will be granted up to 12 weeks per year to assist staff members in balancing family and work life. For purposes of this policy, year is defined as fiscal year. Requests for family and medical leave shall be made to the Superintendent. 

Staff members 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. Staff members eligible for family and medical leave must comply with the family and medical leave administrative rules prior to starting family and medical leave. 

Approved:    March 2007
Reviewed:    February 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 10:39

409.1E1 - Family and Medical Leave Notice to Employees

409.1E1 - Family and Medical Leave Notice to Employees

FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical reasons.

Employees are eligible if they have worked for a covered employer for at least one year, and for 1,250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles.  The FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances.

Reasons for Taking Leave:

Unpaid leave must be granted for any of the following reasons:

  • to care for the employee's child after birth, or placement for adoption or foster care;
  • to care for the employee's spouse, son or daughter, or parent, who has a serious health condition; or
  • for a serious health condition that makes the employee unable to perform the employee's job.

At the employee's or employer's option, certain kinds of paid leave may be substituted for unpaid leave.

Advance Notice and Medical Certification:

The employee may be required to provide advance leave notice and medical certification.  Taking of leave may be denied, if requirements are not met.

  • The employee ordinarily must provide 30 days advance notice when the leave is "foreseeable."
  • An employer may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer's expense) and fitness for duty report to return to work.

Job Benefits and Protection:

  • For the duration of FMLA leave, the employer must maintain the employee's health coverage under any "group health plan."
  • Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.
  • The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave.

Unlawful Acts By Employers:

FMLA makes it unlawful for any employer to:

  • interfere with, restrain, or deny the exercise of any right provided under FMLA:
  • discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.

Enforcement:

  • The U.S. Department of Labor is authorized to investigate and resolve complaints of violations.
  • An eligible employee may bring a civil action against an employer for violations.

FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights

For Additional Information:

If you have access to the Internet visit FLMA’s website:  http://www.dol.gov/esa/whd/flma.  Or contact the nearest office of Wage and Hour Division, listed in most telephone directories under U.S. Government, Department of Labor.  For a listing of records that must be kept by employers to comply with FMLA visit the U.S. Dept. of Labor’s website: http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_825/29CFR825.500.htm

 

mary_ellen_dra… Thu, 03/03/2022 - 09:56

409.1E2 - Family and Medical Leave Request Form

409.1E2 - Family and Medical Leave Request Form

Date:                                 

I,                                              , request family and medical leave for the following reason:  (check all that apply)

                        for the birth of my child;

                        for the placement of a child for adoption or foster care;

                        to care for my child who has a serious health condition;

                        to care for my parent who has a serious health condition;

                        to care for my spouse who has a serious health condition; or

                        because I am seriously ill and unable to perform the essential functions of my position.

I acknowledge my obligation to provide medical certification of my serious health condition or that of a family member in order to be eligible for family and medical leave within 15 days of the request for certification. 

I acknowledge receipt of information regarding my obligations under the family and medical leave policy of the school district.

I request that my family and medical leave begin on                                      and I request leave as follows: (check one)

                           continuous

I anticipate that I will be able to return to work on                 .

                           intermittent leave for the:

                                            birth of my child or adoption or foster care placement subject to agreement by the district

                                            serious health condition of myself, parent, or child when medically necessary

 

Details of the needed intermittent leave:

 

 

 

 

 

 

 

 

 

 

                        I anticipate returning to work at my regular schedule on                                  .

 

            reduced work schedule for the:

                                            birth of my child or adoption or foster care placement subject to agreement by the school district

                                            serious health condition of myself, parent, or child when medically necessary

 

Details of needed reduction in work schedule as follows:

 

 

 

 

 

 

 

 

 

 

                        I anticipate returning to work at my regular schedule on                                  .

I realize I may be moved to an alternative position during the period of the family and medical intermittent or reduced work schedule leave. I also realize that with foreseeable intermittent or reduced work schedule leave, subject to the requirements of my health care provider, I may be required to schedule the leave to minimize interruptions to school district operations.

While on family and medical leave, I agree to pay my regular contributions to employer sponsored benefit plans.  My contributions shall be deducted from moneys owed me during the leave period.  If no monies are owed me, I shall reimburse the school district by personal check or cash for my contributions. I understand that I may be dropped from the employer-sponsored benefit plans for failure to pay my contribution. 

I agree to reimburse the school district for any payment of my contributions with deductions from future monies owed to me or the school district may seek reimbursement of payments of my contributions in court. 

I acknowledge that the above information is true to the best of my knowledge.

 

 

Signed

 

 

 

Date

 

mary_ellen_dra… Thu, 03/03/2022 - 10:08

409.1E3 - Family and Medical Leave Certification Form

409.1E3 - Family and Medical Leave Certification Form

1.

Employee's Name

 

 

 

 

2.

Patient's Name (if different from employee)

 

         

3.  The attached sheet describes what is meant by a "serious health condition" under the Family and Medical Leave Act.  Does the patient's condition, for which the employee is taking FMLA leave, qualify under any of the categories described?  If so, please check the applicable category.

 

         (1)                    (2)                   (3)                     (4)                     (5)                    (6)           

                                                                       

                                                                   or                                             None of the above

 

4.  Describe the medical facts which support your certification, including a brief statement as to how the medical facts meet the criteria of one of these categories:

 

5.  a.  State the approximate date the condition commenced, and the probable duration of the condition (and also the probable duration of the patient's present incapacity, i.e. inability to work, attend school or perform other regular activities due to the serious health condition, treatment therefore, or recovery therefrom, if different):

 

b.  Will it be necessary for the employee to take work only intermittently or to work on a less than full schedule as a result of the condition (including for treatment described in Item 6 below)?

                  If yes, give the probable duration:

 

 

c.  If the condition is a chronic condition (condition #4) or pregnancy, state whether the patient is presently incapacitated and the likely duration and frequency of episodes of incapacity:

 

 

6.  a.  If additional treatments will be required for the condition, provide an estimate of the probable number of such treatments:

 

If the patient will be absent from work or other daily activities because of treatment on an intermittent or part-time basis, also provide an estimate of the probable number of and interval between such treatments, actual or estimated dates of treatment if known, and period required for recovery if any:

 

b.  If any of these treatments will be provided by another provider of health services (e.g., physical therapist), please state the nature of the treatments:

 

c.  If a regimen of continuing treatment by the patient is required under your supervision, provide a general description of such regimen (e.g. prescription drugs, physical therapy requiring special equipment):

 

7.  a.  If medical leave is required for the employee's absence from work because of the employee's own condition (including absences due to pregnancy or a chronic condition), is the employee unable to perform work of any kind?

b.  If able to perform some work, is the employee unable to perform any one or more of the essential functions of the employee's job (the employee or the employer should supply you with information about the essential job functions)?

                  If yes, please list the essential functions the employee is unable to perform.

 

c.  If neither a. nor b. applies, is it necessary for the employee to be absent from work for treatment?

 

8.  a.  If leave is required to care for a family member of the employee with a serious health condition, does the patient require assistance for basic medical or personal needs or safety, or for transportation?

 

b.  If no, would the employee's presence to provide psychological comfort be beneficial to the patient or assist in the patient's recovery?

 

c.  If the patient will need care only intermittently or on a part-time basis, please indicate the probable duration of this need:

 

(Signature of Health Care Provider)

 

(Type of Practice)

 

 

 

 

 

 

(Address)

 

(Telephone Number)

To be completed by the employee needing family leave to care for a family member.

State the care you will provide and an estimate of the period during which care will be provided, including a schedule if leave is to be taken intermittently or if it will be necessary for you to work less than a full schedule:

 

 

 

 

(Employee Signature)

 

(Date)

A serious health condition means an illness, injury impairment, or physical or mental condition that involves one of the following:

 

1.  Hospital Care - In patient care (i.e. an overnight stay) in a hospital, hospice, or residential medical care facility, including any period of incapacity or subsequent treatment in connection with or consequent to such inpatient care.

2.  Absence Plus Treatment - A period of incapacity of more than three consecutive calendar days (including any subsequent treatment or period of incapacity relating to the same condition), that also involves:

a.  treatment two or more times by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider or by a provider of health care services (e.g. physical therapist) under the orders of, or on referral by, a health care provider; or

b.  treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the health care provider.

3.  Pregnancy - Any period of incapacity due to pregnancy or for prenatal care.

4.  Chronic Conditions Requiring Treatments - A chronic condition which:

a.  requires periodic visits for treatment by a health care provider, or by a nurse or physician's assistant under direct supervision of a health care provider;

b.  continues over an extended period of time (including recurring episodes of a single underlying condition); and

c.  may cause episodic rather than a period of incapacity (e.g. asthma, diabetes, epilepsy, etc.).

5.  Permanent/Long-term Conditions Requiring Supervision - A period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective. The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by a health care provider.  Examples include Alzheimer's, a severe stroke, or the terminal stages of a disease.

6.   Multiple Treatments (Non-chronic Conditions) - Any period of absence to receive multiple treatments (including any period of recovery therefrom) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy) and kidney disease (dialysis).

mary_ellen_dra… Thu, 03/03/2022 - 10:10

409.1R1 - Family and Medical Leave Regulation

409.1R1 - Family and Medical Leave Regulation

A.     District notice.

1.  The District will post the notice in Exhibit 409.3E1 regarding family and medical leave.

2.  Information on the Family and Medical Leave Act and the board policy on family and medical leave, including leave provisions and employee obligations will be provided annually.  The information will be in the employee handbook.

3.  When an employee requests family and medical leave, the District will provide the employee with information listing the employee's obligations and requirements. Such information will include:

a.  a statement clarifying whether the leave qualifies as family and medical leave and will, therefore, be credited to the employee's annual 12-week entitlement;

b.  a reminder that employees requesting family and medical leave for their serious health condition or for that of an immediate family member must furnish medical certification of the serious health condition and the consequences for failing to do so;

c.  an explanation of the employee's right to substitute paid leave for family and medical leave including a description of when the District requires substitution of paid leave and the conditions related to the substitution; and

d.  a statement notifying employees that they must pay and must make arrangements for paying any premium or other payments to maintain health or other benefits.

B.      Eligible employees.  Employees are eligible for family and medical leave if three criteria are met.

1.  The District has more than 50 employees on the payroll at the time leave is requested;

2.  The employee has worked for the District for at least twelve months or 52 weeks (the months and weeks need not be consecutive); and

3.  The employee has worked at least 1,250 hours within the previous year.  Full-time professional employees who are exempt from the wage and hour law may be presumed to have worked the minimum hour requirement.

C.      Employee requesting leave -- two types of leave.

 

1.  Foreseeable family and medical leave.

a.    Definition - leave is foreseeable for the birth or placement of an adopted or foster child with the employee or for planned medical treatment.

b.   Employee must give at least thirty days notice for foreseeable leave. Failure to give the notice may result in the leave beginning thirty days after notice was received.

c.  the health care provider.

2.  Unforeseeable family and medical leave.

a.  Definition - leave is unforeseeable in such situations as emergency medical treatment or premature birth.

b.  Employee must give notice as soon as possible but no later than one to two work days after learning that leave will be necessary.

c.  A spouse or family member may give the notice if the employee is unable to personally give notice.

 

D.     Eligible family and medical leave determination. The District may require the employee giving notice of the need for leave to provide reasonable documentation or a statement of family relationship.

1.  Four purposes.

a.  The birth of a son or daughter of the employee and in order to care for that son or daughter prior to the first anniversary of the child's birth;

b.  The placement of a son or daughter with the employee for adoption or foster care and in order to care for that son or daughter prior to the first anniversary of the child's placement;

c.  To care for the spouse, son, daughter or parent of the employee if the spouse, son, daughter or parent has a serious health condition; or

d.  Employee's serious health condition that makes the employee unable to perform the essential functions of the employee's position.

2.   Medical certification. 

a.  When required:

  (1) Employees shall be required to present medical certification of the employee's serious health condition and inability to perform the essential functions of the job.

  (2)Employees shall be required to present medical certification of the family member's serious health condition and that it is medically necessary for the employee to take leave to care for the family member.

b.  Employee's medical certification responsibilities:

  (1)  The employee must obtain the certification from the health care provider who is treating the individual with the serious health condition.

  (2)  The District may require the employee to obtain a second certification by a health care provider chosen by and paid for by the District if the District has reason to doubt the validity of the certification an employee submits. The second health care provider cannot, however, be employed by the District on a regular basis.

  (3)  If the second health care provider disagrees with the first health care provider, then the District may require a third health care provider to certify the serious health condition. This health care provider must be mutually agreed upon by the employee and the District and paid for by the District. This certification or lack of certification is binding upon both the employee and the District.

c.  Medical certification will be required fifteen days after family and medical leave begins unless it is impracticable to do so. The District may request recertification every thirty days.  Recertification must be submitted within fifteen days of the District's request.

Family and medical leave requested for the serious health condition of the employee or to care for a family member with a serious health condition which is not supported by medical certification shall be denied until such certification is provided.

E.      Entitlement.

1.  Employees are entitled to twelve weeks unpaid family and medical leave per year. 

2.  Year is defined as:             Fiscal year

3.  If insufficient leave is available, the school district may:

a.  Deny the leave if entitlement is exhausted

b.  Award leave available

F.  Type of Leave Requested.

1.  Continuous - employee will not report to work for set number of days or weeks.

 

2.  Intermittent - employee requests family and medical leave for separate periods of time.

a.  Intermittent leave is available for:

  (1)  Birth, adoption or foster care placement of child only with the school district's agreement.

  (2)  Serious health condition of the employee, spouse, parent, or child when medically necessary without the District's agreement.

b.      In the case of foreseeable intermittent leave, the employee must schedule the leave to minimize disruption to the school district operation.

c.   During the period of foreseeable intermittent leave, District may move the employee to an alternative position with equivalent pay and benefits. (For instructional employees, see G below.)

3.  Reduced work schedule - employee requests a reduction in the employee's regular work schedule.

a.  Reduced work schedule family and medical leave is available for:

  (1)  Birth, adoption or foster care placement and subject to the school district's agreement.

  (2)  Serious health condition of the employee, spouse, parent, or child when medically necessary without the school district's agreement.

b.  In the case of foreseeable reduced work schedule leave, the employee must schedule the leave to minimize disruption to the school district operation.

c.  During the period of foreseeable reduced work schedule leave, the school district may move the employee to an alternative position with equivalent pay and benefits.  (For instructional employees, see G below.)

G.  Special Rules for Instructional Employees.

1.  Definition - an instructional employee is one whose principal function is to teach and instruct students in a class, a small group or an individual setting. This includes, but is not limited to, teachers, coaches, driver's education instructors and special education assistants.

2.  Instructional employees who request foreseeable medically necessary intermittent or reduced work schedule family and medical leave greater than twenty percent of the work days in the leave period may be required to:

a.  Take leave for the entire period or periods of the planned medical treatment; or

b.  Move to an available alternative position, with equivalent pay and benefits, but not necessarily equivalent duties, for which the employee is qualified.

3.  Instructional employees who request continuous family and medical leave near the end of a semester may be required to extend the family and medical leave through the end of the semester. The number of weeks remaining before the end of a semester, do not include scheduled school breaks, such as summer, winter or spring break.

 a.  f an instructional employee begins family and medical leave for any purpose more than five weeks before the end of a semester, the District may require that the leave be continued until the end of the semester if the leave will last at least three weeks and the employee would return to work during the last three weeks of the semester if the leave was not continued.

b.  If the employee begins family and medical leave for a purpose other than the employee's own serious health condition during the last five weeks of a semester, the District may require that the leave be continued until the end of the semester if the leave will last more than two weeks and the employee would return to work during the last two weeks of the semester.

c.  If the employee begins family and medical leave for a purpose other than the employee's own serious health condition during the last three weeks of the semester and the leave will last more than five working days, the District may require the employee to continue taking leave until the end of the semester.

4.  The entire period of leave taken under the special rules is credited as family and medical leave.  The school district will continue to fulfill the District's family and medical leave responsibilities and obligations, including the obligation to continue the employee's health insurance and other benefits, if an instructional employee's family and medical leave entitlement ends before the involuntary leave period expires.

H.     Employee responsibilities while on family and medical leave.

1.  Employee must continue to pay health care benefit contributions or other benefit contributions regularly paid by the employee unless employee elects not to continue the benefits.

2.  The employee contribution payments will be deducted from any money owed to the employee or the employee shall reimburse the school district at a time set by the Superintendent.

3.   An employee who fails to make the health care contribution payments within thirty days after they are due will be notified that their coverage may be canceled if payment is not received within an additional 15 days.

4.  An employee may be asked to re-certify the medical necessity of family and medical leave for the serious medical condition of an employee or family member once every thirty days and return the certification within fifteen days of the request. 

5.  The employee must notify the District of the employee's intent to return to work at least once each month during their leave and at least two weeks prior to the conclusion of the family and medical leave.

6.  If an employee intends not to return to work, the employee must immediately notify the school district, in writing, of the employee's intent not to return. The District will cease benefits upon receipt of this notification.

I.  Use of paid leave for family and medical leave. An employee may substitute unpaid family and medical leave with appropriate paid leave available to the employee under board policy, individual contracts or the collective bargaining agreement. Paid leave includes, but is not limited to, sick leave, family illness leave, vacation, personal leave, bereavement leave and professional leave. When the District determines that paid leave is being taken for an FMLA reason, the District will notify the employee within two business days that the paid leave will be counted as FMLA leave.

mary_ellen_dra… Thu, 03/03/2022 - 10:24

409.1R2 Family and Medical Leave Definitions

409.1R2 Family and Medical Leave Definitions

Common law marriage-according to Iowa law, common law marriages exist when there is a present intent by the two parties to be married, continuous cohabitation, and a public declaration that the parties are husband and wife.  There is no time factor that needs to be met in order for there to be a common law marriage.

Continuing treatment-a serious health condition involving continuing treatment by a health care provider includes any one or more of the following:

A period of incapacity (i.e., inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment for or recovery from) of more than three consecutive calendar days and any subsequent treatment or period of incapacity relating to the same condition that also involves:

  • treatment two or more times by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider, or by a provider of health care services (e.g., physical therapist) under orders of, or in referral by, a health care provider; or
  • treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of a the health care provider.

Any period of incapacity due to pregnancy or for prenatal care.

Any period of incapacity or treatment for such incapacity due to a chronic serious health condition. 

A chronic serious health condition is one which:

  • requires periodic visits for treatment by a health care provider or by a nurse or physician's assistant under direct supervision of a health care provider;
  • Continues over an extended period of time (including recurring episodes of a single underlying condition); and
  • May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.).

Any period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective.  The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider.  Examples include Alzheimer's, a severe stroke or the terminal stages of a disease.

Any period of absence to receive multiple treatments (including any period of recovery from) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), kidney disease (dialysis).

Eligible Employee-the district has more than 50 employees on the payroll at the time leave is requested.  The employee has worked for the district for at least twelve months and has worked at least 1250 hours within the previous year.

Essential Functions of the Job-those functions which are fundamental to the performance of the job.  It does not include marginal functions.

Employment benefits-all benefits provided or made available to employees by an employer, including group life insurance, health insurance, disability insurance, sick leave, annual leave, educational benefits, and pensions, regardless of whether such benefits are provided by a practice or written policy of an employer or through an "employee benefit plan."

Family Member-individuals who meet the definition of son, daughter, spouse or parent.

Group health plan-any plan of, or contributed to by, an employer (including a self-insured plan) to provide health care (directly or otherwise) to the employer's employees, former employees, or the families of such employees or former employees.

Health care provider-

A doctor of medicine or osteopathy who is authorized to practice medicine or surgery by the state in which the doctor practices; or

Podiatrists, dentists, clinical psychologists, optometrists, and chiropractors (limited to treatment consisting of manual manipulation of the spine to correct a subluxation as demonstrated by X ray to exist) authorized to practice in the state and performing within the scope of their practice as defined under state law; and

Nurse practitioners and nurse-midwives, and clinical social workers who are authorized to practice under state law and who are performing within the scope of their practice as defined under state law; and

Christian Science practitioners listed with the First Church of Christ Scientist in Boston, Massachusetts;

Any health care provider from whom an employer or a group health plan's benefits manager will accept certification of the existence of a serious health condition to substantiate a claim for benefits;

A health care provider as defined above who practices in a country other than the United States who is licensed to practice in accordance with the laws and regulations of that country.

In loco parentis-individuals who had or have day-to-day responsibilities for the care and financial support of a child not their biological child or who had the responsibility for an employee when the employee was a child.

Incapable of self-care-that the individual requires active assistance or supervision to provide daily self-care in several of the "activities of daily living" or "ADLs."  Activities of daily living include adaptive activities such as caring appropriately for one's grooming and hygiene, bathing, dressing, eating, cooking, cleaning, shopping, taking public transportation, paying bills, maintaining a residence, using telephones and directories, using a post office, etc.

Instructional employee-an employee employed principally in an instructional capacity by an educational agency or school whose principal function is to teach and instruct students in a class, a small group, or an individual setting, and includes athletic coaches, driving instructors, and special education assistants such as signers for the hearing impaired.  The term does not include teacher assistants or aides who do not have as their principal function actual teaching or instructing, nor auxiliary personnel such as counselors, psychologists, curriculum specialists, cafeteria workers, maintenance workers, bus drivers, or other primarily noninstructional employees.

Intermittent leave-leave taken in separate periods of time due to a single illness or injury, rather than for one continuous period of time, and may include leave or periods from an hour or more to several weeks.

Medically Necessary-certification for medical necessity is the same as certification for serious health condition.

"Needed to Care For"-the medical certification that an employee is "needed to care for" a family member encompasses both physical and psychological care.  For example, where, because of a serious health condition, the family member is unable to care for his or her own basic medical, hygienic or nutritional needs or safety or is unable to transport them self to medical treatment.  It also includes situations where the employee may be needed to fill in for others who are caring for the family member or to make arrangements for changes in care.

Parent-a biological parent or an individual who stands in loco parentis to a child or stood in loco parentis to an employee when the employee was a child. Parent does not include parent-in-law.

Physical or mental disability-a physical or mental impairment that substantially limits one or more of the major life activities of an individual.

Reduced leave schedule-a leave schedule that reduces the usual number of hours per work week, or hours per workday, of an employee.

Serious health condition

An illness, injury, impairment, or physical or mental condition that involves:

Inpatient care (i.e. an overnight stay) in a hospital, hospice or residential medical care facility including any period of incapacity (for purposes of this section, defined to mean inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment for or recovery from), or any subsequent treatment in connection with such inpatient care; or

  • Continuing treatment by a health care provider.  A serious health condition involving continuing treatment by a health care provider includes:
  • A period of incapacity (i.e., inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment for or recovery from) of more than three consecutive calendar days, including any subsequent treatment or period of incapacity relating to the same condition, that also involves:
  • Treatment two or more times by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider, or by a provider of health care services (e.g., physical therapist) under orders or, or on referral by, a health care provider; or
  • Treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the health care provider.
  • Any period of incapacity due to pregnancy or for prenatal care.
  • Any period of incapacity or treatment for such incapacity due to a chronic serious health condition.  A chronic serious health condition is one which:
  • Requires periodic visits for treatment by a health care provider or by a nurse or physician's assistant under direct supervision of a health care provider;
  • Continues over an extended period of time (including recurring episodes of s single underlying condition); and
  • May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.).
  • A period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective.  The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider.  Examples include Alzheimer's a severe stroke or the terminal stages of a disease.
  • Any period of absence to receive multiple treatments (including any period of recovery from) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), kidney disease (dialysis).

Treatment for purposes of this definition includes, but is not limited to, examinations to determine if a serious health condition exists and evaluation of the condition.  Treatment does not include routine physical examinations, eye examinations or dental examinations.  Under this definition, a regimen of continuing treatment includes, for example, a course of prescription medication (e.g., an antibiotic) or therapy requiring special equipment to resolve or alleviate the health condition (e.g., oxygen).  A regimen of continuing treatment that includes the taking of over-the-counter medications such as aspirin, antihistamines, or salves; or bed rest, drinking fluids, exercise and other similar activities that can be initiated without a visit to a health care provider, is not, by itself, sufficient to constitute a regimen of continuing treatment for purposes of FMLA leave.

Conditions for which cosmetic treatments are administered (such as most treatments for acne or plastic surgery) are not "serious health conditions" unless inpatient hospital care is required or unless complications develop.  Ordinarily, unless complications arise, the common cold, the flu, ear aches, upset stomach, ulcers, headaches other than migraine, routine dental or orthodontia problems, periodontal disease, etc., are examples of conditions that do not meet the definition of a serious health condition and do not qualify for FMLA leave.  Restorative dental or plastic surgery after an injury or removal of cancerous growths are serious health conditions provided all the other conditions of this regulation are met.  Mental illness resulting from stress or allergies may be serious health conditions, but only if all the conditions of this section are met.

Substance abuse may be a serious health condition if the conditions of this section are met.  However, FMLA leave may only be taken for treatment for substance abuse by a health care provider or by a provider of health care on referral by a health care provider.  On the other hand, absence because of the employee's use of the substance, rather than for treatment, does not qualify for FMLA leave.

Absence attributable to incapacity under this definition qualify for FMLA leave even though the employee or the immediate family member does not receive treatment from a health care provider during the absence, and even if the absence does not last more than three days.  For example, an employee with asthma may be unable to report for work due to the onset of an asthma attack or because the employee's health care provider has advised the employee to stay home when the pollen count exceeds a certain level.  An employee who is pregnant may be unable to report to work because of severe morning sickness.

Son or daughter-a biological child, adopted child, foster child, stepchild, legal ward, or a child of a person standing in loco parentis.  The child must be under age 18 or, if over 18, incapable of self-care because of a mental or physical disability.

Spouse-a husband or wife recognized by Iowa law including common law marriages.

mary_ellen_dra… Thu, 03/03/2022 - 10:34

409.3E1 - Licensed Employee Family and Medical Leave Notice to Employees

409.3E1 - Licensed Employee Family and Medical Leave Notice to Employees

See form attached 

 

 

dawn@iowaschoo… Wed, 12/04/2019 - 10:43
File Attachments

409.3E2 - Licensed Employee Family and Medical Leave Request Form

409.3E2 - Licensed Employee Family and Medical Leave Request Form

Date:                                 

I,                                              , request family and medical leave for the following reason:  (check all that apply)

                         for the birth of my child;
                         for the placement of a child for adoption or foster care;
                         to care for my child who has a serious health condition;
                         to care for my parent who has a serious health condition;
                         to care for my spouse who has a serious health condition; or
                         because I am seriously ill and unable to perform the essential functions of my position.

I acknowledge my obligation to provide medical certification of my serious health condition or that of a family member in order to be eligible for family and medical leave within 15 days of the request for certification. 

I acknowledge receipt of information regarding my obligations under the family and medical leave policy of the school district.

I request that my family and medical leave begin on                                      and I request leave as follows: (check one)

                            continuous

I anticipate that I will be able to return to work on                 .

                            intermittent leave for the:

                                            birth of my child or adoption or foster care placement subject to agreement by the district
                                            serious health condition of myself, parent, or child when medically necessary

                          Details of the needed intermittent leave:

                          __________________________________________________________________________
                          __________________________________________________________________________
                          __________________________________________________________________________
                          __________________________________________________________________________
                          __________________________________________________________________________
                          __________________________________________________________________________

I anticipate returning to work at my regular schedule on                                  .

                            reduced work schedule for the:

                                            birth of my child or adoption or foster care placement subject to agreement by the school district
                                            serious health condition of myself, parent, or child when medically necessary

                          Details of the needed reduction in work schedule as follows:

                          __________________________________________________________________________
                          __________________________________________________________________________
                          __________________________________________________________________________
                          __________________________________________________________________________
                          __________________________________________________________________________
                          __________________________________________________________________________

I anticipate returning to work at my regular schedule on                                  .

I realize I may be moved to an alternative position during the period of the family and medical intermittent or reduced work schedule leave.  I also realize that with foreseeable intermittent or reduced work schedule leave, subject to the requirements of my health care provider, I may be required to schedule the leave to minimize interruptions to school district operations.

While on family and medical leave, I agree to pay my regular contributions to employer sponsored benefit plans.  My contributions shall be deducted from moneys owed me during the leave period.  If no monies are owed me, I shall reimburse the school district by personal check or cash for my contributions.  I understand that I may be dropped from the employer-sponsored benefit plans for failure to pay my contribution. 

I agree to reimburse the school district for any payment of my contributions with deductions from future monies owed to me or the school district may seek reimbursement of payments of my contributions in court. 

I acknowledge that the above information is true to the best of my knowledge.

Signed  ______________________________________________________________________________________

Date  ________________________________________________________________________________________

 

dawn@iowaschoo… Wed, 12/04/2019 - 10:46

409.3E3 - Licensed Employee Family and Medical Leave Certification Form

409.3E3 - Licensed Employee Family and Medical Leave Certification Form

1.  Employee's Name     ____________________________________________________

2.  Patient's Name  (if different from employee)  _________________________________

3.  The attached sheet describes what is meant by a "serious health condition" under the Family and Medical Leave Act.  Does the patient's condition, for which the
     employee is taking FMLA leave, qualify under any of the categories described?  If so, please check the applicable category.

     (1)                    (2)                   (3)                      (4)                      (5)                     (6)           

     or             None of the above

4.  Describe the medical facts which support your certification, including a brief statement as to how the medical facts meet the criteria of one of these categories:

5.  a.  State the approximate date the condition commenced, and the probable duration of the condition (and also the probable duration of the patient's present
          incapacity, i.e. inability to work, attend school or perform other regular activities due to the serious health condition, treatment therefore, or recovery therefrom, if
          different):

      b.  Will it be necessary for the employee to take work only intermittently or to work on a less than full schedule as a result of the condition (including for treatment
           described in Item 6 below)?

           If yes, give the probable duration:

      c.  If the condition is a chronic condition (condition #4) or pregnancy, state whether the patient is presently incapacitated and the likely duration and frequency of
           episodes of incapacity:

6.   a.  If additional treatments will be required for the condition, provide an estimate of the probable number of such treatments:

If the patient will be absent from work or other daily activities because of treatment on an intermittent or part-time basis, also provide an estimate of the probable number of and interval between such treatments, actual or estimated dates of treatment if known, and period required for recovery if any:

      b.  If any of these treatments will be provided by another provider of health services (e.g., physical therapist), please state the nature of the treatments:

      c.  If a regimen of continuing treatment by the patient is required under your supervision, provide a general description of such regimen (e.g. prescription drugs,
           physical therapy requiring special equipment):

7.   a.  If medical leave is required for the employee's absence from work because of the employee's own condition (including absences due to pregnancy or a chronic
           condition), is the employee unable to perform work of any kind?

      b.  If able to perform some work, is the employee unable to perform any one or more of the essential functions of the employee's job (the employee or the employer
           should supply you with information about the essential job functions)?

           If yes, please list the essential functions the employee is unable to perform.

      c.  If neither a. nor b. applies, is it necessary for the employee to be absent from work for treatment?

8.   a.  If leave is required to care for a family member of the employee with a serious health condition, does the patient require assistance for basic medical or personal
           needs or safety, or for transportation?

      b.  If no, would the employee's presence to provide psychological comfort be beneficial to the patient or assist in the patient's recovery?

      c.  If the patient will need care only intermittently or on a part-time basis, please indicate the probable duration of this need:

 

__________________________________________________________      ____________________________________________________________
(Signature of Health Care Provider)                                                                   (Type of Practice)

__________________________________________________________      ____________________________________________________________
(Address)                                                                                                            (Telephone Number)

To be completed by the employee needing family leave to care for a family member.

 

State the care you will provide and an estimate of the period during which care will be provided, including a schedule if leave is to be taken intermittently or if it will be necessary for you to work less than a full schedule:

__________________________________________________________      ____________________________________________________________
(Employee Signature)                                                                                          (Date)

 

A serious health condition means an illness, injury impairment, or physical or mental condition that involves one of the following:

  1. Hospital Care - In patient care (i.e. an overnight stay) in a hospital, hospice, or residential medical care facility, including any period of incapacity or subsequent treatment in connection with or consequent to such inpatient care.
  1. Absence Plus Treatment - A period of incapacity of more than three consecutive calendar days (including any subsequent treatment or period of incapacity relating to the same condition), that also involves:
    a. 
    treatment two or more times by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider or by a provider of health care services (e.g. physical therapist) under the orders of, or on referral by, a health care provider; or
    b. 
    treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the health care provider.
  1. Pregnancy - Any period of incapacity due to pregnancy or for prenatal care.
  1. Chronic Conditions Requiring Treatments - A chronic condition which:
    a. 
    requires periodic visits for treatment by a health care provider, or by a nurse or physician's assistant under direct supervision of a health care provider;
    b. 
    continues over an extended period of time (including recurring episodes of a single underlying condition); and
    c. 
    may cause episodic rather than a period of incapacity (e.g. asthma, diabetes, epilepsy, etc.).
  1. Permanent/Long-term Conditions Requiring Supervision - A period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective.  The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by a health care provider.  Examples include Alzheimer's, a severe stroke, or the terminal stages of a disease.
  1. Multiple Treatments (Non-chronic Conditions) - Any period of absence to receive multiple treatments (including any period of recovery therefrom) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy) and kidney disease (dialysis).

 

dawn@iowaschoo… Wed, 12/04/2019 - 10:52

409.3R1 - Licensed Employee Family and Medical Leave Regulation

409.3R1 - Licensed Employee Family and Medical Leave Regulation

A.     School district notice.

  1. The school district will post the notice in Exhibit 409.3E1 regarding family and medical leave.
  1. Information on the Family and Medical Leave Act and the board policy on family and medical leave, including leave provisions and employee obligations will be provided annually.  The information will be in the employee handbook.
  1. When an employee requests family and medical leave, the school district will provide the employee with information listing the employee's obligations and requirements.  Such information will include:
    a. 
    a statement clarifying whether the leave qualifies as family and medical leave and will, therefore, be credited to the employee's annual 12-week entitlement;
    b. 
    a reminder that employees requesting family and medical leave for their serious health condition or for that of an immediate family member must furnish medical certification of the serious health condition and the consequences for failing to do so;
    c. 
    an explanation of the employee's right to substitute paid leave for family and medical leave including a description of when the school district requires substitution of paid leave and the conditions related to the substitution; and
    d. 
    a statement notifying employees that they must pay and must make arrangements for paying any premium or other payments to maintain health or other benefits.

B.      Eligible employees.  Employees are eligible for family and medical leave if three criteria are met.

  1. The school district has more than 50 employees on the payroll at the time leave is requested;
  1. The employee has worked for the school district for at least twelve months or 52 weeks (the months and weeks need not be consecutive); and
  1. The employee has worked at least 1,250 hours within the previous year.  Full-time professional employees who are exempt from the wage and hour law may be presumed to have worked the minimum hour requirement.

C.      Employee requesting leave -- two types of leave.

  1. Foreseeable family and medical leave.
    a. 
    Definition - leave is foreseeable for the birth or placement of an adopted or foster child with the employee or for planned medical treatment.
    b. 
    Employee must give at least thirty days notice for foreseeable leave.  Failure to give the notice may result in the leave beginning thirty days after notice was received.
    c. 
    Employees must consult with the school district prior to scheduling planned medical treatment leave to minimize disruption to the school district.  The scheduling is subject to the approval of the health care provider.
     
  2. Unforeseeable family and medical leave.
    a. 
    Definition - leave is unforeseeable in such situations as emergency medical treatment or premature birth.
    b. 
    Employee must give notice as soon as possible but no later than one to two work days after learning that leave will be necessary.
    c. 
    A spouse or family member may give the notice if the employee is unable to personally give notice.

D.     Eligible family and medical leave determination.  The school district may require the employee giving notice of the need for leave to provide reasonable documentation or a statement of family relationship.

  1. Four purposes.
    a. 
    The birth of a son or daughter of the employee and in order to care for that son or daughter prior to the first anniversary of the child's birth;
    b. 
    The placement of a son or daughter with the employee for adoption or foster care and in order to care for that son or daughter prior to the first anniversary of the child's placement;
    c. 
    To care for the spouse, son, daughter or parent of the employee if the spouse, son, daughter or parent has a serious health condition; or
    d. 
    Employee's serious health condition that makes the employee unable to perform the essential functions of the employee's position.
  1. Medical certification. 
    a. 
    When required:
         (1) 
    Employees shall be required to present medical certification of the employee's serious health condition and inability to perform the essential
               functions of the job.
         (2) 
    Employees shall be required to present medical certification of the family member's serious health condition and that it is medically necessary for
               the employee to take leave to care for the family member.
    b. 
    Employee's medical certification responsibilities:
         (1) 
    The employee must obtain the certification from the health care provider who is treating the individual with the serious health condition.
         (2) 
    The school district may require the employee to obtain a second certification by a health care provider chosen by and paid for by the school district
                if the school district has reason to doubt the validity of the certification an employee submits.  The second health care provider cannot, however, be
                employed by the school district on a regular basis.
         (3) 
    If the second health care provider disagrees with the first health care provider, then the school district may require a third health care provider to
               certify the serious health condition.  This health care provider must be mutually agreed upon by the employee and the school district and paid for by
               the school district.  This certification or lack of certification is binding upon both the employee and the school district.
    c. 
    Medical certification will be required fifteen days after family and medical leave begins unless it is impracticable to do so.  The school district may request recertification every thirty days.  Recertification must be submitted within fifteen days of the school district's request.

Family and medical leave requested for the serious health condition of the employee or to care for a family member with a serious health condition which is not supported by medical certification shall be denied until such certification is provided.

E.      Entitlement.

  1. Employees are entitled to twelve weeks unpaid family and medical leave per year. 
  1. Year is defined as:  Fiscal year
  1. If insufficient leave is available, the school district may:
    a. 
    Deny the leave if entitlement is exhausted
    b. 
    Award leave available

F.      Type of Leave Requested.

  1. Continuous - employee will not report to work for set number of days or weeks.
  1. Intermittent - employee requests family and medical leave for separate periods of time.
    a. 
    Intermittent leave is available for:
         (1) 
    Birth, adoption or foster care placement of child only with the school district's agreement.
         (2) 
    Serious health condition of the employee, spouse, parent, or child when medically necessary without the school district's agreement.
    b. 
    In the case of foreseeable intermittent leave, the employee must schedule the leave to minimize disruption to the school district operation.
    c. 
    During the period of foreseeable intermittent leave, the school district may move the employee to an alternative position with equivalent pay and benefits.  (For instructional employees, see G below.)
  1. Reduced work schedule - employee requests a reduction in the employee's regular work schedule.
    a. 
    Reduced work schedule family and medical leave is available for:
         (1) 
    Birth, adoption or foster care placement and subject to the school district's agreement.
         (2) 
    Serious health condition of the employee, spouse, parent, or child when medically necessary without the school district's agreement.
    b. 
    In the case of foreseeable reduced work schedule leave, the employee must schedule the leave to minimize disruption to the school district operation.
    c. 
    During the period of foreseeable reduced work schedule leave, the school district may move the employee to an alternative position with equivalent pay and benefits.  (For instructional employees, see G below.)

G.     Special Rules for Instructional Employees.

  1. Definition - an instructional employee is one whose principal function is to teach and instruct students in a class, a small group or an individual setting.  This includes, but is not limited to, teachers, coaches, driver's education instructors and special education assistants.
  1. Instructional employees who request foreseeable medically necessary intermittent or reduced work schedule family and medical leave greater than twenty percent of the work days in the leave period may be required to:
    a. 
    Take leave for the entire period or periods of the planned medical treatment; or
    b. 
    Move to an available alternative position, with equivalent pay and benefits, but not necessarily equivalent duties, for which the employee is qualified.
  1. Instructional employees who request continuous family and medical leave near the end of a semester may be required to extend the family and medical leave through the end of the semester.  The number of weeks remaining before the end of a semester, do not include scheduled school breaks, such as summer, winter or spring break.
    a. 
    If an instructional employee begins family and medical leave for any purpose more than five weeks before the end of a semester, the school district may require that the leave be continued until the end of the semester if the leave will last at least three weeks and the employee would return to work during the last three weeks of the semester if the leave was not continued.
    b. 
    If the employee begins family and medical leave for a purpose other than the employee's own serious health condition during the last five weeks of a semester, the school district may require that the leave be continued until the end of the semester if the leave will last more than two weeks and the employee would return to work during the last two weeks of the semester.
    c. 
    If the employee begins family and medical leave for a purpose other than the employee's own serious health condition during the last three weeks of the semester and the leave will last more than five working days, the school district may require the employee to continue taking leave until the end of the semester.
  1. The entire period of leave taken under the special rules is credited as family and medical leave.  The school district will continue to fulfill the school district's family and medical leave responsibilities and obligations, including the obligation to continue the employee's health insurance and other benefits, if an instructional employee's family and medical leave entitlement ends before the involuntary leave period expires.

H.     Employee responsibilities while on family and medical leave.

  1. Employee must continue to pay health care benefit contributions or other benefit contributions regularly paid by the employee unless employee elects not to continue the benefits.
  1. The employee contribution payments will be deducted from any money owed to the employee or the employee shall reimburse the school district at a time set by the superintendent.
  1. An employee who fails to make the health care contribution payments within thirty days after they are due will be notified that their coverage may be canceled if payment is not received within an additional 15 days.
  1. An employee may be asked to re-certify the medical necessity of family and medical leave for the serious medical condition of an employee or family member once every thirty days and return the certification within fifteen days of the request. 
  1. The employee must notify the school district of the employee's intent to return to work at least once each month during their leave and at least two weeks prior to the conclusion of the family and medical leave.
  1. If an employee intends not to return to work, the employee must immediately notify the school district, in writing, of the employee's intent not to return.  The school district will cease benefits upon receipt of this notification.

I.       Use of paid leave for family and medical leave.  An employee may substitute unpaid family and medical leave with appropriate paid leave available to the employee under board policy, individual contracts or the collective bargaining agreement.  Paid leave includes, but is not limited to, sick leave, family illness leave, vacation, personal leave, bereavement leave and professional leave.  When the school district determines that paid leave is being taken for an FMLA reason, the school district will notify the employee within two business days that the paid leave will be counted as FMLA leave.

 

dawn@iowaschoo… Wed, 12/04/2019 - 11:02

409.3R2 - Licensed Employee Family and Medical Leave Definitions

409.3R2 - Licensed Employee Family and Medical Leave Definitions

Common law marriage-according to Iowa law, common law marriages exist when there is a present intent by the two parties to be married, continuous cohabitation, and a public declaration that the parties are husband and wife.  There is no time factor that needs to be met in order for there to be a common law marriage.

Continuing treatment-a serious health condition involving continuing treatment by a health care provider includes any one or more of the following:

  • A period of incapacity (i.e., inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment for or recovery from) of more than three consecutive calendar days and any subsequent treatment or period of incapacity relating to the same condition that also involves:
    --       treatment two or more times by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider, or by a provider of health care services (e.g., physical therapist) under orders of, or in referral by, a health care provider; or
    --       treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of a the health care provider.
  •     Any period of incapacity due to pregnancy or for prenatal care.
  •     Any period of incapacity or treatment for such incapacity due to a chronic serious health condition.  A chronic serious health condition is one which:
    --       requires periodic visits for treatment by a health care provider or by a nurse or physician's assistant under direct supervision of a health care provider;
    --       Continues over an extended period of time (including recurring episodes of a single underlying condition); and
    --       May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.).
  • Any period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective.  The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider.  Examples include Alzheimer's, a severe stroke or the terminal stages of a disease.
  • Any period of absence to receive multiple treatments (including any period of recovery from) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), kidney disease (dialysis).

Eligible Employee-the district has more than 50 employees on the payroll at the time leave is requested.  The employee has worked for the district for at least twelve months and has worked at least 1250 hours within the previous year.

Essential Functions of the Job-those functions which are fundamental to the performance of the job.  It does not include marginal functions.

Employment benefits-all benefits provided or made available to employees by an employer, including group life insurance, health insurance, disability insurance, sick leave, annual leave, educational benefits, and pensions, regardless of whether such benefits are provided by a practice or written policy of an employer or through an "employee benefit plan."

Family Member-individuals who meet the definition of son, daughter, spouse or parent.

Group health plan-any plan of, or contributed to by, an employer (including a self-insured plan) to provide health care (directly or otherwise) to the employer's employees, former employees, or the families of such employees or former employees.

Health care provider-

  • A doctor of medicine or osteopathy who is authorized to practice medicine or surgery by the state in which the doctor practices; or
  • Podiatrists, dentists, clinical psychologists, optometrists, and chiropractors (limited to treatment consisting of manual manipulation of the spine to correct a subluxation as demonstrated by X ray to exist) authorized to practice in the state and performing within the scope of their practice as defined under state law; and
  • Nurse practitioners and nurse-midwives, and clinical social workers who are authorized to practice under state law and who are performing within the scope of their practice as defined under state law; and
  • Christian Science practitioners listed with the First Church of Christ Scientist in Boston, Massachusetts;
  • Any health care provider from whom an employer or a group health plan's benefits manager will accept certification of the existence of a serious health condition to substantiate a claim for benefits;
  • A health care provider as defined above who practices in a country other than the United States who is licensed to practice in accordance with the laws and regulations of that country.

In loco parentis-individuals who had or have day-to-day responsibilities for the care and financial support of a child not their biological child or who had the responsibility for an employee when the employee was a child.

Incapable of self-care-that the individual requires active assistance or supervision to provide daily self-care in several of the "activities of daily living" or "ADLs."  Activities of daily living include adaptive activities such as caring appropriately for one's grooming and hygiene, bathing, dressing, eating, cooking, cleaning, shopping, taking public transportation, paying bills, maintaining a residence, using telephones and directories, using a post office, etc.

Instructional employee-an employee employed principally in an instructional capacity by an educational agency or school whose principal function is to teach and instruct students in a class, a small group, or an individual setting, and includes athletic coaches, driving instructors, and special education assistants such as signers for the hearing impaired.  The term does not include teacher assistants or aides who do not have as their principal function actual teaching or instructing, nor auxiliary personnel such as counselors, psychologists, curriculum specialists, cafeteria workers, maintenance workers, bus drivers, or other primarily noninstructional employees.

Intermittent leave-leave taken in separate periods of time due to a single illness or injury, rather than for one continuous period of time, and may include leave or periods from an hour or more to several weeks.

Medically Necessary-certification for medical necessity is the same as certification for serious health condition.

"Needed to Care For"-the medical certification that an employee is "needed to care for" a family member encompasses both physical and psychological care.  For example, where, because of a serious health condition, the family member is unable to care for his or her own basic medical, hygienic or nutritional needs or safety or is unable to transport them self to medical treatment.  It also includes situations where the employee may be needed to fill in for others who are caring for the family member or to make arrangements for changes in care.

Parent-a biological parent or an individual who stands in loco parentis to a child or stood in loco parentis to an employee when the employee was a child.  Parent does not include parent-in-law.

Physical or mental disability-a physical or mental impairment that substantially limits one or more of the major life activities of an individual.

Reduced leave schedule-a leave schedule that reduces the usual number of hours per work week, or hours per workday, of an employee.

Serious health condition

  • An illness, injury, impairment, or physical or mental condition that involves:
  • Inpatient care (i.e. an overnight stay) in a hospital, hospice or residential medical care facility including any period of incapacity (for purposes of this section, defined to mean inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment for or recovery from), or any subsequent treatment in connection with such inpatient care; or
    --       Continuing treatment by a health care provider.  A serious health condition involving continuing treatment by a health care provider includes:
            --       A period of incapacity (i.e., inability to work, attend school or perform other regular daily activities due to the serious health condition,
                     treatment for or recovery from) of more than three consecutive calendar days, including any subsequent treatment or period of incapacity
                     relating to the same condition, that also involves:
     
          --       Treatment two or more times by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider, or
                     by a provider of health care services (e.g., physical therapist) under orders or, or on referral by, a health care provider; or

            --       Treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the
                     health care provider.

    --       Any period of incapacity due to pregnancy or for prenatal care.
    --       Any period of incapacity or treatment for such incapacity due to a chronic serious health condition.  A chronic serious health condition is one which:
    --       Requires periodic visits for treatment by a health care provider or by a nurse or physician's assistant under direct supervision of a health care
             provider;

           --       Continues over an extended period of time (including recurring episodes of s single underlying condition); and
           --       May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.).
    --       A period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective.  The employee or family member
             must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider.  Examples include Alzheimer's a
             severe stroke or the terminal stages of a disease.

    --       Any period of absence to receive multiple treatments (including any period of recovery from) by a health care provider or by a provider of health care
             services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that
             would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment, such as
             cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), kidney disease (dialysis).
  • Treatment for purposes of this definition includes, but is not limited to, examinations to determine if a serious health condition exists and evaluation of the condition.  Treatment does not include routine physical examinations, eye examinations or dental examinations.  Under this definition, a regimen of continuing treatment includes, for example, a course of prescription medication (e.g., an antibiotic) or therapy requiring special equipment to resolve or alleviate the health condition (e.g., oxygen).  A regimen of continuing treatment that includes the taking of over-the-counter medications such as aspirin, antihistamines, or salves; or bed rest, drinking fluids, exercise and other similar activities that can be initiated without a visit to a health care provider, is not, by itself, sufficient to constitute a regimen of continuing treatment for purposes of FMLA leave.
  • Conditions for which cosmetic treatments are administered (such as most treatments for acne or plastic surgery) are not "serious health conditions" unless inpatient hospital care is required or unless complications develop.  Ordinarily, unless complications arise, the common cold, the flu, ear aches, upset stomach, ulcers, headaches other than migraine, routine dental or orthodontia problems, periodontal disease, etc., are examples of conditions that do not meet the definition of a serious health condition and do not qualify for FMLA leave.  Restorative dental or plastic surgery after an injury or removal of cancerous growths are serious health conditions provided all the other conditions of this regulation are met.  Mental illness resulting from stress or allergies may be serious health conditions, but only if all the conditions of this section are met.
  • Substance abuse may be a serious health condition if the conditions of this section are met.  However, FMLA leave may only be taken for treatment for substance abuse by a health care provider or by a provider of health care on referral by a health care provider.  On the other hand, absence because of the employee's use of the substance, rather than for treatment, does not qualify for FMLA leave.
  • Absence attributable to incapacity under this definition qualify for FMLA leave even though the employee or the immediate family member does not receive treatment from a health care provider during the absence, and even if the absence does not last more than three days.  For example, an employee with asthma may be unable to report for work due to the onset of an asthma attack or because the employee's health care provider has advised the employee to stay home when the pollen count exceeds a certain level.  An employee who is pregnant may be unable to report to work because of severe morning sickness.

Son or daughter-a biological child, adopted child, foster child, stepchild, legal ward, or a child of a person standing in loco parentis.  The child must be under age 18 or, if over 18, incapable of self-care because of a mental or physical disability.

Spouse-a husband or wife recognized by Iowa law including common law marriages.

 

dawn@iowaschoo… Wed, 12/04/2019 - 11:14

410 - Other Licensed Staff

410 - Other Licensed Staff dawn@iowaschoo… Wed, 12/04/2019 - 11:28

410.1 - Other Licensed Staff

410.1 - Other Licensed Staff

SHARED LICENSED STAFF

The Board may make arrangements for sharing staff with neighboring school districts in order to expand the opportunities available in the education program and District operations. The Board shall determine when and with which District sharing agreements will be made.

The Superintendent will bring to the Board's attention opportunities for sharing staff with neighboring school districts.

SUMMER SCHOOL LICENSED STAFF

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

Should the Board determine a summer education program is necessary, licensed staff shall be given the opportunity to volunteer for the positions available. If no licensed staff member volunteers for the position, the Board will make the necessary arrangements to fill the position. The Board will consider applications from volunteers of current licensed staff in conjunction with other applications.

The Superintendent will make a recommendation to the Board regarding the need for and the delivery of the summer education program.

STUDENT TEACHERS - INTERNSHIPS

The Board will cooperate with post-secondary educational institutions to assist in the practical preparation of teachers and other licensed staff member positions. Student teachers and student interns may be assigned duties in the District.

Licensed staff member shall not be required to host student teachers or student interns. Experienced teachers and teachers in good standing may be allowed to host student teachers or student interns.

The Superintendent shall make arrangements with the post-secondary educational institutions for student teachers and student internships. 

The post-secondary educational institution shall provide sufficient supervision over the work of these student teachers to make their presence meaningful.

PARAEDUCATORS

The Board may employ paraeducators 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.

Paraeducators who hold a teaching certificate shall be compensated at the rate of pay established for their position as a paraeducator. The principal shall supervise paraeducators.

SUBSTITUTE TEACHERS

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

The building principal shall maintain a list of substitute teachers who may be called upon to replace regular contract licensed staff members. Individuals whose names do not appear on this list will not be employed as a substitute without specific approval of the Superintendent. The building principal shall fill absences with substitute teachers immediately.

Substitute teachers will be paid a per diem rate. Substitutes employed for 11 or more consecutive days in the same position shall be paid based upon qualifications and experience. Substitute licensed employees are expected to perform the same duties as the licensed employees.

Approved:    March 2007
Reviewed:    February 2022

Revised:  February 2002

 

dawn@iowaschoo… Wed, 12/04/2019 - 11:28

411 - Support Staff

411 - Support Staff dawn@iowaschoo… Wed, 12/04/2019 - 11:34

411.1 - Support Staff

411.1 - Support Staff

DEFINED

Support staff are staff who are not administrators or staff in positions which require an Iowa Board of Educational Examiners teaching license and who are employed to fulfill the duties listed on their job description on a monthly or hourly basis. Support staff shall include, but not be limited to, paraeducators, 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.

The Superintendent shall establish job specifications and job descriptions for support staff positions. The Board may approve job descriptions.

Support staff required to hold a license for their position must present evidence of their current license to the Board Secretary prior to payment of wages each year.

QUALIFICATIONS, RECRUITMENT, SELECTION

Persons interested in a support staff position will have an opportunity to apply and qualify for these positions in the District without regard to age, race, creed, color, sex, national origin, religion, sexual orientation gender identity, or disability. Job applicants for support staff 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 or other license or certificate, if required, for the position.

The position will be announced through means the Superintendent believes will inform potential applicants about the position. Applications for employment may be obtained from and completed applications will be returned to the Administration Building. Whenever possible, the preliminary screening of applicants will be conducted by the administrator who directly supervises and oversees the position.

The Superintendent has the authority to hire, without Board approval, bus drivers, custodians, paraeducators, maintenance staff, clerical personnel, food service workers, and coaches who are at-will employees. The Superintendent also has the authority to sign individual contracts, if applicable.

CONTRACTS

The Board may enter into written contracts with support staff employed on a regular basis. The contract will state the terms of employment and include a zero-day cancellation clause. Either the staff member or the Board must give notice of the intent to cancel the contract at the end of 90 days. This notice will not be required when the staff member is terminated during a probationary period or for cause.

Support staff will receive a job description stating the specific performance responsibilities of their position.

The Superintendent will draw up and process the support staff contracts and present them to the Board for approval. The contracts, after being signed by the Board President, are filed with the Board Secretary.

LICENSING/CERTIFICATION

Support staff members who require a special license or other certification shall keep them current at their own expense. Licensing requirements needed for a position will be considered met if the staff member meets the requirements established by law for the position.

ASSIGNMENT AND TRANSFER

The Superintendent will determine the assignment of each support staff member and is with the sole discretion of the Board. In making such assignments each year, the Superintendent shall consider the qualifications of each support staff member and District needs.

A transfer may be initiated by the staff member, the principal, or the Superintendent. The Superintendent shall transfer support staff members and report such transfers to the Board.

EVALUATION

Evaluation of support staff members on their skills, abilities, and competence shall be an ongoing process supervised by the Superintendent. The goal of the formal evaluation of support staff members shall be to maintain support staff members who meet or exceed the Board's standards of performance, to clarify each support staff member’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 staff.

The Superintendent will ensure support staff members are formally evaluated annually. New and probationary support staff members shall be formally evaluated at least twice a year.

Approved:    March 2007
Reviewed:    February 2022

Revised:  February 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 11:34

412 - Support Staff Compensation and Benefits

412 - Support Staff Compensation and Benefits dawn@iowaschoo… Wed, 12/04/2019 - 11:47

412.1 - Support Staff Compensation and Benefits

412.1 - Support Staff Compensation and Benefits

COMPENSATION

The Board shall determine the compensation to be paid for the support staff members’ positions, keeping in mind the education and experience of the support staff, the District’s educational philosophy, the District’s financial condition, and any other considerations as deemed relevant by the Board.

The Superintendent shall make a recommendation to the Board annually regarding the compensation of support staff members.

WAGE AND OVERTIME COMPENSATION

Each non-exempt staff member 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 staff member must work more than forty hours in a given work week, the staff member shall be compensated at one and one-half times their regular hourly wage rate. This compensation shall be in the form of either overtime pay or compensatory time.  Overtime will not be permitted without prior authorization of the Superintendent.

Each non-exempt staff member paid on an hour-by-hour basis must complete, sign, and turn in a daily time record showing the actual number of hours worked. Failure of the staff member to maintain, or falsification of, a daily time record will be grounds for disciplinary action.

The Board Secretary will maintain wage records.

GROUP INSURANCE BENEFITS

Support staff members may be eligible for group benefits as determined by the Board and required by law. The Board will select the group benefit program(s) and the insurance company or third party administrator to provide or administer the program.

In accordance with the Patient Protection and Affordable Care Act (ACA), the Board will offer staff who work an average of at least thirty (30) hours per week or one hundred thirty (130) hours per month, based on the measurement 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 employees. Employers should maintain documents regarding eligible employees’ acceptance and rejection of coverage.

TAX SHELTER PROGRAMS

The Board authorizes the administration to make a payroll deduction for support staff members' tax-sheltered annuity premiums purchased from any company and collective bargaining units.

Support staff wishing to have payroll deductions for tax sheltered annuities shall make a written request to the Superintendent.

Approved:    March 2007
Reviewed:    February 2022

Revised:  February 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 11:47

413 - Support Staff Termination of Employment

413 - Support Staff Termination of Employment dawn@iowaschoo… Wed, 12/04/2019 - 11:51

413.1 - Support Staff Termination of Employment

413.1 - Support Staff Termination of Employment

RESIGNATION

Support staff who wish to resign during the school year shall give the Superintendent written notice of their intent to resign, final date of employment, and cancel their contract the same day prior to their last working day.

RETIREMENT

Support staff who will complete their current contract with the Board may apply for retirement. No support staff member will be required to retire at any specific age.

Application for retirement will be considered made when the support staff states in writing to the Superintendent, no later than the date set by the Board for the return of the staff member’s contract if applicable, the staff member’s intent to retire. The letter must state the staff member’s desire to retire and be witnessed by another party other than the principal or Superintendent. 

Board action to approve a support staff member’s application for retirement shall be final, and such action constitutes termination of the staff member’s contract effective the day of the staff member’s retirement.

Support staff and their spouse and dependents who have group insurance coverage through the District may be allowed to continue coverage of the District's group health insurance program, at their own expense, by meeting the insurer’s requirements.

VOLUNTARY EARLY RETIREMENT

The District may offer an early retirement plan for full-time licensed and 12-month employees. Full-time licensed or 12-month employees are employees who are regularly scheduled to work 38 hours per week and are currently performing their assigned duties within the District. A licensed or 12-month employee is eligible under the early retirement plan when the licensed or 12-month employee:

  • Is at least age 55 prior to the start of the next school year.
  • Completes a total of 15 years of service as a full-time licensed or 12-month employee to the District;
  • Submits an application to the Superintendent for participation in the plan prior to the second Monday of January of the year in which the licensed employee wishes to retire. Applications submitted after second Monday of January may be considered at the discretion of the Board depending on the circumstances for the late application;
  • Submits a written resignation. The resignation may be contingent upon approval by the Board of participation in the voluntary early retirement plan; and,
  • Receives Board approval of the licensed or 12-month employee's application for participation in the early retirement plan, of the licensed employee's resignation, and of the disbursement of early retirement incentive to the licensed employee.

Board approval of the licensed or 12-month employee's early retirement application shall constitute a voluntary resignation. Board approval of the licensed or 12-month employee's early retirement application will also make the licensed or 12-month employee eligible for disbursement of the early retirement incentive the sooner of July 1 following the licensed or 12-month employee's approval for early retirement or a date mutually agreed upon by the District and the licensed or 12-month employee. Failure of the Board to approve the licensed or 12-month employee's early retirement application will make the licensed or 12-month employee's current contract with the Board continue in full force and effect.

SUSPENSION

Support staff members shall perform their assigned job, respect and follow board policy, and obey the law. The Superintendent may suspend a support employee with or without pay. In the event of a suspension, due process will be followed.

DISMISSAL

Support staff members shall perform their jobs, respect board policy, and obey the law. A support staff member may be dismissed upon 30 days notice or immediately for cause. Due process procedures shall be followed.

The Superintendent shall make a recommendation for dismissal to the Board. A support staff member may be dismissed for any reason, including, but not limited to, incompetence, willful neglect of duty, reduction in force, willful violation of board policy or administrative regulations, or a violation of the law.

REDUCTION IN FORCE

It is the exclusive power of the Board to determine when a reduction in support staff is necessary. Support staff who are terminated due to a reduction in force shall be given 30 days notice. Due process will be followed for terminations due to a reduction in force.

The Superintendent shall make a recommendation for termination to the Board. The Superintendent will consider the relative qualifications, skills, ability and demonstrated performance through evaluation procedures in making the recommendations.

Approved:    March 2007
Reviewed:    February 2022

Revised:  February 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 11:52

413.1E1 - Early Retirement Application

413.1E1 - Early Retirement Application

The undersigned licensed staff member is applying for early retirement pursuant to board policy 406, Licensed Staff - Termination of Employment.  Please complete the following information:

(Full Legal Name of Licensed Staff Member)

 

(Social Security Number)

 

 

 

 

 

 

(Current Job Title)

 

(Date of Birth)

 

 (Years of Service)

                   

Please specify the date desired for payment of the early retirement benefit and the reason for the date if a date other than _____________ of the year in which the undersigned licensed employee retires is desired.

 

(Date)

 

(Reason for date other than ______________)

 

Please attach a letter of resignation effective June thirtieth of the year in which the undersigned licensed staff member intends to retire.

The undersigned licensed staff member acknowledges that application and participation in the early retirement plan is entirely voluntary.

The undersigned licensed employee acknowledges that the District recommends that the licensed staff member contact legal counsel and the staff member’s own personal accountant regarding participation in the early retirement plan.

Should the licensed staff member die prior to full payment of an early retirement benefit, the licensed staff member designates either the following individual as beneficiary or the licensed employee’s estate.

____ Beneficiary

 

 

_____ Estate

 

 

 

 

 

 

Beneficiary

 

 

 

 

 

 

 

 

 

Beneficiary Address

 

 

 

 

 

 

 

 

 

Licensed Employee

 

Date

 

 

 

 

 

Witness

 

Date

mary_ellen_dra… Thu, 03/03/2022 - 11:35

413.1E2 - Early Retirement Acknowledgment of Receipt

413.1E2 - Early Retirement Acknowledgment of Receipt

The undersigned licensed staff member acknowledges receipt of the early retirement plan documents stated below, for the licensed staff member's consideration:

early retirement policy (plan description);

[early retirement insurance options]; and

early retirement application.

The undersigned licensed staff acknowledges that the application and participation in the early retirement plan is entirely voluntary.

The undersigned licensed staff acknowledges that the school district recommends the licensed staff contact legal counsel and the employee’s personal accountant regarding participation in the early retirement plan.

 

 

 

 

 

 

Licensed Employee

 

Date

mary_ellen_dra… Thu, 03/03/2022 - 11:38

413.1E3 - Early Retirement - Pertaining to Unused Sick Leave

413.1E3 - Early Retirement - Pertaining to Unused Sick Leave

The District will reimburse retirees $5.00 per day unused sick leave, to a maximum of 105 days, if the retiree meets the following criteria:

1.  Service time:  Those full-time employees who have a minimum of 15 years of continuous service to the District are eligible for application.  No more than one year of long-term disability can be part of the 15 years continuous service, and no one receiving sick leave or long-term disability payments is eligible until such payments have been phased out by use of same.

A “full-time” employee in the support positions must have been employed at least 30 hours per week for 9 months of the school year or more.  Half-time employees that are in reality considered to be “full-time half-time” shall be eligible for a retirement stipend commensurate with the amount of time their position entails, such as half-time, 3/4 time, etc.

If there are “combination” work years, the Superintendent shall compute the “pro-rata” of the employee’s final 15 years of District service. Support employees must have worked 180 days in order to be credited with a “year”. The “work year” shall be from July 1st through the following June 30th.

Where there are any differences of computation, the Board shall determine the employee’s District “experience”. If there is any further reorganization of the school district, those employees coming into the District via that route shall be given the same privileges and experience computations as the above.

2.  The “age” of an employee shall be that age attained during the current work year of July 1 through June 30. Any employee who attains 55 years of age during the summer prior to the start of a new school year shall be eligible for early retirement provided all other eligibility requirements have been met.

3.  Support staff must submit a written request for early retirement to the Superintendent prior to March 1st of that year. It shall be the prerogative of the Board to determine whether each request is granted and upon what date it is to become effective.

4.  The early retirement program is not available to any employee who is under consideration of contract termination or who has been discharged, with the Board the final determiner of that status.

5.  Any decision made by the Superintendent may be appealed to the Board whose decision shall be final and is considered non-grievable in any way as a part of District policy.

6.  The Board shall be the determiner of the time and date for all employees to best accommodate the District’s mission, if the request is for a time other than the end of their contract or fiscal year.

7.  Compensation will be included in the last paycheck upon retirement termination of employment.

mary_ellen_dra… Thu, 03/03/2022 - 11:40

413.3E1 - Support Employee Early Retirement Acknowledgment of Receipt

413.3E1 - Support Employee Early Retirement Acknowledgment of Receipt

The undersigned support employee acknowledges receipt of the early retirement plan documents stated below, for the support employee's consideration:

  • early retirement policy (plan description);
  • early retirement application.

The undersigned support employee acknowledges that the application and participation in the early retirement plan is entirely voluntary.

The undersigned support employee acknowledges that the school district recommends the support employee contact legal counsel and the employee’s personal accountant regarding participation in the early retirement plan.

 

___________________________________________________   ____________________________________
Support Employee                                                                           Date

 

dawn@iowaschoo… Wed, 12/04/2019 - 11:58

413.3E2 - Support Employee Early Retirement Application

413.3E2 - Support Employee Early Retirement Application

The undersigned support employee is applying for early retirement pursuant to board policy 413.3, Support Employee Early Retirement.  Please complete the following information:

 

_____________________________________________________   __________________________________
(Full Legal Name of Support Employee)                                               (Social Security Number)

___________________________________  _______________________  _____________________________
(Current Job)                                                   (Date of Birth)                         (Years of Service) 

Please specify the date desired for payment of the early retirement benefit and the reason for the date if a date other than _____________ of the year in which the undersigned support employee retires is desired.

_____________________     __________________________________________________________________
(Date)                                      (Reason for date other than_____________________)

Please attach a letter of resignation effective June thirtieth of the year in which the undersigned support employee intends to retire.

The undersigned support employee acknowledges that application and participation in the early retirement plan is entirely voluntary.

The undersigned support employee acknowledges that the school district recommends that the support employee contact legal counsel and the employee’s own personal accountant regarding participation in the early retirement plan.

Should the support employee die prior to full payment of an early retirement benefit, the support employee designates either the following individual as beneficiary or the support employee’s estate.

____ Beneficiary                                                                             _____ Estate

___________________________________________________________________________________________
Beneficiary

___________________________________________________________________________________________
Beneficiary Address

____________________________________________________   ______________________________________
Support Employee                                                                              Date

____________________________________________________   ______________________________________
Witness                                                                                               Date

 

dawn@iowaschoo… Wed, 12/04/2019 - 11:59

414 - Support Staff Vacations and Leaves of Absence

414 - Support Staff Vacations and Leaves of Absence dawn@iowaschoo… Wed, 12/04/2019 - 12:08

414.1 - Support Staff Vacations and Leaves of Absence

414.1 - Support Staff Vacations and Leaves of Absence

VACATIONS - HOLIDAYS - PERSONAL LEAVE

The Board will determine the amount of vacation, holidays, and personal leave that will be allowed on an annual basis for support employees.

Support staff who work twelve months a year will be allowed six paid holidays, if the holidays fall on a regular working day.  The six holidays are New Year's Day, Memorial Day, July 4, Labor Day, Thanksgiving Day and Christmas Day.  Support staff, whether full-time or part-time, shall have time off in concert with the school calendar.

Support staff will be paid only for the hours they would have been scheduled for the day. Vacation will not be accrued from year to year without a prior arrangement with the Superintendent.

The Superintendent will make a recommendation to the Board annually on vacation and personal leave for support staff members.

 

SICK LEAVE

Support staff members shall be granted ten days of sick leave in their first year of employment. Each year thereafter, one additional day of sick leave will be granted to the employees up to a maximum of 15 days. "Day" is defined as one work day regardless of full-time or part-time status of the staff member. A new staff member shall report for work at least one full work day prior to receiving sick leave benefits. A returning staff member will be granted the appropriate number of days at the beginning of each fiscal year. Sick leave may be accumulated up to a maximum of 105 days for support staff.

Should the sick leave occur after or extend beyond the accumulated sick leave, the staff member may apply for disability benefits under the group insurance plan.  If the staff member does not qualify for disability benefits, the staff member may request a leave of absence without pay.

Evidence may be required regarding the mental or physical health of the staff member including, but not limited to, confirmation of the following:  the staff member’s illness, the need for the sick leave, the staff member’s ability to return to work, and the staff member’s capability to perform the duties of the staff member’s position. It shall be within the discretion of the Board and the Superintendent to determine the type and amount of evidence necessary. When a sick leave will be greater than three consecutive days, the staff member shall comply with board policy regarding family and medical leave.

If a staff member is eligible to receive workers' compensation benefits, the staff member shall contact the Board Secretary to implement these benefits.

 

FAMILY AND MEDICAL LEAVE

Unpaid family and medical leave will be granted up to 12 weeks per year to assist staff members in balancing family and work life. For purposes of this policy, year is defined as fiscal year. Requests for family and medical leave shall be made to the Superintendent. 

Staff member 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. Staff members eligible for family and medical leave must comply with the family and medical leave administrative rules prior to starting family and medical leave. 

 

DISCRETIONARY LEAVE

The Board realizes an emergency may arise which would necessitate a support staff member’s absence from work which is not covered by another form of leave of absence. Such leave shall be called discretionary leave.

Discretionary leave must be unforeseen and beyond the control of the employee. The Superintendent shall have the discretion to grant discretionary leave and determine whether such leave shall be paid leave or unpaid leave.

 

BEREAVEMENT LEAVE

In the event of a death of a member of a support staff member’s immediate family, bereavement leave may be granted.  Bereavement leave granted may be for a maximum of five days, with "day" being defined as one work day regardless of full-time or part-time status of the staff member, per occurrence, for the death of a member of the immediate family. The immediate family includes child, spouse, parent, brother, sister, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or grandparent of the staff member.

In the event of the death of an staff member’s other relatives, the staff member shall be granted Bereavement leave not to exceed three days. In the events of the death of a non-relative, the staff member shall be granted Bereavement leave not to exceed one day.

The Superintendent has discretion to determine the number of bereavement leave days to be granted.

 

POLITICAL LEAVE

The Board will provide a leave of absence to support staff to run for elective public office. The Superintendent shall grant a support staff member a leave of absence to campaign as a candidate for an elective public office as unpaid leave.

The support staff member will be entitled to one period of leave to run for the elective public office, and the leave may commence any time within 30 days of a contested primary, special, or general election and continue until the day following the election.

The request for leave must be in writing to the Superintendent at least 30 days prior to the starting date of the requested leave.

 

JURY DUTY LEAVE

The Board will allow support staff to be excused for jury duty unless extraordinary circumstances exist. The Superintendent has the discretion to determine when extraordinary circumstances exist.

Support staff who are called for jury service shall notify their direct supervisor within 24 hours after notice of call to jury duty and suitable proof of jury service pay must be presented to the District. The staff member will report to work within one hour on any day when the staff member is excused from jury duty during regular working hours. 

Support staff members will receive their regular salary. Any payment for jury duty shall be turned over to the District.

 

MILITARY SERVICE LEAVE

The Board recognizes support staff members may be called to participate in the armed forces, including the National Guard. If a support staff member is called to serve in the armed forces, the staff member shall have a leave of absence for military service until the military service is completed.

The leave shall be without loss of status or efficiency rating, and without loss of pay during the first 30 calendar days of the leave.

 

UNPAID LEAVE

Unpaid leave may be used to excuse an involuntary absence not provided for in other leave board policies. Unpaid leave for support staff must be authorized by the Superintendent. Whenever possible, support staff shall make a written request for unpaid leave 10 days prior to the beginning date of the requested leave. If the leave is granted, the deductions in salary shall be made unless they are waived specifically by the superintendent.

The Superintendent shall have complete discretion to grant or deny the requested unpaid leave. In making this determination, the Superintendent shall consider the effect of the staff member’s absence on the education program and District operations, the District’s financial condition, length of service, previous record of absence, the reason for the requested absence, and other factors the Superintendent believes are relevant in making this determination.

If unpaid leave is granted, the duration of the leave period shall be coordinated with the scheduling of the education program whenever possible, to minimize the disruption of the education program and District operations.

 

PROFESSIONAL PURPOSES LEAVE

Professional purposes leave may be granted to support staff members for the purpose of attending meetings and conferences directly related to their assignments. Application for the leave must be presented to the building principal.

The building principal shall have the discretion 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 District operations, or for other reasons deemed relevant by the building principal.

 

SICK LEAVE BANK

To be used by eligible employees in the event of a catastrophic illness, accident, or serious family illness as defined in Article VII item 7.6 in the Support Staff Comprehensive Agreement.

Establishment – A Sick Leave Bank will be established for the use of staff who elect to participate. Use of Sick Leave Bank days will commence on the day of sickness, injury, or serious family illness as defined in Article VII item 7.6 in the Support Staff Comprehensive Agreement of the eligible employee and continue until he/she is eligible for employment. The Sick Leave Bank year will be the contract year.

Participation – Participation in the Sick Leave Bank will be on a voluntary basis. Each participating individual employee’s contribution will be made in the form of a one-time contribution of one (1) day of sick leave from his/her current year’s allocation. The days contributed to the Bank becomes the property of the Bank and will not be returned to the employee, except under Paragraph 5 below.

Enrollment – Enrollment will take place during the opening workshop but in no case later than September 10 and will entitle the enrolling employee to membership until revoked in writing by the employee. Enrollment shall consist of signing the Leave Bank Enrollment Form in Appendix Schedule C and forwarding them to the Superintendent’s Office. The Enrollment Form indicates the year of coverage and authorizes the transfer of one day of sick leave to the Bank.

Unused Days in Sick Leave Bank – Assets of the Bank will accumulate. The following year’s Bank will consist of days carried over from the previous year. By September 30 of each year, the Board will provide the Association with verification of the Bank’s total number of days for the current year as well as the previous year’s usage of Bank days.

Use of Sick Bank Leave Days – An eligible employee must request in writing to the Superintendent that he/she wishes to withdraw days from the Bank to a maximum of 20 days in a contract year. An eligible employee is one who has elected to participate in the Sick Leave Bank in a timely manner and who has exhausted his/her personal sick leave (in the event of the employee’s illness or accident) without being eligible for long term disability (under Article IV: Insurance in the Handbook), worker’s compensation (under Article IV: Insurance in the Handbook), and/or social security disability. In the event of serious family illness, the eligible employee must have exhausted all personal leave options.    

Payback of Leave Days Used – Sick leave days will no longer be paid back as the Bank has accumulated a sufficient number of days to cover needs. If the Bank falls below a future agreed upon minimum number of days, then teachers will be required to donate an additional day.

Approved:    March 2007
Reviewed:    February 2022

Revised:  February 2022

 

dawn@iowaschoo… Wed, 12/04/2019 - 12:08

414.3E1 - Support Employee Family and Medical Leave Notice to Employees

414.3E1 - Support Employee Family and Medical Leave Notice to Employees

See form attached 

 

 

dawn@iowaschoo… Wed, 12/04/2019 - 12:14
File Attachments

414.3E2 - Support Employee Family and Medical Leave Request Form

414.3E2 - Support Employee Family and Medical Leave Request Form

Date:                                 

I,                                              , request family and medical leave for the following reason:  (check all that apply)

                         for the birth of my child;
                         for the placement of a child for adoption or foster care;
                         to care for my child who has a serious health condition;
                         to care for my parent who has a serious health condition;
                         to care for my spouse who has a serious health condition; or
                         because I am seriously ill and unable to perform the essential functions of my position.

I acknowledge my obligation to provide medical certification of my serious health condition or that of a family member in order to be eligible for family and medical leave within 15 days of the request for certification. 

I acknowledge receipt of information regarding my obligations under the family and medical leave policy of the school district.

I request that my family and medical leave begin on                                      and I request leave as follows: (check one)

                            continuous

I anticipate that I will be able to return to work on                 .

                            intermittent leave for the:

                                            birth of my child or adoption or foster care placement subject to agreement by the district
                                            serious health condition of myself, parent, or child when medically necessary

                          Details of the needed internmittent leave:

                          _____________________________________________________________________________
                          _____________________________________________________________________________
                          _____________________________________________________________________________
                          _____________________________________________________________________________
                          _____________________________________________________________________________
                          _____________________________________________________________________________
 

                   I anticipate returning to work at my regular schedule on                                  .

                                            reduced work schedule for the:

                                            birth of my child or adoption or foster care placement subject to agreement by the school district

                                            serious health condition of myself, parent, or child when medically necessary

                          Details of the needed reduction in work schedule as follows:

                          _____________________________________________________________________________
                          _____________________________________________________________________________
                          _____________________________________________________________________________
                          _____________________________________________________________________________
                          _____________________________________________________________________________
                          _____________________________________________________________________________

 

                        I anticipate returning to work at my regular schedule on                                  .

 

I realize I may be moved to an alternative position during the period of the family and medical intermittent or reduced work schedule leave.  I also realize that with foreseeable intermittent or reduced work schedule leave, subject to the requirements of my health care provider, I may be required to schedule the leave to minimize interruptions to school district operations.

While on family and medical leave, I agree to pay my regular contributions to employer sponsored benefit plans.  My contributions shall be deducted from moneys owed me during the leave period.  If no monies are owed me, I shall reimburse the school district by personal check or cash for my contributions.  I understand that I may be dropped from the employer-sponsored benefit plans for failure to pay my contribution. 

I agree to reimburse the school district for any payment of my contributions with deductions from future monies owed to me or the school district may seek reimbursement of payments of my contributions in court. 

 

I acknowledge that the above information is true to the best of my knowledge.

 

Signed:  ________________________________________________________

Date:  _______________________________

 

dawn@iowaschoo… Wed, 12/04/2019 - 12:15

414.3E3 - Support Employee Family and Medical Leave Certification Form

414.3E3 - Support Employee Family and Medical Leave Certification Form

1.  Employee's Name     ____________________________________________________

2.  Patient's Name  (if different from employee)  _________________________________

3.  The attached sheet describes what is meant by a "serious health condition" under the Family and Medical Leave Act.  Does the patient's condition, for which the
     employee is taking FMLA leave, qualify under any of the categories described?  If so, please check the applicable category.

     (1)                    (2)                   (3)                      (4)                      (5)                     (6)           

     or             None of the above

4.  Describe the medical facts which support your certification, including a brief statement as to how the medical facts meet the criteria of one of these categories:

5.  a.  State the approximate date the condition commenced, and the probable duration of the condition (and also the probable duration of the patient's present
          incapacity, i.e. inability to work, attend school or perform other regular activities due to the serious health condition, treatment therefore, or recovery therefrom, if
          different):

      b.  Will it be necessary for the employee to take work only intermittently or to work on a less than full schedule as a result of the condition (including for treatment
           described in Item 6 below)?

           If yes, give the probable duration:

      c.  If the condition is a chronic condition (condition #4) or pregnancy, state whether the patient is presently incapacitated and the likely duration and frequency of
           episodes of incapacity:

6.   a.  If additional treatments will be required for the condition, provide an estimate of the probable number of such treatments:

If the patient will be absent from work or other daily activities because of treatment on an intermittent or part-time basis, also provide an estimate of the probable number of and interval between such treatments, actual or estimated dates of treatment if known, and period required for recovery if any:

      b.  If any of these treatments will be provided by another provider of health services (e.g., physical therapist), please state the nature of the treatments:

      c.  If a regimen of continuing treatment by the patient is required under your supervision, provide a general description of such regimen (e.g. prescription drugs,
           physical therapy requiring special equipment):

7.   a.  If medical leave is required for the employee's absence from work because of the employee's own condition (including absences due to pregnancy or a chronic
           condition), is the employee unable to perform work of any kind?

      b.  If able to perform some work, is the employee unable to perform any one or more of the essential functions of the employee's job (the employee or the employer
           should supply you with information about the essential job functions)?

           If yes, please list the essential functions the employee is unable to perform.

      c.  If neither a. nor b. applies, is it necessary for the employee to be absent from work for treatment?

8.   a.  If leave is required to care for a family member of the employee with a serious health condition, does the patient require assistance for basic medical or personal
           needs or safety, or for transportation?

      b.  If no, would the employee's presence to provide psychological comfort be beneficial to the patient or assist in the patient's recovery?

      c.  If the patient will need care only intermittently or on a part-time basis, please indicate the probable duration of this need:

 

__________________________________________________________      ____________________________________________________________
(Signature of Health Care Provider)                                                                   (Type of Practice)

__________________________________________________________      ____________________________________________________________
(Address)                                                                                                            (Telephone Number)

To be completed by the employee needing family leave to care for a family member.

 

State the care you will provide and an estimate of the period during which care will be provided, including a schedule if leave is to be taken intermittently or if it will be necessary for you to work less than a full schedule:

__________________________________________________________      ____________________________________________________________
(Employee Signature)                                                                                          (Date)

 

A serious health condition means an illness, injury impairment, or physical or mental condition that involves one of the following:

  1. Hospital Care - In patient care (i.e. an overnight stay) in a hospital, hospice, or residential medical care facility, including any period of incapacity or subsequent treatment in connection with or consequent to such inpatient care.
  1. Absence Plus Treatment - A period of incapacity of more than three consecutive calendar days (including any subsequent treatment or period of incapacity relating to the same condition), that also involves:
    a. 
    treatment two or more times by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider or by a provider of health care services (e.g. physical therapist) under the orders of, or on referral by, a health care provider; or
    b. 
    treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the health care provider.
  1. Pregnancy - Any period of incapacity due to pregnancy or for prenatal care.
  1. Chronic Conditions Requiring Treatments - A chronic condition which:
    a. 
    requires periodic visits for treatment by a health care provider, or by a nurse or physician's assistant under direct supervision of a health care provider;
    b. 
    continues over an extended period of time (including recurring episodes of a single underlying condition); and
    c. 
    may cause episodic rather than a period of incapacity (e.g. asthma, diabetes, epilepsy, etc.).
  1. Permanent/Long-term Conditions Requiring Supervision - A period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective.  The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by a health care provider.  Examples include Alzheimer's, a severe stroke, or the terminal stages of a disease.
  1. Multiple Treatments (Non-chronic Conditions) - Any period of absence to receive multiple treatments (including any period of recovery therefrom) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy) and kidney disease (dialysis).

 

dawn@iowaschoo… Wed, 12/04/2019 - 12:21

414.3R1 - Support Employee Family and Medical Leave Regulation

414.3R1 - Support Employee Family and Medical Leave Regulation

A.      School district notice.

  1. The school district will post the notice in Exhibit 409.3E1 regarding family and medical leave.
  1. Information on the Family and Medical Leave Act and the board policy on family and medical leave, including leave provisions and employee obligations will be provided annually.  The information will be in the employee handbook.
  1. When an employee requests family and medical leave, the school district will provide the employee with information listing the employee's obligations and requirements.  Such information will include:
    a. 
    a statement clarifying whether the leave qualifies as family and medical leave and will, therefore, be credited to the employee's annual 12-week entitlement;
    b. 
    a reminder that employees requesting family and medical leave for their serious health condition or for that of an immediate family member must furnish medical certification of the serious health condition and the consequences for failing to do so;
    c. 
    an explanation of the employee's right to substitute paid leave for family and medical leave including a description of when the school district requires substitution of paid leave and the conditions related to the substitution; and
    d. 
    a statement notifying employees that they must pay and must make arrangements for paying any premium or other payments to maintain health or other benefits.

B.       Eligible employees.  Employees are eligible for family and medical leave if three criteria are met.

  1. The school district has more than 50 employees on the payroll at the time leave is requested;
  1. The employee has worked for the school district for at least twelve months or 52 weeks (the months and weeks need not be consecutive); and
  1. The employee has worked at least 1,250 hours within the previous year.  Full-time professional employees who are exempt from the wage and hour law may be presumed to have worked the minimum hour requirement.

C.     Employee requesting leave -- two types of leave.

  1. Foreseeable family and medical leave
    a. 
    Definition - leave is foreseeable for the birth or placement of an adopted or foster child with the employee or for planned medical treatment.
    b. 
    Employee must give at least thirty days notice for foreseeable leave.  Failure to give the notice may result in the leave beginning thirty days after notice was received.
    c. 
    Employees must consult with the school district prior to scheduling planned medical treatment leave to minimize disruption to the school district.  The scheduling is subject to the approval of the health care provider.
  1. Unforeseeable family and medical leave.
    a. 
    Definition - leave is unforeseeable in such situations as emergency medical treatment or premature birth.
    b. 
    Employee must give notice as soon as possible but no later than one to two work days after learning that leave will be necessary.
    c. 
    A spouse or family member may give the notice if the employee is unable to personally give notice.

D.    Eligible family and medical leave determination.  The school district may require the employee giving notice of the need for leave to provide reasonable documentation or a statement of family relationship.

  1. Four purposes.
    a. 
    The birth of a son or daughter of the employee and in order to care for that son or daughter prior to the first anniversary of the child's birth;
    b. 
    The placement of a son or daughter with the employee for adoption or foster care and in order to care for that son or daughter prior to the first anniversary of the child's placement;
    c. 
    To care for the spouse, son, daughter or parent of the employee if the spouse, son, daughter or parent has a serious health condition; or
    d. 
    Employee's serious health condition that makes the employee unable to perform the essential functions of the employee's position.
  1. Medical certification. 
    a. 
    When required:
         (1) 
    Employees shall be required to present medical certification of the employee's serious health condition and inability to perform the essential
               functions of the job.
         (2) 
    Employees shall be required to present medical certification of the family member's serious health condition and that it is medically necessary for
                the employee to take leave to care for the family member.
    b. 
    Employee's medical certification responsibilities:
         (1) 
    The employee must obtain the certification from the health care provider who is treating the individual with the serious health condition.
         (2) 
    The school district may require the employee to obtain a second certification by a health care provider chosen by and paid for by the school district
                if the school district has reason to doubt the validity of the certification an employee submits.  The second health care provider cannot, however, be
                employed by the school district on a regular basis.
         (3) 
    If the second health care provider disagrees with the first health care provider, then the school district may require a third health care provider to
               certify the serious health condition.  This health care provider must be mutually agreed upon by the employee and the school district and paid for by
               the school district.  This certification or lack of certification is binding upon both the employee and the school district
    c. 
    Medical certification will be required fifteen days after family and medical leave begins unless it is impracticable to do so.  The school district may request recertification every thirty days.  Recertification must be submitted within fifteen days of the school district's request.

Family and medical leave requested for the serious health condition of the employee or to care for a family member with a serious health condition which is not supported by medical certification will be denied until such certification is provided.

E.     Entitlement.

  1. Employees are entitled to twelve weeks unpaid family and medical leave per year. 
  1. Year is defined as fiscal year
  1. If insufficient leave is available, the school district may:
    a. 
    Deny the leave if entitlement is exhausted
    b. 
    Award leave available

F.     Type of Leave Requested.

  1. Continuous - employee will not report to work for set number of days or weeks.
  1. Intermittent - employee requests family and medical leave for separate periods of time.
    a. 
    Intermittent leave is available for:
         (1) 
    Birth, adoption or foster care placement of child only with the school district's agreement.
         (2) 
    Serious health condition of the employee, spouse, parent, or child when medically necessary without the school district's agreement.
    b. 
    In the case of foreseeable intermittent leave, the employee must schedule the leave to minimize disruption to the school district operation.
    c. 
    During the period of foreseeable intermittent leave, the school district may move the employee to an alternative position with equivalent pay and
         benefits. 
  1. Reduced work schedule - employee requests a reduction in the employee's regular work schedule.
    a. 
    Reduced work schedule family and medical leave is available for:
         (1) 
    Birth, adoption or foster care placement and subject to the school district's agreement.
         (2) 
    Serious health condition of the employee, spouse, parent, or child when medically necessary without the school district's agreement.
    b. 
    In the case of foreseeable reduced work schedule leave, the employee must schedule the leave to minimize disruption to the school district operation.
    c. 
    During the period of foreseeable reduced work schedule leave, the school district may move the employee to an alternative position with equivalent pay
         and benefits. 

G.    Employee responsibilities while on family and medical leave.

  1. Employee must continue to pay health care benefit contributions or other benefit contributions regularly paid by the employee unless employee elects not to continue the benefits.
  1. The employee contribution payments will be deducted from any money owed to the employee or the employee will reimburse the school district at a time set by the superintendent.
  1. An employee who fails to make the health care contribution payments within thirty days after they are due will be notified that their coverage may be canceled if payment is not received within an additional 15 days.
  1. An employee may be asked to re-certify the medical necessity of family and medical leave for the serious medical condition of an employee or family member once every thirty days and return the certification within fifteen days of the request. 
  1. The employee must notify the school district of the employee's intent to return to work at least once each month during their leave and at least two weeks prior to the conclusion of the family and medical leave.
  1. If an employee intends not to return to work, the employee must immediately notify the school district, in writing, of the employee's intent not to return.  The school district will cease benefits upon receipt of this notification.

H.   Use of paid leave for family and medical leave.  An employee may substitute unpaid family and medical leave with appropriate paid leave available to the employee under board policy, individual contracts or the collective bargaining agreement.  Paid leave includes, but is not limited to, sick leave, family illness leave, vacation, personal leave, bereavement leave and professional leave.  When the school district determines that paid leave is being taken for an FMLA reason, the school district will notify the employee within two business days that the paid leave will be counted as FMLA leave.

 

dawn@iowaschoo… Wed, 12/04/2019 - 12:24

414.3R2 - Support Employee Family and Medical Leave Definitions

414.3R2 - Support Employee Family and Medical Leave Definitions

Common law marriage-according to Iowa law, common law marriages exist when there is a present intent by the two parties to be married, continuous cohabitation, and a public declaration that the parties are husband and wife.  There is no time factor that needs to be met in order for there to be a common law marriage.

Continuing treatment-a serious health condition involving continuing treatment by a health care provider includes any one or more of the following:

  • A period of incapacity (i.e., inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment for or recovery from) of more than three consecutive calendar days and any subsequent treatment or period of incapacity relating to the same condition that also involves:
    --       treatment two or more times by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider, or by a
              provider of health care services (e.g., physical therapist) under orders of, or in referral by, a health care provider; or

    --       treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of a the health
             care provider.
  •     Any period of incapacity due to pregnancy or for prenatal care.
  •     Any period of incapacity or treatment for such incapacity due to a chronic serious health condition.  A chronic serious health condition is one which:
    --       requires periodic visits for treatment by a health care provider or by a nurse or physician's assistant under direct supervision of a health care
             provider;

    --       Continues over an extended period of time (including recurring episodes of a single underlying condition); and
    --       May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.).
  • Any period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective.  The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider.  Examples include Alzheimer's, a severe stroke or the terminal stages of a disease.
  • Any period of absence to receive multiple treatments (including any period of recovery from) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), kidney disease (dialysis).

Eligible Employee-the district has more than 50 employees on the payroll at the time leave is requested.  The employee has worked for the district for at least twelve months and has worked at least 1250 hours within the previous year.

Essential Functions of the Job-those functions which are fundamental to the performance of the job.  It does not include marginal functions.

Employment benefits-all benefits provided or made available to employees by an employer, including group life insurance, health insurance, disability insurance, sick leave, annual leave, educational benefits, and pensions, regardless of whether such benefits are provided by a practice or written policy of an employer or through an "employee benefit plan."

Family Member-individuals who meet the definition of son, daughter, spouse or parent.

Group health plan-any plan of, or contributed to by, an employer (including a self-insured plan) to provide health care (directly or otherwise) to the employer's employees, former employees, or the families of such employees or former employees.

Health care provider-

  • A doctor of medicine or osteopathy who is authorized to practice medicine or surgery by the state in which the doctor practices; or
  • Podiatrists, dentists, clinical psychologists, optometrists, and chiropractors (limited to treatment consisting of manual manipulation of the spine to correct a subluxation as demonstrated by X ray to exist) authorized to practice in the state and performing within the scope of their practice as defined under state law; and
  • Nurse practitioners and nurse-midwives, and clinical social workers who are authorized to practice under state law and who are performing within the scope of their practice as defined under state law; and
  • Christian Science practitioners listed with the First Church of Christ Scientist in Boston, Massachusetts;
  • Any health care provider from whom an employer or a group health plan's benefits manager will accept certification of the existence of a serious health condition to substantiate a claim for benefits;
  • A health care provider as defined above who practices in a country other than the United States who is licensed to practice in accordance with the laws and regulations of that country.

In loco parentis-individuals who had or have day-to-day responsibilities for the care and financial support of a child not their biological child or who had the responsibility for an employee when the employee was a child.

Incapable of self-care-that the individual requires active assistance or supervision to provide daily self-care in several of the "activities of daily living" or "ADLs."  Activities of daily living include adaptive activities such as caring appropriately for one's grooming and hygiene, bathing, dressing, eating, cooking, cleaning, shopping, taking public transportation, paying bills, maintaining a residence, using telephones and directories, using a post office, etc.

Instructional employee-an employee employed principally in an instructional capacity by an educational agency or school whose principal function is to teach and instruct students in a class, a small group, or an individual setting, and includes athletic coaches, driving instructors, and special education assistants such as signers for the hearing impaired.  The term does not include teacher assistants or aides who do not have as their principal function actual teaching or instructing, nor auxiliary personnel such as counselors, psychologists, curriculum specialists, cafeteria workers, maintenance workers, bus drivers, or other primarily noninstructional employees.

Intermittent leave-leave taken in separate periods of time due to a single illness or injury, rather than for one continuous period of time, and may include leave or periods from an hour or more to several weeks.

Medically Necessary-certification for medical necessity is the same as certification for serious health condition.

"Needed to Care For"-the medical certification that an employee is "needed to care for" a family member encompasses both physical and psychological care.  For example, where, because of a serious health condition, the family member is unable to care for his or her own basic medical, hygienic or nutritional needs or safety or is unable to transport himself or herself to medical treatment.  It also includes situations where the employee may be needed to fill in for others who are caring for the family member or to make arrangements for changes in care.

Parent-a biological parent or an individual who stands in loco parentis to a child or stood in loco parentis to an employee when the employee was a child.  Parent does not include parent-in-law.

Physical or mental disability-a physical or mental impairment that substantially limits one or more of the major life activities of an individual.

Reduced leave schedule-a leave schedule that reduces the usual number of hours per workweek, or hours per workday, of an employee.

Serious health condition

  • An illness, injury, impairment, or physical or mental condition that involves:
  • Inpatient care (i.e. an overnight stay) in a hospital, hospice or residential medical care facility including any period of incapacity (for purposes of this section, defined to mean inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment for or recovery from), or any subsequent treatment in connection with such inpatient care; or
    --       Continuing treatment by a health care provider.  A serious health condition involving continuing treatment by a health care provider includes:
       
          --       A period of incapacity (i.e., inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment
                       for or recovery from) of more than three consecutive calendar days, including any subsequent treatment or period of incapacity relating to the
                       same condition, that also involves:

              --       Treatment two or more times by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider, or
                       by a provider of health care services (e.g., physical therapist) under orders or, or on referral by, a health care provider; or

              --       Treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the
                        health care provider.

    --       Any period of incapacity due to pregnancy or for prenatal care.
    --       Any period of incapacity or treatment for such incapacity due to a chronic serious health condition.  A chronic serious health condition is one which:
    --       Requires periodic visits for treatment by a health care provider or by a nurse or physician's assistant under direct supervision of a health care
              provider;

             --       Continues over an extended period of time (including recurring episodes of s single underlying condition); and
             --       May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.).
    --       A period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective.  The employee or family member
             must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider.  Examples include Alzheimer's a
             severe stroke or the terminal stages of a disease.

    --       Any period of absence to receive multiple treatments (including any period of recovery from) by a health care provider or by a provider of health care
             services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that
             would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment, such as
             cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), kidney disease (dialysis).
  • Treatment for purposes of this definition includes, but is not limited to, examinations to determine if a serious health condition exists and evaluation of the condition.  Treatment does not include routine physical examinations, eye examinations or dental examinations.  Under this definition, a regimen of continuing treatment includes, for example, a course of prescription medication (e.g., an antibiotic) or therapy requiring special equipment to resolve or alleviate the health condition (e.g., oxygen).  A regimen of continuing treatment that includes the taking of over-the-counter medications such as aspirin, antihistamines, or salves; or bed rest, drinking fluids, exercise and other similar activities that can be initiated without a visit to a health care provider, is not, by itself, sufficient to constitute a regimen of continuing treatment for purposes of FMLA leave.
  • Conditions for which cosmetic treatments are administered (such as most treatments for acne or plastic surgery) are not "serious health conditions" unless inpatient hospital care is required or unless complications develop.  Ordinarily, unless complications arise, the common cold, the flu, ear aches, upset stomach, ulcers, headaches other than migraine, routine dental or orthodontia problems, periodontal disease, etc., are examples of conditions that do not meet the definition of a serious health condition and do not qualify for FMLA leave.  Restorative dental or plastic surgery after an injury or removal of cancerous growths, are serious health conditions provided all the other conditions of this regulation are met.  Mental illness resulting from stress or allergies may be serious health conditions, but only if all the conditions of this section are met.
  • Substance abuse may be a serious health condition if the conditions of this section are met.  However, FMLA leave may only be taken for treatment for substance abuse by a health care provider or by a provider of health care on referral by a health care provider.  On the other hand, absence because of the employee's use of the substance, rather than for treatment, does not qualify for FMLA leave.
  • Absence attributable to incapacity under this definition qualify for FMLA leave even though the employee or the immediate family member does not receive treatment from a health care provider during the absence, and even if the absence does not last more than three days.  For example, an employee with asthma may be unable to report for work due to the onset of an asthma attack or because the employee's health care provider has advised the employee to stay home when the pollen count exceeds a certain level.  An employee who is pregnant may be unable to report to work because of severe morning sickness.

Son or daughter-a biological child, adopted child, foster child, stepchild, legal ward, or a child of a person standing in loco parentis.  The child must be under age 18 or, if over 18, incapable of self-care because of a mental or physical disability.

Spouse-a husband or wife recognized by Iowa law including common law marriages.

 

dawn@iowaschoo… Wed, 12/04/2019 - 12:34

415 - Family and Medical Leave

415 - Family and Medical Leave

 

 

dawn@iowaschoo… Wed, 12/04/2019 - 12:49

415 - Family and Medical Leave

415 - Family and Medical Leave

Unpaid family and medical leave will be granted up to 12 weeks per year to assist staff members in balancing family and work life. For purposes of this policy, year is defined as fiscal year. Requests for family and medical leave shall be made to the Superintendent. 

Staff members 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. Staff members eligible for family and medical leave must comply with the family and medical leave administrative rules prior to starting family and medical leave. 

Approved:    March 2007
Reviewed:    February 2022

mary_ellen_dra… Thu, 03/03/2022 - 12:11

415.1E1 - Family and Medical Leave Notice to Employees

415.1E1 - Family and Medical Leave Notice to Employees

FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical reasons.

Employees are eligible if they have worked for a covered employer for at least one year, and for 1,250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles.  The FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances.

Reasons for Taking Leave:

Unpaid leave must be granted for any of the following reasons:

  • to care for the employee's child after birth, or placement for adoption or foster care;
  • to care for the employee's spouse, son or daughter, or parent, who has a serious health condition; or
  • for a serious health condition that makes the employee unable to perform the employee's job.

At the employee's or employer's option, certain kinds of paid leave may be substituted for unpaid leave.

Advance Notice and Medical Certification:

The employee may be required to provide advance leave notice and medical certification.  Taking of leave may be denied, if requirements are not met.

  • The employee ordinarily must provide 30 days advance notice when the leave is "foreseeable."
  • An employer may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer's expense) and fitness for duty report to return to work.

Job Benefits and Protection:

  • For the duration of FMLA leave, the employer must maintain the employee's health coverage under any "group health plan."
  • Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.
  • The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave.

Unlawful Acts By Employers:

FMLA makes it unlawful for any employer to:

  • interfere with, restrain, or deny the exercise of any right provided under FMLA:
  • discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.

Enforcement:

  • The U.S. Department of Labor is authorized to investigate and resolve complaints of violations.
  • An eligible employee may bring a civil action against an employer for violations.

FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights

For Additional Information:

If you have access to the Internet visit FLMA’s website:  http://www.dol.gov/esa/whd/flma.  Or contact the nearest office of Wage and Hour Division, listed in most telephone directories under U.S. Government, Department of Labor.  For a listing of records that must be kept by employers to comply with FMLA visit the U.S. Dept. of Labor’s website: http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_825/29CFR825.500.htm

mary_ellen_dra… Thu, 03/03/2022 - 12:12

415.1E2 - Family and Medical Leave Request Form

415.1E2 - Family and Medical Leave Request Form

Date:                                 

I,                                              , request family and medical leave for the following reason:  (check all that apply)

                        for the birth of my child;

                        for the placement of a child for adoption or foster care;

                        to care for my child who has a serious health condition;

                        to care for my parent who has a serious health condition;

                        to care for my spouse who has a serious health condition; or

                        because I am seriously ill and unable to perform the essential functions of my position.

I acknowledge my obligation to provide medical certification of my serious health condition or that of a family member in order to be eligible for family and medical leave within 15 days of the request for certification. 

I acknowledge receipt of information regarding my obligations under the family and medical leave policy of the school district.

I request that my family and medical leave begin on                                      and I request leave as follows: (check one)

                           continuous

I anticipate that I will be able to return to work on                 .

                           intermittent leave for the:

                                            birth of my child or adoption or foster care placement subject to agreement by the district

                                            serious health condition of myself, parent, or child when medically necessary

 

Details of the needed intermittent leave:

 

 

 

 

 

 

 

 

 

 

                        I anticipate returning to work at my regular schedule on                                  .

 

            reduced work schedule for the:

                                            birth of my child or adoption or foster care placement subject to agreement by the school district

                                            serious health condition of myself, parent, or child when medically necessary

 

Details of needed reduction in work schedule as follows:

 

 

 

 

 

 

 

 

 

 

                        I anticipate returning to work at my regular schedule on                                  .

I realize I may be moved to an alternative position during the period of the family and medical intermittent or reduced work schedule leave. I also realize that with foreseeable intermittent or reduced work schedule leave, subject to the requirements of my health care provider, I may be required to schedule the leave to minimize interruptions to school district operations.

While on family and medical leave, I agree to pay my regular contributions to employer sponsored benefit plans.  My contributions shall be deducted from moneys owed me during the leave period.  If no monies are owed me, I shall reimburse the school district by personal check or cash for my contributions. I understand that I may be dropped from the employer-sponsored benefit plans for failure to pay my contribution. 

I agree to reimburse the school district for any payment of my contributions with deductions from future monies owed to me or the school district may seek reimbursement of payments of my contributions in court. 

I acknowledge that the above information is true to the best of my knowledge.

 

 

Signed

 

 

 

Date

 
mary_ellen_dra… Thu, 03/03/2022 - 12:12

415.1E3 - Family and Medical Leave Certification Form

415.1E3 - Family and Medical Leave Certification Form

1.

Employee's Name

 

 

 

 

2.

Patient's Name (if different from employee)

 

         

3.  The attached sheet describes what is meant by a "serious health condition" under the Family and Medical Leave Act.  Does the patient's condition, for which the employee is taking FMLA leave, qualify under any of the categories described?  If so, please check the applicable category.

 

         (1)                    (2)                   (3)                     (4)                     (5)                    (6)           

                                                                       

                                                                   or                                             None of the above

 

4.  Describe the medical facts which support your certification, including a brief statement as to how the medical facts meet the criteria of one of these categories:

 

5.  a.  State the approximate date the condition commenced, and the probable duration of the condition (and also the probable duration of the patient's present incapacity, i.e. inability to work, attend school or perform other regular activities due to the serious health condition, treatment therefore, or recovery therefrom, if different):

 

b.  Will it be necessary for the employee to take work only intermittently or to work on a less than full schedule as a result of the condition (including for treatment described in Item 6 below)?

                  If yes, give the probable duration:

 

 

c.  If the condition is a chronic condition (condition #4) or pregnancy, state whether the patient is presently incapacitated and the likely duration and frequency of episodes of incapacity:

 

 

6.  a.  If additional treatments will be required for the condition, provide an estimate of the probable number of such treatments:

 

If the patient will be absent from work or other daily activities because of treatment on an intermittent or part-time basis, also provide an estimate of the probable number of and interval between such treatments, actual or estimated dates of treatment if known, and period required for recovery if any:

 

b.  If any of these treatments will be provided by another provider of health services (e.g., physical therapist), please state the nature of the treatments:

 

c.  If a regimen of continuing treatment by the patient is required under your supervision, provide a general description of such regimen (e.g. prescription drugs, physical therapy requiring special equipment):

 

7.  a.  If medical leave is required for the employee's absence from work because of the employee's own condition (including absences due to pregnancy or a chronic condition), is the employee unable to perform work of any kind?

b.  If able to perform some work, is the employee unable to perform any one or more of the essential functions of the employee's job (the employee or the employer should supply you with information about the essential job functions)?

                  If yes, please list the essential functions the employee is unable to perform.

 

c.  If neither a. nor b. applies, is it necessary for the employee to be absent from work for treatment?

 

8.  a.  If leave is required to care for a family member of the employee with a serious health condition, does the patient require assistance for basic medical or personal needs or safety, or for transportation?

 

b.  If no, would the employee's presence to provide psychological comfort be beneficial to the patient or assist in the patient's recovery?

 

c.  If the patient will need care only intermittently or on a part-time basis, please indicate the probable duration of this need:

 

(Signature of Health Care Provider)

 

(Type of Practice)

 

 

 

 

 

 

(Address)

 

(Telephone Number)

To be completed by the employee needing family leave to care for a family member.

State the care you will provide and an estimate of the period during which care will be provided, including a schedule if leave is to be taken intermittently or if it will be necessary for you to work less than a full schedule:

 

 

 

 

(Employee Signature)

 

(Date)

A serious health condition means an illness, injury impairment, or physical or mental condition that involves one of the following:

 

1.  Hospital Care - In patient care (i.e. an overnight stay) in a hospital, hospice, or residential medical care facility, including any period of incapacity or subsequent treatment in connection with or consequent to such inpatient care.

2.  Absence Plus Treatment - A period of incapacity of more than three consecutive calendar days (including any subsequent treatment or period of incapacity relating to the same condition), that also involves:

a.  treatment two or more times by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider or by a provider of health care services (e.g. physical therapist) under the orders of, or on referral by, a health care provider; or

b.  treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the health care provider.

3.  Pregnancy - Any period of incapacity due to pregnancy or for prenatal care.

4.  Chronic Conditions Requiring Treatments - A chronic condition which:

a.  requires periodic visits for treatment by a health care provider, or by a nurse or physician's assistant under direct supervision of a health care provider;

b.  continues over an extended period of time (including recurring episodes of a single underlying condition); and

c.  may cause episodic rather than a period of incapacity (e.g. asthma, diabetes, epilepsy, etc.).

5.  Permanent/Long-term Conditions Requiring Supervision - A period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective. The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by a health care provider.  Examples include Alzheimer's, a severe stroke, or the terminal stages of a disease.

6.   Multiple Treatments (Non-chronic Conditions) - Any period of absence to receive multiple treatments (including any period of recovery therefrom) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy) and kidney disease (dialysis).

mary_ellen_dra… Thu, 03/03/2022 - 12:16

415.1R1 - Family and Medical Leave Regulation

415.1R1 - Family and Medical Leave Regulation

A.     District notice.

1.  The District will post the notice in Exhibit 409.3E1 regarding family and medical leave.

2.  Information on the Family and Medical Leave Act and the board policy on family and medical leave, including leave provisions and employee obligations will be provided annually.  The information will be in the employee handbook.

3.  When an employee requests family and medical leave, the District will provide the employee with information listing the employee's obligations and requirements. Such information will include:

a.  a statement clarifying whether the leave qualifies as family and medical leave and will, therefore, be credited to the employee's annual 12-week entitlement;

b.  a reminder that employees requesting family and medical leave for their serious health condition or for that of an immediate family member must furnish medical certification of the serious health condition and the consequences for failing to do so;

c.  an explanation of the employee's right to substitute paid leave for family and medical leave including a description of when the District requires substitution of paid leave and the conditions related to the substitution; and

d.  a statement notifying employees that they must pay and must make arrangements for paying any premium or other payments to maintain health or other benefits.

B.      Eligible employees.  Employees are eligible for family and medical leave if three criteria are met.

1.  The District has more than 50 employees on the payroll at the time leave is requested;

2.  The employee has worked for the District for at least twelve months or 52 weeks (the months and weeks need not be consecutive); and

3.  The employee has worked at least 1,250 hours within the previous year.  Full-time professional employees who are exempt from the wage and hour law may be presumed to have worked the minimum hour requirement.

C.      Employee requesting leave -- two types of leave.

 

1.  Foreseeable family and medical leave.

a.    Definition - leave is foreseeable for the birth or placement of an adopted or foster child with the employee or for planned medical treatment.

b.   Employee must give at least thirty days notice for foreseeable leave. Failure to give the notice may result in the leave beginning thirty days after notice was received.

c.  the health care provider.

2.  Unforeseeable family and medical leave.

a.  Definition - leave is unforeseeable in such situations as emergency medical treatment or premature birth.

b.  Employee must give notice as soon as possible but no later than one to two work days after learning that leave will be necessary.

c.  A spouse or family member may give the notice if the employee is unable to personally give notice.

 

D.     Eligible family and medical leave determination. The District may require the employee giving notice of the need for leave to provide reasonable documentation or a statement of family relationship.

1.  Four purposes.

a.  The birth of a son or daughter of the employee and in order to care for that son or daughter prior to the first anniversary of the child's birth;

b.  The placement of a son or daughter with the employee for adoption or foster care and in order to care for that son or daughter prior to the first anniversary of the child's placement;

c.  To care for the spouse, son, daughter or parent of the employee if the spouse, son, daughter or parent has a serious health condition; or

d.  Employee's serious health condition that makes the employee unable to perform the essential functions of the employee's position.

2.   Medical certification. 

a.  When required:

  (1) Employees shall be required to present medical certification of the employee's serious health condition and inability to perform the essential functions of the job.

  (2)Employees shall be required to present medical certification of the family member's serious health condition and that it is medically necessary for the employee to take leave to care for the family member.

b.  Employee's medical certification responsibilities:

  (1)  The employee must obtain the certification from the health care provider who is treating the individual with the serious health condition.

  (2)  The District may require the employee to obtain a second certification by a health care provider chosen by and paid for by the District if the District has reason to doubt the validity of the certification an employee submits. The second health care provider cannot, however, be employed by the District on a regular basis.

  (3)  If the second health care provider disagrees with the first health care provider, then the District may require a third health care provider to certify the serious health condition. This health care provider must be mutually agreed upon by the employee and the District and paid for by the District. This certification or lack of certification is binding upon both the employee and the District.

c.  Medical certification will be required fifteen days after family and medical leave begins unless it is impracticable to do so. The District may request recertification every thirty days.  Recertification must be submitted within fifteen days of the District's request.

Family and medical leave requested for the serious health condition of the employee or to care for a family member with a serious health condition which is not supported by medical certification shall be denied until such certification is provided.

E.      Entitlement.

1.  Employees are entitled to twelve weeks unpaid family and medical leave per year. 

2.  Year is defined as:             Fiscal year

3.  If insufficient leave is available, the school district may:

a.  Deny the leave if entitlement is exhausted

b.  Award leave available

F.  Type of Leave Requested.

1.  Continuous - employee will not report to work for set number of days or weeks.

 

2.  Intermittent - employee requests family and medical leave for separate periods of time.

a.  Intermittent leave is available for:

  (1)  Birth, adoption or foster care placement of child only with the school district's agreement.

  (2)  Serious health condition of the employee, spouse, parent, or child when medically necessary without the District's agreement.

b.      In the case of foreseeable intermittent leave, the employee must schedule the leave to minimize disruption to the school district operation.

c.   During the period of foreseeable intermittent leave, District may move the employee to an alternative position with equivalent pay and benefits. (For instructional employees, see G below.)

3.  Reduced work schedule - employee requests a reduction in the employee's regular work schedule.

a.  Reduced work schedule family and medical leave is available for:

  (1)  Birth, adoption or foster care placement and subject to the school district's agreement.

  (2)  Serious health condition of the employee, spouse, parent, or child when medically necessary without the school district's agreement.

b.  In the case of foreseeable reduced work schedule leave, the employee must schedule the leave to minimize disruption to the school district operation.

c.  During the period of foreseeable reduced work schedule leave, the school district may move the employee to an alternative position with equivalent pay and benefits.  (For instructional employees, see G below.)

G.  Special Rules for Instructional Employees.

1.  Definition - an instructional employee is one whose principal function is to teach and instruct students in a class, a small group or an individual setting. This includes, but is not limited to, teachers, coaches, driver's education instructors and special education assistants.

2.  Instructional employees who request foreseeable medically necessary intermittent or reduced work schedule family and medical leave greater than twenty percent of the work days in the leave period may be required to:

a.  Take leave for the entire period or periods of the planned medical treatment; or

b.  Move to an available alternative position, with equivalent pay and benefits, but not necessarily equivalent duties, for which the employee is qualified.

3.  Instructional employees who request continuous family and medical leave near the end of a semester may be required to extend the family and medical leave through the end of the semester. The number of weeks remaining before the end of a semester, do not include scheduled school breaks, such as summer, winter or spring break.

 a.  f an instructional employee begins family and medical leave for any purpose more than five weeks before the end of a semester, the District may require that the leave be continued until the end of the semester if the leave will last at least three weeks and the employee would return to work during the last three weeks of the semester if the leave was not continued.

b.  If the employee begins family and medical leave for a purpose other than the employee's own serious health condition during the last five weeks of a semester, the District may require that the leave be continued until the end of the semester if the leave will last more than two weeks and the employee would return to work during the last two weeks of the semester.

c.  If the employee begins family and medical leave for a purpose other than the employee's own serious health condition during the last three weeks of the semester and the leave will last more than five working days, the District may require the employee to continue taking leave until the end of the semester.

4.  The entire period of leave taken under the special rules is credited as family and medical leave.  The school district will continue to fulfill the District's family and medical leave responsibilities and obligations, including the obligation to continue the employee's health insurance and other benefits, if an instructional employee's family and medical leave entitlement ends before the involuntary leave period expires.

H.     Employee responsibilities while on family and medical leave.

1.  Employee must continue to pay health care benefit contributions or other benefit contributions regularly paid by the employee unless employee elects not to continue the benefits.

2.  The employee contribution payments will be deducted from any money owed to the employee or the employee shall reimburse the school district at a time set by the Superintendent.

3.   An employee who fails to make the health care contribution payments within thirty days after they are due will be notified that their coverage may be canceled if payment is not received within an additional 15 days.

4.  An employee may be asked to re-certify the medical necessity of family and medical leave for the serious medical condition of an employee or family member once every thirty days and return the certification within fifteen days of the request. 

5.  The employee must notify the District of the employee's intent to return to work at least once each month during their leave and at least two weeks prior to the conclusion of the family and medical leave.

6.  If an employee intends not to return to work, the employee must immediately notify the school district, in writing, of the employee's intent not to return. The District will cease benefits upon receipt of this notification.

I.  Use of paid leave for family and medical leave. An employee may substitute unpaid family and medical leave with appropriate paid leave available to the employee under board policy, individual contracts or the collective bargaining agreement. Paid leave includes, but is not limited to, sick leave, family illness leave, vacation, personal leave, bereavement leave and professional leave. When the District determines that paid leave is being taken for an FMLA reason, the District will notify the employee within two business days that the paid leave will be counted as FMLA leave.

mary_ellen_dra… Thu, 03/03/2022 - 12:17

415.1R2 - Family and Medical Leave Definitions

415.1R2 - Family and Medical Leave Definitions

Common law marriage-according to Iowa law, common law marriages exist when there is a present intent by the two parties to be married, continuous cohabitation, and a public declaration that the parties are husband and wife.  There is no time factor that needs to be met in order for there to be a common law marriage.

Continuing treatment-a serious health condition involving continuing treatment by a health care provider includes any one or more of the following:

A period of incapacity (i.e., inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment for or recovery from) of more than three consecutive calendar days and any subsequent treatment or period of incapacity relating to the same condition that also involves:

  • treatment two or more times by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider, or by a provider of health care services (e.g., physical therapist) under orders of, or in referral by, a health care provider; or
  • treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of a the health care provider.

Any period of incapacity due to pregnancy or for prenatal care.

Any period of incapacity or treatment for such incapacity due to a chronic serious health condition. 

A chronic serious health condition is one which:

  • requires periodic visits for treatment by a health care provider or by a nurse or physician's assistant under direct supervision of a health care provider;
  • Continues over an extended period of time (including recurring episodes of a single underlying condition); and
  • May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.).

Any period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective.  The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider.  Examples include Alzheimer's, a severe stroke or the terminal stages of a disease.

Any period of absence to receive multiple treatments (including any period of recovery from) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), kidney disease (dialysis).

Eligible Employee-the district has more than 50 employees on the payroll at the time leave is requested.  The employee has worked for the district for at least twelve months and has worked at least 1250 hours within the previous year.

Essential Functions of the Job-those functions which are fundamental to the performance of the job.  It does not include marginal functions.

Employment benefits-all benefits provided or made available to employees by an employer, including group life insurance, health insurance, disability insurance, sick leave, annual leave, educational benefits, and pensions, regardless of whether such benefits are provided by a practice or written policy of an employer or through an "employee benefit plan."

Family Member-individuals who meet the definition of son, daughter, spouse or parent.

Group health plan-any plan of, or contributed to by, an employer (including a self-insured plan) to provide health care (directly or otherwise) to the employer's employees, former employees, or the families of such employees or former employees.

Health care provider-

A doctor of medicine or osteopathy who is authorized to practice medicine or surgery by the state in which the doctor practices; or

Podiatrists, dentists, clinical psychologists, optometrists, and chiropractors (limited to treatment consisting of manual manipulation of the spine to correct a subluxation as demonstrated by X ray to exist) authorized to practice in the state and performing within the scope of their practice as defined under state law; and

Nurse practitioners and nurse-midwives, and clinical social workers who are authorized to practice under state law and who are performing within the scope of their practice as defined under state law; and

Christian Science practitioners listed with the First Church of Christ Scientist in Boston, Massachusetts;

Any health care provider from whom an employer or a group health plan's benefits manager will accept certification of the existence of a serious health condition to substantiate a claim for benefits;

A health care provider as defined above who practices in a country other than the United States who is licensed to practice in accordance with the laws and regulations of that country.

In loco parentis-individuals who had or have day-to-day responsibilities for the care and financial support of a child not their biological child or who had the responsibility for an employee when the employee was a child.

Incapable of self-care-that the individual requires active assistance or supervision to provide daily self-care in several of the "activities of daily living" or "ADLs."  Activities of daily living include adaptive activities such as caring appropriately for one's grooming and hygiene, bathing, dressing, eating, cooking, cleaning, shopping, taking public transportation, paying bills, maintaining a residence, using telephones and directories, using a post office, etc.

Instructional employee-an employee employed principally in an instructional capacity by an educational agency or school whose principal function is to teach and instruct students in a class, a small group, or an individual setting, and includes athletic coaches, driving instructors, and special education assistants such as signers for the hearing impaired.  The term does not include teacher assistants or aides who do not have as their principal function actual teaching or instructing, nor auxiliary personnel such as counselors, psychologists, curriculum specialists, cafeteria workers, maintenance workers, bus drivers, or other primarily noninstructional employees.

Intermittent leave-leave taken in separate periods of time due to a single illness or injury, rather than for one continuous period of time, and may include leave or periods from an hour or more to several weeks.

Medically Necessary-certification for medical necessity is the same as certification for serious health condition.

"Needed to Care For"-the medical certification that an employee is "needed to care for" a family member encompasses both physical and psychological care.  For example, where, because of a serious health condition, the family member is unable to care for his or her own basic medical, hygienic or nutritional needs or safety or is unable to transport them self to medical treatment.  It also includes situations where the employee may be needed to fill in for others who are caring for the family member or to make arrangements for changes in care.

Parent-a biological parent or an individual who stands in loco parentis to a child or stood in loco parentis to an employee when the employee was a child. Parent does not include parent-in-law.

Physical or mental disability-a physical or mental impairment that substantially limits one or more of the major life activities of an individual.

Reduced leave schedule-a leave schedule that reduces the usual number of hours per work week, or hours per workday, of an employee.

Serious health condition

An illness, injury, impairment, or physical or mental condition that involves:

Inpatient care (i.e. an overnight stay) in a hospital, hospice or residential medical care facility including any period of incapacity (for purposes of this section, defined to mean inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment for or recovery from), or any subsequent treatment in connection with such inpatient care; or

  • Continuing treatment by a health care provider.  A serious health condition involving continuing treatment by a health care provider includes:
  • A period of incapacity (i.e., inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment for or recovery from) of more than three consecutive calendar days, including any subsequent treatment or period of incapacity relating to the same condition, that also involves:
  • Treatment two or more times by a health care provider, by a nurse or physician's assistant under direct supervision of a health care provider, or by a provider of health care services (e.g., physical therapist) under orders or, or on referral by, a health care provider; or
  • Treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the health care provider.
  • Any period of incapacity due to pregnancy or for prenatal care.
  • Any period of incapacity or treatment for such incapacity due to a chronic serious health condition.  A chronic serious health condition is one which:
  • Requires periodic visits for treatment by a health care provider or by a nurse or physician's assistant under direct supervision of a health care provider;
  • Continues over an extended period of time (including recurring episodes of s single underlying condition); and
  • May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.).
  • A period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective.  The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider.  Examples include Alzheimer's a severe stroke or the terminal stages of a disease.
  • Any period of absence to receive multiple treatments (including any period of recovery from) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), kidney disease (dialysis).

Treatment for purposes of this definition includes, but is not limited to, examinations to determine if a serious health condition exists and evaluation of the condition.  Treatment does not include routine physical examinations, eye examinations or dental examinations.  Under this definition, a regimen of continuing treatment includes, for example, a course of prescription medication (e.g., an antibiotic) or therapy requiring special equipment to resolve or alleviate the health condition (e.g., oxygen).  A regimen of continuing treatment that includes the taking of over-the-counter medications such as aspirin, antihistamines, or salves; or bed rest, drinking fluids, exercise and other similar activities that can be initiated without a visit to a health care provider, is not, by itself, sufficient to constitute a regimen of continuing treatment for purposes of FMLA leave.

Conditions for which cosmetic treatments are administered (such as most treatments for acne or plastic surgery) are not "serious health conditions" unless inpatient hospital care is required or unless complications develop.  Ordinarily, unless complications arise, the common cold, the flu, ear aches, upset stomach, ulcers, headaches other than migraine, routine dental or orthodontia problems, periodontal disease, etc., are examples of conditions that do not meet the definition of a serious health condition and do not qualify for FMLA leave.  Restorative dental or plastic surgery after an injury or removal of cancerous growths are serious health conditions provided all the other conditions of this regulation are met.  Mental illness resulting from stress or allergies may be serious health conditions, but only if all the conditions of this section are met.

Substance abuse may be a serious health condition if the conditions of this section are met.  However, FMLA leave may only be taken for treatment for substance abuse by a health care provider or by a provider of health care on referral by a health care provider.  On the other hand, absence because of the employee's use of the substance, rather than for treatment, does not qualify for FMLA leave.

Absence attributable to incapacity under this definition qualify for FMLA leave even though the employee or the immediate family member does not receive treatment from a health care provider during the absence, and even if the absence does not last more than three days.  For example, an employee with asthma may be unable to report for work due to the onset of an asthma attack or because the employee's health care provider has advised the employee to stay home when the pollen count exceeds a certain level.  An employee who is pregnant may be unable to report to work because of severe morning sickness.

Son or daughter-a biological child, adopted child, foster child, stepchild, legal ward, or a child of a person standing in loco parentis.  The child must be under age 18 or, if over 18, incapable of self-care because of a mental or physical disability.

Spouse-a husband or wife recognized by Iowa law including common law marriages.

mary_ellen_dra… Thu, 03/03/2022 - 12:17

416 - Social Media

416 - Social Media

The Webster City Community School District recognizes the growing importance of social media as a means of communication, including the use for personal and educational purposes, and acknowledges that its employees have the right under the First Amendment to speak out on matters of public concern.  In certain circumstances the District encourages the appropriate use of social media as a means to communicate, whether as an individual or as a school or related program if such use would be helpful in reaching out to the district’s various constituencies.

However, the District has a right to regulate the speech of employees in specific circumstances.  Accordingly, it is essential that employees conduct themselves in such a way that their personal and/or educational use of social media does not adversely affect their position with the district.

The District expects its employees to model responsible and appropriate conduct, both at school and away from school.  Employees’ use of social media forms, including social networking websites, personal web pages or blogs and electronic messaging are subject to the normal requirements of legal and ethical behavior within the District community.  Employees should be guided by applicable laws, District policies, and the sound professional judgment when using social media.

This policy and the related administrative regulations shall cover all forms of social media, now and hereafter existing, not just those which may be specifically listed.

 

 

Approved:    August 2016

 

dawn@iowaschoo… Wed, 12/04/2019 - 12:50

416.1 - Employee Social Media Usage

416.1 - Employee Social Media Usage

Any District approved social media site must follow the guidelines outlined by District Social Media Guidelines.  An employee using social media in his or her professional capacity as an employee of the District and/or pursuant to his or her official duties should be honest about whom he or she is, and be thoughtful and respectful when submitting or posting messages.  In addition, employees using social media for such purposes should adhere to the following guidelines:

  • District employees’ online behavior should reflect the same standards of honesty, respect and consideration they adhere in their face-to-face interactions.  The line between public and private, personal and professional are blurred in the digital world.  By virtue of identifying yourself as a Webster City Community School District employee online, you are now connected to colleagues, students, parents and the school community.  You should ensure that content associated with you is consistent with your work at the District.
  • Remember, your social networking site is an extension of your personality, and therefore an extension of your professional life and your classroom.  If it would seem inappropriate to put a certain photograph on the classroom wall – it is inappropriate to put online.
  • Do not submit or post confidential or protected information about the District, its students, alumni or employees.  You should assume that most information about a student is protected from disclosure by both federal law (the Family Educational Rights and Privacy Act (FERPA) and state law (Iowa Code Section 22.7 (1).  Disclosure of confidential or protected information may result in liability for invasion of privacy or defamation and result in disciplinary action up to, and including, discharge from employment.
  • Any information shared via social media regarding the business of the District, whether using personal or District equipment, may be considered a public record.  All information communicated through or maintained on the District’s system is subject to being monitored or inspected at any time.
  • Report, as required by law, any information found on a social networking site that falls under the mandatory reporting.
  • Proofread content before you submit or post messages.  Remember that you are writing for publication, even if it is just for a social networking site.  Refrain from making unsubstantiated statements and avoid careless comments, such as “research shows” unless you also provide full citation of the research.  Exercise caution with regards to exaggeration, colorful language, guesswork, copyrighted materials, legal conclusions, and derogatory remarks or characterizations.
  • Do not use language that could be considered defamatory, obscene, proprietary, or libelous.
  • No personal addresses or phone numbers should appear on any school website/social tool.

The District recognizes the prevalence of social media used for personal purposes and acknowledges that its employees have the right, in certain circumstances, to speak out on matters of public concern.  However, the District has the right to respond to an employee’s use of social media in other circumstances, such as when the personal use of social media interferes with the employee’s ability to perform his or her duties or affect the District’s efforts to provide educational services.

Accordingly, it is essential that employees conduct themselves in such a way that their personal use of social media does not adversely affect their position with the District.  In addition, employees using social media for such purposes should adhere to the following guidelines:

  • Employees must maintain professional relationships with current students enrolled in the District.  It is inappropriate for District employees to communicate with students enrolled in the District through social media, such as through electronic messaging or any other social networking website.  This includes becoming “friends” on such sites or otherwise allowing students to access your site page to communicate.  You should refrain from engaging in social interaction with current students enrolled in the district through personal pages on social networking websites and other personal web pages or personal electronic messaging. (Exception:  Communication between family members.)
  • You should refrain from providing your personal contact information to students currently enrolled in the District.  You should only provide your official District email address and/or telephone number as a way to communicate with students.
  • During the workday, you should refrain from participating on any personal social media regardless of whether such participation is through District or personal equipment, except when the personal account is required to access and update a District page.
  • If you submit or post information or comments that are not related to the District, your activities may still result in professional repercussions.  Such actions include, but are not limited to, posting of photographs or information that violates federal or state law and regulations and/or District policies and rules.
  • Keep in mind that you do not have control of what others may submit or post on social networking websites:  therefore, be aware that your conduct in your private life may affect your professional life.  Be vigilant about what others post about you on your page and, if necessary, take steps to remove comments that pose a risk to you or the District.
  • Never pretend to be someone else and submit or post information concerning the District.
  • District equipment should not be used for personal media access/use, whether on or off campus.

Employees who fail to comply with this policy or who make other inappropriate use of social media may be subject to disciplinary action, up to and including discharge.  If an employee has any questions about the application of this policy, he or she should consult his or her supervisor.

 

 

Approved:    August 2016

 

dawn@iowaschoo… Wed, 12/04/2019 - 12:51

416.2 - Social Media Guidelines

416.2 - Social Media Guidelines

As an official representative of Webster City Community School District, employees must present their online presence in a professional manner.  See Board Policy 416 and administrative regulation 416.1 for a full description of the online code of conduct.

An employee who wishes to establish a social media site for a District office, class, or program must obtain prior approval from his or her direct supervisor, the technology director, and the director of teaching and learning.  Before establishing such presence, the following information must be provided to the direct supervisor, the technology director, and the director of teaching and learning. 

  • Name of Office/Program/School/Classroom
  • Lead Contact (Site Administrator)
  • Other Site Administrators
  • Purpose of Social Media Presence
    • Intended use(s)
    • Intended audience(s)
    • Examples of content
    • Estimated frequency of use
    • How the social media will further the work of the office, program, school, or classroom.
    • Use of District logo’s, etc.

Images on District social media accounts should be district, office, program, school, and classroom specific.  These images can and should change periodically to reflect current activities.  All images used must follow all relevant copyright laws, as well as both federal (the Family Educational Rights & Privacy Act (FERPA) and state law (Iowa Code Section 22.7(1)).

Naming of social media pages will be done in collaboration with the Director of Teaching and Learning in order to establish consistent branding and will be determined on a case-by-case basis.  All names will include reference to Webster City Community School District.

When posting on District-Approved social media the District should always be identified as one of the following:

  • Webster City Community School District
  • Webster City Schools
  • WCCSD

No other variations should be used.  This will establish consistent institutional identity across platforms.  Specific rules will also be established for individual building and program names on a case-by-case basis in collaboration with the Director of Teaching and Learning.

All student images fall under both federal law (the Family Educational Rights and Privacy Act (FERPA) and the state law (Iowa Code Section 22.7(1)).  A list of students who are not to have images or name posted on social media will be kept at the district office.  Building administrators will be notified of those students housed in their buildings and involved in their programs who should not have any postings of their likeness on district social media sites.

The following Acceptable Use Policy must be posted on each District social media site:

Webster City Community School District (WCCSD) has created this social media site to serve as an additional means to share news, provide information, and facilitate communications within our school district community.  We thank all of the social media site users who “like/follow” our site and contribute to our online community.  Messages posted to this social media site do not necessarily represent the views of WCCSD.  WCCSD reserves the right to remove comments and/or report users who post comments which, in the school district’s sole discretion, bully, intimidate, or harass any individual; contain obscenity, nudity or gratuitous violence; are commercial solicitations; are factually erroneous, libelous, or wildly off-topic; are from anonymous blog trolls; or that otherwise violate State law, school district policy, or the social media site’s own policies.

 

 

Approved:    August 2016

 

dawn@iowaschoo… Wed, 12/04/2019 - 12:53

500 - STUDENTS

500 - STUDENTS admin@iowascho… Mon, 11/04/2019 - 12:52

500 - Objectives for Equal Educational Opportunities for Students

500 - Objectives for Equal Educational Opportunities for Students

This series of the board policy manual is devoted to the board's goals and objectives for assisting the students of the school district in obtaining an education.  Each student will have an opportunity to obtain an education in compliance with the policies in this series.

Each student attending school will have the opportunity to use it and its education program and services as a means for self-improvement and individual growth.  In so doing, the students are expected to conduct themselves in a manner that assures each student the same opportunity.

The board supports the delivery of the education program and services to students free of discrimination on the basis of race, color, national origin, sex, disability, age, religion, creed, sexual orientation, and gender identity.  This concept of equal educational opportunity serves as a guide for the board and employees in making decisions relating to school district facilities, employment, selection of educational materials, equipment, curriculum, and regulations affecting students.

In the delivery of the education program, students will treat the employees with respect and students will receive the same in return.  Employees have the best interests of the students in mind and will assist them in school-related or personal matters if they are able to do so.  Students should feel free to discuss problems, whether school-related or personal, with the guidance counselor or other employees.

Board policies, rules and regulations affect students while they are on school district property or on property within the jurisdiction of the school district; while on school owned and/or operated school or chartered vehicles; while attending or engaged in school activities; and while away from school grounds if misconduct will directly affect the good order, efficient management and welfare of the school district.

Board policy refers to the term "parents" in many of the policies.  The term parents for purposes of this policy manual will mean the legal parents, the legal guardian or custodian of a student or students, who have reached the age of majority or are otherwise considered an adult by law.

Inquiries by students regarding compliance with equal educational opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, are directed to the District’s Equity Coordinator, Dr. Mandy Ross, Webster City Community School District, 820 Des Moines Street, Webster City, IA  50595, Phone:  515-832-9200, Email Address: mandy_ross@webster-city.k12.ia.us.

Inquiries by students regarding compliance with equal educational opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, may also be directed in writing to the Director of the Region VII office of Civil Rights, U.S. Department of Education 8930 Ward Parkway, Suite 2037, Kansas City, MO.  64114 (816) 268-0550  or Iowa Dept. of Education, Grimes State Office Bldg., Des Moines, IA. (515) 281-5294.  This inquiry or complaint to the federal or state office may be done instead of, or in addition to, an inquiry or complaint at the local level.

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

 

 

Approved:  March 2007
Reviewed:  October 2016
Revised:     March 2019

 

dawn@iowaschoo… Fri, 11/22/2019 - 11:41

501 - Student Attendance

501 - Student Attendance dawn@iowaschoo… Fri, 11/22/2019 - 11:44

501.1 - Resident Students

501.1 - Resident Students

Children who are residents of the school district community will attend the school district without paying tuition.

The residence of a student means the place, abode, or dwelling of the student.  Generally, the legal dwelling of minors is the same as their parents.  However, a student may establish a dwelling with someone other than the parents and attend public school in the school district without paying tuition if the primary purpose for residing in the school district is not for the purpose of obtaining a free public education.  Further, students who have reached the age of majority and who are still eligible to attend an Iowa secondary school may declare their residence independent of the residence of the parents.

Each case involving the bona fide residence of a student will be decided upon its individual merits by the superintendent.

 

 

Cross Reference:         
102      School District Instructional Organization

501      Student Attendance

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 11:44

501.2 - Nonresident Students

501.2 - Nonresident Students

Students who are eligible to attend an Iowa public school but who are not legal residents of the school district may be admitted into the school district at the discretion of the superintendent upon application and payment of tuition.  The tuition rate shall be the current per-pupil cost of the school district as computed by the board secretary and as authorized by the Iowa Department of Education.

Resident students whose families move from the school district after the start of a semester and who wish to complete the semester in the school district may be permitted to attend without the payment of tuition at the discretion of the superintendent and approval of the board.  Students who plan to open enroll to the nonresident district may complete the school year without approval of the superintendent or board.  These students, other than students in grades eleven and twelve, must have the recommendation of the principal.

Students in grades eleven or twelve who are no longer residents of the school district, but were residents in the preceding school year, may continue to attend school until they graduate without the payment of tuition.  These students may be required to identify an adult, who resides in the school district, for purposes of administration.

Nonresident students who are eligible to attend an Iowa public school and who have evidence they will become legal residents of the school district prior to the third Friday in September may be allowed to attend without the payment of tuition.

 

 

Cross Reference:         
501      Student Attendance

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 11:45

501.3 - Compulsory Attendance

501.3 - Compulsory Attendance

Parents within the school district who have children over age six and under age sixteen by September 15, in proper physical and mental condition to attend school, will have the children attend the school district at the attendance center designated by the board.  Students will attend school the number of days school is in session in accordance with the school calendar.  Students of compulsory attendance age will attend school a minimum of [168 days or 1040 hours].  Students not attending the minimum days must be exempted by this policy as listed below or, referred to the county attorney.  Exceptions to this policy include children who:

  • have completed the requirements for graduation in an accredited school or have obtained a high school equivalency diploma;
  • are attending religious services or receiving religious instruction;
  • are attending an approved or probationally approved private college preparatory school;
  • are attending an accredited nonpublic school;
  • are receiving independent private instruction; or,
  • are receiving competent private instruction.

It is the responsibility of the parent of a child to provide evidence of the child's mental and physical inability to attend school or of the child's qualifications for one of the exceptions listed above.

The principal will investigate the cause for a student's truancy.  If the principal is unable to secure the truant student's attendance, the principal should discuss the next step with the school board.  If after school board action, the student is still truant, principal will refer the matter over to the county attorney.

The school will participate in mediation if requested by the county attorney.  The superintendent will represent the school district in mediation.  The school district will monitor the student's compliance with the mediation agreement and will report violations of the mediation agreement to the county attorney.

 

 

Cross Reference:           
501    Student Attendance

601.1 School Calendar
604.1 Competent Private Instruction

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 11:46

501.4 - Entrance - Admissions

501.4 - Entrance - Admissions

Children in the school district community will be allowed to enroll in the school district's regular education program beginning at age five.  The child must be age five on or prior to September 15 to participate in the school district's pre-pre-kindergarten program.  The child must be age six on or prior to September 15 to begin the first grade of the education program.

The board shall require evidence of age and residency in the form of a birth certificate or other evidence before the student may enroll in the school district's education program.  It shall be within the discretion of the superintendent to determine what is satisfactory evidence for proof of age.

Prior to enrollment, the child must provide the administration with their health and immunization certificate.  Failure to provide this information within the time period set by the superintendent shall be reason for suspension, expulsion or denying admission to the student.

 

 

Cross Reference:         
501      Student Attendance

507.1   Student Health and Immunization Certificates

Approved:  March 2007
Reviewed:  October 2016
Revised:     January 2015

 

dawn@iowaschoo… Fri, 11/22/2019 - 11:55

501.5 - Attendance Center Assignment

501.5 - Attendance Center Assignment

The Board shall determine the boundaries for each attendance center. District Administration shall determine assignment of students to an attendance center based on any boundaries determined by the Board.

Efforts shall be made to maintain elementary (K-4) class sizes of 23 or fewer students. Placement of elementary students may be made based on class size, program needs of students, and other factors on a case-by-case basis. However, every effort shall be made to keep siblings together that would attend in the same building.

In compliance with HF 598, parents or guardians may request that twin siblings (or other levels of multiples) be placed in the same classroom or different classrooms. This request shall be honored unless the principal determines that the placement would create a classroom disruption. After the first grading period of the school year, the principal and the students’ teachers may determine that the placement was disruptive and the students can be placed in different classes.

 

 

Cross Reference:         
501      Student Attendance

Approved:  March 2007
Reviewed:  December 2019
Revised:     January 2020

 

dawn@iowaschoo… Fri, 11/22/2019 - 11:56

501.6 - Student Transfers In

501.6 - Student Transfers In

Students who transfer into the school district must meet the immunization and age requirements set out for students who initially enroll in the school district.

The school district shall request the student's cumulative records from the previous school district.  If the student cannot offer proof of grade level, the superintendent will make the grade level determination.  The superintendent may require testing or other information to determine the grade level.  Students expelled or suspended from their previous school district will only be enrolled after approval of the board.

The superintendent shall determine the amount of credits to be transferred.  If the student has not previously attended an accredited school, it is within the superintendent's discretion to accept or reject credits or grades.

The board may deny admission if the student is not willing to provide the board with the necessary information.

 

 

Cross Reference:         
501      Student Attendance

505.4   Student Honors and Awards
507      Student Health and Well-Being
604.1   Competent Private Instruction

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 11:58

501.7 - Student Transfers Out or Withdrawals

501.7 - Student Transfers Out or Withdrawals

If the student's parents wish to withdraw or transfer the student from school prior to completing and graduating from the education program, they should notify the superintendent in writing as soon as possible of the decision to withdraw or transfer the student from the education program.  The student or parent should present this written notice at the office and receive instructions regarding the return of textbooks, library books, locker equipment, hot lunch tickets, etc. 

The notice should state the student's final day of attendance.  If the student is not enrolling in another school district, the school district will maintain the student's records in the same manner as the records of students who have graduated from the school district.

If the parents wish to have the student's cumulative record sent to the new school district, the parents must notify the superintendent in writing.  This notice will include the name of the school district and the person at the new school district to whom the student's cumulative records should be sent.  If the new school district requests the student's cumulative records, the school district will forward the cumulative records and notify the parents the records have been sent.  The notice will inform the parents of their right to review the records sent.

If the student is of compulsory education age and not transferring to another public school district or an accredited nonpublic school, the parents will notify the superintendent that the student is receiving competent private instruction and file the necessary competent private instruction reports.

 

 

Cross Reference:         
501      Student Attendance

506      Student Records
604.1   Competent Private Instruction

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 11:59

501.8 - Student Absences - Excused

501.8 - Student Absences - Excused

Regular attendance by students is essential for students to obtain the maximum opportunities from the education program.  Parents and students alike are encouraged to ensure an absence from school is a necessary absence.  Students shall attend school unless excused by the principal of their attendance center.

Student absences approved by the principal shall be excused absences.  Excused absences shall count as days in attendance for purposes of the truancy law.  These absences include, but are not limited to, illness, family emergencies, recognized religious observances, appointments that cannot be scheduled outside the school day and school-sponsored or approved activities.

Students whose absences are approved shall make up the work missed and receive full credit for the missed school work.  It shall be the responsibility of the student to initiate a procedure with the student's teacher to complete the work missed.

Students who wish to participate in school-sponsored activities must attend school in the afternoon of the day of the activity unless permission has been given by the principal for the student to be absent.

It shall be the responsibility of the parent to notify the student's attendance center as soon as the parent knows the student will not be attending school on that day.  The principal may request evidence or written verification of the student's reason for absence.

It shall be the responsibility of the superintendent, in conjunction with the principal, to develop administrative regulations regarding this policy.

 

 

Cross Reference:         
501      Student Attendance

503      Student Discipline
504      Student Activities
506      Student Records

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 12:01

501.9 - Truancy - Unexcused Absences

501.9 - Truancy - Unexcused Absences

Regular attendance by the students at school is essential for students to obtain the maximum opportunities from the education program.  Parents and students alike are encouraged to ensure an absence from school is a necessary absence.  Students shall attend school unless excused by the principal of their attendance center.

Truancy is the failure to attend school for the minimum number of days established in the school calendar by the board.  Truancy is the act of being absent without a reasonable excuse.  These absences shall include, but not be limited to, tardiness or shopping.  Truancy will not be tolerated by the board.

Students are subject to disciplinary action for truancy including suspension and expulsion.  It shall be within the discretion of the principal to determine, in light of the circumstances, whether a student may make up work missed because of truancy.  Students receiving special education services will not be assigned to in-school suspension unless the goals and objectives of the student's Individualized Education Program are capable of being met.

It shall be the responsibility of the superintendent, in conjunction with the principal, to develop administrative regulations regarding this policy.  The administrative regulations shall indicate the disciplinary action to be taken for truancy.

 

 

Cross Reference:         
206.3   Secretary

501      Student Attendance
503      Student Discipline
504      Student Activities
506      Student Records

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 12:03

501.9R1 - Truancy - Unexcused Absences Regulation

501.9R1 - Truancy - Unexcused Absences Regulation

I.    General Attendance Policy

     A.  Absences

  1. Parents are expected to notify the school prior to 8:00 a.m. regarding a student's absence on the day of the absence.  All absences must be reported within one day of the absence to be considered excused.

    Students absent from school for any reason may be required by the school to submit a written explanation or specific reason for their absence, the specific days of times they were absent, verification by the doctor or dentist where appropriate, and a signature of the parent.             

  1. Acceptable reasons for a student's absence from school are limited to the following:
    a. 
    religious observances;
    b. 
    extended illness, hospitalization or doctor's care;
    c.
      death in the family;
    d.
      family emergency – approved by a building administrator;
    e.
      court appearance or other legal situation beyond the control of the family.
  1. Classes missed because of attendance at a school-sponsored trip or activity will not be considered an absence.  However, the student will be required to make up work missed.
  1. Suspensions from class in-school suspension will be treated as school-initiated student absences and will not count toward the days absent.  However, the student will be required to make up work missed.
  1. Students who are absent will have an additional day to complete work for full credit. Additional days are at the discretion of the teacher.

     B.  Tardiness

  1. A student is tardy when the student initially appears in the assigned area any time after the designated starting time.
  1. All incidents of class tardiness will be the responsibility of the teacher.  Teachers will emphasize the importance of being on time and explain the classroom rules and procedures for tardies.  The tardy sanctions should be consistently applied and sequential.  Sanctions may include, but are not limited to, warning, assigned detention, parent contact and referral to the assistant principal.

     C.  Truancy

  1. A student is truant when the student is absent from school or an assigned class or classes without school permission.
  1. Work missed because of truancy must be made up the same as work for all other absences.
  1. Incidents of truancy will be recorded as part of a student's attendance record and will count toward the absences per semester.  The assistant principal will also determine what, if any, disciplinary action is appropriate including, but not limited to, warning, detention, in-school suspension or administrative referral.

II.     Excessive Absenteeism

     A.  Excessive absenteeism is any absence beyond three (3) days for unexcused absences or more than eight (8) total absences of any individual class
          period per semester. 

          When a student has been absent from school/class 4-7-8 or more times during a semester, the teacher or the Associate Principal will inform the
          Parent/Guardian of the student's status.  The Associate Principal/Truancy Officer or designated staff member will notify the student and
          parent/guardian of the excessive absences.

 

III.    Application of Sanctions

     A.  Excessive absences will result in the following:

  1. If a student is absent four (4) days from any given class, the Parent/Guardian will be notified via mail of the student’s excessive absenteeism.
  1. If a student is absent seven (7) days from any given class, a meeting with the Parent/Guardian will be called to discuss the student’s excessive absenteeism.
  1. If a student is absent nine (9) days from any given class, the student may be dropped from that class and will receive no credit for the class.
  1. If a student is absent (9) days in (5) or more individual classes, the student may be dropped from the regular school program and referred to the student assistance team pursuant to the district's plan for at-risk students.

IV.    Appeals

     A.  First level of appeal

  1. When notified that the student has exceeded three (3) days or class periods, the parent should contact the teacher and principal to discuss the student's attendance and prevent any further absences.
  1. When notified that the student has exceeded eight (8) absences and that the student will be dropped from a class or school, the student and parent may file a written appeal with the Associate Principal within five (5) school days of the notification.  Sanctions imposed under this policy will be final unless a written appeal is submitted to the Associate Principal.
  1. Written appeals will be referred to the Associate Principal.
  1. The student will remain in the class or in school pending completion of the appeals process.
  1. The informal appeals hearing will be scheduled within five (5) school days after the appeal is filed.  The Principal will consider the following in reaching a decision:
    a. 
    absences caused by religious holidays, documented chronic or extended illness, hospitalization, family death or emergency, emergency medical or dental care, court appearances or other legal situations beyond the control of the family, school-related class or program activities;
    b. 
    attendance history of the student;
    c. 
    extenuating circumstances particular to the student;
    d. 
    educational alternatives to removal from class or school; or
    e. 
    the total educational program for the individual student.
  1.    The decision of the Principal will be reached within one day of the hearing.  The parent will be notified of the decision in writing.

 

     B.  Second Level of Appeal

          Students and parents seeking a review of the Superintendent’s decision regarding sanctions rendered under this attendance policy may do so by filing
          a written request for review with the Superintendent within five days after the decision.  The Superintendent will determine an agreeable time, place
          and date for the review and notify the student and parent/guardian.  At the conclusion of the review, the Superintendent shall affirm, reverse or modify
          the Principal’s decision.

 

     C.   Appeal to Board of Directors

           Students and parents may appeal the superintendent's decision by filing a written request for review by the board within five days with the board
           secretary.  It is within the discretion of the board to determine whether to hear the appeal.  If the appeal is accepted, the board secretary will determine
           an agreeable time, place and date for the review and notify the interested persons.  At the conclusion of the review, the board may affirm, reverse or
           modify the superintendent's decision.

 

 

dawn@iowaschoo… Fri, 11/22/2019 - 12:04

501.10 - Student Release During School Hours

501.10 - Student Release During School Hours

Students may be allowed to leave the school district facilities when they are not scheduled to be in class.  Students who violate school rules may have this privilege suspended.

It shall be the responsibility of the superintendent, in conjunction with the principal, to develop administrative regulations regarding this policy.

 

 

Cross Reference:         
501      Student Attendance

503      Student Discipline
504      Student Activities
506      Student Records

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 12:56

501.11 - Pregnant Students

501.11 - Pregnant Students

The board encourages pregnant students to continue to attend the education program as long as they are physically able.  The pregnant student may notify the principal or the guidance counselor as soon as she is aware of the pregnancy.  The school may require that a pregnant student provide the principal with a written note from her doctor relative to special conditions that might exist and specific suggestions as to how long the student may continue to attend classes.  If the student is unable to attend school because of her pregnancy, the student may be excused and arrangements made to continue her studies during her absence.  The student shall resume classes upon the recommendation of her physician.

 

 

Cross Reference:         
501      Student Attendance

604.2   Individualized Instruction

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 12:57

501.12 - Married Students

501.12 - Married Students

The board encourages married students to continue attending the education program in order to graduate.

Married students may attend without paying tuition as long as they are eligible to attend an Iowa public school and are a resident of the school district.

If requested, a married student with family responsibilities may have classes scheduled in blocks so as much time as possible can be spent fulfilling family responsibilities.  Husbands and wives will not necessarily be scheduled in the same class sections.

 

 

Cross Reference:         
501      Student Attendance

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 12:59

501.13 - Students of Legal Age

501.13 - Students of Legal Age

Students who have attained legal age may continue the education program without payment of tuition as long as they are eligible to attend an Iowa public school and are residents of the school district.

Parents will be allowed to access and view the student's records without written permission from the student if the student is still a dependent for tax purposes.  In most cases, with the discretion of the principal or the superintendent, the student will be able to make decisions and sign documents rather than requiring parental permission or signature.

 

 

Cross Reference:         
501      Student Attendance

506      Student Records

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 13:00

501.14 - Open Enrollment Transfers - Procedures as a Sending District

501.14 - Open Enrollment Transfers - Procedures as a Sending District

The school district will participate in open enrollment as a sending district.  As a sending district, the board will allow resident students who meet the requirements to open enroll to another public school district.

Parents requesting open enrollment out of the school district for their student will notify the sending and receiving school district no later than March 1 in the school year preceding the first year desired for open enrollment.  The notice is made on forms provided by the Department of Education.  The forms are available at the central administration office.

Parents of children who will begin pre-pre-kindergarten in the school district are exempt from the open enrollment March 1 deadline.  Parents of children who will begin pre-pre-kindergarten will file in the same manner set forth above by September 1.  Parents who have good cause as defined by law for failing to meet the March 1 deadline may make an open enrollment request by September 1 unless another deadline applies.

The receiving district will approve open enrollment requests according to the timelines established by law.  The parents may withdraw the open enrollment request prior to the start of the school year.  The receiving district’s superintendent will notify the parents and sending school district by mail within five days of the school district’s action to approve or deny the open enrollment request. 

The board may approve a student's request to allow the receiving district, up to two miles, to enter the school district for the purposes of transportation.  

An open enrollment request out of the school district from parents of a special education student is reviewed on a case-by-case basis.  The determining factor for approval of such an open enrollment request will be whether the special education program available in the receiving school district is appropriate for the student's needs.  The area education agency director of special education serving the receiving district will determine whether the program is appropriate.  The special education student will remain in the school district until the final determination is made.

It is the responsibility of the superintendent to maintain open enrollment request applications and notice forms.  It will also be the responsibility of the superintendent to develop appropriate office procedures and administrative regulations necessary for open enrollment requests.

 

 

Cross Reference:         
501      Student Attendance
506      Student Records

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 13:01

501.15 - Open Enrollment Transfers - Procedures as a Receiving District

501.15 - Open Enrollment Transfers - Procedures as a Receiving District

The school district will participate in open enrollment as a receiving district.  As a receiving district, the board will allow nonresident students, who meet the legal requirements, to open enroll into the school district.  The board will have complete discretion to determine the attendance center of the students attending the school district under open enrollment.

The superintendent will approve all timely filed applications by June 1; incoming pre-pre-kindergarten applications; good cause application; or continuation of an educational program application filed by the third Thursday of the following September.

The superintendent will notify the sending school district and parents within five days of the school district’s action to approve or deny the open enrollment request.  The superintendent will also forward a copy of the school district’s action with a copy of the open enrollment request to the Iowa Department of Education.

Open enrollment requests into the school district will not be approved if insufficient classroom space exists.  Open enrollment requests into the school district will also not be approved for students who have been suspended or expelled by the administration or the board of the school district the student is or was attending until the student has been reinstated into the school district from which the student was suspended or expelled.  Once the student is reinstated, the student's open enrollment request will be considered in the same manner as other open enrollment requests provided the required timelines are met.

Open enrollment requests into the school district that, if denied, would result in students from the same nuclear family being enrolled in different school districts, will be given highest priority.  The board, in its discretion, may waive the insufficient classroom space reason for denial for students of the same nuclear family to prevent the division of a nuclear family between two school districts.  Other open enrollment requests into the school district are considered in the order received by the school district with the first open enrollment request given a higher priority than the second open enrollment request and so forth.

Generally, students in grades nine through twelve open enrolling into the school district will not be eligible for participation in interscholastic athletics, at the varsity level, during the first ninety school days of open enrollment into the school district.

Parents are responsible for providing transportation to and from the receiving school district without reimbursement unless the parents qualify for transportation assistance.  Upon a parent's request, the board may approve transportation into the sending district.  (The transportation is limited to within two miles of the district boundary/current bus route.)  The board's approval is subject to the sending district's approval.

An open enrollment request into the school district from parents of a special education student is reviewed on a case-by-case basis.  The determining factors for approval of such an open enrollment request will be whether the special education program available in the school district is appropriate for the student's needs and whether the enrollment of the special education student will cause the class size to exceed the maximum allowed.  The area education agency director of special education serving the school district will determine whether the program is appropriate.  The special education student will remain in the sending district until the final determination is made.

The policies of the school district will apply to students attending the school district under open enrollment.

It is the responsibility of the superintendent to develop appropriate office procedures and administrative regulations necessary for open enrollment requests.

 

 

Cross Reference:         
501.6   Student Transfers In

501.7   Student Transfers Out or Withdrawals
501.14 Open Enrollment Transfers - Procedures as a Sending District
506      Student Records
507      Student Health and Well-Being
606.8   Insufficient Classroom Space

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 13:03

501.16 - Homeless Children and Youth

501.16 - Homeless Children and Youth

The board will make reasonable efforts to identify homeless children and youth of school age within the district, encourage their enrollment and eliminate existing barriers to their receiving an education which may exist in district policies or practices.  The designated coordinator for identification of homeless children and for tracking and monitoring programs and activities for these children is the homeless liaison.

 

 

Cross Reference:         
501      Student Attendance

503.3   Fines - Fees - Charges
506      Student Records
507.1   Student Health and Immunization Certificates
603.3   Special Education
711.1   Student School Transportation Eligibility

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 13:06

502 - Student Rights and Responsibilities

502 - Student Rights and Responsibilities dawn@iowaschoo… Fri, 11/22/2019 - 13:08

502.1 - Student Appearance

502.1 - Student Appearance

The board believes appropriate student appearance will not cause a material and substantial disruption to the school environment or present a threat to the health and safety of students, employees and visitors.

Students are expected to adhere to standards of cleanliness and dress that are compatible with the requirements of a good learning environment.  The standards will be those generally acceptable to the community as appropriate in a school setting.

The board expects students to be clean and well-groomed and wear clothes in good repair and appropriate for the time, place and occasion.  Clothing or other apparel promoting products illegal for use by minors and clothing displaying obscene material, profanity, or reference to prohibited conduct are disallowed.  While the primary responsibility for appearance lies with the students and their parents, appearance disruptive to the education program will not be tolerated.  When, in the judgment of a principal, a student's appearance or mode of dress disrupts the educational process or constitutes a threat to health or safety, the student may be required to make modifications.

It shall be the responsibility of the superintendent, in conjunction with the principals, to develop administrative regulations regarding this policy.

 

 

Cross Reference:         
500      Objectives for Equal Educational Opportunities for Students

502      Student Rights and Responsibilities

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 13:09

502.2 - Care of School Property/Vandalism

502.2 - Care of School Property/Vandalism

Students shall treat school district property with care and respect.  Students found to have destroyed or otherwise harmed school district property may be required to reimburse the school district.  They may be subject to discipline under board policy and the school district rules and regulations.  They may also be referred to local law enforcement authorities.

It shall be the responsibility of the superintendent, in conjunction with the principal, to develop administrative rules regarding this policy.

 

 

Cross Reference:         
502      Student Rights and Responsibilities

802.1   Maintenance Schedule

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 13:11

502.3 - Use of Bicycles

502.3 - Use of Bicycles

Riding a bicycle or a motorized bike to school and parking it at the student's attendance center is a privilege.  Students who fail to follow the regulations set by the building principal will be subject to withdrawal of the privilege to ride a bicycle to the attendance center and may also be subject to other disciplinary action.

It shall be the responsibility of the principal to develop and enforce administrative rules for students riding bicycles to and parking them at the attendance center.

 

 

Cross Reference:          502      Student Rights and Responsibilities

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 13:18

502.4 - Use of Motor Vehicles

502.4 - Use of Motor Vehicles

The board recognizes the convenience to families and students of having students drive to and park at their school attendance center.  Driving a motor vehicle to and parking it at the student's attendance center is a privilege.

Students must have completed 8th grade.

Students who drive to and park at their school attendance center shall only drive to and park at their designated attendance center.  Students may not loiter around or be in their vehicle during the school day without permission from the principal.  Students shall leave their attendance center when there is no longer a legitimate reason for them to be at their attendance center.  Students who drive shall enter and leave the parking lot by the routes designated by the High School Principal. 

Students who live within one mile of school are not allowed a school permit. School permits shall be administered by the High School Principal.

Students who wish to drive to and park at their school attendance center shall comply with the rules and regulations established by the building principal.  Failure to comply with this policy or the school district rules shall be reason for revocation of school driving and parking privileges as well as other disciplinary action including suspension and expulsion.

 

 

Cross Reference:         
502      Student Rights and Responsibilities

Approved:  March 2007
Reviewed:  October 2016
Revised:     July 2019

    

dawn@iowaschoo… Fri, 11/22/2019 - 13:19

502.4R - School Permit Eligibility Guidelines

502.4R - School Permit Eligibility Guidelines
  • Students must live one mile from attendance center and be involved in an activity in which the district does not provide transportation.
  • Students living less than one mile from their designated attendance center and are involved in an activity that requires attendance at one of the following Board of Education designated locations is eligible for a school permit:
    • Briggs Woods Golf Course
    • Links Golf Course
    • Diamond in the Rough
      • Driving to one of the above designated sites is allowed once school sanctioned practices begin. It is not allowed before school sanctioned practices begin or after school sanctioned practices end.

 

dawn@iowaschoo… Fri, 11/22/2019 - 13:21

502.5 - Freedom of Expression

502.5 - Freedom of Expression

Student expression, other than student expression in student-produced official school publications, made on the school district premises or under the jurisdiction of the school district or as part of a school-sponsored activity may be attributed to the school district; therefore, student expression must be responsible.  Student expression must be appropriate to assure that the students learn and meet the goals of the school activity and that the potential audience is not exposed to material that may be harmful or inappropriate for their level of maturity.

Students will be allowed to express their viewpoints and opinions as long as the expression is responsible.  The expression shall not, in the judgment of the administration, encourage the breaking of laws, defame others, be obscene or indecent, or cause a material and substantial disruption to the educational program.  The administration, when making this judgment, shall consider whether the activity in which the expression was made is school-sponsored and whether review or prohibition of the students' speech furthers an educational purpose.  Further, the expression must be done in a reasonable time, place, and manner that is not disruptive to the orderly and efficient operation of the school district.

Students who violate this policy may be subject to disciplinary measures.  Employees shall be responsible for insuring students' expression is in keeping with this policy.  It shall be the responsibility of the superintendent to develop administrative regulations regarding this policy.

 

 

Cross Reference:         
502      Student Rights and Responsibilities

504      Student Activities
603.9   Academic Freedom
904.5   Distribution of Materials

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 13:23

502.6 - Student Complaints and Grievances

502.6 - Student Complaints and Grievances

Student complaints and grievances regarding board policy or administrative regulations and other matters should be addressed to the student's teacher or another licensed employee, other than the administration, for resolution of the complaint.  It is the goal of the board to resolve student complaints at the lowest organizational level.

If the complaint cannot be resolved by a licensed employee, the student may discuss the matter with the principal within three school days of the employee's decision.  If the matter cannot be resolved by the principal, the student may discuss it with the superintendent within three school days after speaking with the principal.

If the matter is not satisfactorily resolved by the superintendent, the student may ask to have the matter placed on the board agenda of a regularly scheduled board meeting in compliance with board policy.

 

 

Cross Reference:         
214.1   Board Meeting Agenda

215      Public Participation in Board Meetings
309      Communication Channels
502      Student Rights and Responsibilities
504.3   Student Publications

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 13:25

502.7 - Student Lockers

502.7 - Student Lockers

Student lockers are the property of the school district.  Students will use the lockers assigned to them by the school district for storing their school materials and personal belongings necessary for attendance at school.  It is the responsibility of students to keep their assigned lockers clean and undamaged.

To ensure students are properly maintaining their assigned lockers, the principal of the building may periodically inspect all or a random selection of lockers.  Either students or another individual will be present during the inspection of lockers.  Student lockers may also be searched, at any time and without advance notice, in compliance with board policy regulating search and seizure.

 

 

Cross Reference:         
502      Student Rights and Responsibilities

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 13:27

502.8 - Weapons

502.8 - Weapons

The board believes weapons, other dangerous objects and look-a-likes in school district facilities cause material and substantial disruption to the school environment or present a threat to the health and safety of students, employees and visitors on the school district premises or property within the jurisdiction of the school district.

School district facilities are not an appropriate place for weapons, dangerous objects and look-a-likes.  Weapons and other dangerous objects and look-a-likes may be taken from students and others who bring them onto the school district property or onto property within the jurisdiction of the school district or from students who are within the control of the school district.

Parents of students found to possess weapons, dangerous objects or look-a-likes on school property are notified of the incident.  Possession or confiscation of weapons or dangerous objects will be reported to law enforcement officials, and students may be subject to disciplinary action including suspension or expulsion.

Students bringing firearms to school or knowingly possessing firearms at school will be expelled for not less than one year.  The superintendent has the authority to recommend this expulsion requirement be modified for students on a case-by-case basis.  For purposes of this portion of this policy, the term "firearm" includes, but is not limited to, any weapon which is designed to expel a projectile by the action of an explosive, the frame or receiver of any such weapon, a muffler or silencer for such a weapon, or any explosive, incendiary or poison gas.

Weapons under the control of law enforcement officials are exempt from this policy.  The principal may allow authorized persons to display weapons, other dangerous objects or look-a-likes for educational purposes.  Such a display will also be exempt from this policy.  It is the responsibility of the superintendent, in conjunction with the principal, to develop administrative regulations regarding this policy.

 

 

Cross Reference:         
502      Student Rights and Responsibilities

503      Student Discipline
507      Student Health and Well-Being

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 13:29

502.9 - Smoking - Drinking - Drugs

502.9 - Smoking - Drinking - Drugs

The board prohibits the distribution, dispensing, manufacture, possession, use, or being under the influence of beer, wine, alcohol, tobacco, other controlled substances, or "look alike" substances that appear to be tobacco, beer, wine, alcohol or controlled substances by students while on school district property or on property within the jurisdiction of the school district; while on school owned and/or operated school or chartered buses; while attending or engaged in school activities; and while away from school grounds if the misconduct will directly affect the good order, efficient management and welfare of the school district.

The board believes such illegal, unauthorized or contraband materials generally cause material and substantial disruption to the school environment or present a threat to the health and safety of students, employees, or visitors.

Violation of this policy by students may result in disciplinary action including suspension or expulsion.  Use, purchase or being in possession of cigarettes, tobacco or tobacco products for those under the age of eighteen, may be reported to the local law enforcement authorities.  Possession, use or being under the influence of beer, wine, alcohol and/or of a controlled substance may also be reported to the local law enforcement authorities.

Students who violate the terms of this policy may be required to satisfactorily complete a substance abuse assistance or rehabilitation program approved by the school board.  If such student fails to satisfactorily complete such a program, the student may be subject to discipline including suspension or expulsion.

The board believes the substance abuse prevention program shall include:

  • Age-appropriate, developmentally-based drug and alcohol curriculum for students in grades pre-pre-kindergarten through twelve, which address the legal, social, and health consequences of tobacco, drug and alcohol use and which provide information about effective techniques for resisting peer pressure to use tobacco, drugs or alcohol;
  • A statement to students that the use of illicit drugs and the unlawful possession and use of alcohol is wrong and harmful;
  • Standards of conduct for students that clearly prohibit, at a minimum, the unlawful possession, use, being under the influence of or distribution of illicit drugs and alcohol by students on school premises or as part of any of its activities;
  • A clear statement that disciplinary sanctions, up to and including suspension or expulsion and referral for prosecution, will be imposed on students who violate the policy and a description of those sanctions;
  • A statement that students may be required to successfully complete an appropriate rehabilitation program;
  • Information about drug and alcohol counseling and rehabilitation and re-entry programs available to students;
  • A requirement that parents and students be given a copy of the standards of conduct and the statement of disciplinary sanctions required; and
  • Notification to parents and students that compliance with the standards of conduct is mandatory.

It shall be the responsibility of the superintendent, in conjunction with the principal, to develop administrative regulations regarding this policy.

 

 

Cross Reference:         
502      Student Rights and Responsibilities

503      Student Discipline
507      Student Health and Well-Being

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 13:31

502.10 - Search and Seizure

502.10 - Search and Seizure

School district property is held in public trust by the board.  School district authorities may, without a search warrant, search students or protected student areas based on a reasonable and articulable suspicion that a school district policy, rule, regulation or law has been violated.  The search shall be in a manner reasonable in scope to maintain order and discipline in the schools, promote the educational environment, and protect the safety and welfare of students, employees and visitors to the school district facilities.  The furnishing of a locker, desk or other facility or space owned by the school and provided as a courtesy to a student, even if the student provides the lock for it, shall not create a protected student area and shall not give rise to an expectation of privacy with respect to the locker, desk, or other facility.

School authorities may seize any illegal, unauthorized or contraband materials discovered in the search.  Items of contraband may include, but are not limited to, nonprescription controlled substances, marijuana, cocaine, amphetamines, barbiturates, apparatus used for controlled substances, alcoholic beverages, tobacco, weapons, explosives, poisons and stolen property.  Such items are not to be possessed by a student while they are on school district property or on property within the jurisdiction of the school district; while on school owned and/or operated school or chartered buses; while attending or engaged in school activities; and while away from school grounds if misconduct will directly affect the good order, efficient management and welfare of the school district.  Possession of such items will be grounds for disciplinary action including suspension or expulsion and may be reported to local law enforcement officials.  The board believes that illegal, unauthorized or contraband materials may cause material and substantial disruption to the school environment or presents a threat to the health and safety of students, employees, or visitors on the school district premises or property within the jurisdiction of the school district.

It shall be the responsibility of the superintendent, in conjunction with the principals, to develop administrative regulations regarding this policy.

 

 

Cross Reference:         
502      Student Rights and Responsibilities

503      Student Discipline

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 13:33

502.10E1 - Search and Seizure Checklis

502.10E1 - Search and Seizure Checklis

I.       What factors caused you to have a reasonable and articulable suspicion that the search of this student or the student's effects or automobile would turn up evidence that the student has violated or is violating the law, school policy, rules or regulations affecting school order?

     A.  Eyewitness account.

          1.  By whom:  _____________________________________________
          2.  Date/Time:  ____________________________________________
          3.  Place:  ________________________________________________
          4.  What was seen:  ________________________________________

     B.  Information from a reliable source.

          1.  From whom:  ___________________________________________
          2.  Time received:  _________________________________________
          3.  How information was received:  ____________________________
          4.  Who received the information:  _____________________________
          5.  Describe information:  ____________________________________
               ______________________________________________________

     C.  Suspicious behavior?  Explain.
          _________________________________________________________
          _________________________________________________________
          _________________________________________________________
          _________________________________________________________

     D. Student's past history?  Explain. 
          _________________________________________________________
          _________________________________________________________
          _________________________________________________________
          _________________________________________________________

     E.  Time of search:  ________________

     F.  Location of search:  _________________________________________

     G.  Student told purpose of search:  _______________________________

     H.  Consent of student requested:  ________________________________

 

II.  Was the search you conducted reasonable in terms of scope and intrusiveness?

     A.  What were you searching for:  ________________________________ 

     B.  Where did you search:  _____________________________________

     C.  Sex of the student:  ________________________________________

     D.  Age of the student:  ________________________________________

     E.  Emergency of the situation:  _________________________________

     F.  What type of search was being conducted:  _____________________

     G.  Who conducted the search: _________________________________
           Position:  ________________________  Sex:  __________________

     H.  Witness(s):
          ________________________________________________________

 

III.  Explanation of Search.

     A.  Describe exactly what was searched:  _________________________
         ________________________________________________________

     B.  What did the search yield:  __________________________________
         ________________________________________________________

     C.  What was seized:  ________________________________________

     D.  Were any materials turned over to law enforcement officials?  
         ________________________________________________________

     E.  Were parents notified of the search including the reason for it and the scope:
         ________________________________________________________

 

dawn@iowaschoo… Fri, 11/22/2019 - 13:37

502.10R1 - Search and Seizure Regulation

502.10R1 - Search and Seizure Regulation

I.      Searches, in general.

  A.  Reasonable and Articulable Suspicion:  A search of a student will be justified when there are reasonable grounds for the suspicion that the search will
       turn up evidence that the student has violated or is violating the law or school district policy, rules, or regulations affecting school order.

       Reasonable suspicion may be formed by considering factors such as the following:

  1. eyewitness observations by employees;
  2. information received from reliable sources;
  3. suspicious behavior by the student; or,
  4. the student's past history and school record although this factor alone is not sufficient to provide the basis for reasonable suspicion.

  B.  Reasonable Scope:  A search will be permissible in its scope or intrusiveness when the measures adopted are reasonably related to the objectives of
       the search.  Reasonableness of scope or intrusiveness may be determined based on factors such as the following:

  1. the age of the student;
  2. the sex of the student;
  3. the nature of the infraction; and
  4. the emergency requiring the search without delay.

II.      Types of Searches

  A.  Personal Searches

  1. A student's person and/or personal effects (e.g., purse, backpack, etc.) may be searched when a school official has reasonable suspicion to believe the student is in possession of illegal or contraband items or has violated school district policies, rules, regulations or the law affecting school order.
  2. Personally intrusive searches will require more compelling circumstances to be considered reasonable.
    (a) 
    Pat-Down Search:  If a pat-down search or a search of a student's garments (such as jackets, socks, pockets, etc.) is conducted, it will be conducted in private by a school official of the same sex as the student and with another adult witness of the same sex present, when feasible.
    (b) 
    A more intrusive search, short of a strip search, of the student's person, handbags, book bags, etc., is permissible in emergency situations when the health and safety of students, employees, or visitors are threatened.  Such a search may only be conducted in private by a school official of the same sex as the student, with an adult of the same sex present unless the health or safety of students will be endangered by the delay which may be caused by following these procedures.

  B.  Locker and Desk Inspections 

        Although school lockers and desks are temporarily assigned to individual students, they remain the property of the school district at all times.  The
        school district has a reasonable and valid interest in insuring the lockers and desks are properly maintained.  For this reason, lockers and desks are
        subject to unannounced inspections and students have no legitimate expectations of privacy in the locker or desk.  Periodic inspections of all or a
        random selection of lockers or desks may be conducted by school officials in the presence of the student or another individual.  Any contraband
        discovered during such searches shall be confiscated by school officials and may be turned over to law enforcement officials.

        The contents of a student's locker or desk (coat, backpack, purse, etc.) may be searched when a school official has reasonable and articulable
        suspicion that the contents contains illegal or contraband items or evidence of a violation of law or school policy or rule.  Such searches should be
        conducted in the presence of another adult witness when feasible.

  C.  Automobile Searches

        Students are permitted to park on school premises as a matter of privilege, not of right.  The school retains authority to conduct routine patrols of the
        student parking lots.  The interior of a student's automobile on the school premises may be searched if the school official has reasonable and articulable
        suspicion to believe that illegal, unauthorized or contraband items are contained inside.

 

dawn@iowaschoo… Fri, 11/22/2019 - 15:15

502.11 - Interviews of Students by Outside Agencies

502.11 - Interviews of Students by Outside Agencies

Generally, students may not be interviewed during the school day by persons other than parents and school district officials and employees.

Requests from law enforcement officers and from persons other than parents, school district officials, and employees to interview students shall be made through the principal's office.  Upon receiving a request, it shall be the responsibility of the principal to determine whether the request will be granted.  Generally, prior to granting a request, the principal shall attempt to contact the parents to inform them of the request and to ask them to be present.

If a child abuse investigator wishes to interview a student, the principal will defer to the investigator's judgment as to whether the student should be interviewed independently from the student's parents, whether the school is the most appropriate setting for the interview, and who will be present during the interview.

Students will not be taken from school without the consent of the principal and without proper warrant.

 

 

Cross Reference:         
402.2   Child Abuse Reporting

502.10 Search and Seizure
503      Student Discipline
902.4   Students and the News Media

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 15:22

502.12 - Student Involvement in Decision Making

502.12 - Student Involvement in Decision Making

High school students may have a formal process for involvement in the decisions affecting the school district.  In making the appointments, the superintendent shall strive to represent the many facets of the student population.

Recommendations from the committee to the superintendent or to the board shall be advisory in nature.  Recommendations representing a major change from the current education program and school district operations shall be brought to the board through a recommendation by the superintendent.  Recommendations representing little change in the education program or school district operations may be approved by the superintendent.

 

 

Cross Reference:         
209      Committees of the Board of Directors

215      Public Participation in Board Meetings

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 15:24

502.13 - Student-to-Student Harassment

502.13 - Student-to-Student Harassment

Harassment of students by other students will not be tolerated in the school district.  This policy is in effect while students are on school grounds, school district property, or on property within the jurisdiction of the school district; while on school-owned and/or school-operated vehicles; while attending or engaged in school activities; and while away from school grounds if the misconduct directly affects the good order, efficient management and welfare of the school district.

Harassment prohibited by the school district includes, but is not limited to, harassment, including bullying, on the basis of race, sex, creed, color, national origin, religion, marital status or disability.  Students whose behavior is found to be in violation of this policy after an investigation will be disciplined, up to and including, suspension and expulsion.

Sexual harassment means unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when such conduct has the purpose or effect of unreasonably interfering with a student's performance or creating an intimidating, offensive or hostile learning environment.

Sexual harassment as set out above, may include, but is not limited to the following:

  • verbal or written harassment or abuse;
  • pressure for sexual activity;
  • repeated remarks to a person with sexual or demeaning implications;
  • unwelcome touching;
  • suggesting or demanding sexual involvement, accompanied by implied or explicit threats concerning one's grades, achievements, etc.

Harassment on the basis of race, creed, color, religion, national origin, marital status or disability means conduct of a verbal or physical nature that is designed to unreasonably embarrass, distress, agitate, disturb or trouble students when             such conduct has the purpose or effect of unreasonably interfering with a student's performance or creating an intimidating, offensive or hostile learning environment.

Harassment as set forth above may include, but is not limited to the following:

  • verbal, physical or written harassment, bullying or abuse;
  • repeated remarks of a demeaning nature;
  • implied or explicit threats concerning one's grades, achievements, etc.;
  • demeaning jokes, stories, or activities directed at the student.

The district will promptly and reasonably investigate allegations of harassment.  The building principal will be responsible for handling all complaints by students alleging harassment.

Retaliation against a student because the student has filed a harassment complaint or assisted or participated in a harassment investigation or proceeding is also prohibited, however, the superintendent has the right to discipline students who knowingly file false harassment complaints.  A student who is found to have retaliated against another in violation of this policy will be subject to discipline, up to and including, suspension and expulsion.

It will also be the responsibility of the superintendent, in conjunction with the investigator and principals, to develop administrative rules regarding this policy.  The superintendent will also be responsible for organizing training programs for students and employees.  The training will include how to recognize harassment and what to do in case a student is harassed.  It will also include effective harassment prevention strategies.  The superintendent will also develop a process for evaluating the effectiveness of the policy by reducing harassment in the school district.  The superintendent shall report to the board on the progress of reducing harassment in the school district.

 

 

Cross References:       
403.6   Harassment

502      Student Rights and Responsibilities
503      Student Discipline
506      Student Records

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 15:27

502.13E1 - Harassment Complaint Form

502.13E1 - Harassment Complaint Form

Name of complainant:  _____________________________________________________

Position of complainant:  ____________________________________________________

Date of complaint:  ________________________________________________________

Name of alleged harasser:  _________________________________________________

Date and place of incident or incidents:  _______________________________________
_______________________________________________________________________

Description of misconduct:  _________________________________________________
_______________________________________________________________________
_______________________________________________________________________

Name of witness (if any):  __________________________________________________
_______________________________________________________________________
_______________________________________________________________________

Evidence of harassment, i.e. letters, photos, etc. (attach evidence if possible):  ________
_______________________________________________________________________
_______________________________________________________________________

Any other information:  ____________________________________________________
_______________________________________________________________________
_______________________________________________________________________

I agree that  all of the information on this form is accurate and true to the best of my knowledge.

 

Signature:  _______________________________________________________

Date:  _____________________

 

dawn@iowaschoo… Fri, 11/22/2019 - 15:31

502.13E2 - Witness Disclosure Form

502.13E2 - Witness Disclosure Form

Name of witness:  ________________________________________________

Position of witness:  ______________________________________________

Date of testimony, interview: ________________________________________

Description of incident witnessed:  ___________________________________
_______________________________________________________________ 
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________

Any other information:  ____________________________________________
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________
_______________________________________________________________

I agree that all of the information on this form is accurate and true to the best of my knowledge.

 

Signature:  _________________________________________

Date:  _____________________

 

dawn@iowaschoo… Fri, 11/22/2019 - 15:36

502.13R1 - Student-to-Student Harassment Investigation Procedures

502.13R1 - Student-to-Student Harassment Investigation Procedures

Students who feel that they have been harassed should:

  • If the student is comfortable doing so, the student should communicate to the harasser that the student expects the behavior to stop.  If the student wants assistance communicating with the harasser, the student should ask a teacher, counselor or principal to help.
  • If the harassment does not stop, or the student does not feel comfortable confronting the harasser, the student should:

          --  tell a teacher, counselor or principal; and

          --  write down exactly what happened, keep a copy and give another copy to the teacher, counselor or principal including;

  • what, when and where it happened;
  • who was involved;
  • exactly what was said or what the harasser did;
  • witnesses to the harassment;
  • what the student said or did, either at the time or later;
  • how the student felt; and
  • how the harasser responded.

Complaint Procedure

A student who believes that the student has been harassed will notify the building administrator, the designated investigator.  The alternate investigator is the middle school principal.  The investigator may request that the student complete the Harassment Complaint form and turn over evidence of the harassment, including, but not limited to, letters, tapes, or pictures.  Information received during the investigation is kept confidential to the extent possible.

The investigator, with the approval of the principal, or the principal has the authority to initiate a harassment investigation in the absence of a written complaint.

Investigation Procedure

The investigator will reasonably and promptly commence the investigation upon receipt of the complaint.  The investigator will interview the complainant and the alleged harasser.  The alleged harasser may file a written statement refuting or explaining the behavior outlined in the complaint.  The investigator may also interview witnesses as deemed appropriate.

Upon completion of the investigation, the investigator will make written findings and conclusions as to each allegation of harassment and report the findings and conclusions to the principal.  The investigator will provide a copy of the findings of the investigation to the principal. 

Resolution Of The Complaint

Following receipt of the investigator's report, the principal may investigate further, if deemed necessary, and make a determination of any appropriate additional steps which may include discipline, up to and including, suspension and expulsion.

Prior to the determination of the appropriate remedial action, the principal may, at the principal's discretion, interview the complainant and the alleged harasser.  The principal will file a written report closing the case and documenting any disciplinary action taken or any other action taken in response to the complaint.  The complainant, the alleged harasser and the investigator will receive notice as to the conclusion of the investigation.

Points To Remember In The Investigation

  • Evidence uncovered in the investigation is confidential.
  • Complaints must be taken seriously and investigated.
  • No retaliation will be taken against individuals involved in the investigation process.
  • Retaliators will be disciplined up to and including suspension and expulsion.

Conflicts

If the investigator is a witness to the incident, the alternate investigator shall investigate.

 

dawn@iowaschoo… Fri, 11/22/2019 - 15:39

503 - Student Discipline

503 - Student Discipline dawn@iowaschoo… Fri, 11/22/2019 - 15:41

503.1 - Student Conduct

503.1 - Student Conduct

The board believes inappropriate student conduct causes material and substantial disruption to the school environment, interferes with the rights of others, or presents a threat to the health and safety of students, employees, and visitors on school premises.  Appropriate classroom behavior allows teachers to communicate more effectively with students.

Students will conduct themselves in a manner fitting to their age level and maturity and with respect and consideration for the rights of others while on school district property or on property within the jurisdiction of the school district; while on school owned and/or operated school or chartered vehicles; while attending or engaged in school activities; and while away from school grounds if misconduct will directly affect the good order, efficient management and welfare of the school district.  Consequences for the misconduct will be fair and developmentally appropriate in light of the circumstances.

Students who fail to abide by this policy and the administrative regulations supporting it may be disciplined for conduct which disrupts or interferes with the education program; conduct which disrupts the orderly and efficient operation of the school district or school activity; conduct which disrupts the rights of other students to participate in or obtain their education; conduct that is violent or destructive; or conduct which interrupts the maintenance of a disciplined atmosphere.  Disciplinary measures include, but are not limited to, removal from the classroom, detention, suspension, probation, and expulsion.

A student who commits an assault against an employee on school district property or on property within the jurisdiction of the school district; while on school-owned or school-operated chartered vehicles; while attending or engaged in school district activities will be suspended by the administrator.  Notice of the suspension is sent to the board president.  The board will review the suspension to determine whether to impose further sanctions against the student which may include expulsion.  Assault for purposes of this section of this policy is defined as:

  • an act which is intended to cause pain or injury to, or which is intended to result in physical contact which will be insulting or offensive to another, coupled with the apparent ability to execute the act; or
  • any act which is intended to place another in fear of immediate physical contact which will be painful, injurious, insulting or offensive, coupled with the apparent ability to execute the act; or
  • intentionally points any firearm toward another or displays in a threatening manner any dangerous weapon toward another.

The act is not an assault when the person doing any of the above and the other person are voluntary participants in a sport, social or other activity, not in itself criminal, when the act is a reasonably foreseeable incident of such sport or activity, and does not create an unreasonable risk of serious injury or breach of the peace.

Removal from the classroom means a student is sent to the building principal's office.  It is within the discretion of the person in charge of the classroom to remove the student.

Detention means the student's presence is required during non-school hours for disciplinary purposes.  The student can be required to appear prior to the beginning of the school day, after school has been dismissed for the day, or on a non-school day.  Whether a student will serve detention, and the length of the detention, is within the discretion of the licensed employee or the building principal disciplining the student.

Suspension means; either an in-school suspension, an out-of-school suspension, a restriction from activities or loss of eligibility.  An in-school suspension means the student will attend school but will be temporarily isolated from one or more classes while under supervision.  An in-school suspension will not exceed ten consecutive school days.  An out-of-school suspension means the student is removed from the school environment, which includes school classes and activities.  An out-of-school suspension will not exceed ten days.  A restriction from school activities means a student will attend school and classes and practice but will not participate in school activities.

Probation means a student is given a conditional suspension of a penalty for a definite period of time in addition to being reprimanded.  The conditional suspension will mean the student must meet the conditions and terms for the suspension of the penalty.  Failure of the student to meet these conditions and terms will result in immediate reinstatement of the penalty.

Expulsion means an action by the board to remove a student from the school environment, which includes, but is not limited to, classes and activities, for a period of time set by the board.

Following the suspension of a special education student, an informal evaluation of the student's placement will take place.  The Individual Education Program (IEP) is evaluated to determine whether it needs to be changed or modified in response to the behavior that led to the suspension.

If a special education student's suspensions, either in or out of school, equal ten days on a cumulative basis, a staffing team will meet to determine whether the IEP is appropriate.

It is the responsibility of the superintendent, in conjunction with the principal, to develop administrative regulations regarding this policy.

 

 

Cross Reference:         
501      Student Attendance

502      Student Rights and Responsibilities
504      Student Activities
603.3   Special Education
904.5  
Distribution of Materials

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 15:42

503.1R1 - Student Suspension

503.1R1 - Student Suspension

Administrator Action

A.     Probation

  1. Probation is conditional suspension of a penalty for a set period of time.  Probation may be imposed by the principal for infractions of school rules which do not warrant the necessity of removal from school.
  1. The principal will conduct an investigation of the allegations against the student prior to imposition of probation.  The investigation will include, but not be limited to, written or oral notice to the student of the allegations against the student and an opportunity to respond.  Written notice and reasons for the probation will be sent to the parents.

B.      In-School Suspension

  1. In-school suspension is the temporary isolation of a student from one or more classes while under administrative supervision.  In-school suspensions may be imposed by the principal for infraction of school rules which are serious but which do not warrant the necessity of removal from school.
  1. The principal shall conduct an investigation of the allegations against the student prior to imposition of an in-school suspension.  The investigation will include, but not be limited to, written or oral notice to the student of the allegations against the student and an opportunity to respond.  In-school suspension will not be imposed for more than ten school days.  Written notice and reasons for the in-school suspension will be sent to the student's parents.

C.      Out-of-School Suspension

  1. Out-of-school suspension is the removal of a student from the school environment for periods of short duration.  Out-of-school suspension is to be used when other available school resources are unable to constructively remedy student misconduct.
  1. A student may be suspended out of school for up to ten school days by a principal for a commission of gross or repeated infractions of school rules, regulations, policy or the law, or when the presence of the student will cause interference with the maintenance of the educational environment or the operation of the school.  The principal may suspend students after conducting an investigation of the charges against the student, giving the student:
    a. 
    Oral or written notice of the allegations against the student and
    b. 
    The opportunity to respond to those charges.

          At the principal's discretion, the student may be allowed to confront witnesses against the student or present witnesses on behalf of the student.

  1. Notice of the out-of-school suspension will be mailed no later than the end of the school day following the suspension to the student's parents and the superintendent.  A reasonable effort shall be made to personally notify the student's parents and such effort shall be documented by the person making or attempting to make the contact.  Written notice to the parents shall include the circumstances which led to the suspension and a copy of the board policy and rules pertaining to the suspension.

D.     Suspensions and Special Education Students

  1. Students who have been identified as special education students may be referred for a review of the student's Individual Education Program (IEP).  The IEP may be revised to include a continuum of intervention strategies and programming to change the behavior.
  1. Students who have not been identified as special education students may be referred for evaluation after the student's suspension to determine whether the student has a disability and is in need of special education.

 

dawn@iowaschoo… Fri, 11/22/2019 - 15:45

503.2 - Expulsion

503.2 - Expulsion

Only the board may remove a student from the school environment.  The removal of a student from the school environment, which includes but is not limited to classes and activities, is an expulsion from school.

Students may be expelled for violations of board policy, school rules or the law.  It shall be within the discretion of the board to discipline a student by using an expulsion for a single offense or for a series of offenses depending on the nature of the offense and the circumstances surrounding the offense.

It shall be within the discretion of the superintendent to recommend to the board the expulsion of a student for disciplinary purposes.  Only the board may take action to expel a student and to readmit the student.  The principal shall keep records of expulsions in addition to the board's records.

When a student is recommended for expulsion by the board, the student shall be provided with:

  1. Notice of the reasons for the proposed expulsion;
  1. The names of the witnesses and an oral or written report on the facts to which each witness testifies unless the witnesses are students whose names may be released at the discretion of the superintendent;
  1. An opportunity to present a defense against the charges and provide either oral testimony or written affidavits of witnesses on the student's behalf;
  1. The right to be represented by counsel; and,
  1. The results and finding of the board in writing open to the student's inspection.

In addition to these procedures, a special education student must be provided with additional procedures.  A determination should be made of whether the student is actually guilty of the misconduct.  A staffing team should determine whether the student's behavior is caused by the student's disability and whether the conduct is the result of inappropriate placement.  Discussions and conclusions of this meeting should be recorded.

If the special education student's conduct is not caused by the disability, the student may be expelled or suspended for a long-term period following written notice to the parent and pursuant to the school district's expulsion hearing procedures.  If the misconduct is caused by the disability and a change in placement is recommended, the change must be made pursuant to the placement procedures used by the school district.

 

 

Cross Reference:         
502      Student Rights and Responsibilities

503      Student Discipline

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 15:48

503.3 - Fines - Fees - Charges

503.3 - Fines - Fees - Charges

The board believes students should respect school district property and assist in its preservation for future use by others.  Students may be assessed fines, charges, or fees for the materials needed in a course, for overdue school materials, for participating in activities, or for misuse of school property.

The central office secretary will inform the board of the dollar amount to be charged to students or others for fines, charges, or fees annually.  Parents of students meeting specific financial eligibility standards will be eligible for a waiver of student fees or a reduction of student fees based upon the request of the parent.  It is the responsibility of the superintendent, in conjunction with the principal, to develop administrative regulations regarding this policy.

 

 

Cross Reference:     
501.16      Homeless Children & Youth

502           Student Rights and Responsibilities
503           Student Discipline

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 15:50

503.3E1 - Standard Fee Waiver Application

503.3E1 - Standard Fee Waiver Application

See form attached 

 

 

dawn@iowaschoo… Fri, 11/22/2019 - 15:54
File Attachments

503.3R1 - Student Fee Waiver and Reduction Procedures

503.3R1 - Student Fee Waiver and Reduction Procedures

The board recognizes that while certain fees charged students are appropriate and authorized, certain students and their families are not financially able to pay the fees.  The school district will grant either full waivers, partial waivers or temporary waivers depending upon the circumstances and the student or student's parents' ability to meet the financial criteria.

A.    Waivers –

  1. Full Waivers - a student will be granted a full waiver of fees charged by the school district if the student or student's parents meet the financial eligibility criteria for free meals under the Child Nutrition program, Family Investment Program, or transportation assistance under open enrollment.  Students in foster care are also eligible for full waivers.
  1. Partial Waivers - a student will be granted a partial waiver of fees charged by the school district if the student or the student's parents meet the financial eligibility criteria for reduced price meals offered under the Child Nutrition program.  The reduction percentage will be 50 percent.
  1. Temporary Waivers - a student may be eligible for a temporary waiver of fees charged by the district in the event the student's parents are facing financial difficulty.  Temporary waivers may be applied for at any time throughout the school year and will not extend beyond the end of the school year.

B.     Application - Parents or students eligible for a fee waiver will make an application on the form provided by the school district.  Applications may be made at any time but must be renewed annually.

C.     Confidentiality - The school district will treat the application and application process as any other student record and student confidentiality and access provisions will be followed.

D.    Appeals - Denials of a waiver may be appealed to the superintendent of schools.

E.     Fines or charges assessed for damage or loss to school property are not fees and will not be waived.

F.      Notice - the school district will annually notify parents and students of the waiver.  The following information will be included in registration materials.

Students whose families meet the income guidelines for free and reduced price lunch, the Family Investment Program (FIP), or transportation assistance under open enrollment, or who are in foster care are eligible to have their student fees waived or partially waived.  Students whose families are experiencing a temporary financial difficulty may be eligible for a temporary waiver of student fees.  Parents or students who believe they may qualify for temporary financial hardship should contact the central office secretary for a waiver form.  This waiver does not carry over from year to year and must be completed annually

 

dawn@iowaschoo… Fri, 11/22/2019 - 15:55

503.4 - Good Conduct Rule

503.4 - Good Conduct Rule

Participation in school activities are a privilege.  School activities provide the benefits of promoting additional interests and abilities in the students during their school years and for their lifetimes.

Students who participate in extracurricular activities serve as ambassadors of the school district throughout the calendar year, whether away from school or at school.  Students who wish to have the privilege of participating in extracurricular activities must conduct themselves in accordance with board policy and must refrain from activities which are illegal, immoral or unhealthy.

Students who fail to abide by this policy and the administrative regulations supporting it may be subject to disciplinary measures.  The principal shall keep records of violations of the good conduct rule.

It shall be the responsibility of the superintendent to develop rules and regulations for school activities.  Students wanting to participate in school activities must meet the requirements set out by the school district for participation in the activity.

 

 

Cross Reference:         
502      Student Rights and Responsibilities

503      Student Discipline
504      Student Activities

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 15:57

503.5 - Corporal Punishment

503.5 - Corporal Punishment

Corporal punishment is defined as the intentional physical punishment of a student and is prohibited.  It includes the use of unreasonable or unnecessary physical force or physical contact made with the intent to harm or cause pain.  No employee is prohibited from:

  • Using reasonable and necessary force not designed or intended to cause pain, in order to accomplish any of the following:

                  --    To quell a disturbance or prevent an act that threatens physical harm to any person.

                  --    To obtain possession of a weapon or other dangerous object within a pupil's control.

                  --    For the purposes of self-defense or defense of others as provided for in Iowa Code section 704.3.

                  --    For the protection of property as provided for in Iowa Code section 704.4 or 704.5.

                  --    To remove a disruptive pupil from class or any area of school premises or from school-sponsored activities off school premises.

                  --    To protect a student from the self-infliction of harm.

                  --    To protect the safety of others.

  • Using incidental, minor, or reasonable physical contact to maintain order and control.

Reasonable physical force should be commensurate with the circumstances of the situation.  The following factors should be considered in using reasonable physical force for the reasons stated in this policy:

  1. The size and physical, mental, and psychological condition of the student;
  1. The nature of the student's behavior or misconduct provoking the use of physical force;
  1. The instrumentality used in applying the physical force;
  1. The extent and nature of resulting injury to the student, if any;
  1. The motivation of the school employee using physical force.

Upon request, the student's parents shall be given an explanation of the reasons for physical force.  It shall be the responsibility of the superintendent to develop administrative regulations regarding this policy.

 

 

Cross Reference:         
402.3   Abuse of Students by School District Employees

502      Student Rights and Responsibilities
503      Student Discipline

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 15:58

503.6 - District Relationship with Law Enforcement

503.6 - District Relationship with Law Enforcement

The board believes in having a cooperative and collaborative working relationship with the local law enforcement and juvenile justice agencies.  The goal of this relationship is to help reduce juvenile crime and foster a safer, more structured educational environment.

The District may report to local law enforcement:

  1. The use or possession of any alcoholic beverage or controlled substance on school premises, if such use is violative of school policy or state law.
  2. The use or possession of any dangerous weapon on school premises.
  3. The names of students, between grades 7-12, not attending the minimum days required for compulsory attendance after satisfactory investigation is conducted by school officials to ascertain the cause of the truancy.

The District, pursuant to an interagency agreement with the juvenile justice system, including the juvenile court, the department of human services, and local law enforcement authorities, may share information contained within a student’s permanent record.  The disclosure of this information must be directly related to the juvenile justice system’s ability to effectively serve, prior to adjudication, the student whose records are being released.

School officials can report crimes committed by students receiving services under the Individuals with Disabilities Education Act and transmit their disciplinary records to appropriate juvenile justice agency to the same extent they do for crimes by students not receiving IDEA services shall transmit copies of the child’s special education and disciplinary records to the authorities.  This disclosure shall be directly related to the juvenile justice system’s ability to effectively serve, prior to adjudication, the student whose records are being released.  If disclosure of the records is made after adjudication, parental consent must be obtained prior to the disclosure.

 

 

Cross Reference:         
501.1 Truancy-Unexcused Absences

502.8 Weapons
502.9 Smoking-Drinking-Drugs
506.1 Student Records Access

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Fri, 11/22/2019 - 16:00

504 - Student Activities

504 - Student Activities dawn@iowaschoo… Fri, 11/22/2019 - 16:01

504.1 - Student Government

504.1 - Student Government

The student council provides for student activities, serves as a training experience for student leaders, promotes the common good, gives students a share in the management of the school, develops high ideals of personal conduct, acts as a clearinghouse for student activities, seeks to interest students in school district affairs and helps solve problems that may arise.  Members of the council are student representatives who have direct access to the administration.

The principal, in conjunction with the students and licensed employees, shall set forth the guidelines for the student government's elections, operations, and other elements of the government.

 

 

Cross Reference:         
502      Student Rights and Responsibilities

504      Student Activities

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 13:33

504.2 - Student Organizations

504.2 - Student Organizations

Secondary and/or student-initiated curriculum-related organizations and secondary and/or student-initiated non-curriculum-related organizations are encouraged.

Curriculum-Related Organizations

It shall be the responsibility of the building principal to determine whether a student group is curriculum-related.  One or more of the following questions will be answered affirmatively if the group is curriculum-related:

  • Is the subject matter of the group actually taught in a regularly offered course?
  • Will the subject matter of the group soon be taught in a regularly offered course?
  • Does the subject matter of the group concern the body of courses as a whole?
  • Is participation in the group required for a particular course?
  • Does participation in the group result in academic credit?

Secondary and/or student-initiated curriculum-related student organizations, upon receiving permission from the Principal, may use District facilities for meetings and other purposes during non-instructional time.

Non-instructional time will mean any time before the first period of the day and after the last period of the day in which any student attends class. Meetings will not interfere with the orderly conduct of the education program or other school District operations. The Principal has the discretion to determine whether the meetings will interfere with the orderly conduct of the education program or other District operations. Activities relating to any part of the education program will have priority over the activities of another organization.

Employees are assigned to monitor approved meetings and may interact with curriculum-related organizations.

Non-Curriculum-Related Organizations

Secondary and/or student-initiated non-curriculum-related organizations are provided access to meeting space and District facilities. Only students may attend and participate in meetings of non-curriculum-related organizations. Such attendance is strictly voluntary and student-initiated. As a means of determining whether a student’s attendance is voluntary, the Principal may require parental consent for the student to attend the meetings.

Employees will be assigned to monitor approved meetings. Employees will not participate in the meeting or assist in planning, criticizing, or encouraging attendance.

It is the responsibility of the Superintendent, in conjunction with the Principal, to develop administrative regulations regarding this policy.

 

Cross Reference:         
502      Student Rights and Responsibilities

504      Student Activities

Approved:  March 2007
Reviewed:  January 2020
Revised:  January 2020
 

dawn@iowaschoo… Mon, 11/25/2019 - 13:35

504.3 - Student Publications

504.3 - Student Publications

Students may produce official school publications as part of the curriculum under the supervision of a faculty advisor and the principal.  Official school publications include material produced in the journalism, newspaper, yearbook, or writing classes and distributed to the student body either free or for a fee.

Any expression made by students, including student expression in official school publications, is not an expression of official school policy.  The school district, the board, and the employees or officials are not liable in any civil or criminal action for any student expression made or published by students unless the employees or officials have interfered with or altered the content of the student speech or expression.  The liability, if any, is only to the extent of the interference or alteration of the speech or expression.

Official school publications are free from prior restraint by employees or officials except as provided by law.  A faculty advisor shall supervise student writers to maintain professional standards of English and journalism and to comply with the law including, but not limited to, the restrictions against unlawful speech.  The production of official school publications shall be guided by the law and by the ethical standards adopted by professional associations or societies of journalism.

Persons, other than students, who believe they have been aggrieved by student expression in a student-produced official school publication, shall follow the grievance procedure outlined in board policy 214.1.  Students who believe their freedom of expression in a student-produced official school publication has been restricted shall follow the grievance procedure outlined in board policy 502.6.

The superintendent shall be responsible for developing a student publications code.  This code shall include, but not be limited to, reasonable rules including time, place, and manner of restrictions.  The superintendent shall also be responsible for distributing this policy and the student publications code to the students and their parents.

 

 

Cross Reference:         
309      Communication Channels

502      Student Rights and Responsibilities
504      Student Activities

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 13:37

504.3R1 - Student Publications Code

504.3R1 - Student Publications Code

A.     Official school publications defined.

An "official school publication" is material produced by students in the journalism, newspaper, yearbook, or writing classes and distributed to students either free or for a fee.

B.      Expression in an official school publication.

  1. No student shall express, publish or distribute in an official school publication material which is:
    a.  obscene;
    b. 
    libelous;
    c. 
    slanderous; or
    d. 
    encourages students to:
         1) 
    commit unlawful acts;
         2) 
    violate school rules;
         3) 
    cause the material and substantial disruption of the orderly and efficient operation of the school or school activity;
         4) 
    disrupt or interfere with the education program;
         5) 
    interrupt the maintenance of a disciplined atmosphere; or
         6) 
    infringe on the rights of others.
  1. The official school publication shall be produced under the supervision of a faculty advisor.

C.      Responsibilities of students.

  1. Students writing or editing official school publications shall assign and edit the news, editorial and feature contents of the official school publications subject to the limitations of the student publications code and the law.
  1. Students shall strive to achieve professional standards of accuracy, fairness, objectivity and thoroughness in each and every aspect of official school publications.
  1. Students shall strive to achieve professional standards of grammar, usage, punctuation and spelling for clarity and accuracy of official school publications.

D.     Responsibilities of faculty advisors.

Faculty advisors shall supervise student writers to maintain professional standards of English and journalism and to comply with the law including, but not limited to, the restrictions against unlawful speech.

E.      Liability.

Student expression in an official school publication shall not be deemed to be an expression of the school district.  The school district, the board, and the employees or officials are not liable in any civil or criminal action for any student expression made or published by students unless the employees or officials have interfered with or altered the content of the student expression.  The liability, if any, is only to the extent of interference or alteration of the speech or expression.

F.      Appeal procedure.

  1. Students who believe they have been unreasonably restricted in their exercise of expression in an official student publication shall seek review of the decision through the student grievance procedure, under board policy 502.6.
  1. Persons who believe they have been aggrieved by a student-produced official student publication shall file their complaint through the citizen grievance procedure, under board policy 214.1.

G.     Time, place and manner of restrictions on official school publications.

  1. Official student publications may be distributed in a reasonable manner on or off school premises.
  1. Distribution in a reasonable manner shall not encourage students to:
    a. 
    commit unlawful acts;
    b. 
    violate school rules;
    c. 
    cause the material and substantial disruption of the orderly and efficient operation of the school district or school activity;
    d. 
    disrupt or interfere with the education program;
    e. 
    interrupt the maintenance of a disciplined atmosphere; or
    f. 
    infringe on the rights of others.

 

dawn@iowaschoo… Mon, 11/25/2019 - 13:38

504.4 - Student Social Events

504.4 - Student Social Events

School-sponsored social events shall be approved by the principal and placed on the school calendar prior to public announcement.  They shall be under the control and supervision of employees.  The hours and activities of the event shall be reasonable and in keeping with board policy.

School-sponsored social events are open to the students enrolled in the school district.  Others, such as alumni or nonschool students, may attend as the date or escort of students enrolled in the school district or with the permission of the licensed employees supervising the event.

Students' behavior shall be in keeping with the behavior required during regular school hours.

It shall be the responsibility of the superintendent, in conjunction with the principal, to develop administrative regulations regarding this policy.

 

 

Cross Reference:         
404      Employee Conduct and Appearance

502      Student Rights and Responsibilities
503      Student Discipline

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 13:44

504.5 - Student Performances

504.5 - Student Performances

Students, as part of the education program, may participate in contests or other public and private events approved by the superintendent that will be of benefit to the student and the education program.  Performance at such events is a privilege.

Students, who perform at such events, serve as ambassadors of the school district and must conduct themselves in the same manner as required in the regular school day.  Students who fail to abide by this policy and the administrative regulations supporting it may be subject to disciplinary measures. 

Students will be allowed to perform in these events only with proper permission and supervision and when the events do not disrupt the education program or other school district operations.  The events must be approved by the superintendent, unless it involves unusual travel and expense, in which case the board must approve of the performance.

It shall be the responsibility of the superintendent, in conjunction with the principal, to develop administrative regulations regarding this policy. In developing the administrative regulations, these guidelines should be followed:

  • Performances by student groups below the high school level should be allowed on a very limited basis;
  • All groups of students should have an opportunity to participate; and
  • Extensive travel by one group of students should be discouraged.

It shall be within the discretion of the superintendent to determine whether the event will benefit the education program and the participating students.  Contests or other performances by students unapproved by the superintendent shall be the responsibility of the parent and the student.

 

 

Cross Reference:         
502      Student Rights and Responsibilities

503.4   Good Conduct Rule
504      Student Activities
905      Community Activities Involving Students

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 13:45

504.6 - Student Fund Raising

504.6 - Student Fund Raising

Students may raise funds for school-sponsored events with the permission of the board.  Fund raising by students for events other than school-sponsored events is not allowed.  Collection boxes for school fund raising must have prior approval from the board before being placed on school property.

It shall be the responsibility of the superintendent, in conjunction with the board, to develop administrative regulations regarding this policy.

 

 

Cross Reference:         
402.8  Solicitations from Outside

502      Student Rights and Responsibilities
503      Student Discipline
504      Student Activities
704.5   Student Activities Fund
905.2   Advertising and Promotion

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 13:47

504.7 - Student Work/Intern Programs

504.7 - Student Work/Intern Programs

Coordination of education programs with local businesses can benefit the school district community.  When mutually acceptable arrangements can be made between a local business and the board, secondary students may work for a local business to obtain school credit.

Such programs must be compatible with the education program and have the approval of the board.

It shall be the responsibility of the superintendent to pursue such arrangements with local businesses.

 

 

Cross Reference:         
603      Instructional Curriculum

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 13:48

504.8 - Student Activity Program

504.8 - Student Activity Program

Participation in school activities is a privilege.  School activities provide the benefits of promoting additional interests and ability in the students during their school years and for their lifetime.

Students will have an opportunity to participate in a school activity unless the activity is not offered or the student cannot participate for disciplinary reasons.  If the activity is an intramural or interscholastic athletic activity, students of the opposite sex will have a comparable opportunity for participation.  Comparable opportunity does not guarantee boys and girls will be allowed to play on each other's teams when there are athletic activities available that will allow both boys and girls to reap the benefits of school activities, which are the promotion of additional interests and abilities in the students.

Student activity events must be approved by the superintendent unless they involve unusual travel expense, in which case the board will take action.  The events must not disrupt the education program or other school district operations.

A high school student who participates in school sponsored athletics may participate in a non-school sponsored sport during the same season with approval of the high school principal.

It shall be the responsibility of the superintendent to develop administrative regulations for each school activity.  These regulations shall include, but not be limited to, when physical examinations will be required, how and when parents will be informed about the risk of the activity, academic requirements, and proof of insurance on the student participating in certain activities.  Students wanting to participate in school activities must meet the requirements set out by the school district for participation in the activity.

 

 

Cross Reference:         
501      Student Attendance

502      Student Rights and Responsibilities
503      Student Discipline
504      Student Activities
507      Student Health and Well-Being

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 13:50

505 - Student Scholastic Achievement

505 - Student Scholastic Achievement dawn@iowaschoo… Mon, 11/25/2019 - 13:52

505.1 - Assignment of Courses

505.1 - Assignment of Courses

Students shall take a predetermined number and type of courses to graduate.  Where students have a choice in course offerings, the school district will try to allow students to take the course of their choice.  Courses with limited space will be allocated to those who first apply for the course or need it for graduation.

It shall be the responsibility of the superintendent to develop the course offerings for each year for the grade levels. 

 

 

Cross Reference:         
505      Student Scholastic Achievement

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 13:52

505.2 - Student Progress Reports and Conferences

505.2 - Student Progress Reports and Conferences

Students shall receive a progress report each of each grading period.  Students, who are doing poorly, and their parents, shall be notified prior to the end of each grading period in order to have an opportunity to improve their grade.  The board encourages the notification of students who have made marked improvement prior to the end of each grading period.

Parent-teacher conferences will be held prior to the end of each grading period to keep the parents informed.  The conferences at the middle or high school are not individually scheduled.

Parents, teachers, or principals may request a conference for students in grades pre-kindergarten through twelve in addition to the scheduled conference time.  Parents and students are encouraged to discuss the student's progress or other matters with the student's teacher.

 

 

Cross Reference:         
505      Student Scholastic Achievement

506      Student Records

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 13:53

505.3 - Student Promotion - Retention - Acceleration

505.3 - Student Promotion - Retention - Acceleration

Students will be promoted to the next grade level at the end of each school year based on the student's achievement, age, maturity, emotional stability, and social adjustment.

The district shall adhere to the following:

  • Retention/Promotion in kindergarten – eighth grade: The retention of a student will be determined based upon the judgment of professional staff. When it becomes evident a student in grades kindergarten through eight may be retained in a grade level for an additional year, the parents will be informed prior to making the retention decision. It is within the sole discretion of the district to retain students in their current grade level and to deny promotion to a student.
  • Retention/Promotion in ninth – twelfth grade: Students in grades nine through twelve will be informed of the required course work necessary to be promoted each year. When it becomes evident a student in these grades will be unable to meet the minimum credit requirements for the year, the student and parents will be informed. It is within the sole discretion of the district to retain students in their current grade level and to deny promotion to a student.
  • Acceleration in kindergarten – twelfth grade: Students in grades kindergarten through twelve with exceptional talents may, with the permission of the principal and parents, take classes beyond their current grade level. Enrichment opportunities outside the school district may be allowed when they do not conflict with the school district's graduation requirements.
  • Retention or Acceleration in kindergarten – twelfth grade may also occur in additional instances as provided by law.

Any student or parent who is not satisfied with the decision of the district’s professional staff may seek recourse through policy 502.4 – Student Complaints and Grievances

 

 

Cross Reference:         
501      Student Attendance

505      Student Scholastic Achievement
603.2   Summer School Instruction

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 13:54

505.4 - Student Honors and Awards

505.4 - Student Honors and Awards

The school district shall provide a program that establishes honors and awards including, but not limited to, academic letters, scholarships and good citizenship awards for students to assist students in setting goals.  Students shall be made aware of honors and awards and the action necessary on the part of the student to achieve them. 

Students who have not attended an accredited public or private school for their entire high school education, will not be eligible for honors and awards. 

It shall be the responsibility of the superintendent to develop the administrative regulations regarding this policy.

 

 

Cross Reference:         
504      Student Activities

505      Student Scholastic Achievement

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 13:56

505.5 - Testing Program

505.5 - Testing Program

A comprehensive testing program is established and maintained to evaluate the education program of the school district and to assist in providing guidance or counseling services to students and their families.

No student is required, as part of any applicable program, to submit to a survey, analysis or evaluation that reveals information concerning:

  • political affiliations or beliefs of the student or student’s parent:
  • mental or psychological problems of the student or the student's family;
  • sex behavior or attitudes;
  • illegal, anti-social, self-incriminating or demeaning behavior;
  • critical appraisals of other individuals with whom respondents have close family relationships;
  • legally recognized, privileged and analogous relationships, such as those of lawyers, physicians and ministers;
  • religious practices, affiliations or beliefs of the student or student’s parent; or
  • income,(other than that required by law to determine eligibility for participation in a program or for receiving financial assistance under such program).

It is the responsibility of the superintendent, in conjunction with the principal, to develop administrative regulations regarding this policy.

It is the responsibility of the board to review and approve the evaluation and testing program.

 

 

Cross Reference:         
505      Student Scholastic Achievement

506      Student Records
607.2   Student Health Services

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 13:57

505.6 - Graduation Requirements

505.6 - Graduation Requirements

Requirements

Students must successfully complete the courses required by the Board and the Iowa Department of Education in order to graduate.  

The Superintendent will ensure that students complete grades one through twelve and that high school students complete 50 credits prior to graduation.  The following credits will be required:

Language Arts            8    credits

Science                          6    credits

Mathematics                6    credits

Social Studies             6    credits

Physical Education    4    semesters

Electives                      20  credits

The required courses of study will be reviewed by the Board annually.

Graduation requirements for special education students will be in accordance with the prescribed course of study as described in their Individualized Education Program (IEP). Each student's IEP will include a statement of the projected date of graduation at least 18 months in advance of the projected date and the criteria to be used in determining whether graduation will occur. Prior to the special education student's graduation, the IEP team shall determine whether the graduation criteria have been met.  

Beginning with the class of 2022, graduation requirements for special education students will include successful completion of four years of English, three years of math, three years of social studies, and three years of science.

Early Graduation

Generally, students will be required to complete the necessary course work and graduate from high school at the end of grade twelve.  Students may graduate prior to this time if they meet the minimum graduation requirements stated in board policy.

A student who graduates early will no longer be considered a student and will become a District. However, the student who graduates early may participate in that year's prom and commencement exercises.

Commencement

Students who have met the requirements for graduation will be allowed to participate in the commencement proceedings provided they abide by the proceedings organized by the District. The Principal will solicit input from each graduating class regarding the proceedings for their commencement.

Failure of a student to participate in commencement will not be a reason for withholding the student's final progress report or diploma certifying the student's completion of high school

 

Approved:  March 2007
Reviewed:  October 2016

Revised:  April 2022

 

dawn@iowaschoo… Mon, 11/25/2019 - 13:58

505.7 - Early Graduation

505.7 - Early Graduation

Generally, students will be required to complete the necessary course work and graduate from high school at the end of grade twelve.  Students may graduate prior to this time if they meet the minimum graduation requirements stated in board policy.

A student who graduates early will no longer be considered a student and will become an alumnus of the school district.  However, the student who graduates early may participate in that year's prom and commencement exercises.

 

 

Cross Reference:         
505      Student Scholastic Achievement

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 14:02

505.8 - Commencement

505.8 - Commencement

Students who have met the requirements for graduation will be allowed to participate in the commencement proceedings provided they abide by the proceedings organized by the school district.  It shall be the responsibility of the principal to solicit input from each graduating class regarding the proceedings for their commencement.

Failure of a student to participate in commencement will not be a reason for withholding the student's final progress report or diploma certifying the student's completion of high school.

 

 

Cross Reference:         
505      Student Scholastic Achievement

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 14:03

505.9 - Student Performance Testing for Classroom Credit

505.9 - Student Performance Testing for Classroom Credit

In meeting the needs of the students, the board may grant credit by performance testing for course work which is ordinarily included in the school district curriculum.  Students wishing to receive credit by testing shall have the approval of the superintendent prior to taking the test.  Testing for credit may only be utilized prior to the offering of a course.  Once the course has begun, students must attend the class and complete the required work for credit.

 

 

Cross Reference:         
505      Student Scholastic Achievement

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 14:04

505.10 - Parental Involvement

505.10 - Parental Involvement

Parental involvement is an important component in a student’s success in school.  The board encourages parents to become involved in their child’s education to ensure the child’s academic success.  The board will:

(In each of the following six items, the board must describe in policy how it will accomplish each of the items.)

  1. how the board will involve parents in the development of the Title I plan, the process for school review of the plan and the process for improvement;
  1. how the board will provide the coordination, technical assistance and other support necessary to assist participating schools in planning and implementing effective parent involvement activities to improve student academic achievement and school performance;
  1. build the schools’ and parents’ capacity for strong parental involvement;
  1. coordinate and integrate parental involvement strategies under Title I with other programs such as Head Start, Reading First, etc.;
  1. conduct with the involvement of parents, an annual evaluation of the content and effectiveness of the parental involvement policy in improving the academic quality of the school served including identifying barriers to greater participation by parents in Title I activities (with particular attention to low-income parents, Limited English Proficient (LEP) parents, minorities, parents with disabilities and parents with low literacy) and use the findings of the evaluation to design strategies for more effective parental involvement and to revise, as necessary, the parental involvement policies; and
  1. involve parents in Title I activities.

The board will review this policy annually.  The superintendent is responsible for notifying parents of this policy annually or within a reasonable time after it has been amended during the school year.  It is the responsibility of the superintendent to develop administrative regulations regarding this policy

 

 

Cross References:        
904.2   Community Resource Persons and Volunteers

Approved:  March 2007
Reviewed:  October 2016

 

dawn@iowaschoo… Mon, 11/25/2019 - 14:06

506 - Student Records

506 - Student Records dawn@iowaschoo… Mon, 11/25/2019 - 14:08

506.1 - Student Records Access

506.1 - Student Records Access

The board recognizes the importance of maintaining student records and preserving their confidentiality.  Student records containing personally identifiable information are kept confidential at collection, storage, disclosure and destruction stages.  The board secretary is the custodian of student records.  Student records may be maintained in the central administration office or administrative office of the student's attendance center.  Student is defined as an enrolled individual, PK-12 including children in school district sponsored child-care programs.

Parents and eligible students will have access to the student's records during the regular business hours of the school district.  An eligible student is a student who has reached eighteen years of age or is attending an institution of postsecondary education at the post high school level.  Parents of an eligible student are provided access to the student records only with the written permission of the eligible student unless the eligible student is defined as a dependent by the Internal Revenue Code.  In that case, the parents may be provided access without the written permission of the student.  A representative of the parents or eligible student, who has received written permission from the parents or eligible student, may inspect and review a special education student's records.  Parents, other than parents of an eligible student, may be denied access to a student's records if the school district has a court order stating such or when the district has been advised under the appropriate laws that the parents may not access the student records.  Parents may inspect an instrument used for the purpose of collection of student personal information prior to the instrument’s use.  Parents may inspect an instrument used for the purpose of collection of student personal information prior to the instrument’s use.

A student record may contain information on more than one student.  Parents will have the right to access the information relating to their student or to be informed of the information.  Eligible students will also have the right to access the information relating to them selves, or be informed of the information.

Parents and eligible students will have a right to access the student's records upon request without unnecessary delay and in no instance more than forty-five calendar days after the request is made.  Parents, an eligible student or an authorized representative of the parents will have the right to access the student's records prior to an Individualized Education Program (IEP) meeting or hearing.

Copies of student records will be provided if failure to do so would effectively prevent the parents or student from exercising the right to access the student records.  Fees for copies of the records are waived if it would prevent the parents or student from accessing the records.  A fee may not be charged to search or retrieve information from student records. 

Upon the request of parents or an eligible student, the school district will provide an explanation and interpretation of the student records and a list of the types and locations of education records collected, maintained or used by the school district.

If the parents or an eligible student believes the information in the student records is inaccurate, misleading or violates the privacy or other rights of the student, the parents or an eligible student may request that the school district amend the student records.  The school district will decide whether to amend the student records within a reasonable time after receipt of the request.  If the school district determines an amendment is made to the student record, the school district will make the amendment and inform the parents or the eligible student of the decision in writing.

If the school district determines that amendment of the student's record is not appropriate, it will inform the parents or the eligible student of their right to a hearing before the hearing officer provided by the school district.

If the parents' and the eligible student's request to amend the student record is further denied following the hearing, the parents or the eligible student are informed that they have a right to place an explanatory letter in the student record commenting on the school district's decision or setting forth the reasoning for disagreeing with the school district.  Additions to the student's records will become a part of the student record and be maintained like other student records.  If the school district discloses the student records, the explanation by the parents will also be disclosed.

Student records may be disclosed in limited circumstances without parental or eligible student's written permission.  This disclosure is made on the condition that the student record will not be disclosed to a third party without the written permission of the parents or the eligible student.  This disclosure may be made to the following individuals or under the following circumstances:

  • to school officials within the school district and AEA personnel whom the superintendent has determined to have a legitimate educational interest, including, but not limited to, board members, employees, school attorney, auditor, health professionals, and individuals serving on official school committees;
  • to officials of another school district in which the student wishes to enroll, provided the other school district notifies the parents the student records are being sent and the parents have an opportunity to receive a copy of the records and challenge the contents of the records unless the annual notification includes a provision that records will automatically be transferred to new school districts;
  • to the U.S. Comptroller General, the U.S. Attorney General, the U.S. Secretary of Education or state and local educational authorities;
  • in connection with financial aid for which the student has applied or which the student has received if the information is necessary to receive the financial aid;
  • to organizations conducting educational studies and the study does not release personally identifiable information;
  • to accrediting organizations;
  • to parents of a dependent student as defined in the Internal Revenue Code;
  • to comply with a court order or judicially issued subpoena;
  • consistent with an interagency agreement between the school district and juvenile justice agencies;
  • in connection with a health or safety emergency; or,
  • as directory information.

The superintendent will keep a list of the individuals and their positions who are authorized to view a special education student's records without the permission of the parents or the eligible student.  Individuals not listed are not allowed access without parental or an eligible student's written permission.  This list must be current and available for public inspection and updated as changes occur.

The superintendent will also keep a list of individuals, agencies and organizations which have requested or obtained access to a student's records, the date access was given and their legitimate educational interest or purpose for which they were authorized to view the records.  The superintendent, however, does not need to keep a list of the parents, authorized educational employees, officers and agencies of the school district who have accessed the student’s records.  This list for a student record may be accessed by the parents, the eligible student and the custodian of student records. 

Permanent student records, including a student's name, address, phone number, grades, attendance records, classes attended, grade level completed and year completed may be maintained without time limitation.  Permanent student records will be kept in a fire-safe vault.

When personally identifiable information, other than permanent student records, no longer needs to be maintained by the school district to provide educational services to a special education student, the parents or eligible student are notified.  This notice is normally given after a student graduates or otherwise leaves the school district.  If the parents or eligible student request that the personally identifiable information be destroyed, the school district will destroy the records.  Prior to the destruction of the records, the school district must inform the parents or eligible student the records may be needed by the parents or eligible student for social security benefits or other purposes.

The school district will cooperate with the juvenile justice system in sharing information contained in permanent student records regarding students who have become involved with the juvenile justice system.  The school district will enter into an interagency agreement with the juvenile justice agency (agencies) involved.

The purpose of the agreement is to allow for the sharing of information prior to a student's adjudication in order to promote and collaborate between the school district and the agencies to improve school safety, reduce alcohol and illegal drug use, reduce truancy, reduce in-school and out-of-school suspensions, and to support alternatives to in-school and out-of-school suspensions and expulsions which provide structured and well supervised educational programs supplemented by coordinated and appropriate services designed to correct behaviors that lead to truancy, suspension, and expulsions and to support students in successfully completing their education.

The school district may share any information with the agencies contained in a student's permanent record, which is directly related to the juvenile justice system's ability to effectively serve the student.  Prior to adjudication information contained in the permanent record may be disclosed by the school district to the parties without parental consent or court order.  Information contained in a student's permanent record may be disclosed by the school district to the agencies after adjudication only with parental consent or a court order.  Information shared pursuant to the agreement is used solely for determining the programs and services appropriate to the needs of the student or student's family or coordinating the delivery of programs and services to the student or student's family. 

Information shared under the agreement is not admissible in any court proceedings, which take place prior to a disposition hearing, unless written consent is obtained from a student's parent, guardian, or legal or actual custodian.

Confidential information shared between the school district and the agencies will remain confidential and will not be shared with any other person, unless otherwise provided by law.

Information shared under the agreement is not admissible in any court proceedings, which take place prior to a disposition hearing, unless written consent is obtained from a student's parent, guardian, or legal or actual custodian.  The school district may discontinue information sharing with an agency if the school district determines that the agency has violated the intent or letter of the agreement.

Agencies will contact the principal of the attendance center where the student is currently or was enrolled.  The principal will then forward copies of the records within 10 business days of the request.

The school district will provide training or instruction to employees about parents' and eligible students' rights under this policy.  Employees will also be informed about the procedures for carrying out this policy.  It is the responsibility of the superintendent to annually notify parents and eligible students of their right to inspect and review the student's records.  The notice is given in a parents' or eligible student's native language.  Should the school district collect personal information from students for the purposes of marketing or selling that information, the school district will annually notify parents of such activity.

The notice will include a statement that the parents have a right to file a complaint alleging the school district failed to comply with this policy.  Complaints are forwarded to Family Policy Compliance Office, U.S. Department of Education, 400 Maryland Avenue, Washington, DC. 20202-4605.

 

 

Cross Reference:         
501      Student Attendance

505      Student Scholastic Achievement
506      Student Records
507      Student Health and Well-Being
603.3   Special Education
708      Care, Maintenance and Disposal of School District Records
901.1   Public Examination of School District Records

Approved:  March 2007
Reviewed:  October 2016
Revised:     February 2009

 

dawn@iowaschoo… Mon, 11/25/2019 - 14:08

506.1E1 - Student Records Checklist

506.1E1 - Student Records Checklist

See form attached 

 

 

dawn@iowaschoo… Mon, 11/25/2019 - 14:15
File Attachments

506.1E2 - Request of Nonparent for Examination or Copies of Student Records

506.1E2 - Request of Nonparent for Examination or Copies of Student Records

See form attached 

 

 

dawn@iowaschoo… Mon, 11/25/2019 - 14:21
File Attachments

506.1E3 - Authorization for Release of Student Records

506.1E3 - Authorization for Release of Student Records

The undersigned hereby authorizes Webster City School District to release copies of the following official
student records:

_______________________________________________________________________________________

_______________________________________________________________________________________

Concerning:  _______________________________________________________     ___________________
                       (Full Legal Name of Student)                                                                    (Date of Birth)

_________________________________________________________________     from 20____ to 20_____
   (Name of Last School Attended)                                                                                 (Year(s) of Attend.)

The reason for this request is:  ______________________________________________________________

_______________________________________________________________________________________

My relationship to the child is:  _______________________________________________________________

Copies of the records to be released are to be furnished to:

               (   )  the undersigned
               (   )  the student
               (   )  other (please specifiy)  _________________________________________________________

 

 

                                                                                          __________________________________________
                                                                                             (Signature)

                                                                                          Date:       __________________________________
                                                                                          Address: __________________________________
                                                                                          City:        __________________________________
                                                                                          State:      _________________  ZIP:     __________
                                                                                          Phone Number:  ____________________________

 

dawn@iowaschoo… Mon, 11/25/2019 - 14:24

506.1E4 - Request for Hearing on Correction of Student Records

506.1E4 - Request for Hearing on Correction of Student Records

To:  ________________________________________  Address:  __________________________________
        Board Secretary (Custodian)

I believe certain official student records of my child,                                               , (full legal name of
student),                                      (school name), are inaccurate, misleading or in violation of privacy

rights of my child.

The official education records which I believe are inaccurate, misleading or in violation of the privacy
or other rights of my child are:

_______________________________________________________________________________________

_______________________________________________________________________________________

_______________________________________________________________________________________

The reason I believe such records are inaccurate, misleading or in violation of the privacy or other rights
of my child is:

_______________________________________________________________________________________

_______________________________________________________________________________________

_______________________________________________________________________________________

My relationship to the child is:  ______________________________________________________________

I understand that I will be notified in writing of the time and place of the hearing; that I will be notified
in writing of the decision; and I have the right to appeal the decision by so notifying the hearing officer
in writing within ten days after my receipt of the decision or a right to place a statement in my child's
record stating I disagree with the decision and why.

                                                                                _______________________________________________
                                                                                    (Signature)

                                                                               Date:  __________________________________________
                                                                               Address:    ______________________________________
                                                                               City:  ___________________________________________
                                                                               State:  ________________________  ZIP  _____________
                                                                               Phone Number:  __________________________________

 

dawn@iowaschoo… Mon, 11/25/2019 - 14:32

506.1E5 - Request for Examination of Student Records

506.1E5 - Request for Examination of Student Records

To:  _________________________________________     Address:  _____________________________________
          Board Secretary (Custodian)

 The undersigned desires to examine the following official education records.

____________________________________________________________________________________________

____________________________________________________________________________________________

____________________________________________________________________________________________

of _____________________________________, ____________________________________________________
     (Full Legal Name of Student)                              (Date of Birth)                                   (Grade)

____________________________________________________________________________________________
    (Name of School)

My relationship to the student is:  _________________________________________________________________

(check one)
                _________  I do
                _________  I do not

desire a copy of such records.  I understand that a reasonable charge may be made for the copies.

 

                                                                              _____________________________________________________
                                                                                     (Parent's Signature)

 

 

 

APPROVED:                                                                            Date:  ______________________________________
                                                                                                 Address:  ___________________________________
Signature:  ____________________________________      City:  _______________________________________
Title:  ________________________________________       State:  ______________________  Zip  ___________
Date:  ________________________________________      Phone Number:  ______________________________

 

dawn@iowaschoo… Mon, 11/25/2019 - 14:41

506.1E6 - Notification of Transfer of Student Records

506.1E6 - Notification of Transfer of Student Records

To:  _____________________________________________________   Date:  ___________________________
         Parent/or Guardian

       Street Address:  _________________________________________________________________________

       City/State:  _____________________________________________________ Zip:  ____________________

Please be notified that copies of the Webster City Community School District's official student records concerning
                                       , (full legal name of student) have been transferred to:

_____________________________________________________  ____________________________________
School District Name                                                                            Address

upon the written statement that the student intends to enroll in said school system.

If you desire a copy of such records furnished, please check here            and return this form to the undersigned.  A
reasonable charge will be made for the copies.

If you believe such records transferred are inaccurate, misleading or otherwise in violation of the privacy or other
rights of the student, you have the right to a hearing to challenge the contents of such records.4

                                                                                      __________________________________________________
                                                                                         (Name)

                                                                                      __________________________________________________
                                                                                         (Title)

 

dawn@iowaschoo… Mon, 11/25/2019 - 14:49

506.1E7 - Letter to Parent Regarding Receipt of a Subpoena

506.1E7 - Letter to Parent Regarding Receipt of a Subpoena

Date

 

Dear     (Parent)    :

This letter is to notify you that the Webster City Community School District has received a      (subpoena or court order)     requesting copies of your child's permanent records.  The specific records requested are                                                     .

The school district has until   (date on subpoena or court order)   to deliver the documents to   (requesting party on subpoena or court order).  If you have any questions, please do not hesitate to contact me at   (phone #)    .

 

Sincerely,

 

 

(Principal or Superintendent)

 

dawn@iowaschoo… Mon, 11/25/2019 - 15:00

506.1E8 - Juvenile Justice Agency Information Sharing Agreement

506.1E8 - Juvenile Justice Agency Information Sharing Agreement

Statement of Purpose:  The purpose of this Agreement is to allow for the sharing of information among the School District and the Agencies prior to a student's adjudication in order to promote and collaborate to improve school safety, reduce alcohol and illegal drug use, reduce truancy, reduce in-school and out-of-school suspensions, and to support alternatives to in-school and out-of-school suspensions and expulsions which provide structured and well supervised educational programs supplemented by coordinated and appropriate services designed to correct behaviors that lead to truancy, suspension, and expulsions and to support students in successfully completing their education.

Identification of Agencies:  This agreement is between the Webster City Community School District (hereinafter "School District") and (agencies listed) (hereinafter "Agencies")   .

Statutory Authority:  This agreement implements Iowa Code § 280.25 and is consistent with 34 C.F.R. 99.38 (2004).

Parameters of Information Exchange:

  1. The School District may share any information with the Agencies contained in a student's permanent record which is directly related to the juvenile justice system's ability to effectively serve the student.
  1. Prior to adjudication information contained in the permanent record may be disclosed by the school district to the Agencies without parental consent or court order.
  1. Information contained in a student's permanent record may be disclosed by the School District to the Agencies after adjudication only with parental consent or a court order.
  1. Information shared pursuant to the agreement is used solely for determining the programs and services appropriate to the needs of the student or student's family or coordinating the delivery of programs and services to the student or student's family.
  1. Information shared under the agreement is not admissible in any court proceedings which take place prior to a disposition hearing, unless written consent is obtained from a student's parent, guardian, or legal or actual custodian.
  1. Information obtained by the school from other juvenile justice agencies may not be used as the basis for disciplinary action of the student.
  1. This agreement only governs a school district's abilit
  2. y to share information and the purposes for which that information can be used.  Other agencies are bound by their own respective confidentiality policies.

Records' Transmission:  The individual requesting the information should contact the principal of the building in which the student is currently enrolled or was enrolled.  The principal will forward the records within 10 business days of the request.

 

Confidentiality:  Confidential information shared between the Agencies and the school district will remain confidential and will not be shared with any other person, unless otherwise provided by law.  Information shared under the agreement is not admissible in any court proceedings which take place prior to a disposition hearing, unless written consent is obtained from a student's parent.  Agencies or individuals violating the terms of this agreement subject their entity represented and themselves personally to legal action pursuant to federal and state law. 

Amendments:  This agreement constitutes the entire agreement among the agencies with respect to information sharing.  Agencies may be added to this agreement at the discretion of the school district.

Term:  This agreement is effective from   (September 1, 20   or other date)  .

Termination:  The School District may discontinue information sharing with an Agency if the School District determines that the Agency has violated the intent or letter of this Agreement.

APPROVED:

Signature:  _______________________________________________     Address:  ____________________________________________
Title:  ___________________________________________________     CIty:  ________________________________________________
Agency:  ________________________________________________     State:  _________________________  ZIP:  _________________
Date:  __________________________________________________      Phone Number:  _______________________________________

Signature:  _______________________________________________     Address:  ____________________________________________
Title:  ___________________________________________________     CIty:  ________________________________________________
Agency:  ________________________________________________     State:  _________________________  ZIP:  _________________
Date:  __________________________________________________      Phone Number:  _______________________________________

Signature:  _______________________________________________     Address:  ____________________________________________
Title:  ___________________________________________________     CIty:  ________________________________________________
Agency:  ________________________________________________     State:  _________________________  ZIP:  _________________
Date:  __________________________________________________      Phone Number:  _______________________________________

Signature:  _______________________________________________     Address:  ____________________________________________
Title:  ___________________________________________________     CIty:  ________________________________________________
Agency:  ________________________________________________     State:  _________________________  ZIP:  _________________
Date:  __________________________________________________      Phone Number:  _______________________________________

This agreement is optional and can only be used if the board has adopted a policy approving of its use.

 

dawn@iowaschoo… Mon, 11/25/2019 - 15:01

506.1E9 - Annual Notice

506.1E9 - Annual Notice

The Family Educational Rights and Privacy Act (FERPA) afford parents and students over 18 years of age ("eligible students") certain rights with respect to the student's education records.  They are:

  1. The right to inspect and review the student's education records within 45 days of the day the district receives a request for access.

    Parents or eligible students should submit to the school principal (or appropriate school official) a written request that identifies the record(s) they wish to inspect.  The principal will make arrangements for access and notify the parent or eligible student of the time and place where the records may be inspected.

  1. The right to request the amendment of the student's education records that the parent or eligible student believes are inaccurate or misleading or in violation of the student's privacy rights.

    Parents or eligible students may ask the school district to amend a record that they believe is inaccurate or misleading.  They should write the school principal, clearly identify the part of the record they want changed, and specify why it is inaccurate or misleading.

    If the district decides not to amend the record as requested by the parent or eligible student, the district will notify the parent or eligible student of the decision and advise them of their right to a hearing regarding the request for amendment.  Additional information regarding the hearing procedures will be provided to the parent or eligible student when notified of the right to a hearing.

  1. The right to consent to disclosures of personally identifiable information contained in the student's education records, except to the extent that FERPA authorizes disclosure without consent.

    One exception, which permits disclosure without consent is disclosure to school officials with legitimate educational interests.  A school official is a person employed by the district as an administrator, supervisor, instructor, or support staff member (including health or medical staff and law enforcement unit personnel); a person serving on the school board; a person or company with whom the district has contracted to perform a special task (such as an attorney, auditor, AEA employees, medical consultant, or therapist); or a parent or student serving on an official committee, such as a disciplinary or grievance committee or student assistance team, or assisting another school official in performing his or her tasks.

A school official has a legitimate educational interest if the official needs to review an education record in order to fulfill his or her professional responsibility.

Upon request, the district discloses education records without consent to officials of another school district in which a student seeks or intends to enroll.  (Note:  FERPA requires a school district to make a reasonable attempt to notify the parent or eligible student of the records request unless it states in its annual notification that it intends to forward records on request.)

The right to inform the school district that the parent does not want directory information, as defined below, to be released.  Directory information can be released without prior parental consent.  (School districts that anticipate marketing or selling directory information for marketing purposes need the following statement in this notice.  “The school district will not market or sell directory information without prior consent of the parent.”)  Any student over the age of eighteen or parent not wanting this information released to the public must make object in writing to the principal.  The objection needs to be renewed annually. 

(The following is the suggested list in the federal law but boards can add or subtract from the list.)

NAME, GRADE LEVEL, ENROLLMENT STATUS, PARTICIPATION IN OFFICIALLY RECOGNIZED ACTIVITIES AND SPORTS, WEIGHT AND HEIGHT OF MEMBERS OF ATHLETIC TEAMS, DATES OF ATTENDANCE, DEGREES AND AWARDS RECEIVED, PHOTOGRAPH AND LIKENESS AND OTHER SIMILAR INFORMATION.

Note - If boards eliminate name, address or telephone listing from their directory information, military recruiters and postsecondary institutions still have the right, under federal law, to access the three items.  Those boards that eliminate name, address or telephone listing, need to give parents a second notice allowing them to withhold this information from military recruiters or postsecondary institutions.  The following additional notice is suggested:

Even though (choose the applicable words - names, student addresses and telephone numbers) are not considered directory information, military recruiters and postsecondary educational institutions may legally access this information without prior parental consent.  Parents not wanting military recruiters or postsecondary institutions to access the information must ask the school district to withhold the information.  Also, school districts that provide postsecondary institutions and potential employers' access to students must provide the same right of access to military recruiters.  Parents not wanting military recruiters to contact their children, have the right to deny permission for this activity.

  1. The right to file a complaint with the U.S. Department of Education concerning alleged failures by the district to comply with the requirements of FERPA.  The name and address of the office that administers FERPA is:

                 Family Policy Compliance Office, U.S. Department of Education,
               
400 Maryland Ave., SW, Washington, DC, 20202-4605.

[The School District may share any information with the Parties contained in a student's permanent record, which is directly related to the juvenile justice system's ability to effectively serve the student.  Prior to adjudication information contained in the permanent record may be disclosed by the School District to the Parties without parental consent or court order.  Information contained in a student's permanent record may be disclosed by the School District to the Parties after adjudication only with parental consent or a court order. 

Information shared pursuant to the agreement is used solely for determining the programs and services appropriate to the needs of the student or student's family or coordinating the delivery of programs and services to the student or student's family.  Information shared under the agreement is not admissible in any court proceedings, which take place prior to a disposition hearing, unless written consent is obtained from a student's parent, guardia