BOARD POLICIES

BOARD POLICIES

Click on the "Board Policies" header to expand the list and navigate to the policy you wish to view. Or, use the Search function in the upper right-hand corner of the site to search for a word or phrase in the policy manual, agenda or minutes.

 

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

100 - SCHOOL DISTRICT

100 - SCHOOL DISTRICT jen@iowaschool… Thu, 02/04/2021 - 09:42

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 will be known as the Independence Community School District.

This school corporation is located in Buchanan County, and its affairs are conducted by elected school officials, the Independence Community School District Board of Directors.  This school corporation has exclusive jurisdiction over school matters in the territory of the school district.

 

 

Legal Reference:  Iowa Code §§ 274.1, .2, .6, .7; 279.8; 594A.

Cross Reference:  200      Legal Status of the Board of Directors

Approved 11/01/2004                           Reviewed 11/17/2008                           Revised 10/17/2022
                                                                              09/17/2012
                                                                              08/21/2017                                                                                                                                                                                    10/17/2022 

                                                                                                      

 

dawn.gibson.cm… Sat, 02/27/2021 - 13:50

101 - Educational Philosophy of the School District

101 - Educational Philosophy of the School District

As a school corporation of Iowa, the Independence 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 will 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.

 

 

Legal Reference:  Iowa Code §§ 256.11, .11A (2003).

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 11/01/2004                           Reviewed 11/17/2008                           Revised 10/17/2022

                                                                             09/17/2012

                                                                             08/21/2017

                                                                                  10/17/2022

 

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 13:51

102 - School District Instructional Organization

102 - School District Instructional Organization

The Independence Community School District offers an education program for grades pre-kindergarten through twelve.  The levels of instruction are organized by the following levels:

Pre-kindergarten will attend the Early Childhood Center in Independence.

Grades junior kindergarten and kindergarten through second will attend East Elementary School in Independence.

Grades three through six will attend West Elementary School in Independence.

Grades seven through twelve will attend the Jr/Sr High School in Independence.  The Buchanan County Success Center is an Alternative High School Program that is a part of the Jr/Sr High School but is located off campus at another site.

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 will work closely with the superintendent, who will oversee the administration and management of the school district.

 

 

Legal Reference:  Iowa Code §§ 256.11, .11A; 275.1; 279.11; 280.14 (2003).
  
                                    281 I.A.C. 12.1; .3(11); .5.

Cross Reference:  501      Student Attendance

Approved 11/01/2004                           Reviewed 11/17/2008                           Revised 11/17/2008
                                                                              07/19/2010                                        07/19/2010
                                                                              09/17/2012                                        08/21/2017                                                                                                                          08/21/2017                                        10/17/2022                                                                                                                          10/17/2022

 

dawn.gibson.cm… Sat, 02/27/2021 - 13:52

103 - Equal Educational Opportunity

103 - Equal Educational Opportunity

It is the goal of the board to develop a healthy social, intellectual, emotional, and physical self-concept in the students enrolled in the school district.  Each student attending school will have the opportunity to use its education program and services as a means for self-improvement and individual growth.  In so doing, the students are expected to conduct themselves in a manner that assures each student the same educational opportunity.

The Independence Community School District does not discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity and socioeconomic status (for programs) in its educational programs and its employment practices. The belief in equal educational opportunity serves as a guide for the board and employees in making decisions relating to school district facilities, employment, selection of educational materials, equipment, curriculum, and regulations affecting students.  There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact:

Equity Coordinator:

Erin Burmeister, Director of School Improvement

Contact Address:

1207 1st Street West, Independence, IA  50644

Contact Telephone Number:

(319) 334-7400

Contact Email Address:

eburmeister@indeek12.org

 

Board policies, rules and regulations affect students while they are on school property or on property within the jurisdiction of the school district; while on school owned and/or operated school or chartered vehicles; while attending or engaged in school activities; and while away from school grounds if misconduct will directly affect the good order, efficient management and welfare of the school district.

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

Inquiries by students regarding compliance with equal educational opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, are directed to the Affirmative Action Coordinator by writing to the Affirmative Action Coordinator, Independence Community School District, 1207 1st Street West, Independence, Iowa 50644; or by telephoning (319) 334-7400.

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, John C. Kluczynski Federal Building, 230 S. Dearborn St., 37th Floor, Chicago, IL, 60604 (312) 730-1560, fax (312) 730-1576 OCR.Chicago@ed.gov, the Iowa Civil Rights Commissioner, https://icrc.iowa.gov, (515) 281-4121 or Iowa Dept. of Education, Grimes State Office Bldg., Des Moines, IA 50319. (515) 281-5294.  This inquiry or complaint to the federal or state office may be done instead of, or in addition to, an inquiry or complaint at the local level.

 

 

Legal Reference:  20 U.S.C. §§ 1221 et seq. 
  
                                    20 U.S.C. §§ 1681 et seq.
  
                                    20 U.S.C. §§ 1701 et seq.
  
                                    29 U.S.C. § 206 et seq.

                                       29 U.S.C. § 794
  
                                    42 U.S.C. §§ 2000d and 2000e.
  
                                    42 U.S.C. §§ 12101 et seq.
  
                                    34 C.F.R. Pt. 100.
  
                                    34 C.F.R. Pt. 104.
                                     
Iowa Code §§ 216.6; 216.9; 256.11, .11; 280.3.
  
                                    281 I.A.C. 12.

Cross Reference:  101      Educational Philosophy of the School District
  
                                    401.1   Equal Employment Opportunity
  
                                    506.1   Student Records

Approved 11/01/2004                           Reviewed 06/19/2007                           Revised 06/19/2007                                                                                                                     11/17/2008                                         04/26/2010
                                                                              04/26/2010              
                           09/17/2012                   
                                                                                   09/17/2012                                          03/17/2014                                                                                                                     03/17/2014                                         09/15 2014
                                                                              09/15/2014          
                               04/18/2016
                                                                              04/18/2016                                         09/21/2020                                                                                                                      09/18/2017                                         01/18/2021                                                                                                                      09/21/2020                                         10/17/2022                                                                                                                      01/18/2021                                                                                                                                                                                10/17/2022 

                                                                               

dawn.gibson.cm… Sat, 02/27/2021 - 13:54

103.E1 - Annual Notice of Nondiscrimination

103.E1 - Annual Notice of Nondiscrimination

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

  • Agriculture, Food and Natural Resources
  • Business, Finance, Marketing and Management
  • Human Services
  • Applied Sciences, Technology, Engineering, and Manufacturing

It is the policy of the Independence 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:

Equity Coordinator:

Erin Burmeister, Director of School Improvement

Contact Address:

1207 1st Street West, Independence, IA  50644

Contact Telephone Number:

(319) 334-7400

Contact Email Address:

eburmeister@indeek12.org

 

 

 

 

 

 

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 14:03

103.E2 - Continuous Notice of Nondiscrimination

103.E2 - Continuous Notice of Nondiscrimination

It is the policy of the Independence 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:

Equity Coordinator:

Erin Burmeister, Director of School Improvement

Contact Address:

1207 1st Street West, Independence, IA  50644

Contact Telephone Number:

(319) 334-7400

Contact Email Address:

eburmeister@indeek12.org

 

dawn.gibson.cm… Sat, 02/27/2021 - 14:04

103.E3 - Section 504 Student and Parental Rights

103.E3 - Section 504 Student and Parental Rights

The Independence 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 Independence 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:

Equity Coordinator:

Erin Burmeister, Director of School Improvement

Contact Address:

1207 1st Street West, Independence, IA  50644

Contact Telephone Number:

(319) 334-7400

Contact Email Address:

eburmeister@indeek12.org

 

dawn.gibson.cm… Sat, 02/27/2021 - 14:05

103.E4 - Complaint Form (Discrimination, Anti-Bullying, and Anti-Harassment)

103.E4 - Complaint Form (Discrimination, Anti-Bullying, and Anti-Harassment)

 

Date of complaint:

 

_____________________________________________________

Name of Complainant:

 

_____________________________________________________

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

 

_____________________________________________________

 

_____________________________________________________

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

 

_____________________________________________________

Date and place of alleged incident(s):

_____________________________________________________

 

_____________________________________________________

 

_____________________________________________________

 

Names of any witnesses (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.gibson.cm… Sat, 02/27/2021 - 14:07

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.gibson.cm… Sat, 02/27/2021 - 14:08

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.gibson.cm… Sat, 02/27/2021 - 14:11

103.R1 - Grievance Procedure

103.R1 - Grievance Procedure

It is the policy of the Independence 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:

Equity Coordinator:

Erin Burmeister, Director of School Improvement

Contact Address:

1207 1st Street West, Independence, IA  50644

Contact Telephone Number:

(319) 334-7400

Contact Email Address:

eburmeister@indeek12.org

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 grievance procedure may do so by filing a complaint with the equity coordinator(s). An alternate will be designated in the event it is claimed that the equity coordinator or superintendent committed the alleged discrimination or some other conflict of interest exists. Complaints will be filed within 15 working days of the event giving rise to the complaint or from the date the Complainant could reasonably become aware of such occurrence. The Complainant will state the nature of the complaint and the remedy requested. The equity coordinator(s) will assist the Complainant as needed.

 

Investigation

Within 15 working days, the equity coordinator will begin the investigation of the complaint or appoint a qualified person to undertake the investigation (hereinafter “equity coordinator”).  If the Complainant is under 18 years of age, the equity coordinator will notify his or her parent(s)/guardian(s) that they may attend investigatory meetings in which the Complainant is involved. The complaint and identity of the Complainant, Respondent, or witnesses will only be disclosed as reasonably necessary in connection with the investigation or as required by law or policy. The investigation may include, but is not limited to the following:

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

Within 15 working days, the equity coordinator will complete the investigation and issue a report with respect to the findings.

The equity coordinator will notify the Complainant and Respondent of the decision within 5 working days of completing the written report. Notification will be by U.S. mail, first class.

 

Decision and Appeal

The complaint is closed after the equity coordinator has issued the report, unless within 15 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 will promptly forward all materials relative to the complaint and appeal to the superintendent. Within 10 working days, the superintendent will affirm, reverse, amend the decision, or direct the equity coordinator to gather additional information. The superintendent will notify the Complainant, Respondent, and the equity coordinator of the decision within 5 working days of the decision. Notification will be by U.S. mail, first class.

The decision of the superintendent will 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 will be subject to discipline by appropriate measures.

 

dawn.gibson.cm… Sat, 02/27/2021 - 14:12

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

 

 

Legal Reference:  Iowa Code § 279.8 (2003).

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 11/01/2004                           Reviewed 11/17/2008                           Revised 10/17/2022
                                                                              09/17/2012                                                                                                                                                                                    09/18/2017                                                                                                                                                                                    10/17/2022

 

dawn.gibson.cm… Sat, 02/27/2021 - 14:14

104.01 - Independence Community Schools Operating Principles for the Administration and Staff

104.01 - Independence Community Schools Operating Principles for the Administration and Staff

Introduction

Providing a quality education for each student requires a commitment to excellence from the board of education, the superintendent, and all the employees of the district.  Each individual employed by the district has a significant part to play, however for our efforts to be successful; all must work together as a team.  Just as it is crucial for the superintendent and board to work in harmony in a leadership role, it is equally important for the PK-12 staff and building administrators to work together in a collegial manner to ensure that we achieve our mission, which is to prepare students to become productive citizens and lifelong learners by providing a positive educational environment.

We agree that adherence to the following set of principles will ensure effective guidance and operation of the school district, and will accentuate a positive, open, and productive environment for all.

Positiveness

  1. The staff and administration recognize that it is essential to remain positive in working together as a team.  Each staff member will strive to develop and maintain a positive atmosphere by:
    1. Showing confidence in fellow staff members;
    2. Assuming others are doing the best they can;
    3. Giving more positive reinforcement than negative criticism;
    4. Focusing on how to make things work, rather than dwelling on reasons why things can’t work.

Responsibility to the Team

  1. Cooperation, support, and loyalty do not mean we will agree on all issues.  Open and honest discussion will bring out our best thinking and produce the best results.  Each person can be a good team member by:
    1. Remembering that each person is accountable to the team for his/her own actions;
    2. Being cooperative;
    3. Responding to situations based on fact, not rumor;
    4. Being willing to express one’s concerns in an open and honest manner, but only if you have a positive solution to the problem;
    5. Handling concerns with another team member in a professional manner and on a one-to-one basis;
    6. Being willing to compromise, i.e., always keeping in mind that the welfare of the students, and the district as a whole will be our priorities;
    7. Exhibiting an attitude of trust and appreciation for one another, as well as a commitment to work toward the resolution of problems;
    8. Being willing to share our good ideas with others, again remembering that we are working as a team, not a group of individuals.

Handling Public Concerns

  1. All school employees are encouraged to maintain good communications with patrons of the district.  When approached by a district patron with a concern, a staff member should follow these procedures:
    1. Listen to the individual’s concern;
    2. Ask if he/she has discussed the issue with the person immediately responsible; if not, encourage him/her to do so;
    3. Affirm the desire to reach a satisfactory solution, while reinforcing the need to resolve the issue with the person(s) immediately responsible.  If unsuccessful, the staff member will assist the individual in proceeding to the next level of responsibility;
    4. Inform other staff members as soon as possible of unusual happenings which could affect their areas of responsibility;
    5. Refrain from speaking negatively about another team member.  If you have strong personal convictions about the inappropriateness of a fellow team member’s performance or deeds, it is best to act professionally and privately share your concerns with the fellow team member in a direct manner.

Communication

  1. Independence staff and administration will always support communication in order to enhance understanding.
    1. Effective communication requires high levels of trust.  To achieve this trust, communications must be open, straightforward, and honest.  We will never  knowingly deceive one another;
    2. Open channels of communication must be established and maintained, i.e., make deliberate efforts to share information and data with those whom it affects;
    3. Listen attentively to all audiences, i.e., other staff, students, parents, administrators, patrons;
    4. Eliminate rumors by checking out the facts and then informing those involved of the true facts;
    5. When differences of opinion occur, timing and setting are key elements to consider when expressing those differences;
    6. Each staff member must have the freedom and opportunity to express his/her own beliefs, and has the responsibility to do so in a timely manner;
    7. A good team member does not put a colleague on the spot in a public setting or in a group meeting, unless the uniformly understood ground rules of the meeting permit such action;
    8. When a disagreement arises with a fellow staff member, it is best to deal with the matter in a private, one-on-one situation.

Decision-Making

  1. Once a decision or recommendation is made utilizing the following process, everyone on the staff will consistently support the decision:
    1. Gather facts pertinent to the issue;
    2. Analyze the facts;
    3. Consider alternatives;
    4. Involve a representative number of those who will be affected by the decision;
    5. Engage in open and honest discussion regarding the facts and options;
    6. Make a decision;
    7. Communicate to others the decision and the rationale behind the decision;
    8. Provide a plan to implement the decision, which contains an ongoing monitoring system;
    9. Keep lines of communication open and listen to those who may have concerns;
    10. Evaluate the “plan” , and if needed make revisions to the plan.  In addition, we cannot be afraid to simply stop and reexamine the plan if we do not think it is working.  More harm is done in perpetuating a “bad” plan than starting over and using what we learned to create a new, more effective plan.

 

Cross Reference:  401.5   Employee Complaints
  
                                    307      Administrator Code of Ethics

 

Approved:  08/20/2007

Reviewed:  09/17/2012, 09/18/2017

Revised:  10/17/2022

 

dawn.gibson.cm… Sat, 02/27/2021 - 14:15

104.02 - Independence Community Schools Operating Principles for the Board of Education and Superintendent

104.02 - Independence Community Schools Operating Principles for the Board of Education and Superintendent

Introduction

Providing a quality education for each student requires a commitment to excellence from the board of education, the superintendent, and all the employees of the district.  Each individual employed by the district has a significant part to play, however for our efforts to be successful; all must work together as a team.  A special obligation rests with the board and superintendent to set an example of the kind of leadership that promotes harmony and teamwork. 

The mission of the Independence Schools, in partnership with the community, is to prepare students to become productive citizens and lifelong learners by providing a positive educational environment.  The board/superintendent team will provide leadership in our commitment to excellence by exhibiting the highest standards of professional conduct and personal responsibility.  The board/superintendent team will strive for high standards of behavior and performance that we believe will benefit not only our students and staff, but all people in the community.

We agree that adherence to the following set of principles will ensure effective guidance and operation of the school district, and will accentuate a positive, open, and productive environment for all.

Positiveness

  1. The board and superintendent recognize that it is absolutely necessary to remain positive in working together as a team.  As such, we will:
  1. Strive to see the good in others;
  2. Look for, recognize, and promote the positive contributions of each team member;
  3. Refrain from speaking negatively about the character of another team member;
  4. Seek ways to turn obstacles into opportunities;
  5. Maintain a sense of hope, optimism, and humor in working together;
  6. Strive toward increasingly high levels of citizenship in our personal and working relationships.

Team Cooperation

  1. The board and superintendent must work as a team to find the best ways to meet the needs of our students.
  2. It is essential that we trust and appreciate one another, as well as being committed to work toward a resolution of any conflicts or problems.
  3. Each individual must have the freedom and opportunity to express his/her own beliefs.
    1. This must be done in an open and honest manner, and early in the discussion of basic issues.

Individual Responsibility to Board/Superintendent Team

  1. Each person is accountable to the team for his/her own actions.
  2. Each team member will keep an open mind toward the views and opinions of others.
  3. Should concerns about another team member arise, the person with the concern will share privately his/her concerns with the individual on a one-on-one basis.
  4. When a member has an idea on how the team can work more effectively, the person is encouraged to present the idea to the team.
  5. Expressing one’s concerns is a necessary part of team building, but only if one has a positive solution to a problem.

Planning, Goal Setting, and Accountability of the Superintendent and Board

  1. The team must be oriented to a comprehensive planning process leading to mutually developed goals and their accountability. 
  2. The plan shall prescribe responsibilities for each individual along with an assurance of progress in measurable terms at specified levels.

Human Resource Development

  1. The team will support specific plans which will encourage continued growth of team members.
  2. The team will be an example to the school community that life-long learning is essential.

Communication

  1. Effective communication requires high levels of trust.
  2. Open channels of formal and informal communication must be established and maintained among all members of the team.
  3. Team members must refrain from knowingly deceiving one another and must replace rumors with facts.
  4. Board members should offer praise to employees on a personal basis.
  5. Criticisms of employees should not be communicated personally to them without consulting the superintendent and should not be aired at meetings.
  6. This team believes strongly in open communications and the publics’ right to know.
  7. Information cited by statute to be discussed in executive session and so discussed must remain confidential.  Sharing of such information with unauthorized persons at any time is totally unacceptable.  If a public statement is appropriate, the team will agree upon a specific statement to be made by the superintendent or his/her designee.

Handling of Public Concerns

When a board member is contacted by a constituent with a concern, he/she will follow these procedures:

  1. Listen to the individual’s concern.
  2. Ask if the person has discussed the issue with the person immediately responsible; if not, encourage him/her to do so.
  3. Affirm the desire to reach a satisfactory solution.
  4. Assure the person that the superintendent will be informed of the concern, if appropriate.
  5. Ask the person to report back on the progress or resolution of the concern, if appropriate.
  6. Express appreciation to the individual for presenting the concern.

Decision Making

The board and superintendent will use the following guidelines prior to a board decision:

  1. Gather pertinent facts regarding the situation.
  2. Receive input from persons/groups affected by the decision.
  3. Analyze and organize the collected data.
  4. Develop multiple solutions where appropriate, including cost estimates.
  5. Review the superintendent’s recommendations.
  6. Make a decision.
  7. Provide a plan to implement and evaluate the decision.
  8. Keep lines of communication open with those who continue to have concerns about the issue and/or the decision.
  9. Acknowledge the decision and support its effective implementation.

Meeting Agendas

  1. Board meeting agendas must be open and publicized to encourage meaningful dialogue.
  2. Surprises at decision-making meetings from board members or administrators are unwelcome, unethical, and counterproductive.
  3. Information upon which decisions are to be made must be publicized prior to decision-making meetings to provide adequate time for discussion.

 

Cross Reference:  401.5   Employee Complaints
  
                                    204      Code of Ethics
  
                                    307      Administrator Code of Ethics

 

Approved:  08/20/2007

Reviewed:  09/17/2012, 09/18/2017, 10/17/2022

Revised:

 

dawn.gibson.cm… Sat, 02/27/2021 - 14:19

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 determines how well students are meeting student learning goals.  The board will 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 will 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.

Every five years, the school district will conduct an assessment of needs from its stakeholders.

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

 

 

Legal Reference:  Iowa Code §§ 21; 256.7; 280.12, .18 (2003).
  
                                    281 I.A.C. 12.8(1)(b).

Cross Reference:  101      Educational Philosophy of the School District
  
                                    200      Legal Status of the Board of Directors
  
                                    208      Committees of the Board of Directors
  
                                    603.1   Basic Instruction Program
  
                                    801.1   Buildings and Sites Long Range Planning
  
                                    801.2   Buildings and Sites Surveys

Approved 11/01/2004                      Reviewed 10/15/2007                                 Revised 10/17/2022
                                                                         09/17/2012
                                                                         09/18/2017                                                                                                                                                                                   10/17/2022 

                        

dawn.gibson.cm… Sat, 02/27/2021 - 14:21

105.R1 - Long Range Needs Assessment Regulation

105.R1 - Long Range Needs Assessment Regulation

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

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

3.   provisions for collecting and analyzing assessment data on the following:

  1. state indicators,
  2. locally determined indicators,
  3. locally established student learning goals.

 

dawn.gibson.cm… Sat, 02/27/2021 - 14:22

106 - Anti-Bullying/Harassment Policy

106 - Anti-Bullying/Harassment Policy

The Independence Community School District is committed to providing all students, employees, and volunteers with a safe and civil school environment in which all members of the school community are treated with dignity and respect.  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. 

Bullying and/or harassment of or by students, employees, and volunteers is against federal, state, and local policy and is not tolerated by the board.

Accordingly, school employees, volunteers, and students will not engage in bullying or harassing behavior while on school property, while on school-owned or school-operated vehicles, while attending or participating in school-sponsored or sanctioned activities, and while away from school grounds if the conduct materially interferes with the orderly operation of the educational environment or is likely to do so.

Complaints may be filed with the superintendent or superintendent’s designee pursuant to the regulation accompanying this policy.  The superintendent is responsible for implementation of this policy and all accompanying procedures.  Complaints will be investigated within a reasonable time frame.  Within 24 hours of receiving a report that a student may have been the victim of conduct that constitutes bullying and/or harassment, the district will notify the parent or guardian of the student.

 

If as a result of viewing surveillance system data or based on a report from a school district employee, the district determines that a student has suffered bullying or harassment by another student enrolled in the district; a parent or guardian of the student may enroll the student in another attendance center within the district that offers classes at the student’s grade level, subject to the requirements and limitations established in Iowa law related to this topic.

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 regulation, 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.

Retaliation Prohibited

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.

Any student found to have violated or retaliated in violation of this policy will be subject to measures up to, and including, suspension and expulsion.  Any school employee found to have violated or retaliated in violation of this policy will be subject to measures up to, and including, termination of employment.  Any school volunteer found to have violated or retaliated in violation of this policy will be subject to measures up to, and including, removal from service and exclusion from school grounds. 

Definitions

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

  • “Electronic” means any communication involving the transmission of information by wire, radio, 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” mean any repeated or potentially repeated electronic, written, verbal, or physical act or other ongoing conduct toward an individual based on any trait or characteristic of the individual which creates an objectively hostile school environment that meets one or more of the following conditions:

            (1)        Places the individual in reasonable fear of harm to the individual’s person or property.

            (2)        Has a substantial detrimental effect on the individual’s physical or mental health. 

            (3)        Has the effect of substantially interfering with the individual’s academic or career performance.             

            (4)        Has the effect of substantially interfering with the individual’s ability to participate in or benefit from the services, activities, or                                   privileges provided by a school.

•     “Trait or characteristic of the individual” 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 belief, socioeconomic status, or familial status.

•     “Volunteer” means an individual who has regular, significant contact with students.

 

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 the registration materials,

·     Inclusion on the school or school district’s website, and

·     a copy will be made to any person making a request at the Central Administrative Office located at 1207 1st Street West, Independence,            IA.

 

Legal References:         20 U.S.C. §§ 1221-1234i.

                                    29 U.S.C. § 794.

                                    42 U.S.C. §§ 2000d-2000d-7.

                                    42 U.S.C. §§ 12101 2et. seq.

                                    Iowa Code §§ 216.9; 280.3, .28

                                    281 I.A.C. 12.3(6).

                                    Morse v. Frederick, 551 U.S. 393 (2007)

 

Cross References:         103      Equal Educational Opportunity

                                    502      Student Rights and Responsibilities

                                    503      Student Discipline

                                    506      Student Records

Approved:  09/21/2020

Reviewed: 

Revised:  10/17/2022, 10/16/2023

dawn.gibson.cm… Sat, 02/27/2021 - 14:23

106.E1 - Complaint Form (Discrimination, Anti-Bullying, and Anti-Harassment)

106.E1 - Complaint Form (Discrimination, Anti-Bullying, and Anti-Harassment)

 

Date of complaint:

_____________________________________________________

Name of Complainant:

_____________________________________________________

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

_____________________________________________________

_____________________________________________________

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

_____________________________________________________

Date and place of alleged incident(s):

_____________________________________________________

_____________________________________________________

_____________________________________________________

Names of any witnesses (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.gibson.cm… Sat, 02/27/2021 - 14:27

106.E2 - Witness Disclosure Form

106.E2 - 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.gibson.cm… Sat, 02/27/2021 - 14:29

106.E3 - Disposition of Complaint Form

106.E3 - 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.gibson.cm… Sat, 02/27/2021 - 14:31

106.R1 - Anti-Bullying Harassment Investigation Procedures

106.R1 - Anti-Bullying Harassment Investigation Procedures

Filing a Complaint

An individual who believes that the individual has been harassed or bullied may file a complaint with the building principal or principal’s designee.  The complaint form is available as an exhibit of this policy 106.E1        https://independence.iowaschoolfinance.com/policy/board-policies.  If the complainant is a school employee, after filing the complaint with the building principal or principal’s designee, the employee may separately notify the parent or guardian of the student alleged to have been harassed or bullied.

An alternate investigator will be designated in the event it is claimed that the building principal or principal’s designee committed the alleged bullying or harassment or some other conflict of interest exists.  Complaints will be filed within 15 working days of the event giving rise to the complaint or from the date the Complainant could reasonably become aware of such occurrence. The Complainant will state the nature of the complaint and the remedy requested. The Complainant will receive assistance as needed.

Investigation

The school district will promptly and reasonably investigate allegations of bullying or harassment upon receipt of a written complaint.  The building principal or principal’s designee (hereinafter “Investigator”) will be responsible for handling all complaints alleging bullying or harassment. 

The investigation may include, but is not limited to the following:

•     Interviews with the Complainant and the individual named in the complaint (“Respondent”)

•     A request for the Complainant to provide a written statement regarding the nature of the complaint;

•     A request for the Respondent to provide a written statement;

•     Interviews with witnesses identified during the course of the investigation;

•     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 will consider the totality of circumstances presented in determining whether conduct objectively constitutes bullying or harassment as defined in Board policy.  Upon completion of the investigation, the Investigator will issue a report with respect to the findings and provide a copy of the report to the appropriate supervisor or superintendent if the investigation involved the building principal.

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.  Similarly, evidence uncovered in the investigation will be kept confidential to the extent reasonably possible.

Additional suggestions for administrative procedures regarding this policy include:

•     Organizing training programs for students, school employees, and volunteers regarding how to recognize                        bullying and harassing behavior and what to do if this behavior is witnessed; and

•     Developing a process for evaluating the effectiveness of this policy in reducing bullying and harassing       behavior.

 Decision

The investigator, building principal or superintendent, depending on the individuals involved, will inform the Complainant and the accused about the outcome of the investigation.  If, after an investigation, a student is found to be in violation of the policy, the student will 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 will 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 will be subject to appropriate measures, which may include exclusion from school grounds.

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

 

dawn.gibson.cm… Sat, 02/27/2021 - 14:33

107 - Assistance Animals

107 - Assistance Animals

It is the policy of the Independence Community School District to foster an equal education environment for all students, employees and community members within the district.  The purpose of this policy is to provide guidance to the district on the proper use of assistance animals while on district property.  The district will allow the use of qualified service animals to accompany individuals with disabilities in all areas of district buildings where the public is normally allowed to go.  This can include classrooms, cafeteria and school buses.  Individuals with disabilities are people who have a physical or mental impairment that substantially limits one or more major life activities.  Service animals are dogs and in some instances miniature horses trained to do work or perform tasks for individuals with disabilities. 

Service animals must be current on all required vaccinations.  Service animals also must be under control while on district grounds.  The animal may be under control by either the individual with a disability, or a handler of the service animal.  Under control means harnessed, leashed or tethered, unless these devices interfere with the animal’s work, in which case under voice or other directive control.

 

Miniature Horses as Service Animals

Miniature horses will be allowed as service animals within the district whenever it is reasonable to allow them.  Factors to consider when determining reasonableness include: whether the miniature horse is house broken; whether the miniature horse is under the owner’s control; whether the facility can accommodate the miniature horse’s type, size, and weight; and whether the miniature horse’s presence will not compromise legitimate safety requirements necessary for safe operation of the facility.

 

Establishing the Need for a Service Animal

When no prior notice is given to the district of the use of a service animal, the superintendent and/or school administrators are permitted to ask the following questions: 

“Do you need/require this animal because of a disability?”

If the animal’s trained tasks are not readily apparent, the administrator may ask: 

“What work or task has the animal been trained to perform?”

 

Service Animals in Training

Assuming the handler and animal are otherwise allowed, individuals who train service animals will also be allowed access with their service animal in training to public areas of district buildings and property.  The service animal in training is expected to abide by the same requirements as a service animal.

 

Exclusion of Service Animals

In certain limited circumstances, it may be reasonable to exclude the use of a service animal from district property.  The superintendent is permitted to exclude service animals from district buildings and property in the following circumstances:  The presence of the animal poses a direct threat to the health and safety of others; the owner or handler is unable to control the animal; the animal is not house broken; the presence of the animal significantly disrupts or interferes with the educational process; or the presence of the animal would require a fundamental alteration to the program.  If a service animal is properly excluded from district property, the district shall provide the student served by the animal the opportunity to participate in the program, service or activity without having the service animal on district property. 

 

Emotional Support Animals and Therapy Animals

Emotional support animals are medically prescribed to provide therapeutic benefit through dedicated companionship.  Emotional support animals’ sole function is to provide emotional support or comfort. 

Therapy animals are involved in an animal-assisted therapy program involving animals as a form of treatment.

Emotional support animals and therapy animals do not meet the definition of service animals.  However, the district recognizes their value in our community.  The superintendent will evaluate the use of emotional support animals and therapy animals on a case-by-case basis.  District employees may use therapy animals in the course of their regular duties only after receiving permission from the superintendent. 

 

Student use of Emotional Support Animals and Therapy Animals

Factors the superintendent should consider in making the determination include but are not limited to: 

  1. Whether the animal is housebroken
  2. Whether the animal has a current vaccination certificate
  3. Whether the animal has been recommended through an individual education plan (IEP) or a 504 plan as necessary for the student to receive free access to public education
  4. Whether the facility can accommodate the animal’s type, size, and weight, and
  5. Whether the animal’s presence will not compromise legitimate safety requirements necessary for safe operation of the facility 

 

Employee use of Therapy Animals as part of Education Environment

Before permission to use therapy animals is granted, staff members must provide: 

  1. Proof that the animal is certified to be a therapy animal;
  2. An explanation of how the animal will be used, including research supporting the use of therapy animals;
  3. A plan for how the staff member will provide for the care and control of the animal;
  4. A plan for how the staff member will accommodate students with allergies to the animal; and
  5. A current vaccination certificate for the animal.

 

 

Legal References:       29 U.S.C. §794

                                    42 U.S.C. §12132

                                    28 C.F.R.   35

                                    Iowa Code §216C

 

Cross References:      606.5   Animals in the Classroom

 

 

Approved 05/20/2019                         Reviewed 05/20/2019                              Revised 01/17/2022

                                                                            01/17/2022                                                                                                                                                                                10/17/2022    

 

dawn.gibson.cm… Sat, 02/27/2021 - 14:34

108 - Discrimination and Harassment Based on Sex Prohibited

108 - Discrimination and Harassment Based on Sex Prohibited

In accordance with Title IX of the Education Amendments Act of 1972, the Independence 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 will 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 will 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:

Title IX Coordinator:

Justin Putz, Activities Director

Contact Address:

700 20th Ave SW, Independence, IA  50644

Contact Telephone Number:

(319) 334-7405

Contact Email Address:

jputz@indeek12.org

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 believed they have been retaliated against in violation of this policy should immediately contact the District’s Title IX Coordinator.

 

 

Legal References:  20 U.S.C. § 1681 et seq.
  
                                     34 C.F.R. § 106 et seq.

Approved 09/21/2020               Reviewed 09/21/2020                           Revised 10/17/2022                                                                                                                  10/17/2022 

 

dawn.gibson.cm… Sat, 02/27/2021 - 14:35

200 - BOARD OF DIRECTORS

200 - BOARD OF DIRECTORS jen@iowaschool… Thu, 02/04/2021 - 09:43

200 - Legal Status of the Board of Directors

200 - Legal Status of the Board of Directors dawn.gibson.cm… Sat, 02/27/2021 - 09:45

200.01 - Role of the Board of Directors

200.01 - Role of the Board of Directors

In this series of the board policy manual, the board defines its role in the governance of the school district and how it will carry out that role in the school district.

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

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

 

 

Legal Reference:  Iowa Code §§ 256.11, .11A; 279.8; 280.12 (2003).
  
                                    281 I.A.C. 12.1(2), 12.3(3).

Cross Reference:  101      Educational Philosophy of the School District
  
                                    105      Long-Range Needs Assessment
  
                                    210      Board of Directors' Management Procedures

Approved:  11/012004

Reviewed:  07/18/2005, 08/16/2010, 07/28/2015, 03/17/2020

Revised:  

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 09:46

200.02 - Organization of the Board of Directors

200.02 - Organization of the Board of Directors

 

The Independence Community School District board is authorized by and derives its organization from Iowa law.  The board shall consist of five board members.  Board members will be elected at-large with four by director districts and one at-large.

The board is organized for the purpose of setting policy and providing general direction for the school district.  The board will hold its organizational meeting at or before the first regular meeting following the canvass of votes.  The retiring board will transfer materials and responsibility to the new board.

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

 

Legal Reference:          Iowa Code §§ 274.2; 275.23A; 277.23, .28, .31; 279.1, .5, .7, .8, 33.

                                     281 I.A.C. 12.3(2).

 

 

Cross Reference:         202      Board of Directors Members

                                     206.1   President

                                    206.2   Vice President

                                    211      Board of Directors' Meetings

 

Approved:  11/01/2004

Reviewed:  07/18/2005, 08/16/2010

Revised:  11/17/2008, 07/28/2015, 02/20/2017, 07/15/2019, 03/17/2020, 01/17/2022

 

dawn.gibson.cm… Sat, 02/27/2021 - 09:47

200.02R1 - Organizational Meeting Procedures

200.02R1 - Organizational Meeting Procedures

The board will hold its organizational meeting in odd-numbered years at or before the first regular meeting following the canvass of votes. Notice of the meeting's place and time will be given by the board secretary to each member, member-elect and the public.

The purpose of the meeting is to transfer material and responsibility from the outgoing board to the new board. At the meeting, the board will elect a president and vice president who will hold office for one year. Once elected, the president and vice president will be entitled to vote on all matters before the board.

 

Meeting Procedure

The organizational meeting of the board will be held in two parts:  the final meeting of the outgoing board and the organizational meeting of the new board.

1.     Final Meeting of the Retiring Board (Regular/Annual Meeting)

        (1)      Pledge of Allegiance.

                  (a)  Call to order

        (2)      Friends of Education/Spotlight on Education

        (3)      Approval of Agenda

        (4)      Consideration of Action on Consent Items

                  (a)  Approval of minutes of previous meeting(s)

                  (b)  Approval of Board Policies (second reads only)

                  (c)  Resignation

                  (d)  Transfers/Reassignments

                  (e)  New Hires

                  (f)  Approval of Financial Reports including Financial Settlement Statement from Previous Fiscal Year

        (5)      Announcements, Communications and Presentations

                  (a)  Comments from the Public

                  (b)  Comments from the Board/Superintendent

                  (c)  Presentations

        (6)      Reports

                  (a)  Building Administrator Reports

                  (b)  District Director Reports

        (7)      Old Business

        (8)      New Business

          (a)  Review of election results. The board secretary will present the county auditor's official report on 

                 the latest elections. Official results are recorded in the minutes.

          (b)  Adjournment of the retiring board

                 

2.     Organizational Meeting of the New Board

        (1)      Board Secretary, as president pro-tem, will preside over the meeting until a new board president is elected

        (2)      Call to order

                  (a)  Oath of office. The board secretary will administer the oath to new members.

                  (b)  Election of a president of the board. All board members are considered nominated for the 

                          position.  The president pro-tem will ask if anyone does not want to be considered nominated for

                          president.  Ballots will be distributed to the board members to vote for president of the school  

                        board.  Members must sign the ballots so the votes can be recorded.  A         

                  majority of those voting is necessary to elect.  The secretary will announce the result of the vote, and the board secretary will administer the oath of office to the newly elected president.

                  (c)  Election of the vice-president. All remaining board members are considered nominated for the

                        position.  The president will ask if anyone does not want to be considered nominated for vice-

                          president.  Ballots will be distributed to the board members to vote for vice

                  president of the school board.  Members must sign the ballots so the votes can be recorded.  A majority of those voting is necessary to elect.  The secretary will announce the results and administer the oath of office to the vice-president.

                  (d)  Determination of dates, times, and places for regular meetings of the board

                  (e)  Roll call vote order

                  (f)  Committee Assignments

        (3)      New Business

                  (a)  Legal Counsel for the District and Board of Directors

                  (b)  Resolution Naming Depositories

                  (c)  Resolution to Pay Bills when the Board is not in Session

                  (d)  Resolution to Issue Payroll

                  (e)  Resolution to Authorize the Use of a Check Protector and Signer and the Proper Control of the

                        Signer

                  (f)  Other new business

        (4)      Adjournment 

                           

dawn.gibson.cm… Sat, 02/27/2021 - 09:51

200.03 - Powers of the Board of Directors

200.03 - Powers of the Board of Directors

The board of the Independence Community School District, acting on behalf of the school district, shall have jurisdiction over school matters within the territory of the school district.

The board is empowered to make policy for its own governance, for employees, for students and for school district facilities.  The board is also empowered to enforce its policies.  The board may, through its quasi-judicial power, conduct hearings and rule on issues and disputes confronting the school district.

The board has these powers and all other powers expressly granted to it in federal and state law as well as the powers that can be reasonably implied from the express powers.

 

Legal Reference:  Board of Directors of Ind. School Dist. of Waterloo v. Green, 259 Iowa 1260, 147 N.W.2d 854 (1967).
 
                                    Iowa Code §§ 28E; 274.1-.2; 279.8 (2003).
  
                                    281 I.A.C. 12.1(2).
  
                                    1990 Op. Att'y Gen. 66.

Cross Reference:  210      Board of Directors' Management Procedures

 

Approved:  11/01/2004

Reviewed:  07/18/2005, 08/16/2010, 07/28/2015, 03/17/2020

Revised:

 

dawn.gibson.cm… Sat, 02/27/2021 - 09:52

200.04 - Responsibilities of the Board of Directors

200.04 - Responsibilities of the Board of Directors

 

The board is authorized to govern the school district which it oversees.  The board is entrusted with public funds and is responsible for overseeing the improvement of student outcomes, including student academic achievement and skill proficiency.  As the governing board of the school district, the board has four duties to perform:  legislative duty, executive duty, evaluative duty, and quasi-judicial duty.

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

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

The board has a responsibility to review the education program's performance under its evaluative duty.  The board 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 for the school district.

The board fulfills its quasi-judicial duties in serving as a neutral arbiter for hearings related to student suspension or expulsion proceedings and certain employment termination hearings and appeals.  This important power was granted by the Iowa Legislature and cannot be delegated.  To preserve the board’s neutrality to hear and decide upon these matters, the board does not investigate or become involved in student disciplinary matters or employment matters that may come before it and would require the board to serve in its quasi-judicial role. 

 

 

Legal Reference:          Iowa Code §§ 274.1; 279; 280.12.

                                    281 I.A.C. 12.3(2).

 

Cross Reference:          101      Educational Philosophy of the School District

                                    105      Long-Range Needs Assessment

                                    210      Board of Directors' Management Procedures

                                    600      Goals and Objectives of the Education Program

 

Approved:  11/01/2004

Reviewed:  07/18/2005, 08/16/2010, 07/28/2015, 03/17/2020, 01/16/2024

Revised:  09/20/2021, 08/15/2022

 

dawn.gibson.cm… Sat, 02/27/2021 - 09:54

200.05 Board Member Media Engagement

200.05 Board Member Media Engagement

The board sees the value in promoting the excellent work and accomplishments of the district’s students and staff. Social media is one of many effective communication tools that the district may utilize. Board members have been publicly elected to govern the district and accept a fiduciary responsibility. That responsibility means board members agree to always act in the best interests of the district. For this reason, the board shall expect that individual communications and social media posts made by board members will reflect the values and decorum expected of elected officials in the school community.

All board members enjoy rights to freedom of speech under both the U.S. and Iowa Constitutions.  As such, the district will not limit protected speech of any board members. Certain categories of speech are not protected and may be subject to regulation.  Additionally, board members should be aware that protected speech can still subject individuals to legal liability.  If using social media to discuss district related matters, board members should be aware that they may be prohibited from blocking individual communications and posters based upon the content of their posts.

The board as a whole and individual board members in their governance role have legal obligations to safeguard the privacy of information related to student and employee matters. Board members will refrain from posting or communicating on social media in a way that violates the district’s obligation to protect the privacy of its students and employees.

Board members are uniquely positioned in the school community to be both accessible and responsive to community concerns about the effective governance of the district.  As a result, the board will remember their obligations to safeguard student and employee privacy when responding to any social media posts or communications, even if the response is intended to correct information for the rest of the school community.  Board members will direct concerned individuals to the appropriate district staff to address their inquiry or complaint in accordance with board policy. 

 

 

Legal Reference:          U.S. Const. Amend. I

                                    Iowa Const. Art. I, sec. 7

                                    20 U.S.C. 1417(c)

                                    34 C.F.R. 99.3

                                    Iowa Code §§ 21; 22

                                   

Cross Reference:          200.03 Responsibilities of the Board

                                    902.01 News Media Relations

 

Approved:  06/19/2023

Reviewed: 01/16/2024

Revised: 

lflaherty@inde… Mon, 07/03/2023 - 14:39

201 - Board of Directors' Elections

201 - Board of Directors' Elections

The annual school election takes place on the first Tuesday after the first Monday in November of odd-numbered years.  Each annual school election shall be used to elect citizens to the board to maintain a five-member board and to address questions that must be 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 the board secretary's designee, in accordance with the timelines established by law.

If a vacancy occurs on the board, it shall be filled in accordance with law and board policy (202.4). 

It shall be the responsibility of the county commissioner of elections to conduct school elections.

 

 

Legal Reference:  Iowa Code §§ 39; 45; 47-53; 56-57; 63, 69; 274.7; 277; 278.1, 279.7 (2003).

Cross Reference:  202      Board of Directors Members
  
                                    203      Board of Directors' Conflict of Interest

Approved 11/01/2004                           Reviewed 07/18/2005                           Revised 11/17/2008
                                                                                            08/16/2010                                              09/19/2016
                                                                                            07/28/2015                                              11/19/2018
                                                                                            11/19/2018
                                                                                            03/17/2020

 

dawn.gibson.cm… Sat, 02/27/2021 - 09:55

202 - Board of Directors Members

202 - Board of Directors Members dawn.gibson.cm… Sat, 02/27/2021 - 09:57

202.01 - Qualifications

202.01 - 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.

Individuals who are willing to serve on the board should believe public education is important, support the democratic process, willingly devote time and energy to board work, respect educators and have the ability to examine the facts and make a decision.  The board believes an individual considering a position on the school board should possess these characteristics.

Citizens wanting to run for a position 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.

 

 

Legal Reference:  Iowa Code §§ 63; 68B; 277.4, .27; 279.7A (2003).

Cross Reference:  201      Board of Directors' Elections
  
                                    202.4   Vacancies
  
                                    203      Board of Directors' Conflict of Interest

Approved 11/01/2004                           Reviewed 08/22/2005                           Revised                   
                                                                                            08/16/2010
                                                                                            07/28/2015
                                                                                            03/17/2020

 

dawn.gibson.cm… Sat, 02/27/2021 - 09:58

202.02 - Oath of Office

202.02 - 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) in the Independence Community School District as now and hereafter required by law?"

 

 

Legal Reference:  Iowa Code §§ 277.28; 279.1, .6 (2003).

Cross Reference:  200.2   Organization of the Board of Directors
  
                                    201      Board of Directors' Elections
  
                                    202      Board of Directors Members
  
                                    204      Code of Ethics
  
                                    206      Board of Directors' Officers

Approved 11/01/2004                           Reviewed 08/16/2010                           Revised 11/17/2008
                                                                                            07/28/2015
                                                                                            03/17/2020

 

dawn.gibson.cm… Sat, 02/27/2021 - 09:59

202.03 - Term of Office

202.03 - 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 a successor is elected and qualified at the next regular school election, unless there is an intervening special election for the school district, in which event a successor shall be elected at the intervening special election.  A board member elected to fill a vacancy will serve out the unexpired term.

Being a board member is a unique opportunity for a citizen to participate on a governing board of the school district.  Eligible board members are encouraged to consider running for more than one term.

 

 

Legal Reference:  Iowa Code §§ 69.12; 274.7; 279.6-.7 (2003).

Cross Reference:  201      Board of Directors' Elections
  
                                    202      Board of Directors Members

Approved 11/01/2004                           Reviewed 08/16/2010                           Revised 11/17/2008
                                                                                            07/28/2015                                             09/19/2016
                                                                                            11/19/2018                                             11/19/2018
                                                                                            03/17/2020

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:00

202.04 - Vacancies

202.04 - Vacancies

A vacancy occurs as provided by law, which includes but is not limited to when a board member dies, resigns or leaves office, or fails to reside in the school district or director district.

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 board shall publish a notice stating that the board intends to fill the vacancy by appointment, but the electors of the school district have the right to file a petition within 14 days of the publication of the notice requiring the vacancy to be filled by a special election.

A person appointed to fill a vacancy shall hold office until a successor is elected and qualified at the next regular school election, unless there is an intervening special election for the school district, in which event a successor shall be elected at the intervening special election.

If the board is unable to fill a vacancy by appointment within 30 days after the vacancy occurs or if a valid petition is submitted, the board secretary 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.

 

 

Legal Reference:  Iowa Code §§ 69; 277.29; 279
  
                                    Good v. Crouch, 397 N.W.2d 757 (Iowa 1986).
  
                                    Board of Directors of Grimes Independent School Dist. v. County Board of Public Instruction of Polk Co., 257 Iowa 106, 131 N.W.2d 802
                                            (1965).
  
                                    Board of Directors of Menlo Consol. School Dist. v. Blakesburg, 240 Iowa 910, 36 N.W.2d 751 (1949).
  
                                    1944 Op. Att'y Gen. 39.

Cross Reference:  201      Board of Directors' Elections
  
                                    202      Board of Directors Members

Approved 11/01/2004                           Reviewed 08/16/2010                           Revised 11/17/2008
                                                                                             07/28/2015                                             09/19/2016
                                                                                             03/17/2020                                             03/17/2020

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:02

202.05 - Individual Authority

202.05 - Individual Authority

School districts are governed by an elected board of directors of the school corporation.  The board operates as a corporate body, and only the board may make decisions regarding the education program and operations of the school district and to take action affecting the school district.

Individual board members exercise their authority as a board member when they vote to take action at a board meeting.  Individual board members, alone, have no authority to make decisions or take action to affect the management of the school district.  Without the consent of the board, an individual board member has no authority to act on behalf of the district or the board.

It shall be the responsibility of each board member and the superintendent to educate the public, the employees and the students of the limits of the board member's authority.

 

 

Legal Reference:  School Dist. of Soldier Tp., Crawford Co. v. Moeller, 247 Iowa 239, 73 N.W.2d 43 (1955).
  
                                    Beers v. Lasher, 209 Iowa 1158, 229 N.W. 821 (1930).
  
                                    Andrew v. Stuart Savings Bank, 204 Iowa 570, 215 N.W. 807 (1927).
  
                                    Iowa Code §§ 274.7; 279.8 (2003).
  
                                    281 I.A.C. 12.1(2).

Cross Reference:          204      Code of Ethics

Approved:  11/01/2004

Reviewed:  08/22/2005, 08/16/2010, 07/28/2015, 03/17/2020, 01/16/2024

Revised:

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:05

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 school district, unless exempted in law or 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 school textbooks or school supplies, including sports apparel or equipment, in any transaction with a director, officer, or other staff member of the school district during the board member's term of office.  It will not be a conflict of interest for board members to receive compensation from the school district for contracts for the purchase of goods or services which benefits a board member, or to compensate for part-time or temporary employment which benefits a board member, if the benefit to the board member does not exceed $6,000 in a fiscal year or if the contracts are made by the board, upon competitive bid in writing, publicly invited and opened.

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

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

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

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

        (3)      The outside employment or activity is subject to the official control, inspection, review, audit, or enforcement authority of the board member, during the performance of the board member's duties of office or employment.

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

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

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

It is the responsibility of each board member to be aware of and take the action necessary to eliminate a potential conflict of interest should it arise.

 

 

Legal Reference:  22 C.F.R. § 518.42.
                                        Iowa Code §§ 68B; 71.1; 277.27; 279.7A; 301.28.

Cross Reference:  201      Board of Directors' Elections
  
                                    202.1   Qualifications
  
                                    204      Code of Ethics
  
                                    216.3   Board of Directors' Member Compensation and Expenses
   
                                   217      Gifts to Board of Directors
  
                                    401.3   Nepotism

Approved:  11/01/2004

Reviewed:  09/19/2005, 09/20/2010, 08/17/2015, 03/17/2020, 01/16/2024

Revised:  09/21/2009, 11/21/2011, 04/18/2016, 10/21/2019

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:07

204 - Code of Ethics

204 - Code of Ethics

Board members' actions, verbal and nonverbal, reflect the attitude and the beliefs of the school district.  Therefore, board members must conduct themselves professionally and in a manner fitting to their position.

Each board member shall follow the code of ethics stated in this policy.

AS A SCHOOL BOARD MEMBER:

            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 school district and the children of my school district community in the best possible way.

            5.      I will not use the school district or any part of the school district program for my own personal advantage or for the advantage of my friends or supporters.

            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 school 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 school 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 school district.

        4.     I will attempt to procure adequate financial support for the school district.

        5.     I will represent the entire school district rather than individual electors, patrons or groups.

        6.     I will not regard the school district facilities as my own private property but as the property of the people.

 

IN MY RELATIONSHIP WITH SUPERINTENDENT AND EMPLOYEES

        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 school district is properly run and not to run them myself.

        3.     I will expect the school district to be administered by the best-trained technical and professional people it is possible to procure within the financial resources of the school district.

        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 the superintendent's 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 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.

 

 

Legal Reference:  Iowa Code §§ 21.6(3)(d); 68B; 69; 277.28; 279.7A, 279.8, 301.28 (2003).

Cross Reference:  202      Board of Directors Members
  
                                    203      Board of Directors' Conflict of Interest

Approved 11/01/2004                           Reviewed 09/19/2005                           Revised 05/20/2019
                                                                                            09/20/2010
                                                                                            08/17/2015
                                                                                            05/20/2019
                                                                                            03/17/2020

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:10

205 - Security and Protection

205 - Security and Protection dawn.gibson.cm… Sat, 02/27/2021 - 10:15

205.01 - Board Security and Protection

205.01 - Board Security and Protection

Public bodies must feel free to meet in the public setting as required by law without concern of risk of personal injury.  The board shall take whatever action is necessary to maintain an orderly board meeting, free from interference or interruption by spectators, and to keep the board members safe while complying with the open meetings law.

Individuals who threaten the board with violence or who are continuously disruptive may be asked to leave the meeting.  If the individuals do not leave, the board may have law enforcement officials escort the individuals from the board meeting.  The board may hire a security officer if the board members' concern for safety or actions by spectators warrants it.

 

 

Legal Reference:  Iowa Code §§ 21.7; 279.8; 716.7 (2003).

Cross Reference:  215      Public Participation in Board Meetings
  
                                    904.4   Public Conduct on School Premises

 

Approved:  11/01/2004

Reviewed:  09/19/2005, 09/20/2010, 08/17/2015, 03/17/2020

Revised: 

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:16

205.02 - Board Member Liability

205.02 - Board Member Liability

Board members shall not be held personally liable for actions taken in the performance of their duties and responsibilities vested in them by the laws of Iowa and the members of the school district community.  In carrying out the duties and responsibilities of their office, board members shall act in good faith.

The school district shall defend, save harmless and indemnify board members against tort claims or demands, whether groundless or otherwise, arising out of an alleged act or omission occurring within the scope of their official duties, unless it constitutes a willful or wanton act or omission.  However, the school district shall not save harmless or indemnify board members for punitive damages.

 

Legal Reference:  Wood v. Strickland, 420 U.S. 308 (1975).
  
                                    42 U.S.C. §§ 1983, 1985 (1994).
  
                                    Iowa Code ch. 670 (2003).

Cross Reference:  709      Insurance

Approved:  11/01/2004

Reviewed:  09/19/2005, 09/20/2010, 08/17/2015, 03/17/2020

Revised:  

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:18

206 - Board of Directors' Officers

206 - Board of Directors' Officers dawn.gibson.cm… Sat, 02/27/2021 - 10:20

206.01 - President

206.01 - President

It shall be the responsibility of the board president to lead a well-organized board in an efficient and effective manner.  The board president will set the tone of the board meetings and, as the representative of the consensus of the board, speak on behalf of the board to the public.

The president of the board shall be elected to serve a one-year term by a majority vote at the organizational meeting, in odd-numbered years, or in even numbered years, at a regular meeting held between twelve to thirteen months after the most recent organizational meeting.

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

The board president has the authority to call special meetings of the board.  Prior to board meetings, the board president shall consult with the superintendent on the development of the agenda for the meeting.

The board president, as the chief officer of the school district, shall sign employment contracts and sign other contracts and school district warrants approved by the board and appear on behalf of the school corporation in causes of action involving the school district.  Additional assignments to the board president, unless otherwise delegated, include:

  1. representing ICSD to the state school board association meetings (i.e. IASB delegate assembly).
  2. representing ICSD to the Buchanan County Conservation Resource Enhancement and Protection (REAP) Committee.
  3. representing the ICSD board of education during master contract negotiations with bargaining units, including the Independence Teachers’ Association and Independence Educational Support Personnel.

 

Legal Reference:          Iowa Code §§ 279.1-.2; 291.1.

 

Cross Reference:        200.2   Organization of the Board of Directors

                                    202.2   Oath of Office

                                    206.2   Vice President

 

Approved:  11/01/2004

Reviewed:  08/17/2015, 03/17/2020

Revised:  11/17/2008, 07/19/2010, 09/20/2021, 01/17/2023

           

dawn.gibson.cm… Sat, 02/27/2021 - 10:20

206.02 - Vice President

206.02 - Vice President

The vice president of the board shall be elected to serve a one-year term by a majority vote at the organizational meeting, in odd-numbered years, or in even-numbered years, at a regular meeting held between twelve to thirteen months after the most recent organizational meeting.

By this election, if the board president is unable or unwilling to carry out the duties required, it shall be the responsibility of the vice president of the board to carry out the duties of the president.  If the president is unable or unwilling to complete the term of office, the vice president shall serve as president for the balance of the president's term of office, and a new vice president will be elected.

The vice president will accept control of the meeting from the president when the president wishes to make or second a motion.  The vice president shall 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 join the president representing the ICSD board of education during master contract negotiations with bargaining units, including the Independence Teachers’ Association and Independence Educational Support Personnel.

 

Legal Reference:          Iowa Code § 279.5.

 

 

Cross Reference:        200.2   Organization of the Board of Directors

                                    202.2   Oath of Office

                                    206.1   President

 

 

Approved:  11/01/2004

Reviewed:  08/17/2015, 03/17/2020

Revised:  11/17/2008, 07/19/2010, 10/21/2019, 09/20/2021, 01/17/2023

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:22

206.03 - Secretary-Treasurer

206.03 - Secretary-Treasurer

A secretary-treasurer may be appointed from employees, other than a position requiring a teaching certificate, or from the public.  To finalize the appointment, 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. It is the responsibility of the superintendent to evaluate the secretary-treasurer annually.

It is the responsibility of the secretary-treasurer, as custodian of school district records, to preserve and maintain the records and documents pertaining to the business of the board; to keep complete minutes of special and regular board meetings, including closed sessions; to keep a record of the results of regular and special elections; to keep an accurate account of school funds; to sign warrants drawn on the school funds after board approval; and collect data on truant students.  The secretary-treasurer will also be responsible for filing the required reports with the Iowa Department of Education.

In the event the secretary-treasurer is unable to fulfill the responsibilities set out by the board and the law, the superintendent’s designee will assume those duties until the secretary-treasurer is able to resume the responsibility or a new secretary-treasurer is appointed.  The secretary-treasurer will give bond in an amount set by the board.  The cost of the bond will be paid by the school district.

 

 

Legal Reference:  Iowa Code §§ 12B.10; 12C; 279.3, .31-.33; 291.2-.4, .8-.11, .12-.14.
  
                                    281 I.A.C. 12.3(1).
                                      1978 Op. Att'y Gen. 328.

Cross Reference:  202.2   Oath of Office
  
                                    210.1   Annual Meeting
  
                                    215      Board of Directors' Records
  
                                    501.10 Truancy - Unexcused Absences
  
                                    704.3   Investments
  
                                    707      Fiscal Reports
  
                                    708      Care, Maintenance and Disposal of School District Records

 

Approved:  11/01/2004

Reviewed:  11/21/2005, 09/20/2010, 08/17/2015, 03/17/2020

Revised:  07/15/2019

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:24

207 - Board of Directors' Legal Counsel

207 - Board of Directors' Legal Counsel

It shall be the responsibility of the board to employ legal counsel to assist the board and the administration in carrying out their duties with respect to the numerous legal issues confronting the school district. 

The superintendent and board secretary shall have the authority to contact the board's legal counsel on behalf of the board when the superintendent or board secretary believe it is necessary for the management of the school district.  The board president may contact and seek advice from the school board's legal counsel.  The board's legal counsel shall attend both regular and special school board meetings upon the request of the board or the superintendent.  Board members may contact legal counsel upon approval of a majority of the board.  It shall be the responsibility of each board member to pay the legal fees, if any, of an attorney the board member consulted regarding matters of the school district unless the board has authorized the board member to consult an attorney on the matter.

It shall be the responsibility of the superintendent to keep the board informed of matters for which legal counsel was consulted, particularly if the legal services will involve unusual expense for the school district.

 

 

Legal Reference:  Bishop v. Iowa State Board of Public Instruction, 395 N.W.2d 888 (Iowa 1986).
  
                                    Iowa Code § 279.37 (2003).

Cross Reference:  200      Legal Status of the Board of Directors

Approved 11/01/2004                           Reviewed 11/21/2005                           Revised                   
                                                                                            09/20/2010
                                                                                            08/17/2015
                                                                                            03/17/2020

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:26

208 - Board of Directors' Self-Evaluation

208 - Board of Directors' Self-Evaluation

Annually, the board shall conduct an evaluation of itself.  The goal of the self-evaluation is not to criticize fellow board members but rather to point out strengths as well as weaknesses of the board.

The evaluation will focus on board policies, board meetings, education program, financial management, board members' personal qualities, and the board's relationship with the superintendent, employees, school district community, and students.

It shall be the responsibility of the board president to develop a board evaluation program.  The board may employ an outside facilitator if the board determines the facilitator is necessary.

 

 

Legal Reference:  Iowa Code § 279.8 (2003).

Cross Reference:  105      Long-Range Needs Assessment

Approved 11/01/2004                           Reviewed 11/21/2005                           Revised                   
                                                                                            09/20/2010
                                                                                            08/17/2015
                                                                                            03/17/2020

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:27

209 - Committees of the Board of Directors

209 - Committees of the Board of Directors dawn.gibson.cm… Sat, 02/27/2021 - 10:28

209.01 - Ad Hoc Committees

209.01 - Ad Hoc Committees

Whenever the board deems it necessary, the board may appoint a committee composed of citizens, employees or students to assist the board.  Committees formed by the board shall be ad hoc committees.

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

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 school district community and shall consider the various viewpoints on the issue.  The board may designate a board member and the superintendent to serve on an ad hoc committee.  The committee will select its own chairperson, unless the board designates otherwise.

 

 

Legal Reference:  Iowa Code §§ 21; 279.8; 280.12(2) (2003).
  
                                    281 I.A.C. 12.3(3), .3(8); .5(8).
  
                                    O.A.G., Nov. 18, 1993

Cross Reference:  104      The People and Their School District
  
                                    105      Long-Range Needs Assessment
  
                                    212      Open Meetings
  
                                    213      Closed Sessions
  
                                    218      Board of Directors' Records
  
                                    605.1   Instructional Materials Selection
  
                                    900      Principles and Objectives for Community Relations

 

Approved:  11/01/2004

Reviewed:  11/21/2005, 09/20/2010, 08/17/2015, 03/17/2020

Revised:  

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:28

209.01E1 - Ad Hoc Committees Exhibit

209.01E1 - Ad Hoc Committees Exhibit

Ad Hoc Committee Purpose and Function
The specific purpose of each ad hoc committee varies.  Generally, the primary function of an ad hoc committee is to give specific advice and suggestions.  The advice and suggestions should focus on the purpose and duties stated in the board resolution establishing the committee.  It is the board's role to take action based on information received from the ad hoc committee and other sources.  Ad hoc committees may be subject to the open meetings law.

 Role of an Ad Hoc Committee MemberThe primary role of an ad hoc committee member is to be a productive, positive member of the committee.  In doing so, it is important to listen to and respect the opinions of others.  When the ad hoc committee makes a recommendation to the board, it is important for the ad hoc committee members to support the majority decision of the ad hoc committee.  An ad hoc committee will function best when its members work within the committee framework and bring items of business to the ad hoc committee.

Ad Hoc Committee MembershipAd hoc committee members may be appointed by the board.  The board may request input from individuals or organizations, or it may seek volunteers to serve.  Only the board or superintendent has the authority to appoint members to an ad hoc committee.  Boards must follow the legal limitations or requirements regarding the membership of an ad hoc committee.

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:30

210 - Board of Directors' Management Procedures

210 - Board of Directors' Management Procedures dawn.gibson.cm… Sat, 02/27/2021 - 10:31

210.01 - Development of Policy

210.01 - Development of Policy

The board has jurisdiction to legislate policy for the school district with the force and effect of law.  Board policy provides the general direction as to what the board wishes to accomplish while allowing the superintendent to implement board policy.

The written policy statements contained in this manual provide guidelines and goals to the citizens, administration, employees and students in the school district community.  The policy statements shall be the basis for the formulation of regulations by the administration.  The board shall determine the effectiveness of the policy statements by evaluating periodic reports from the administration.

Policy statements may be proposed by a board member, administrator, employee, student or member of the school district community.  Proposed policy statements or ideas shall be submitted to the superintendent's office for possible placement on the board agenda.  It shall be the responsibility of the superintendent to bring these proposals to the attention of the board.

 

 

Legal Reference:  Iowa Code §§ 274.1-.2; 279.8; 280.12 (2003).
  
                                    281 I.A.C. 12.3(2).
  
                                    1970 Op. Att'y Gen. 287.

Cross Reference:  101      Educational Philosophy of the School District
  
                                    200.1   Role of the Board of Directors
  
                                    200.3   Powers of the Board of Directors
  
                                    200.4   Responsibilities of the Board of Directors
  
                                    210      Board of Directors' Management Procedures

 

Approved:  11/01/2004

Reviewed:  12/20/2005, 10/25/2010, 09/21/2015, 03/17/2020

Revised:  

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:32

210.02 - Adoption of Policy

210.02 - Adoption of Policy

The board shall give notice of proposed policy changes or adoption of new policies by placing the item on the agenda of two regular board meetings.  The proposed policy changes shall be distributed and public comment will be allowed at both meetings prior to final board action.  This notice procedure shall be required except for emergency situations.  If the board adopts a policy in an emergency situation, a statement regarding the emergency and the need for immediate adoption of the policy shall be included in the minutes.  The board shall have complete discretion to determine what constitutes an emergency situation.

The final action taken to adopt the proposed policy shall be approved by a simple majority vote of the board at the next regular meeting after the meeting allowing public discussion unless second reading was waived at the first meeting.  The policy will be effective on the later of the date of passage or the date stated in the motion.

In the case of an emergency, a new or changed policy may be adopted by a majority vote of a quorum of the board.  The emergency policy shall expire at the close of the third regular meeting following the emergency action, unless the policy adoption procedure stated above is followed and the policy is reaffirmed.

 

 

Legal Reference:   Iowa Code § 279.8 (2003).
  
                                    281 I.A.C. 12.3(2).
  
                                    1970 Op. Att'y Gen. 287.

Cross Reference:  200.1   Role of the Board of Directors
  
                                    200.3   Powers of the Board of Directors
  
                                    200.4   Responsibilities of the Board of Directors
  
                                    210      Board of Directors' Management Procedures

 

Approved:  11/01/2004

Reviewed:  12/20/2005, 10/25/2010, 09/21/2015, 03/17/2020

Revised:  

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:33

210.03 - Dissemination of Policy

210.03 - Dissemination of Policy

A board policy manual shall be housed in the Central Administration Office.  Board members shall have electronic access to the board policy manual.  Persons wishing to review the board policy manual shall contact the board secretary, who shall have a board policy manual available for public inspection.

It shall be the responsibility of the board secretary to ensure copies of new and revised policy statements are distributed to the custodians of board policy manuals no later than the first regular board meeting following the policy's adoption.  Changes in board policy shall be reflected in the minutes of the meetings in which the final action was taken to adopt the new or changed policy.

 

 

Legal Reference:  Iowa Code §§ 277.31; 279.8 (2003).
  
                                    281 I.A.C. 12.3(2).

Cross Reference:  200.4   Responsibilities of the Board of Directors
  
                                    210      Board of Directors' Management Procedures

 

Approved:  11/01/2004

Reviewed:  10/25/2010, 09/21/2015, 03/17/2020

Revised:  11/17/2008

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:34

210.04 - Suspension of Policy

210.04 - Suspension of Policy

Generally, the board shall follow board policy and enforce it equitably.  The board, and only the board, may, in extreme emergencies of a very unique nature, suspend policy.  It shall be within the discretion of the board to determine when an extreme emergency of a very unique nature exists.  Reasons for suspension of board policy shall be documented in board minutes.

 

 

Legal Reference:  Iowa Code § 279.8 (2003).
  
                                    281 I.A.C. 12.3(2).

Cross Reference:  200.4   Responsibilities of the Board of Directors
  
                                    210      Board of Directors' Management Procedures

 

Approved:  11/01/2004

Reviewed:  12/20/2005, 10/25/2010, 09/21/2015, 03/17/2020

Revised:

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:36

210.05 - Administration in the Absence of Policy

210.05 - Administration in the Absence of Policy

When there is no board policy in existence to provide guidance on a matter, the superintendent is authorized to act appropriately under the circumstances surrounding the situation keeping in mind the educational philosophy and financial condition of the school district.

It shall be the responsibility of the superintendent to inform the board of the situation and the action taken and to document the action taken.  If needed, the superintendent shall draft a proposed policy for the board to consider.

 

 

Legal Reference:  Iowa Code § 279.8 (2003).
  
                                    281 I.A.C. 12.3(2).

Cross Reference:  200.4   Responsibilities of the Board of Directors
  
                                    210      Board of Directors' Management Procedures
  
                                    303.4   Superintendent Duties
  
                                    306      Policy Implementation

Approved:  11/01/2004

Reviewed:  12/20/2005, 10/25/2010, 09/21/2015, 03/17/2020

Revised:  

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:37

210.06 - Review and Revision of Policy

210.06 - Review and Revision of Policy

The board shall, at least once every five years, review board policy.  Once the policy has been reviewed, even if no changes were made, a notation of the date of review shall be made on the face of the policy statement.

The board will review one-fifth of the policy manual annually according to the following subject areas:

  • Board of Directors, Administration (Series 200, 300)
  • Employees (Series 400)
  • School District and Education Program (Series 100 and 600)
  • Students (Series 500)
  • Noninstructional Operations and Business Services, Buildings and Sites, School District-Community Relations (Series 700, 800 and 900)

It shall be the responsibility of the superintendent to keep the board informed as to legal changes at both the federal and state levels.  The superintendent shall also be responsible for bringing proposed policy statement revisions to the board's attention.

If a policy is revised because of a legal change over which the board has no control or a change which is minor, the policy may be approved at one meeting at the discretion of the board.

 

 

Legal Reference:  Iowa Code § 279.8 (2003).
  
                                    281 I.A.C. 12.3(2).

Cross Reference:  200.3  Responsibilities of the Board of Directors
  
                                    209      Board of Directors' Management Procedures

 

Approved:  11/01/2004

Reviewed:  01/16/2006, 10/25/2010, 09/21/2015, 03/17/2020

Revised:  08/20/2012

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:39

210.07 - Review of Administrative Regulations

210.07 - Review of Administrative Regulations

Board policy sets the direction for the administration of the education program and school district operations.  Some policies require administrative regulations for implementation.

It shall be the responsibility of the superintendent to develop administrative regulations to implement the board policies.  The regulations, including handbooks, will be approved by the board prior to their use in the school district.

The administrative regulations will be available within one day after the adoption of the board policy unless the board directs otherwise.

 

 

Legal Reference:  Iowa Code §§ 279.8, .20 (2003).

Cross Reference:  200.4   Responsibilities of the Board of Directors
  
                                    210      Board of Directors' Management Procedures

 

Approved:  11/01/2004

Reviewed:  01/16/2006, 10/25/2010, 09/21/2015, 03/17/2020

Revised:  

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:40

211 - Board of Directors' Meetings

211 - Board of Directors' Meetings dawn.gibson.cm… Sat, 02/27/2021 - 10:41

211.01 - Annual Meeting

211.01 - Annual Meeting

Each year after August 31 and prior to the organizational meeting of the board in odd-numbered years, the board will hold its annual meeting.

At the annual meeting, the board will examine the financial books and settle the secretary's and treasurer's statements for the fiscal year ending the preceding June 30.  As part of the annual reports, the treasurer will present affidavits from depository banks. 

 

 

Legal Reference:  Iowa Code §§ 279.1, .3, .33.

Cross Reference:  206.3   Secretary-Treasurer
  
                                    701.1   Depository of Funds
  
                                    707      Fiscal Reports

Approved:  11/01/2004

Reviewed:  01/16/2006, 10/20/2015, 03/17/2020

Revised:  07/19/2010

             

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:41

211.02 - Regular Meeting

211.02 - Regular Meeting

The regular meeting time and date shall be set by the board at its annual and/or organizational meeting.  The regular meetings of the board will be held on the third Monday of each month in the Administration Office unless otherwise noted.

Meetings shall begin promptly at 6:00 p.m.  The board shall adhere to this meeting date unless the board requires additional meetings or, due to circumstances beyond the board's control, the meeting cannot be held on the regular meeting date, and the meeting will be re-scheduled in accordance with law and policy.  Public notice of the meetings shall be given.

 

 

Legal Reference:  Iowa Code §§ 21.3, .4; 279.1 (2003).
  
                                    1980 Op. Atty Gen. 148.

Cross Reference:  200.2   Organization of the Board of Directors
  
                                    211      Board of Directors' Meetings

 

Approved:  11/01/2004

Reviewed:  01/16/2006, 10/20/2015, 03/17/2020

Revised:  07/19/2010, 10/24/2011, 02/20/2017

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:43

211.03 - Special Meeting

211.03 - Special Meeting

It may be necessary for the board to conduct a special meeting in addition to the regularly scheduled board meeting.  Special meetings may be called by the president of the board or by the board secretary at the request of a majority of the board.  Should a special meeting be called, 24 hour public notice shall be given.

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

Only the purpose or issue for which the special meeting was called may be discussed and decided in the special meeting.  The board shall strictly adhere to the agenda for the special meeting and action on other issues shall be reserved for the next regular or special board meeting.

 

 

Legal Reference:  Iowa Code §§ 21.3, .4; 279.2 (2003).
  
                                    1980 Op. Att'y Gen. 148.

Cross Reference:  200.2   Organization of the Board of Directors
  
                                    211      Board of Directors' Meetings

Approved:  11/01/2004

Reviewed:  01/16/2006, 11/15/2010, 10/20/2015, 03/17/2020

Revised:

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:44

211.04 - Work Sessions

211.04 - Work Sessions

The board, as a decision making body, is confronted with a continuing flow of problems, issues and needs which require action.  While the board is determined to expedite its business, it is also mindful of the importance of planning, brainstorming and thoughtful discussion without action.  Therefore, the board may schedule work sessions and retreats in order to provide its members and the administration with such opportunities.  The board has the authority to hire an outside facilitator to assist them in work sessions.

Topics for discussion and study will be announced publicly, and work sessions and retreats will be conducted in open session.  However, no board action will take place at the work session.

 

 

Legal Reference:  Iowa Code §§ 21; 279.8 (2003).
  
                                    1982 Op. Att'y Gen. 162.
  
                                    1980 Op. Att'y Gen. 167.
  
                                    1976 Op. Att'y Gen. 384, 514, 765.
  
                                    1972 Op. Att'y Gen. 158.
  
                                    1970 Op. Att'y Gen. 287.

Cross Reference:  211      Board of Directors' Meetings
  
                                    212      Open Meetings

 

Approved:  11/01/2004

Reviewed:  02/20/2006, 11/15/2010, 10/20/2015, 03/17/2020

Revised:  

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:45

211.05 - Meeting Notice

211.05 - Meeting Notice

 

Public notice will be given for meetings and work sessions held by the board.  Public notice will indicate the time, place, date and tentative agenda of board meetings.  The public notice will be posted in a prominent place clearly designated for posting agendas in the Central Administration Office and on an exterior facing door/window so that community members may see the agenda when the building is physically closed.  The agenda will be posted at least three days before it is scheduled, but, at the minimum, twenty-four hours notice needs to be given.

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

In the case of special meetings, public notice will 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 will be given as soon as practical and possible in light of the situation.  The media and others who have requested notice will be notified of the emergency meeting.  Attendance at a special meeting or emergency meeting by the media or board members will constitute a waiver of notice.

It will be the responsibility of the board secretary to give public notice of board meetings and work sessions.

 

Legal Reference:          Dobrovolny v. Reinhardt, 173 N.W.2d 837 (Iowa 1970).

                                    Iowa Code §§ 21.2-.4; 279.1, .2 

                                    

Cross Reference:          211      Board of Directors' Meetings

                                      214      Board of Directors' Meeting Agenda

 

Approved:  11/01/2004                                                                                    

Reviewed:  02/20/2006, 11/15/2010, 10/20/2015                 

Revised:  03/17/2020, 06/19/2023                                

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:47

211.06 - Quorum

211.06 - Quorum

Action by the board regarding the affairs of the school district may be taken only when a quorum, a majority of the board members, is in attendance at the board meeting.  While in person participation is encouraged, board members may attend meetings either in person or electronically provided each member can hear and be heard in real time by all members present and the public.

While board members are encouraged to attend board meetings, three members shall constitute a quorum and are a sufficient number to transact business of the school corporation.  The adjournment of a meeting may be executed without a quorum.

An affirmative vote of a majority of the votes cast shall be sufficient to pass a motion or take action unless law or board policy requires a vote of a greater number.

It is the responsibility of each board member to attend board meetings.

 

 

Legal Reference:  Iowa Code §§ 21.5(1); 279.4

Cross Reference:  211      Board of Directors' Meetings

 

Approved:  11/01/2004

Reviewed:  02/20/2006, 11/15/2010, 10/20/2015

Revised:  03/17/2020

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:48

211.07 - Rules of Order

211.07 - Rules of Order

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

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.

The board shall follow Robert's Rule of Order, Revised, latest edition as modified by this policy and subsequent rule.

The purpose of modified rules adopted by the board are:

     To establish guidelines by which the business of the governing board can be conducted in a regular and internally consistent manner;

     To organize the meetings so all necessary matters can be brought to the board and decisions of the board can be made in an orderly and reasonable manner;

     To ensure members of the board, concentrating on the substantive issues at hand, have the necessary information to make decisions, and to ensure adequate discussion of decisions to be made; and,

     To ensure meetings and actions of the board are conducted so as to be informative to the staff and the public, and to produce a clear record of actions taken and decisions made.

 

 

Legal Reference:  Iowa Code §§ 21.2, .7; 279.8 (2003).

Cross Reference:  211      Board of Directors' Meetings     

 

Approved:  11/01/2004

Reviewed:  02/20/2006, 10/20/2015, 03/17/2020

Revised:  07/19/2010

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:49

211.7R1 - Rules of Order Regulation

211.7R1 - Rules of Order Regulation

The following rules of procedure have been adopted by the board at the annual or organizational meeting:

1.      Board members need not rise to gain the recognition of the board president.

2.      All motions will be made as a positive action.

3.      A motion will be adopted or carried if it receives an affirmative vote from more than half of the votes cast.  Only "yes" and "no" votes are counted in this calculation.  It should be noted that some motions require larger numbers of affirmative votes, such as to move into a closed session.

4.      All motions shall receive a second, prior to opening the issue for discussion of the board.  If a motion does not receive a second, the board president may declare the motion dead for lack of a second.

5.      The board president may decide the order in which board members will be recognized to address an issue.  An attempt should be made to alternate between pro and con positions.

6.      The board president shall rule on all motions that come before the board.

7.      The board president may rule on points of order brought before the board.

8.      The board president shall have complete authority to recognize a member of the audience regarding a request to participate in the board meeting.  Members of the public who wish to participate shall follow board policy.

9.      The board president has the authority to declare a recess at any time for the purpose of restoring decorum to the meeting.

10.    The board president has the same authority and responsibility as each board member to vote on all issues.

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:51

211.08 - Method of Voting

211.08 - Method of Voting

In keeping with the public nature of the meeting, votes by the board, except those required by law to be roll call, shall be by voice vote 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.

It shall be the responsibility of the board secretary to publicly announce the vote and record the vote of each board member in the minutes of the board meetings.  The minutes should be written so that a reader can determine how each board member present at the meeting voted on each issue.

 

 

Legal Reference:  Iowa Code §§ 21.3, .5(1); 279.8 (2003).

Cross Reference:  211      Board of Directors' Meetings

 

Approved:  11/01/2004

Reviewed:  02/20/2006, 11/15/2010, 10/20/2015, 03/17/2020

Revised:

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:52

212 - Open Meetings

212 - Open Meetings

A gathering of a majority of board members either in person or electronically in which deliberation of an issue within the scope of the board’s policy-making duties takes place is a board meeting.  A gathering for the purpose of social or ministerial action shall not constitute a board meeting when there is no discussion of policy or no intent to avoid the purpose of the open meetings law.  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.

 

 

Legal Reference:  Iowa Code §§ 21, 279.1-.2 (2003).
  
                                    1982 Op. Att'y Gen. 162.
  
                                    1980 Op. Att'y Gen. 167.

Cross Reference:  209      Committees of the Board of Directors
  
                                    211      Board of Directors' Meetings
  
                                    213      Closed Sessions
  
                                    214      Board of Directors' Meeting Agenda

Approved 11/01/2004                           Reviewed 03/20/2006                            Revised 03/17/2020
                                                                                            11/15/2010
                                                                                            11/16/2015
                                                                                            03/17/2020

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:53

213 - Closed Sessions

213 - Closed Sessions

Generally, board meetings will be open meetings, unless a closed session is provided for by law. 

Closed sessions take place as part of an open meeting.  The board may enter into closed session for any reason permitted by law. 

The item for discussion in the closed session shall be listed as part of the tentative agenda on the public notice with the full text of the Iowa Code citation reference stated on the agenda.  The motion for a closed session, stating the purpose for the closed session, shall be made and seconded during the open meeting.  A minimum of two-thirds of the board, or all of the board members present, must vote in favor of the motion on a roll call vote.  Closed sessions will be recorded and have detailed minutes kept by the board secretary.  No voting will take place in the closed session.  Final action on matters discussed in the closed session shall be taken in an open meeting. 

The minutes and recording will restate the motion made in the open meeting, the roll call vote, the members present, and the time the closed session began and ended.  The recordings and the written minutes will be kept for one year from the date of the meeting.  Real estate related minutes and recordings will be made public after the real estate transaction is completed.

The detailed minutes and recording will be sealed and will not be public records open to public inspection.  The minutes and recording will only be available to board members or opened upon court or administrative order in an action to enforce the requirements of the open meetings law.  The board has complete discretion as to whom may be present at a closed session, but generally closed sessions will be limited to the board, a recording secretary, and the superintendent if indicated.  The board has discretion to nominate the board secretary or any board member to serve as recording secretary for the closed session.

 

 

Legal Reference:          Iowa Code §§ 21; 22.7; 279.24.

                                   

Cross Reference:        209.1   Ad Hoc Committees

                                    212      Open Meetings

                                    213.1   Exempt Meeting

                                    222      Negotiations

 

Approved 11/01/2004                           Reviewed 03/20/2006                           Revised 01/17/2022

                                                                             11/15/2010                                      

                                                                             11/16/2015

                                                                             03/17/2020 

                                                                             01/17/2022                       

              

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:54

213.01 - Exempt Meetings

213.01 - Exempt Meetings

Board meetings at which a quorum is not present, or gatherings of the board for purely ministerial or social purposes when there is no discussion of policy or no intent to avoid the purposes of the open meetings law, are exempt from the open meetings law requirements.  Since gatherings of this type are exempt from the open meetings requirements, they can be held without public notice, be separate from an open meeting, be held without recording the gathering or taking minutes, and be held without a vote or motion.  The board may also hold an exempt session for the following reasons, or as may be otherwise authorized by law:

      1.  Negotiating sessions, strategy meetings of public employers or employee organizations, mediation and the deliberative process of arbitration;

      2.  to discuss strategy in matters relating to employment conditions of employees not covered by the collective bargaining law;

      3.  to conduct a private hearing relating to the recommended termination of a teacher's contract.  The private hearing however, in the teacher's contract termination will be recorded verbatim by a court reporter; and

      4.   to conduct a private hearing relating to the termination of a probationary administrator's contract or to review the proposed decision of the administrative law judge regarding the termination of an administrator's contract.

 

Legal Reference:          Iowa Code §§ 20.17; 21; 22.7; 279.15, .16.

                                 

Cross Reference:        209.1   Ad Hoc Committees

                                    212      Open Meetings

                                    213       Closed Sessions

Approved:  01/17/2022

Reviewed:

Revised:

 

 

lflaherty@inde… Tue, 01/18/2022 - 15:24

214 - Board of Directors' Meeting Agenda

214 - Board of Directors' Meeting Agenda dawn.gibson.cm… Sat, 02/27/2021 - 10:57

214.01 - Board Meeting Agenda

214.01 - Board Meeting Agenda

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

Persons 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 will be sent to the board members prior to the scheduled board meeting.  These documents are the private property of the board member.  Persons wishing to view the tentative agenda and supporting documents may do so at the central administration office or by visiting the district website.

The board will 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 will state the reason justifying the immediate action.

It will be the responsibility of the board president and superintendent to develop the agenda for each board meeting.  Any board member may place an item on the next regular agenda with the consent of a majority of the board.  Board members wishing to do so should provide notice to the superintendent and board president 5 days prior to the scheduled meeting.

 

 

Legal Reference:          Iowa Code §§ 21; 279.8. 

                                    1980 Op. Att'y Gen. 269.

 

 

Cross Reference:        211      Board of Directors' Meetings

                                    212      Open Meetings

                                    215      Public Participation in Board Meetings

                                    218      Board of Directors' Records

                                    402.5   Public Complaints About Employees

                                    502.6   Student Complaints and Grievances

 

Approved:  11/01/2004

Reviewed:  03/20/2006, 11/15/2010, 11/16/2015, 04/20/2020

Revised:  01/17/2022

 

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:57

214.03 - Consent Agendas

214.03 - Consent Agendas

Very often the board must consider agenda items which are noncontroversial or similar in content.  Such agenda items might include ministerial tasks such as, but not limited to, approval of previous minutes, approval of bills, approval of reports, etc.  These items might also include similar groups of decisions such as, but not limited to, approval of staff contracts, approval of maintenance details for the school buildings and grounds, open enrollment requests or approval of various schedules.

In order for a more efficient administration of board meetings, the board may elect to use a consent agenda for the passage of noncontroversial items or items of a similar nature.

The superintendent in consultation with the board president and board secretary shall place items on the consent agenda.  By using a consent agenda, the board has consented to the consideration of certain items as a group under one resolution.  Items may be removed from the consent agenda at the request of a board member.

Nothing in this policy is to be construed as an attempt to avoid full compliance with laws dealing with open meetings or public notice of the agenda and meeting.

 

 

Legal Reference:  Iowa Code §§ 21; 279.8 (2003).

Cross Reference:  211      Board of Directors' Meetings

 

Approved:  11/01/2004

Reviewed:  03/20/2006, 11/15/2010, 11/16/2015, 04/20/2020

Revised:  07/15/2019

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 10:58

215 - Public Participation in Board Meetings

215 - 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 will set aside a specific time for public comment. 

Public Comment During Board Meetings

Citizens wishing to address the board during public comment must notify the board secretary prior to the board meeting. The board president will recognize these individuals to make their comments at the appropriate time during public comment.  Citizens wishing to present petitions to the board may also do so at this time.  The board however, will only receive the petitions and not act upon them or their contents. 

The board has the discretion to limit the amount of time set aside for public participation. Normally, speakers will be limited to three minutes with a total allotted time for public participation of twenty minutes.  However, the board president may modify this time limit, if deemed appropriate or necessary.  Public comment is a time set aside for community input, but the board will not discuss or take any action on any matter during public comment. 

Public comment shall be limited to regular board meetings and will not be routinely held during special board meetings. 

Petitions to Place a Topic on the Agenda

Individuals who wish for an item to be placed on the board agenda may submit a valid petition to the board.  For a petition to be valid, it must be signed by at least 500 eligible electors of the district, or ten percent of the individuals who voted in the last school election, whichever number is lower.

Upon receiving a valid petition to the board to place a proposal on the next board agenda for public hearing, the board will place the proposal identified in the petition on the agenda of the next regular meeting, or a special meeting held within 30 days of receipt of the petition.  The board will provide a sign-up sheet for all individuals who wish to speak on the proposal, and individuals will be called to speak in order of sign-up.  The sign-up sheet will require each individual to list their legal name and mailing address.  Each speaker will be limited to 3 minutes however, the board president may modify this time limit for a limit that is reasonable and necessary based on the number of speakers signed up.  The same time limit will apply to all speakers on the proposal.  Each individual will be limited to one opportunity to speak.  The board maintains absolute discretion on whether or not to discuss or act on the public comments made on the proposal. If a petition is related to curriculum, the district maintains discretion to determine whether to stop teaching that curriculum until the board holds the public hearing to discuss the curriculum. 

The board has a significant interest in maintaining the decorum of its meetings, and it is expected that members of the public and the board will address each other with civility.  The orderly process of the board meeting will not be interfered with or disrupted by public comment.  Only individuals recognized by the board president will be allowed to speak.  Comments by others are out of order.  If disruptive, the individual causing disruption may be asked to leave the board meeting.  Defamatory comments may be subject to legal action. 

 

 

 

 

Legal Reference:        Iowa Code §§ 21; 22; 279.8, 279.8B.

 

Cross Reference:       104      The People and Their School District

                                    205.1   Board Security and Protection

                                    205.2   Board Member Liability

                                    214.1   Board Meeting Agenda

                                    215.1   Public Complaints

                                    216      Public Hearings

502.6   Student Complaints and Grievances

 

Approved:  11/01/2004

Reviewed:  04/17/2006, 12/20/2010, 11/16/2015, 04/20/2020, 01/16/2024

Revised:  10/15/2018, 09/20/2021

 

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 11:00

215.01 - Public Complaints

215.01 - Public Complaints

The board recognizes situations may arise in the operation of the school district which are of concern to parents and other members of the school district community. 

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

(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 school district should be directed to the superintendent.

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

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

 

 

Legal Reference:  Iowa Code § 279.8

Cross Reference:  214.1   Board Meeting Agenda
  
                                    215      Public Participation in Board Meetings
  
                                    309      Communication Channels

 

Approved:  10/15/2018

Reviewed:  04/20/2020, 01/16/2024

Revised:

 

dawn.gibson.cm… Sat, 02/27/2021 - 11:01

216 - Public Hearings

216 - Public Hearings

Public hearings may be held on school district matters at the discretion of the board.  Public notice of a public hearing shall be in the same manner as for a board meeting except that the notice shall be given at least ten days before the hearing is to be held unless it is impossible or impractical to do so, or the law requires otherwise.

At public hearings, citizens of the district who register at the door will be allowed to speak on the issue for which the public hearing is being held.  Others may be allowed to speak at the board's discretion.  Speakers are asked to keep their remarks as brief as possible.  Prior to the beginning of the hearing, speakers and spectators will be apprised of the rules of order to be followed regarding time limitations, questions, remarks and rebuttals.  In no event will a speaker be allowed to take the time of another speaker.

The board shall conduct public hearings in an orderly fashion.  At the beginning of the hearing, statements, background materials and public hearing rules and procedures will be presented by the board president.  The board president will recognize the speakers.  A board member may ask questions of the speakers after receiving permission from the board president.  Only those speakers recognized by the chair will be allowed to speak.  Comments by others are out of order.  Individuals who interfere with or interrupt speakers, the board or the proceedings shall be asked to leave.

 

 

Legal Reference:  Iowa Code §§ 24.9; 279.8, .10; 297.22 (2003).

Cross Reference:  211      Board of Directors' Meetings
  
                                    215      Public Participation in Board Meetings
  
                                    703.1   Budget Planning

 

Approved 11/01/2004                           Reviewed 04/17/2006                           Revised 07/15/2019
                                                                                            12/20/2010
                                                                                            11/16/2015
                                                                                            07/15/2019
                                                                                            04/20/2020

 

dawn.gibson.cm… Sat, 02/27/2021 - 11:02

217 - Board of Directors' Relationships

217 - Board of Directors' Relationships dawn.gibson.cm… Sat, 02/27/2021 - 11:03

217.01 - Board of Directors and Superintendent

217.01 - Board of Directors and Superintendent

The superintendent is hired by the board as the chief executive officer of the board 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 school district.

The superintendent shall work closely with the board, particularly the board president, to carry out and implement the policies of the board, to advise the board, to provide information to the board, to offer alternative solutions to the board in the form of a recommendation, and to perform other duties as the board assigns.

The superintendent shall attend each board meeting unless excused by the board president.

 

 

Legal Reference:  Iowa Code §§ 279.8, .20 (2003).

Cross Reference:  302.1   Administration and Board of Directors
  
                                    303      Superintendent

 

Approved:  11/01/2004

Reviewed:  04/17/2006, 12/20/2010, 12/21/2015, 04/20/2020, 01/16/2024

Revised:  

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 11:04

217.02 - Board of Directors and Employees

217.02 - Board of Directors and Employees

School employees will be utilized for their expertise to provide information to the board and to take part on advisory committees when necessary.

The board must remain objective about each employee.  Employees who have concerns should have their initial contact with 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 of the superintendent or when the board is acting as a hearing panel to discuss the termination of an employee.

 

 

Legal Reference:  Iowa Code §§ 20; 279.8, .12-.18 (2003).

Cross Reference:  401.5   Employee Complaints
  
                                    401.7   Employee Relations to the Administration and to the Board
  
                                    401.8   Employee Involvement in Decision Making

 

Approved:  11/01/2004

Reviewed:  04/17/2006, 12/20/2010, 12/21/2015, 04/20/2020, 01/16/2024

Revised:  

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 11:05

217.03 - Board of Directors and Adjoining District Board of Directors

217.03 - Board of Directors and Adjoining District Board of Directors

The board may work with adjoining school district boards to provide additional opportunities in the school district's education programs as well as to operate the school district more economically and efficiently.  As part of this joint effort, the board shall pay particular attention to opportunities to share students, programs and employees.

 

 

Legal Reference:  Iowa Code §§ 28E; 273.8(2); 279.8; 280.13A, .15 (2003).

Cross Reference:  410.2   Shared Licensed Employees
  
                                    606.1   Shared Students

 

Approved:  11/01/2004

Reviewed:  04/17/2006, 12/20/2010, 12/21/2015, 04/20/2020

Revised:  

 

dawn.gibson.cm… Sat, 02/27/2021 - 11:06

217.04 - Board of Directors and Area Education Agency

217.04 - Board of Directors and Area Education Agency

The board shall utilize the resources of Central Rivers Area Education Agency (AEA).  Resources may include, but not be limited to, school psychologists, speech therapists, nurses, social workers, general and special education consultants, and educational materials.

The board may also utilize the AEA to work with other school districts in the region for program offerings or for purchase of supplies.

 

 

Legal Reference:  Iowa Code §§ 28E; 273; 279.8 (2003).
  
                                    1978 Op. Att'y Gen. 224.

Cross Reference:  302.4   Administration and Area Education Agency
  
                                    603.2   Special Education
  
                                    605.4   Technology and Instructional Materials

Approved:  11/01/2004

Reviewed:  05/18/2006, 12/20/2010, 12/21/2015, 04/20/2020

Revised:  07/15/2019

                         

 

dawn.gibson.cm… Sat, 02/27/2021 - 11:07

217.05 - Board of Directors and Elected Officials

217.05 - Board of Directors and Elected Officials

Being aware of, and expressing their opinion on, proposed law revisions and new laws is essential to maintaining and creating an education program to meet the needs of the school district community.

It shall be the responsibility of the board to maintain contact with the elected official representing the school district.  It shall be the responsibility of the superintendent to assist the board in keeping up-to-date on proposed laws and in contacting the elected officials who represent the school district.

 

 

Legal Reference:  Iowa Code §§ 39.11, 68B; 279.8 (2003).

Cross Reference:  221      Gifts to Board of Directors

 

Approved:  11/01/2004

Reviewed:  05/18/2006, 12/20/2010, 12/21/2015, 04/20/2020

Revised:

 

dawn.gibson.cm… Sat, 02/27/2021 - 11:08

218 - Board of Directors' Records

218 - Board of Directors' Records

The board shall keep and maintain permanent records of the board including, but not limited to, records of the minutes of board meetings and other required records of the board.

It shall be the responsibility of the board secretary to keep the minutes of the board meetings.  The minutes of each board meeting shall include as a minimum the following items:  a record of the date, time, place, members present, action taken and the vote of each member, and the schedule of bills allowed shall be attached.  This information shall be available within two weeks of the board meeting and forwarded to the newspaper designated as the official newspaper for publication.  The information does not need to be published within two weeks.  The schedule of bills allowed may be published on a once monthly basis in lieu of publication with the minutes.  The permanent records of the board minutes may include more detail than is required for the publication of the minutes.

Minutes waiting approval at the next board meeting will be available for inspection at the central administration office after the board secretary transcribes the notes into typewritten material which has been proofread for errors and retyped.

 

 

Legal Reference:  Iowa Code §§ 21; 22; 279.8, .35, .36; 291.6, .7; 618.3).
  
                                    281 I.A.C. 12.3(1).
  
                                    1982 Op. Att'y Gen. 215.
  
                                    1974 Op. Att'y Gen. 403.
  
                                    1952 Op. Att'y Gen. 133.

Cross Reference:  206.3   Secretary-Treasurer
  
                                    209      Committees of the Board of Directors
  
                                    214      Board of Directors' Meeting Agenda
  
                                    708      Care, Maintenance and Disposal of School District Records
  
                                    901.1   Public Examination of School District Records

Approved 11/01/2004                           Reviewed 05/18/2006                           Revised 07/19/2010
                                                                                            12/21/2015
                                                                                            04/20/2020  

 

dawn.gibson.cm… Sat, 02/27/2021 - 13:33

218E1 - Board Meeting Minutes

218E1 - 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, 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 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 annual or organizational meeting in odd-numbered years, the minutes should reflect the following:

26.   Appointment of a temporary chairperson if not specified in policy.

27.   Oath of office administered to newly elected board members.

28.   Nominations taken for the office of president and vice president.

29.   Election of the president and vice president, the votes and the oath of office administered to the president and vice president.

30.   The resolution to pay bills when the board is not in session.

31.   A resolution to automatically disburse payroll along with a roster of all employees under contract.

32.   A resolution naming depositories along with the maximum deposit for each depository.

33.   Resolution authorizing the use of a check protector and signer and the proper control of the signer.

34.   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.

35.   Voting rotation when a roll call vote is used if so desired by the board.

 

dawn.gibson.cm… Sat, 02/27/2021 - 13:35

219 - Board of Directors' Member Services

219 - Board of Directors' Member Services dawn.gibson.cm… Sat, 02/27/2021 - 13:37

219.01 - Association Membership

219.01 - Association Membership

Participation in board member associations are beneficial to the board.  The board shall maintain an active membership in the Iowa Association of School Boards and in organizations the board determines will be of benefit to the board and the school district.

 

 

Legal Reference:  Iowa Code § 279.38 (2003).

Cross Reference:  219.2   Board of Directors' Member Development and Training
                                      219.4   New Board of Directors' Member Orientation

Approved:  11/01/2004

Reviewed:  05/18/2006, 01/17/2011, 01/18/2016, 04/20/2020

Revised:

 

dawn.gibson.cm… Sat, 02/27/2021 - 13:38

219.02 - Board of Directors' Member Development and Training

219.02 - Board of Directors' Member Development and Training

High-achieving school boards work as a team to create high expectations for all students. Board learning is foundational to creating this solid governance structure focused on student learning for school boards. The board may participate in conferences sponsored by educational associations and agencies in addition to its own in-service programs and work sessions.

The board will work closely with the Iowa Association of School Boards' and encourage the board members to participate in qualifying learning opportunities to achieve the Annual Board Award.

 

 

Legal Reference:  Iowa Code §§ 279.8, .38

Cross Reference:  219.1   Association Membership
  
                                    219.4   New Board of Directors' Member Orientation

 

Approved:  11/01/2004

Reviewed:  05/18/2006, 01/17/2011, 01/18/2016

Revised:  04/20/2020, 05/15/2023

 

dawn.gibson.cm… Sat, 02/27/2021 - 13:39

219.03 - Board of Directors' Member Compensation and Expenses

219.03 - Board of Directors' Member Compensation and Expenses

As an elected public official, the board member is a public servant who serves without compensation.  Board members will be reimbursed for actual and necessary expenses incurred in the performance of their official duties.

Prior to reimbursement of actual and necessary expenses, the board member must submit a detailed receipt indicating the date, purpose and nature of the expense for each claim item.  Failure to provide a detailed receipt will make the expense nonreimbursable.  Personal expenses will be reimbursed by the board member to the school district no later than ten working days following the date of the expense.  In exceptional circumstances, the board may allow a claim without proper receipt.  Written documentation explaining the exceptional circumstances will be maintained as part of the school district's record of the claim.

It is the responsibility of the board secretary to compile the expenses of board members and bring them to the board for audit and approval in the same manner as other claims of the school district.  It is the responsibility of the board to determine through the audit and approval process of the board whether the expenses incurred by a board member are actual and necessary expenses incurred in the performance of their official duties.

 

 

Legal Reference:  Iowa Code §§ 68B; 277.27; 279.7A, .8, .32 (2003).

Cross Reference:  203      Board of Directors' Conflict of Interest
  
                            401.7   Employee Travel Compensation
  
                            705.6   Credit Cards

 

Approved:  11/01/2004

Reviewed:  06/26/2006, 01/17/2011, 01/18/2016, 04/20/2020

Revised:  

 

dawn.gibson.cm… Sat, 02/27/2021 - 13:41

219.04 - New Board of Directors' Member Orientation

219.04 - New Board of Directors' Member Orientation

It is the responsibility of the board to educate new board members of the duties of their position.  To acquaint new board members with the duties and role of the board of directors, each new board member may meet with the superintendent and the board secretary to become familiar with the responsibilities and the role of being a board member. 

It shall be the responsibility of the superintendent to ensure that new board members have an opportunity to attend an orientation conference and meet with the superintendent.  It shall also be the responsibility of the superintendent to ensure that each new board member has necessary documents and board materials including a current board policy manual.

 

 

Legal Reference:  Iowa Code § 279.8 (2003).

Cross Reference:  219.1   Association Membership
  
                                    219.2   Board of Directors' Member Development and Training

 

Approved:  11/01/2004

Reviewed:  06/26/2006, 01/17/2011, 01/18/2016

Revised:  04/20/2020

 

dawn.gibson.cm… Sat, 02/27/2021 - 13:42

219.05 - Activity Passes for Board Members

219.05 - Activity Passes for Board Members

In recognition of the great amount of time, energy, and talent as well as the interest of board members in the school district, past (if requested) board members shall receive lifetime single activity passes (to include their spouse) to school-sponsored activities.  During their tenure on the board, members will receive a family activity pass.

It shall be the responsibility of the superintendent to ensure board members receive activity passes.

 

 

Legal Reference:  Iowa Code § 279.8 (2003).

Cross Reference:  219      Board of Directors' Member Services
  
                                    401.13 Employee Activity Passes

Approved:  11/04/2004

Reviewed:  06/26/2006, 01/18/2016, 04/20/2020

Revised:  10/26/2009, 12/17/2018

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 13:43

220 - School Visitation by Board of Directors

220 - School Visitation by Board of Directors

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

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

 

 

Legal Reference:  Iowa Code § 279.8 (2003).

Cross Reference:  904.3   Visitors to School District Buildings and Sites

 

Approved:  11/01/2004

Reviewed:  06/26/2006, 01/17/2011, 01/18/2016, 04/20/2020, 01/16/2024

Revised:

 

 

dawn.gibson.cm… Sat, 02/27/2021 - 13:45

221 - Gifts to Board of Directors

221 - Gifts to Board of Directors

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

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

               Is seeking to be or is a party to any one or any combination of sales, purchases, leases or contracts to, from or with the school district;

               Will be directly and substantially affected financially by the performance or nonperformance of the board member's official duty in a way that is greater than the effect on the public generally or on a substantial class of persons to which the person belongs as a member of a profession, occupation, industry or region; or

               Is a lobbyist or a client of a lobbyist with respect to matters within the school district's jurisdiction.

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

               Contributions to a candidate or a candidate's committee;

               Information material relevant to a board member's official function, such as books, pamphlets, reports, documents, periodicals or other information that is recorded in a written, audio or visual format;

               Anything received from a person related within the fourth degree by kinship or marriage, unless the donor is acting as an agent or intermediary for another person not so related;

               An inheritance;

               Anything available or distributed to the general public free of charge without regard to the official status of the board recipient;

               Items received from a charitable, professional, educational or business organization to which the board member belongs as a dues paying member if the items are given to all members of the organization without regard to an individual member's status or positions held outside of the organization and if the dues paid are not inconsequential when compared to the items received;

               Actual expenses of a board member for food, beverages, travel and lodging for a meeting, which is given in return for participation in a panel or speaking engagement at the meeting when the expenses relate directly to the day or days on which the board member has participation or presentation responsibilities;

               Plaques or items of negligible resale value given as recognition for public service;

               Nonmonetary items with a value of less than three dollars that are received from any one donor during one calendar day;

               Items or services solicited or given to a state, national or regional organization in which the state of Iowa or a school district is a member for purposes of a business or educational conference, seminar or other meeting or solicited by or given to state, national or regional government organizations whose memberships and officers are primarily composed of state or local government officials or employees for purposes of a business or educational conference, seminar or other meeting;

               Items or services received by members or representatives of members as part of a regularly scheduled event that is part of a business or educational conference, seminar or other meeting that is sponsored and directed by any state, national or regional government organization in which the state of Iowa or a political subdivision of the state of Iowa is a member or received at such an event by members or representatives of members of state, national or regional government organizations whose memberships and officers are primarily composed of state or local government officials or employees;

               Funeral flowers or memorials to a church or nonprofit organization;

               Gifts which are given to a public official for the public official's wedding or twenty-fifth or fiftieth wedding anniversary;

               Payment of salary or expenses by a board member's employer or the firm in which the board member is a member for the cost of attending a meeting of a subunit of an agency when the board member whose expenses are being paid serves on a board, commission, committee, council or other subunit of the agency and the board member is not entitled to receive compensation or reimbursement of expenses from the school district;

               Gifts other than food, beverages, travel and lodging received by a board member which are received from a person who is a citizen of a country other than the United States and is given during a ceremonial presentation or as a result of a custom of the other country and is of personal value only to the board member; or

               Actual registration costs for informational meetings or sessions which assist a public official or public employee in the performance of the person's official functions.  The costs of food, drink, lodging and travel are not "registration costs" under this paragraph.  Meetings or sessions which a public official or public employee attends for personal or professional licensing purposes are not "informational meetings or sessions which assist a public official or public employee in the performance of the person's official functions" under this paragraph.

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

               Actual expenses of a board member for registration, food, beverages, travel or lodging for a meeting, which is given in return for participation in a panel or speaking engagement at a meeting when the expenses relate directly to the day or days on which the board member has participation or presentation responsibilities;

              A nonmonetary gift or series of nonmonetary gifts donated within thirty days to a public body, an educational or charitable organization or the department of general services; or

              A payment made to a board member for services rendered as part of a private business, trade or profession in which the board member is engaged if the payment is commensurate with the actual services rendered and is not being made because of the person's status as a board member but, rather, because of some special expertise or other qualification.

 

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

 

 

Legal References:  Iowa Code ch. 68B (2003).
  
                                    1972 Op. Att'y Gen. 276.
  
                                    1970 Op. Att'y Gen. 319.

Cross References:  203      Board of Directors' Conflict of Interest
  
                                    217.5   Board of Directors and Elected Officials
  
                                    402.4   Gifts to Employees
  
                                    704.4   Gifts - Grants - Bequests

Approved 11/01/2004                           Reviewed 06/26/2006                           Revised                   
                                                                                            01/17/2011
                                                                                            01/18/2016
                                                                                            04/20/2020                          

 

dawn.gibson.cm… Sat, 02/27/2021 - 13:46

222 - Negotiations

222 - Negotiations

The board shall authorize the superintendent to 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.

Negotiations between the certified and classified bargaining units and its members shall be directed to the superintendent.  Individual board members shall not be contacted directly by members of or representatives for, the bargaining units concerning issues relating to the negotiation process.

The board, in conjunction with the superintendent, 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.

 

 

Legal Reference:  Burlington Community School District v. PERB, 268 N.W.2d 517 (Iowa 1978).
  
                                    Iowa Code §§ 20.17; 21.9 (2003).
  
                                    621 I.A.C. 6.
  
                                    1982 Op. Att'y Gen. 162.

Cross Reference:  213      Closed Sessions
  
                                    400      Role of and Guiding Principles for Employees

Approved 11/01/2004                           Reviewed 07/17/2006                                       Revised 01/18/2016
                                                                                            01/17/2011
                                                                                            04/20/2020

 

dawn.gibson.cm… Sat, 02/27/2021 - 13:48

300 - ADMINISTRATION

300 - ADMINISTRATION jen@iowaschool… Thu, 02/04/2021 - 09:43

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 shall work together to share information and decisions under the management team concept.

 

 

Approved 11/1/2004                             Reviewed 08/21/2006                           Revised                   
                                                                                             02/21/2011
                                                                                             02/15/2016
                                                                                             01/18/2021                                      

 

dawn.gibson.cm… Tue, 02/23/2021 - 14:30

301 - Administrative Structure

301 - Administrative Structure dawn.gibson.cm… Tue, 02/23/2021 - 14:32

301.01 - Management

301.01 - 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.

 

 

Legal Reference:  Iowa Code § 279.8 (2003).

Cross Reference:  301      Administrative Structure

 

Approved:  11/01/2004

Reviewed:  08/21/2006, 02/21/2011, 02/15/2016, 01/18/2021

Revised:

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 14:32

302 - Administration Relationships

302 - Administration Relationships dawn.gibson.cm… Tue, 02/23/2021 - 14:34

302.01 - Administration and Board of Directors

302.01 - 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.

The superintendent, unless excused by the board president, and the principals, unless excused by the superintendent, shall attend each board meeting.

 

 

Legal Reference:  Iowa Code §§ 279.8, .20, .21 (2003).
  
                                    281 I.A.C. 12.4(4).

Cross Reference:  217      Board of Directors' Relationships
  
                                    301      Administrative Structure
  
                                    302      Administration Relationships

 

Approved:  11/01/2004

Reviewed:  08/21/2006, 02/21/2011, 02/15/2016, 01/18/2021

Revised:

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 14:34

302.02 - Administration and Employees

302.02 - 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.

 

 

Legal Reference:  Iowa Code §§ 279.8, .20, .21, .23, .24 (2003).
  
                                    281 I.A.C. 12.4.

Cross Reference:  301      Administrative Structure
  
                                    302      Administration Relationships
  
                                    401.8   Employee Involvement in Decision Making

 

Approved:  11/01/2004

Reviewed:  09/18/2006, 02/21/2011, 02/15/2016, 01/18/2021

Revised:

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 14:36

302.03 - Administration and Adjoining District Administration

302.03 - 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.

 

 

Legal Reference:  Iowa Code §§ 28E; 257.11; 279.8; 280.13A, .15 (2003).

Cross Reference:  301      Administrative Structure
  
                                    302      Administration Relationships
  
                                    410.2   Shared Licensed Employees
  
                                    606.1   Shared Students

Approved:  11/01/2004

Reviewed:  09/18/2006, 02/21/2011, 02/15/2016, 01/18/2021

Revised:  

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 14:37

302.04 - Administration and Area Education Agency

302.04 - Administration and Area Education Agency

The administration shall utilize the resources of the Central Rivers Area Education Agency (AEA) 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 the AEA to facilitate regional programming and cooperation as well as to purchase supplies.

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

 

 

Legal Reference:  Iowa Code §§ 28E; 273; 279.8 (2003).

Cross Reference:  217.4   Board of Directors and Area Education Agency

 

Approved:  11/01/2004

Reviewed:  09/18/2006, 02/21/2011, 02/15/2016

Revised:  09/21/2020

 

dawn.gibson.cm… Tue, 02/23/2021 - 14:39

303 - Superintendent

303 - Superintendent dawn.gibson.cm… Tue, 02/23/2021 - 14:41

303.01 - Superintendent Qualifications, Recruitment, Appointment

303.01 - 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, creed, religion, sex, national origin, age, sexual orientation, gender identity 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.

 

 

Legal Reference:  29 U.S.C. §§ 621-634 (1994).
  
                                    42 U.S.C. §§ 2000e et seq. (1994).
  
                                    Iowa Code §§ 21.5(1)(i); 35C; 216; 279.8, .20 (2007).
  
                                    281 I.A.C. 12.4(4).
  
                                    1980 Op. Att'y Gen. 367.

Cross Reference:  200.2   Powers of the Board of Directors
  
                                    200.3   Responsibilities of the Board of Directors
  
                                    301      Administrative Structure
  
                                    302      Superintendent

Approved:  06/19/2007

Reviewed:  02/15/2021

Revised:  06/19/2007, 03/21/2011, 03/21/2016

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 14:41

303.02 - Superintendent Contract and Contract Nonrenewal

303.02 - 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 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 non-probationary contract, the board will 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 nonrenewable 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.

 

 

Legal Reference:  Martin v. Waterloo Community School District, 518 N.W. 2d 381 (Iowa 1994)
  
                                    Cook v Plainfield Community School District, 301 N.W.2d 771 (Iowa App. 1980).
  
                                    Board of Education of Fort Madison Community School District v. Youel, 282 N.W.2d 677 (Iowa 1979).
  
                                    Briggs v Board of Directors of Hinton Community School District, 282 N.W.2d 740 (Iowa 1979).
  
                                    Luse v. Waco Community School District of Henry Co., 258 Iowa 1087, 141 N.W.2d 607 (1966).
  
                                    Iowa Code 279 281 I.A.C. 12.4

Cross Reference:  302      Superintendent

 

Approved:  11/01/2004

Reviewed:  10/16/2006, 03/21/2016, 02/15/2021

Revised:  05/20/2019

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 14:43

303.03 - Superintendent Salary and Other Compensation

303.03 - Superintendent Salary and Other Compensation

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

In addition to the salary and benefits, the superintendent's actual and necessary expenses shall be paid by the school district when the superintendent is performing work-related duties.  It shall be 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 shall be included in the records of the board in accordance with board policy.

 

 

Legal Reference:  Iowa Code §§ 279.8, .20 (2003).
  
                                    1984 Op. Att'y Gen. 47.

Cross Reference:  302      Superintendent

Approved:  11/01/2004

Reviewed:  10/16/2006, 03/21/2011, 03/21/2016, 02/15/2021

Revised: 

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 14:46

303.04 - Superintendent Duties

303.04 - 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 shall be responsible for overall supervision and discipline of employees and the education program.

In executing the above-stated duties, the superintendent shall consider the financial situation of the school district as well as the needs of the students.  Specifically, the superintendent:

  • Interprets and implements all board policies and all state and federal laws relevant to education;
  • Supervises, either directly or through delegation, all activities of the school system according to, and consistent with, the policies of the board;
  • Represents the board as a liaison between the school district and the community;
  • Establishes and maintains a program of public relations to keep the public well-informed of the activities and needs of the school district, effecting a wholesome and cooperative working relationship between the school district and the community;
  • Attends and participates in all meetings of the board, except when the superintendent's employment or salary is under consideration when the superintendent has been excused, and makes recommendations affecting the school district;
  • Reports to the board on such matters as deemed material to the understanding and proper management of the school district or as the board may request;
  • Assumes responsibility for the overall financial planning of the district and for the preparation of the annual budget, and submits it to the board for review and approval;
  • Establishes and maintains efficient procedures and effective controls for all expenditures of school district funds in accordance with the adopted budget, -subject to the direction and approval of the board;
  • Files, or causes to be filed, all reports required by law;
  • Makes recommendations to the board for the selection of employees for the school district;
  • Makes and records assignments and transfers of all employees pursuant to their qualifications;
  • Employs such employees as may be necessary, within the limits of budgetary provisions and subject to the board's approval;
  • Recommends to the board, for final action, the promotion, salary change, demotion, or dismissal of any employee;
  • Prescribes rules for the classification and advancement of students, and for the transfer of students from one building to another in accordance with board policies;
  • Summons employees of the school district to attend such regular and occasional meetings as are necessary to carry out the education program of the school district;
  • Supervises methods of teaching, supervision, and administration in effect in the schools;
  • Attends such conventions and conferences as are necessary to keep informed of the latest educational trends;
  • Accepts responsibility for the general efficiency of the school system, for the development of the employees, and for the educational growth and welfare of the students;
  • Defines educational needs and formulates policies and plans for recommendation to the board;
  • Makes administrative decisions necessary for the proper functioning of the school district;
  • Responsible for scheduling the use of buildings and grounds by all groups and/or organizations;
  • Acts as the purchasing agent for the board, and establishes procedures for the purchase of books, materials and supplies;
  • Approves vacation schedules for employees;
  • Conducts periodic district administration meetings; and,
  • Performs other duties as may be assigned by the board.
  • Supervises the establishment or modification of the boundaries of school attendance and transportation areas subject to approval of the board.
  • Directs studies of buildings and sites, taking into consideration population trends and the educational and cultural needs of the district in order to ensure timely decisions by the board and the electorate regarding construction and renovation projects.

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

 

 

Legal Reference:  Iowa Code §§ 279.8, .20, 23A (2003).
  
                                    281 I.A.C. 12.4(4).

Cross Reference:  209      Board of Directors' Management Procedures
  
                                    301      Administrative Structure
  
                                    302      Superintendent

 

Approved:  11/01/2004

Reviewed:  11/20/2006, 03/21/2011, 03/21/2016, 02/15/2021

Revised:  

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 14:47

303.05 - Superintendent Evaluation

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

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

  • Mission, Vision and Core Values:  Develop, advocate and enact a shared mission, vision, and core values of high-quality education and academic success and well-being of each student.
  • Ethics and Professional Norms:  Act ethically and according to professional norms to promote each student’s academic success and well-being.
  • Equity and Cultural Responsiveness:  Strive for equity of educational opportunity and culturally responsive practices to promote each student’s academic success and well-being.
  • Curriculum, Instruction and Assessment:  Develop and support intellectually rigorous and coherent systems of curriculum, instruction and assessment to promote each student’s academic success and well-being.
  • Community Care and Support for Students:  Cultivate an inclusive, caring and supportive school community that promotes the academic success and well-being of each student.
  • Professional Capacity of School Personnel:  Develop the professional capacity and practice of school personnel to promote each student’s academic success and well-being.
  • Professional Community for Teachers and Staff:  Foster a professional community of teachers and professional staff to promote each student’s academic success and well-being. 
  • Meaningful Engagement of Families and Community:  Engage families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student’s academic success and well-being.
  • Operations and Management:  Manage school operations and resources to promote each student’s academic success and well-being.
  • School Improvement:  Act as an agent of continuous improvement to promote each student’s academic success and well-being.

The formal evaluation will be based upon the following principles:

  • The evaluation criteria will be in writing, clearly stated and mutually agreed upon by the board and the superintendent.  The criteria will be related to the job description, the Iowa Standards for School Leaders, the school district's goals, and the goals of the administrator’s individual professional development plan.
  • 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 from 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, however, 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.

 

 

Legal Reference:        Wedergren v. Board of Directors, 307 N.W.2d 12 (Iowa 1981).

                                    Iowa Code §§ 279.8, .20, .23, .23A.

                                    281 I.A.C. Ch. 83; 12.3(4).

 

Cross Reference:       212      Closed Sessions

                                    302      Superintendent

 

Approved:  11/01/2004

Reviewed:  11/20/2006, 04/18/2011, 02/15/2021

Revised:  03/21/2016, 09/20/2021

 

 

 

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 14:53

303.06 - Superintendent Professional Development

303.06 - 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 shall report to the board after an event.

 

 

Legal Reference:  Iowa Code § 279.8 (2003).
  
                                    281 I.A.C. 12.7.

Cross Reference:  303.7   Administrator Professional Development
  
                                    401.7   Employee Travel Compensation

Approved:  11/01/2004

Reviewed:  11/20/2006, 04/18/2011, 03/21/2016, 02/15/2021

Revised:  

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 14:55

303.07 - Superintendent Civic Activities

303.07 - 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 shall be the responsibility of the superintendent to become involved in school district community activities and events.  It is within the discretion of the board to pay annual fees for professional organizations and activities.

 

 

Legal Reference:  Iowa Code § 279.8 (2003).      

Cross Reference:  302.3   Superintendent Salary and Other Compensation
  
                                    304.8   Administrator Civic Activities

 

Approved:  11/01/2004

Reviewed:  12/19/2006, 04/18/2011, 03/21/2016, 02/15/2021

Revised:  09/21/2020

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 14:58

303.08 - Superintendent Consulting/Outside Employment

303.08 - Superintendent Consulting/Outside Employment

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

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

 

 

Legal Reference:  Iowa Code §§ 279.8, .20 (2003).

Cross Reference:  302.2   Superintendent Contract and Contract Non-renewal
  
                                    302.4   Superintendent Duties

Approved:  11/01/2004

Reviewed:  12/19/2006, 04/18/2011, 03/21/2016, 02/15/2021

Revised:  

 

dawn.gibson.cm… Tue, 02/23/2021 - 15:00

304 - Administrative Employees

304 - Administrative Employees dawn.gibson.cm… Tue, 02/23/2021 - 15:01

304.01 - Administrative Positions

304.01 - Administrative Positions

The school district shall have, in addition to the superintendent, other administrative positions: 

  • Superintendent
  • Junior-Senior High School Principal
  • Junior-Senior High School Assistant Principal
  • Upper Elementary Principal
  • Lower Elementary Principal
  • K-12 Director of Activities
  • Director of School Improvement
  • Director of Finance
  • Director of Buildings and Grounds
  • Director of Transportation
  • Director of Technology
  • Director of Food Service
  • Director of Human Resources

These administrators shall work closely with the superintendent in the day-to-day operations of the school district.

It shall be the responsibility of these administrators to uphold board policy, to instill a positive, cooperative environment with employees, and to share their expertise with each other and the board under the management team concept.

 

 

Legal Reference:  Iowa Code §§ 279.8, .20, .21, .23-.24 (2003).
  
                                    281 I.A.C. 12.4.

Cross Reference:  301      Administrative Structure
  
                                    303      Administrative Employees

 

Approved:  11/01/2004

Reviewed:  11/20/2006, 04/18/2016

Revised:  12/19/2006, 06/20/2011, 09/16/2014, 09/21/2020

 

dawn.gibson.cm… Tue, 02/23/2021 - 15:02

304.02 - Administrator Qualifications, Recruitment, Appointment

304.02 - 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, creed, religion, sex, national origin, age, sexual orientation, gender identity 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.

 

 

Legal Reference:  Iowa Code §§ 279.8, .21 (2007).
  
                                    281 I.A.C. 12.4.
  
                                    1980 Op. Att'y Gen. 367.

Cross Reference:  303      Administrative Employees

 

Approved:  06/19/2007

Reviewed:  05/23/2011, 02/15/2021

Revised:  06/19/2007, 04/18/2016

 

dawn.gibson.cm… Tue, 02/23/2021 - 15:05

304.03 - Administrator Contract and Contract Nonrenewal

304.03 - Administrator Contract and Contract Nonrenewal

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

The first three consecutive years of a contract issued to a newly employed administrator shall 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 shall afford the administrator appropriate due process, as required by law.  The administrator and board may mutually agree to terminate the administrator's contract.

It shall be 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 board policies regarding the areas of resignation, release or retirement.

 

 

Legal Reference:  Martin v. Waterloo Community School District, 518 N.W. 2d 381 (Iowa 1994)
  
                                    Cook v Plainfield Community School District, 301 N.W.2d 771 (Iowa App. 1980).
  
                                    Board of Education of Fort Madison Community School District v Youel, 282 N.W.2d 677 (Iowa 1979).
  
                                    Briggs v Board of Education of Hinton Community School District, 282 N.W.2d 740 (Iowa 1979).
  
                                    Iowa Code §§ 279
  
                                    281 I.A.C. 12.4

Cross Reference:  303      Administrative Employees

 

Approved:  11/01/2004

Reviewed:  01/15/2007, 05/23/2011, 04/18/2016, 02/15/2021

Revised:  05/20/2019

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 15:06

304.04 - Administrator Salary and Other Compensation

304.04 - 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.

 

 

Legal Reference:  Iowa Code § 279.21 (2003).
  
                                    1984 Op. Att'y Gen. 47.

Cross Reference:  303      Administrative Employees

Approved:  11/01/2004

Reviewed:  01/15/2007, 05/23/2011, 04/18/2016, 02/15/2021

Revised:

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 15:08

304.05 - Administrator Duties

304.05 - 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.

 

 

Legal Reference:  Iowa Code §§ 279.8, .21, .23A.
  
                                    281 I.A.C. 12.4(5), .4(6), .4(7).

Cross Reference:  301      Administrative Structure
  
                                    303      Administrative Employees

Approved:  11/01/2004

Reviewed:  02/19/2007, 05/23/2011, 04/18/2016, 02/15/2021

Revised:

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 15:12

304.06 - Administrator Evaluation

304.06 - Administrator Evaluation

The superintendent shall conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence.  At a minimum, the superintendent will formally evaluate the administration annually.  The goal of the formal evaluation process is to ensure that the educational program for the students is carried out, promote growth in effective administrative leadership for the school district, clarify the administrator's role as defined by the board and the superintendent, assess administrator competence in the Iowa Standards for School leaders, 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.  This policy supports and does not preclude the ongoing informal evaluation of the administrator's skills, abilities and competence.

The superintendent is responsible for designing an administrator evaluation instrument to assess, among other things, the administrator’s competence in meeting the Iowa Standards for School Leaders and the goals of the administrator’s individual professional development plan.  The formal evaluation shall include written criteria related to the job description and the Iowa Standards for School Leaders.  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:

  • Mission, Vision and Core Values:  Develop, advocate and enact a shared mission, vision, and core values of high-quality education and academic success and well-being of each student.
  • Ethics and Professional Norms:  Act ethically and according to professional norms to promote each student’s academic success and well-being.
  • Equity and Cultural Responsiveness:  Strive for equity of educational opportunity and culturally responsive practices to promote each student’s academic success and well-being.
  • Curriculum, Instruction and Assessment:  Develop and support intellectually rigorous and coherent systems of curriculum, instruction and assessment to promote each student’s academic success and well-being.
  • Community Care and Support for Students:  Cultivate an inclusive, caring and supportive school community that promotes the academic success and well-being of each student.
  • Professional Capacity of School Personnel:  Develop the professional capacity and practice of school personnel to promote each student’s academic success and well-being.
  • Professional community for Teachers and Staff:  Foster a professional community of teachers and professional staff to promote each student’s academic success and well-being. 
  • Meaningful Engagement of Families and Community:  Engage families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student’s academic success and well-being.
  • Operations and Management:  Manage school operations and resources to promote each student’s academic success and well-being.
  • School Improvement:  Act as an agent of continuous improvement to promote each student’s academic success and well-being.

It will be the responsibility of the superintendent to conduct a formal evaluation of the probationary administrators and non-probationary administrators prior to May 15.

 

Legal Reference:        Iowa Code §§ 279.8, .21-.23A.

                                    281 I.A.C. 12.3(4); ch 83.

 

Cross Reference:       303      Administrative Employees

 

Approved:  11/01/2004

Reviewed:  02/19/2007, 05/23/2011, 02/15/2021

Revised:  04/18/2016, 09/20/2021

 

 

           

dawn.gibson.cm… Tue, 02/23/2021 - 15:14

304.07 - Administrator Professional Development

304.07 - 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.

 

 

Legal Reference:  Iowa Code § 279.8 (2003).
  
                                    281 I.A.C. 12.7.

Cross Reference:  302.6   Superintendent Professional Development
  
                                    401.7   Employee Travel Compensation

 

Approved:  11/01/2004

Reviewed:  02/19/2007, 05/23/2011, 04/18/2016, 02/15/2021

Revised:  

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 15:15

304.08 - Administrator Civic Activities

304.08 - Administrator Civic Activities

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

It shall be the responsibility of the administrators to become involved in school district community activities and events.  It is within the discretion of the board to pay annual fees for professional organizations and activities.

 

 

Legal Reference:  Iowa Code § 279.8 (2003).

Cross Reference:  303.7   Superintendent Civic Activities

 

Approved:  11/01/2004

Reviewed:  03/28/2007, 06/20/2011, 04/18/2016, 02/15/2021

Revised:  09/21/2020

 

dawn.gibson.cm… Tue, 02/23/2021 - 15:17

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.

 

 

Legal Reference:  In re: Waterloo Community School District, 338 N.W.2d 153 (Iowa 1983).
  
                                    Olds v Board of Education, Nashua Community School District, 334 N.W.2d 765 (Iowa App. 1983).
  
                                    Iowa Code §§ 279.8, .21, .23, .24 (2003).

Cross Reference:  303      Superintendent
  
                                    304      Administrative Employees

Approved 11/1/2004                             Reviewed 03/28/2007                           Revised                   
                                                                                            06/20/2011
                                                                                            04/18/2016
                                                                                            02/15/2021

 

dawn.gibson.cm… Tue, 02/23/2021 - 15:18

306 - Policy Implementation

306 - Policy Implementation dawn.gibson.cm… Tue, 02/23/2021 - 15:20

306.01 - Development and Enforcement of Administrative Regulations

306.01 - Development and Enforcement of Administrative Regulations

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

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

The board shall be kept informed of the administrative regulations utilized and their revisions.  The board shall review and recommend change of administrative regulations prior to their use in the school district.

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

 

 

Legal Reference:  Iowa Code § 279.8 (2003).

Cross Reference:  209      Board of Directors' Management Procedures
  
                                    304.2   Monitoring of Administrative Regulations

 

Approved:  11/01/2004

Reviewed:  06/20/2011, 05/16/2016, 02/15/2021

Revised:  03/28/2008

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 15:20

306.02 - Monitoring of Administrative Regulations

306.02 - 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.

 

 

Legal Reference:  Iowa Code §§ 279.8, .20 (2003).

Cross Reference:  209      Board of Directors' Management Procedures
  
                                    304.1   Development and Enforcement of Administrative Regulations

 

Approved:  11/01/2004

Reviewed:  04/16/2007, 06/20/2011, 05/16/2016, 02/15/2021

Revised:  

 

dawn.gibson.cm… Tue, 02/23/2021 - 15:21

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.

 

 

Legal Reference:  Iowa Code § 279.8 (2003).
  
                                    282 I.A.C. 13.

Cross Reference:  404      Employee Conduct and Appearance

Approved 11/1/2004                             Reviewed 04/16/2007                           Revised                   
                                                                                            06/20/2011
                                                                                            05/16/2016
                                                                                            02/15/2021

 

dawn.gibson.cm… Tue, 02/23/2021 - 15:22

308 - Succession of Authority to the Superintendent

308 - 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:

  • Administrator who is working on or has Superintendent endorsement
  • Most senior administrator

 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.

 

 

Legal Reference:  Iowa Code § 279.8 (2003).
  
                                    281 I.A.C. 12.4(4).

Cross Reference:  302      Superintendent

Approved 11/1/2004                             Reviewed 06/20/2011                           Revised 04/16/2008
                                                                                            05/16/2016
                                                                                            02/15/2021

 

dawn.gibson.cm… Tue, 02/23/2021 - 15:25

309 - Communication Channels - Rescinded

309 - Communication Channels - Rescinded

Rescinded per Policy Primer Vol. 30, Number 1 October 7, 2021 (Board Approved 01/17/2022)

 

 

dawn.gibson.cm… Tue, 02/23/2021 - 15:26

400 - EMPLOYEES

400 - EMPLOYEES jen@iowaschool… Thu, 02/04/2021 - 09:43

400 - Role and Guiding Principles for Employees

400 - Role and Guiding Principles for Employees

This series of the board policy manual is devoted to the board's goals and objectives for employees in the performance of their jobs.  Employees provide a variety of important services for the children of the school district community.  They may be teaching or assisting in the classroom, working in the office, maintaining the facilities, driving or repairing the school buses, or cooking lunches.  Each employee plays a vital role in providing an equal opportunity for a quality education for students commensurate with the students' individual needs.  While the teachers have the most direct impact on the formal instruction of students, all employees have an impact on the school environment by their dedication to their work and their actions.  As role models for the students, employees will promote a cooperative, enthusiastic, and supportive learning environment for the students.

In striving to achieve a quality education program, the board's goal is to obtain and retain qualified and effective employees.  The board will have complete discretion to determine the number, the qualifications, and the duties of the positions and the school district's standards of acceptable performance.  It will be the responsibility of the superintendent to make recommendations to the board in these areas prior to board action.  The board recognizes its duty to bargain collectively with duly certified collective bargaining units.  To the extent a group of employees has a recognized collective bargaining unit, the provisions of the master contract regarding such topics will prevail.

Board policies in this series relating to general employees will apply to employees regardless of their position as a licensed employee, classified employee, substitute or administrator.  Board policies relating to licensed employees will apply to positions that require a teaching license or administrator's certificate or other professional license, certificate or endorsement, unless administrative positions are specifically excluded from the policy or a more specific policy is in the 300 series, Administration.  Classified employees' policies included in this series will apply to positions that do not fall within the definition of licensed employee.

 

 

Approved 11/1/2004                             Reviewed 07/18/2011                           Revised 05/20/2019

                                                                             07/18/2016                                     03/21/2022

                                                                             05/20/2019

                                                                             03/21/2022

 

 

dawn.gibson.cm… Thu, 02/04/2021 - 10:56

400.1 - Employee Procedures and Benefits Manual

400.1 - Employee Procedures and Benefits Manual

The Independence Community School District Board of Education is committed to an annual review of the Employee Procedures and Benefits Manual.  A manual committee will meet in the spring and can make recommendations to the board.  The committee may consist of administrators, directors, certified, and support staff members. If there is a conflict between a policy and the specific requirements of law, the district will follow the requirements of the applicable law. The district will adhere to any subsequent changes in State or Federal law, which may result in a change to the manual earlier than July 1.  The board will approve any updates to the Procedures and Benefits Manual.

 

Approved 06/17/2019                           Reviewed 06/17/2019                           Revised 03/21/2022

                                                                             03/21/2022

                                                                            

dawn.gibson.cm… Thu, 02/04/2021 - 10:58

401 - Employees and Internal Relations

401 - Employees and Internal Relations dawn.gibson.cm… Thu, 02/04/2021 - 11:02

401.1 - Employee Orientation

401.1 - Employee Orientation

 

Employees must know their role and duties.  New employees may be required to participate in an orientation program for new employees.  The employee's immediate supervisor will provide the new employee with a review of the employee's responsibilities and duties.  Payroll procedures and employee benefit programs and accompanying forms will be explained to the employee by the payroll clerk.  Regular employees ineligible for the school district's group health plan will be given information regarding where they can obtain health care or health care insurance.

 

 

Legal Reference:          Iowa Code §§ 20; 279.8 (2003).

                                    191 I.A.C. 74.

 

Cross Reference:          404      Employee Conduct and Appearance

                                    406      Licensed Employee Compensation and Benefits

                                    412      Classified Employee Compensation and Benefits

 

 

Approved 11/1/2004                             Reviewed 08/20/2007                           Revised 03/21/2022

                                                                             07/18/2011

                                                                             07/18/2016

                                                                             03/21/2022

 

dawn.gibson.cm… Thu, 02/04/2021 - 11:02

401.2 - Equal Employment Opportunity

401.2 - Equal Employment Opportunity

 

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

The board will appoint an affirmative action coordinator.  The affirmative action coordinator will have the responsibility for drafting the affirmative action plan.  The affirmative action plan will be reviewed by the board annually.

Individuals who file an application with the school district will be given consideration for employment if they meet or exceed the qualifications set by the board, administration, and Iowa Department of Education for the position for which they apply.  In employing individuals, the board will consider the qualifications, credentials, and records of the applicants without regard to race, color, creed, religion, sex, national origin, age, sexual orientation, gender identity or disability.  In keeping with the law, however, the board will consider the veteran status of the applicants.

Prior to a final offer of employment for any position, the school district will perform the background checks required by law.  Based upon the results of the background checks, the school district will determine whether an offer will be extended. 

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

Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, will be directed to the Affirmative Action Coordinator by writing to the Affirmative Action Coordinator, Independence Community School District, 1207 – 1st Street West, Independence, Iowa 50644; or by (319) 334-7400.

Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, may also be directed in writing to the Equal Employment Opportunity Commissions, Milwaukee Area Office, Reuss Federal Plaza, 310 West Wisconsin Ave., Suite 800, Milwaukee, WI., 53203-2292, (800) 669-4000 or TTY (800) 669-6820. http://www.eeoc.gov/field/milwaukee/index.cfm or the Iowa Civil Rights Commission, 400 E. 14th Street, Des Moines, IA 50319-1004, Phone: 515-281-4121, Toll Free: 1-800-457-4416, http://www.state.ia.us/government/crc/index.htmlThis inquiry or complaint to the federal office may be done instead of, or in addition to, an inquiry or complaint at the local level.

 

Further information and copies of the procedures for filing a complaint are available in the school district's central administrative office and the administrative office in each attendance center.

 

 

Legal Reference:          29 U.S.C. §§ 621-634.

                                    42 U.S.C. §§ 2000e et seq.

                                    42 U.S.C. §§ 12101 et seq.

                                    Iowa Code §§ 19B; 20; 35C; 73; 216; 279.8.

                                    281 I.A.C. 12.4; 95.

                                   

 

Cross Reference:          102      Equal Educational Opportunity

                                    106      Anti-Bullying/Harassment

                                    405.2   Licensed Employee Qualifications, Recruitment, Selection

                                    411.2   Classified Employee Qualifications, Recruitment, Selection

 

 

Approved 06/19/2007                     Reviewed 07/18/2011                      Revised 06/19/2007  

                                                                         09/21/2020                                     04/26/2010

                                                                         03/21/2022                                    11/18/2013

                                                                                                                               03/21/2016

                                                                                                                               09/21/2020

 

 

 

 

dawn.gibson.cm… Thu, 02/04/2021 - 11:06

401.3 - Employee Conflict of Interest

401.3 - Employee Conflict of Interest

Employees' use of their position with the school district for financial gain will 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 will not act as an agent or dealer for the sale of textbooks or other school supply companies doing business with the school district.  Employees will not participate for personal financial remuneration in outside activities wherein their position on the staff is used to sell goods or services to students or to parents.  Employees 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 will also be a conflict of interest for an employee to engage in any outside employment or activity which is in conflict with the employee's official duties and responsibilities.  In determining whether outside employment or activity of an employee creates a conflict of interest, situations in which an unacceptable conflict of interest will be deemed to exist will include, but not be limited to, any of the following:

 

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

 

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

 

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

 

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

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

 

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

It will 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.

 

Legal Reference:          7 C.F.R. 3016.36(3).

                                    Iowa Code §§ 20.7; 68B; 279.8; 301.28.

 

Cross Reference:          203      Board of Directors' Conflict of Interest

                                    402.4   Gifts to Employees

                                    402.7   Employee Outside Employment

                                    402.9   Solicitations from Outside

 

Approved 11/1/2004                             Reviewed 08/20/2007                           Revised 09/21/2009

                                                                             07/18/2011                                         11/21/2011

                                                                             03/21/2022                                         07/18/2016

                                                                                                                                     03/21/2022

 

dawn.gibson.cm… Thu, 02/04/2021 - 11:48

401.4 - Nepotism

401.4 - Nepotism

More than one family member may be an employee of the school district.  It will be within the discretion of the superintendent to allow one family member employed by the school district to supervise another family member employed by the school district.

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

 

 

Legal Reference:          Iowa Code §§ 20; 71; 277.27; 279.8 (2003).

 

Cross Reference:          405.2   Licensed Employee Qualifications, Recruitment Selection

                                    411.2   Classified Employee Qualifications, Recruitment Selection

 

 

 

Approved 11/1/2004                             Reviewed 08/20/2007                           Revised 03/21/2022

                                                                             07/18/2011

                                                                             07/18/2016

                                                                             03/21/2022

dawn.gibson.cm… Thu, 02/04/2021 - 11:53

401.5 - Employee Complaints

401.5 - Employee Complaints

Complaints of employees against fellow employees should be discussed directly between employees as appropriate for the nature of the complaint.  Complaints should be made in a constructive and professional manner.  Complaints should generally not be made in the presence of other employees, students or outside persons.  

If the complaint cannot be resolved, the employee may discuss the matter with their immediate supervisor.  If the matter cannot be resolved within five days of speaking with the immediate supervisor, the employee may discuss it with the principal within five days of the supervisor's decision.  If the matter cannot be resolved by the principal, the employee may discuss it with the superintendent within five days after speaking with the principal.

If the matter is not satisfactorily resolved by the superintendent, the employee may ask to have the matter placed on the board agenda of a regularly scheduled board meeting in compliance with board policy.  The board retains discretion as to whether to consider or take action on any complaint.

This policy is designed to create an appropriate process for pursuing general employee complaints.  However, employees wishing to address a complaint on a topic with a more specialized procedure such as master contract grievances, or bullying or harassment claims should follow the appropriate process set forth in the master contract, employee handbook or other board policies specific to that topic. 

 

The order of process:

 

  1. Notify Supervisor.
  2. Complete form.
  3. Assigned to an Investigator.
  4. Investigator reports to Superintendent.
  5. Superintendent files decision by report.

 

 

 

Legal Reference:          Iowa Code §§ 20; 279.8.

 

Cross Reference:          217.2   Board of Directors and Employees

                                    309      Communication Channels

 

 

Approved 11/1/2004                              Reviewed 08/20/2007                           Revised 05/20/2019

                                                                              07/18/2011                                       01/17/2022

                                                                             07/18/2016

                                                                            05/20/2019

                                                                            01/17/2022

                                                                            03/21/2022

 

dawn.gibson.cm… Thu, 02/04/2021 - 11:55

401.5E1 - Employee Complaint Form

401.5E1 - Employee Complaint Form

Date of complaint:                                                    ________________________________________________________________

Name of Complainant:                                             ________________________________________________________________

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

Who or what entity is this complaint
against?                                                                    ________________________________________________________________

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

Name of any witnesses (if any):                          ________________________________________________________________

In the space below, please describe what happened.  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.gibson.cm… Thu, 02/04/2021 - 11:56

401.6 - Employee Records

401.6 - Employee Records

 

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

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

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

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

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

 

 

Legal Reference:          Iowa Code chs. 20; 21; 22; 91B (2003).

                                    Clymer v. City of Cedar Rapids, No. 209/97-1705 (Iowa 1999).

                                    Des Moines Independent Community School District v. Des Moines Register and Tribune Company, 487 N.W. 2d 666 (Iowa 1992).

                                    City of Dubuque v. Telegraph Herald, Inc., 297 N.W. 2d 523 (Iowa 1980).

 

Cross Reference:        402.1   Release of Credit Information

                                    403      Employees' Health and Well-Being

                                    708      Care, Maintenance and Disposal of School District Records

 

Approved:  11/01/2004

Reviewed:  08/20/2007, 07/18/2016, 03/21/2011, 03/21/2022, 06/19/2023

Revised:  03/21/2011, 03/21/2022, 06/19/2023

 

 

dawn.gibson.cm… Thu, 02/04/2021 - 12:05

401.6R1 - Employee Records Regulation

401.6R1 - 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 and spouse.
  •      Individual employment contract.
  •      Evaluations.
  •      Application, resume and references.
  •      Salary information.
  •      Copy of the employee's license or certificate, if needed for the position.
  •      Educational transcripts.
  •      Assignment.
  •      Records of disciplinary matters.

2.      Employee health and medical records may 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.
  •      Sick or long-term disability leave days.
  •      Worker's compensation claims.
  •      Reasonable accommodation made by the school district to accommodate the employee's disability.
  •      Employee's medical history.
  •      Employee emergency names and numbers.
  •      Family and medical leave request forms.

3.     The following are considered public personnel records available for inspection:

  •      The name and compensation of the individual, including any written agreement establishing compensation         or any other terms of employment, except for that information that is otherwise protected. “Compensation”           includes the value of benefits conferred including, but not limited to: casualty, disability, life or health                   insurance, other health or wellness benefits, vacation, holiday and sick leave, severance payments,                     retirement benefits and deferred compensation;
  •      The dates the individual was employed by the government body;
  •      The positions the individual holds or has held with the government body;
  •      The educational institutions attended by the individual, including any diplomas and degrees earned, and the       names of the individual’s previous employers, positions previously held and dates of previous employment;
  •      The fact that the individual resigned in lieu of termination, was discharged, or was demoted as a result of a         disciplinary action, and the documented reasons and rationale for the resignation in lieu of termination, the         discharge, or the demotion.  “Demoted” or “demotion” mean a change of an employee from a position in a           given classification to a position in a classification having a lower pay grade; and;
  •      Personal information in confidential personnel records of government bodies relating to student employees         shall only be released pursuant to the Family Educational Privacy Rights Act (FERPA.)

Applicant File Records Content

Records on applicants for positions with the school district will be maintained in the central administration office.  The records will 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 will have access to an employee's records without the written consent of the employee.  Authorized school officials may include, but not be limited to, the superintendent, building principal, or board secretary.  In the case of a medical emergency, the school nurse or other first aid or safety personnel may have access to the employee's health or medical file without the consent of the employee.  Board members will generally only have access to an employee's personnel file without the consent of the employee when necessary for the conducting of board business.

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

 

 

dawn.gibson.cm… Thu, 02/04/2021 - 12:12

401.7 - Employee Relations to the Administration and to the Board

401.7 - Employee Relations to the Administration and to the Board

 

Employees are encouraged to attend school board meetings.  Upon request by the board or administration, employees will be available to provide information and assist in providing recommendations to the board.  Employees will keep the board informed, through the administration, about educational trends and issues.  It will be the responsibility of the employees to keep the administration informed about the day-to-day occurrences in their work areas.

It will be the responsibility of the superintendent to develop avenues for communication between the board and employees.  These avenues of communication will not be construed as denying the right of any employee to appeal an action or decision of the superintendent to the board.

 

 

Legal Reference:          Iowa Code §§ 20; 279.8 (2003).

 

Cross Reference:          217.2   Board of Directors and Employees

                                    401.5   Employee Complaints

                                    401.8   Employee Involvement in Decision Making

 

 

Approved 11/1/2004                             Reviewed 08/20/2007                           Revised 03/21/2022

                                                                             07/18/2011

                                                                             07/18/2016

                                                                             03/21/2022

 

dawn.gibson.cm… Thu, 02/04/2021 - 12:16

401.8 - Employee Involvement in Decision Making

401.8 - Employee Involvement in Decision Making

 

Input from employees regarding students, the education program or other school district operations will be considered by the administration and the board.  Employees may be requested to make a presentation to the board.  The administration, in its discretion, may consult with employees about proposed changes in the education program and operations of the school district.

Employees having suggestions for changes or improvements in administrative procedure or policy should take such suggestions directly to the principal or superintendent.  The principal or superintendent will discuss the suggestion with the teacher.  After a final decision is made on any policy or procedure, teachers will be expected to accept and support the decision in their subsequent actions, discussions and relations.

 

 

Legal Reference:          Iowa Code § 279.8 (2003).

 

Cross Reference:          302.2   Administration and Employees

                                    401.7   Employee Relations to the Administration and to the Board

 

 

 

Approved 11/1/2004                             Reviewed 09/17/2007                          Revised                   

                                                                              07/18/2011

                                                                            07/18/2016

                                                                            03/21/2022

 

 

dawn.gibson.cm… Thu, 02/04/2021 - 12:18

401.9 - Use of School District Facilities & Equipment by Employees

401.9 - Use of School District Facilities & Equipment by Employees

 

The primary purpose of the school district facilities and equipment is to deliver a quality education program.  Resources for school district equipment are limited; therefore, each user must operate the equipment with the utmost care.  Employees may use school district equipment for any school purpose or activity held during the school day or for a school-sponsored event. 

Employees may use the school district facilities for nonschool-sponsored events, when it does not interfere with the delivery of the education program, with the permission of the principal.  An employee's request will not supersede a prior request.  The employee will be responsible for ensuring the building and equipment are in the condition they were found.  For non-educational business, the employee will be responsible to meet the requirements set out by the principal when the request is granted.

 

Legal Reference:          Iowa Code §§ 256.12; 279.8; 297.9 (2003).

 

 

Cross Reference:          401.10 Use of School District Materials for Internal Communications

                                    906      Use of School District Facilities & Equipment

 

 

 

Approved 11/1/2004                             Reviewed 09/17/2007                           Revised                   

                                                                             08/15/2011

                                                                             07/18/2016

                                                                             03/21/2022

 

dawn.gibson.cm… Thu, 02/04/2021 - 12:20

401.10 - Use of School District Materials for Internal Communications

401.10 - Use of School District Materials for Internal Communications

 

School district materials are purchased and used for the delivery of the education program.  Employees may use school district materials and equipment for internal communication among themselves when the communication is directly related to the education program.

When the communication will involve unusual expense or use of materials, the employee must first have permission of the principal.

 

Legal Reference:          Iowa Code § 279.8 (2003).

 

Cross Reference:          401.9   Use of School District Facilities & Equipment by Employees

 

 

 

Approved 11/1/2004                             Reviewed 09/17/2007                           Revised                   

                                                                             08/15/2011

                                                                             07/18/2016

                                                                             03/21/2022

 

dawn.gibson.cm… Thu, 02/04/2021 - 12:22

401.11 - Limitations to Employment References

401.11 - Limitations to Employment References

The district believes in taking appropriate measures to promote the health and welfare of all students.  Any school employee, contractor, or agent will not assist another school employee, contractor, or agent in obtaining a new job, apart from the routine transmission of administrative personnel files, if the individual or agency knows, or has probable cause to believe, that such school employee, contractor, or agent engaged in sexual misconduct regarding a minor or student in violation of the law. 

This limitation does not apply if the matter has been properly reported to law enforcement and any other regulatory authorities required by law, and either:

  • the matter has been officially closed by the law enforcement agency;
  • the individual is acquitted or otherwise exonerated of the alleged misconduct; or
  • more than four years has passed since the case was opened, and no charges or indictment have been filed.

 

 

Legal References:     20 U.S.C. §7926

        281 I.A.C. 12.3(14)

 

Cross References:    401.6 Employee Records

       402.2 Child Abuse Reporting

                               402.3 Abuse of Students by School District Employees

       405.2 Licensed Employee Qualifications, Recruitment, Selection

                               411.2 Classified Employee Qualifications, Recruitment, Selection

 

 

 

Approved 05/20/2019                           Reviewed 05/20/2019                           Revised 03/21/2022

                                                                             03/21/2022

dawn.gibson.cm… Thu, 02/04/2021 - 12:24

401.12 - Travel for the Board of Education, Administrator’s and Certified Employees

401.12 - Travel for the Board of Education, Administrator’s and Certified Employees

Approved travel expenses for official school business will be reimbursed at the rate approved by the Board of Education.

TRAVEL REQUESTS – Requests for approval to attend meetings/conferences offered at multiple sites will be to the closest site in proximity to the Independence Community School District.  Any requests to attend alternate sites from the closest site will require written rationale prior to submittal and must have the approval of the principal/supervisor and the Superintendent for in-state travel and the Board of Education for out-of-state travel.  Requests to attend a meeting with discounted registration fees for early registration will be timely submitted for approval to allow the discount.

Travel within a 200-mile radius of Independence or within the State of Iowa requires the approval of the principal/supervisor and the Superintendent if overnight.  Travel outside the 200-mile radius and outside the State of Iowa also requires the approval of the Board of Education.

OVERNIGHT LODGING – (Lodging for overnight travel should be limited to medium priced hotels/motels for the location of the meeting.)  Request for travel to national meetings/conferences will have a copy of the available hotels/motels attached for cost comparison.  If the request is made to stay at a higher than medium-priced hotel, then it will be accompanied by a written rationale for that necessity.  Additional costs for non-employees or employee’s spouse/dependents not on school business will be paid by the employee.

EMPLOYEES OUT OF DISTRICT – Employee travel to all day meetings/conferences may be allowed up to five days during the fiscal year with approval by the appropriate supervisor/principal and the Superintendent if overnight.  Requests to attend all day meetings/conferences beyond five days during the fiscal year will additionally require the approval of the Board of Education.

REIMBURSEMENT OF EXPENSES – Employees or board members will be reimbursed for expenses for registration fees, meals, mileage, and lodging expenses incurred while on field trips, conventions, conferences, or other school business approved by the supervisor/administrator and/or board.  An itemized account of all expenses, accompanied by receipts, will be presented for payment.  Meals will not be reimbursed for one-day meetings unless they require overnight travel or in-district meetings unless they are for a board or board committee meeting.

SCHOOL/PERSONAL VEHICLE USE - If a school vehicle is available and the employee chooses to drive their own vehicle, one-way mileage will be paid from the first assigned work site.  Employee is required to check availability of school vehicle as soon as travel is known.  In order to receive two-way mileage, employee must submit a signed transportation request form verifying lack of availability of school vehicle.  If travel is not short notice and employee waits until the last minute to check availability and none is available, employee will only be paid one-way mileage. 

Employees will be reimbursed for assigned travel between varying work sites.  Travel to the first assigned site and from the last assigned site will not be reimbursed.

 

Legal Reference:          Iowa Code §§ 68B; 277.27; 279.7A, .8, .32 (2003).

Cross Reference:          219.3   Board of Directors' Member Compensation and Expenses

                                      705.6 Credit Cards

 

Approved:  11/01/2004

Reviewed:  02/18/2008, 08/15/2011, 09/19/2016, 03/21/2022

Revised:  02/18/2008, 08/15/2011, 03/21/2022

 

 

 

 

 

 

 

 

dawn.gibson.cm… Thu, 02/04/2021 - 12:27

401.13 - Employee Activity Passes

401.13 - Employee Activity Passes

 

Employee passes to school sponsored activities may be made available to employees who choose to participate in the pass program offered by the Independence Community School District.  The pass program provides employees an activity pass for working a set number of events.  The number of events a staff person must work depends annually based on the number of staff that chooses to participate.

 

Legal Reference:          Iowa Code § 279.8 (2003).

 

Cross Reference:          219.5   Activity Passes for Board Members

 

 

Approved 11/1/2004                             Reviewed 08/15/2011                           Revised 10/15/2007

                                                                             09/19/2016

                                                                             03/21/2022

dawn.gibson.cm… Thu, 02/04/2021 - 12:29

401.14 - Recognition for Service of Employees

401.14 - Recognition for Service of Employees

 

 

The board recognizes and appreciates the service of its employees.  Employees who retire or resign with 15 or more years of continuous service in the district may be honored by the board, administration and staff in an appropriate manner.

 

If the form of honor thought appropriate by the administration and employees involves unusual expense to the school district, the superintendent will seek prior approval from the board.

 

Legal Reference:          Iowa Const. Art. III, § 31.

                                    Iowa Code § 279.8 (2003).

                                    1980 Op. Att'y Gen. 102.

 

 

Cross Reference:          407      Licensed Employee Termination of Employment

                                    413      Classified Employee Termination of Employment

 

 

Approved 11/1/2004                             Reviewed 09/17/2007                           Revised 03/21/2022

                                                                             08/15/2011

                                                                             09/19/2016

                                                                             03/21/2022

 

 

dawn.gibson.cm… Thu, 02/04/2021 - 12:31

401.15 - Employee Political Activity

401.15 - Employee Political Activity

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

Violation of this policy may be grounds for disciplinary action.

 

 

Legal Reference:          Iowa Code §§ 55; 279.8.

 

Cross Reference:          402.9   Solicitations from Outside

                                    409.5   Licensed Employee Political Leave

                                    414.5   Classified Employee Political Leave

 

Approved 11/1/2004                             Reviewed 09/17/2007                           Revised 03/21/2022

                                                                             08/15/2011

                                                                            09/19/2016

                                                                            03/21/2022

dawn.gibson.cm… Thu, 02/04/2021 - 12:33

401.17 - Internet Acceptable Use Policy for Staff

401.17 - Internet Acceptable Use Policy for Staff

 

The Independence Community School District offers its staff access to Internet services in order to enhance our educational resources.  Our goal in providing this service is to promote educational excellence in our District by facilitating sharing and communication, and improving access to educational information.  The use of the District’s networking infrastructure is limited to educational development activities.  This Internet Acceptable Use Policy (IAUP) applies to all ICSD staff (including substitutes) and visitors of this district and to those using the ICSD IT resources. For the purposes of this document, the term ‘Internet’ includes, but is not limited to, web services, chat rooms, bulletin boards, newsgroups, peer-to-peer file sharing and instant messaging software. Anything on the District’s networking infrastructure, whether from the Internet or e-mail or otherwise, is considered a public record and may be accessed by anyone who asks for access.  While there may be a specific exception that would provide for confidentiality of information, this will be rare unless personal information about a student or staff member is being disclosed.  Employees should exercise care, caution and discretion when using technology.  Employees should not expect that any use of the District’s networking infrastructure or the information contained therein is considered private.

General Principles

  • Use of the Internet by ICSD staff is permitted and encouraged where such use supports the goals and objectives of ICSD.  Limited personal use is considered acceptable.
  • Use of Internet is monitored for security and/network management reasons. Users may also be subject to limitations on their use of such resources.
  • The distribution of any information through the ICSD network is subject to the scrutiny of the ICSD. The ICSD reserves the right to determine the suitability of this information.
  • The use of computing resources is subject to ICSD regulations and any illegal use or violation of any board policy, regulation or law will be dealt with appropriately.
  • Any costs associated with the employee’s inappropriate use of technology will be borne by the employee.

Unacceptable Use or Behavior

It is unacceptable to:

  • Visit Internet sites that contain obscene, pornographic, hateful or other objectionable materials (unless this has been approved by the district administration).
  • Make or post indecent remarks, proposals or materials on the Internet including racist or sexist jokes and defamatory comments.
  • Upload, download or otherwise transmit commercial software or any copyrighted materials belonging to parties outside of the ICSD, or the ICSD itself, unless this download is covered or permitted under a commercial agreement or other such license.
  • Download any software or electronic files without implementing virus protection measures that have been approved by the ICSD.
  • Intentionally interfere with the normal operation of the network, including the propagation of computer viruses and sustained high volume network traffic that substantially hinders others in their use of the network.
  • Monitor network traffic content or scan devices connected to the network.
  • Use ICSD network for purposes unrelated to educational activities or for personal gain.
  • Disclose on any social networking site any student or other employee personal information or image, which are protected, without the consent of the student’s parent or the employee.

 

Users should:

  • If you become aware that there has been unauthorized access to your computer, you must raise it immediately with a Media Specialist or the Technology Director because of the implications for the security of the ICSD network and personal data.                                                                                                                                              
  • Record any instances where you have accessed inappropriate sites by accident. For example, this may be through mistyping an address or spam email link.
  • Log out of the computer when you have finished.

Monitoring

The ICSD accepts that the use of the Internet is an extremely valuable business, research and learning tool. However, misuse of such a facility can have a detrimental effect on other users and potentially the district’s public profile. As a result, ICSD monitors:

  • The volume of Internet and network traffic, as well as the Internet sites visited by users.
  • ICSD maintains the right to access user Internet accounts at anytime without prior notice in the pursuit of an appropriately authorized investigation or internal/external audit.
  • Disciplinary action as deemed appropriate by the ICSD Administration may be taken up to and including termination of employment for violation/misuse of Internet services.

 

Legal References:         Iowa Code

 

Cross References:         605.5               Media Centers

                                        605.6                  Appropriate Use

 

 

Approved 07/18/2005                            Reviewed 09/17/2007                           Revised 06/15/2009

                                                                           03/21/2022                                          09/21/2009

                                                                                                                                     03/21/2011

                                                                                                                                     09/19/2016

 

 

dawn.gibson.cm… Thu, 02/04/2021 - 12:36

401.18 - Email Acceptable Use Policy for Staff

401.18 - Email Acceptable Use Policy for Staff

 

The Independence Community School District offers its staff access to electronic mail services in order to enhance our educational resources.  Our goal in providing this service is to promote educational excellence in our District by facilitating sharing and communication, and improving access to educational information.  The use of the District’s networking infrastructure is limited to educational development activities.  This Email Acceptable Use Policy (EAUP) applies to all ICSD staff (including substitutes) and visitors of this district and to those using the ICSD IT resources.  Employees should not expect that any use of email is considered private.

General Principles

  •    Use of email by ICSD employees is permitted and encouraged where such use is suitable for district purposes and supports the goals and objectives of ICSD. Email is to be used in a manner that is consistent with the district’s standards of professional conduct and as part of the normal execution of an employee's job responsibility.
  •    ICSD email accounts are to be used for school business. Limited personal use is considered acceptable.
  •    ICSD will directly access staff email accounts in the pursuit of an appropriately authorized legal or disciplinary investigation.
  •    Use of email may be subject to monitoring for security and/or network management reasons. Users may also be subject to limitations on their use of such resources.
  •    The distribution of any information through the ICSD network is subject to the scrutiny of ICSD. The Technology Director reserves the right to determine the suitability of this information.
  •    The use of computing resources is subject to ICSD regulations and any illegal use will be dealt with appropriately.

Unacceptable Use or Behavior

It is unacceptable to:

  •    Solicit emails that are unrelated to business activities or for personal gain.
  • Send any material that is obscene or defamatory or which is intended to annoy, harass or intimidate another person.
  • Represent personal opinions as those of ICSD.
  • Upload, download or otherwise transmit commercial software or any copyrighted materials belonging to parties outside of ICSD, or ICSD itself.
  • Reveal or publicize confidential or proprietary information that includes, but is not limited to, financial information, databases and the information contained therein, and computer network access codes.

 

Users should:

  • Keep emails brief and use meaningful subject lines.
  • Re-read messages before sending to check for clarity and to make sure that they contain nothing that will embarrass the organization or make it liable.
  •    Understand how to use - and don't mismanage - CC and BCC:  (only CC people that really need to receive the email).
  • Use file compression techniques for large documents or send them using an alternative method.
  • Archive effectively - use folders and delete any messages you no longer need.
  • Never reply to spam.                                                                                                                                                           
  • Avoid using email for sensitive or emotional messages or offensive content.
  •    Take care in drafting emails, taking into account any form of discrimination, harassment, and ICSD representation.
  • Staff emails are a form of district communication and therefore should be drafted with the same care as letters.
  • Users should be careful when replying to emails previously sent to a group.
  •    Ensure your terminal is locked or logged out when you leave your desk; a malicious user could send messages in your name.
  •    Avoid 'Mail Storms' - long discussions sent to a distribution list - consider verbal communication or use a bulletin board.

 

Monitoring

The ICSD accepts that the use of email is an extremely valuable business, research and learning tool. However, misuse of such a facility can have a detrimental effect on other users and potentially the ICSD public profile. As a result:

  • ICSD maintains the right to access user email accounts in the pursuit of an appropriately authorized investigation.
  • The specific content of any transactions will not be monitored unless there is a suspicion of improper use; however, all mail content will be archived for future retrieval if necessary.
  • Disciplinary action as deemed appropriate by the ICSD Administration may be taken up to and including termination for violation/misuse of email accounts.

 

 

Legal Reference:          Iowa Code

 

Cross References:         605.5        Media Center

                                    605.6        Internet – Appropriate Use

                                       401.17      Internet Acceptable Use Policy

 

 

Approved 07/18/2005                           Reviewed 09/17/2007                           Revised 06/15/2009

                                                                            03/21/2022                                       03/21/2011

                                                                                                                                     09/19/2016

 

 

 

 

dawn.gibson.cm… Thu, 02/04/2021 - 12:41

401.19 - Meeting Expenses

401.19 - Meeting Expenses

 

The Independence Board of Education will cover the cost of meeting expenses for its employees, teachers, administrators, members of the Board, and some others not in the direct employ of the Independence School District, when conducting official school business, under the conditions outlined below. The Board of Education expects that district personnel exercise good judgment in making arrangements that strike a balance between the expenses incurred and the business conducted. The policy applies to expenses charged to all funds administered by the Board of Education.

While it is understood that absolute adherence to specifics may not be possible in each case, significant departures from the policy must be approved by the Board of Education before reimbursement is made. In all cases, reimbursement for expenses is limited to actual reasonable and necessary business-related expenses.

 

Legal Reference:          Iowa Code §§ 68B; 277.27; 279.7A, .8, .32 (2003).

 

Cross Reference:          219.3   Board of Directors' Member Compensation and Expenses

                                    401.12  Travel for the Board of Education, Administrators and Certified Employees

  1.                            401.16    Credit Cards

 

 

Approved 02/18/2008                           Reviewed 08/15/2011                           Revised __________

                                                                             09/19/2016

                                                                             03/21/2022

 

 

 

dawn.gibson.cm… Thu, 02/04/2021 - 12:45

401.20 - Employee Expression

401.20 - Employee Expression

The board believes the district has an interest in maintaining an orderly and effective work environment while balancing employee First Amendment rights to freedom of expression and diverse viewpoints and beliefs.  When employees speak within their official capacity, their expression represents the district and may be regulated.  The First Amendment protects a public employee’s speech when the employee is speaking as an individual citizen on a matter of public concern.  Even so, employee expression that has an adverse impact on district operations and/or negatively impacts an employee’s ability to perform their job for the district may still result in disciplinary action up to and including termination.

Employees will comply with Iowa law to the extent that compliance does not infringe on employees’ free speech rights.

Employees who use social media platforms are encouraged to remember that the school community may not be able to separate employees as private citizens, from their role within the district.  Employee expression on social media platforms that interferes with the district’s operations or prevents the district from functioning efficiently and effectively may be subject to discipline up to and including termination.

A district employee who acts to protect a student for engaging in free expression or who refuses to infringe on students engaging in free expression; and who is acting within the scope of their professional ethics will not be retaliated against or face any adverse employment action based on their behavior provided that expression is otherwise permitted by law and board policy. 

If the board or court finds an employee that is subject to licensure, certification or authorization by the Board of Educational Examiners discriminated against a student or other co-employee, the board will refer the employee to the Board of Educational Examiners for additional proceedings as required by law and which may result in discipline up to and including termination.

 

Legal Reference:     U.S. Const. Amend. I

                                   Kennedy v. Bremerton School District, 597 U.S. (2022)

                                 Iowa Code §§ 279.73; .74; 280.22

 

Cross Reference: 502.5  Student Expression

                                    504.3   Student Publications

 

 

Approved 09/20/2021                           Reviewed 09/20/2021                              Revised 11/21/2022

                                                                             03/21/2022

                                                                                  11/21/2022

 

lflaherty@inde… Tue, 11/09/2021 - 14:02

402 - Employees and Outside Relations

402 - Employees and Outside Relations dawn.gibson.cm… Thu, 02/04/2021 - 12:47

402.01 - Release of Credit Information

402.01 - 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 will be the responsibility of the board secretary or superintendent to respond to inquiries from creditors.

 

 

Legal Reference:          Iowa Code §§ 22.7; 279.8 (2003).

 

Cross Reference:          401.6   Employee Records

 

 

Approved:  11/01/2004

Reviewed:  09/17/2007, 09/19/2011, 09/19/2016

Revised:  04/11/2022

 

 

 

 

 

 

dawn.gibson.cm… Wed, 02/10/2021 - 12:54

402.02 - Child Abuse Reporting

402.02 - Child Abuse Reporting

In compliance with state law and to provide protection to victims of child abuse, the board believes incidents of alleged child abuse should be reported to the proper authorities.  All licensed school employees, teachers, coaches and paraeducators and all school employees 18 years of age or older are mandatory reporters as provided by law and are to report alleged incidents of child abuse they become aware of within the scope of their professional duties.

When a mandatory reporter suspects a student is the victim of child abuse, the mandatory reporter shall make an oral report of the suspected child abuse to the Iowa Department of Human Services within 24 hours of becoming aware of the abusive incident and shall make a written report to the Iowa Department of Human Services within 48 hours following the oral report.  If the mandatory reporter believes the child is in immediate danger, the local law enforcement agency will also be notified.  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.

Within three months of their initial employment, mandatory reporters will take a two-hour training course involving the identification and reporting of child abuse and dependent adult abuse, or submit evidence they’ve taken the course within the previous three years.  Once the training course has been taken, the certificate will remain valid for three years.  Employees who have taken the two-hour training course will take the one-hour follow up training course every three years and prior to the expiration of their certificate.

 

Legal Reference:          Iowa Code §§ 232.67-.77; 232A, 235A; 280.17.

                                    441 I.A.C. 9.2; 155; 175.

                                   

Cross Reference:          402.03 Abuse of Students by School District Employees

                                    502.11 Interviews of Students by Outside Agencies

                                    507      Student Health and Well-Being

 

Approved:  11/01/2004

Reviewed:  10/15/2007

Revised:  09/19/2011, 08/17/2015, 03/21/2016, 08/15/2016, 05/20/2019, 09/21/2020, 04/11/2022, 08/15/2022,                                                                              10/16/2023                                                                 

 

 

 

dawn.gibson.cm… Wed, 02/10/2021 - 12:56

402.03 - Abuse of Students by School District Employees

402.03 - Abuse of Students by School 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 school district under the direction and control of the school district.  Employees found in violation of this policy will be subject to disciplinary action up to and including discharge.

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

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

The superintendent is responsible for drafting administrative regulations to implement this policy.

 

Legal Reference:          Iowa Code §§ 232.67, .70, .73, .75; 235A; 272A; 280.17; 709; 728.12(1) (2003).

                                    281 I.A.C. 12.3(6), 102; 103.

                                    441 I.A.C. 155; 175.

                                    1980 Op. Att'y Gen. 275.

 

 

Cross Reference:          402.2   Child Abuse Reporting

                                    106      Anti-Bullying/Harassment

                                    503.5   Corporal Punishment

 

Approved:  11/01/2004

Reviewed:  10/15/2007

Revised:  09/19/2011, 10/17/2016, 04/11/2022

 

 

dawn.gibson.cm… Wed, 02/10/2021 - 13:03

402.03E1 - Abuse of Students by School District Employees Report Form

402.03E1 - Abuse of Students by School District Employees Report Form

ABUSE OF STUDENTS BY SCHOOL DISTRICT EMPLOYEES
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.:  ___________________________

Name and place of employment of employee accused of abusing student:
______________________________________________________________________________________________
______________________________________________________________________________________________

Allegation is of:  _________________  Physical 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-kindergarten through twelfth 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 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 of 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.gibson.cm… Wed, 02/10/2021 - 13:06

402.03E2 - Abuse of Students by School District Employees Investigation

402.03E2 - Abuse of Students by School District Employees Investigation

ABUSE OF STUDENTS BY SCHOOL 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:  ________________     ________________     ________________

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

________________  Yes  ______________  No  Was the right exercised?  _______________ Yes______________  No

Were audio tapes made of any interviews?  _____ Yes  _____ No

Were video tapes made of any interviews?  _____ Yes  _____ No

Was any action taken to protect the student during or as a result of the investigation?  _____ Yes  _____ No

If yes, describe

_____ student excused from school                                                _____ school employee placed on 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 allegations 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 the 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 and is being turned over to Level II for further investigation.

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

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

 

Current status of investigation:

_____ Closed.  No further investigation is warranted.

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

_____ Deferred to law enforcement officials.

_____ Turned over to Level II investigator.

Other comments:  __________________________________________________________________________________________
_________________________________________________________________________________________________________

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

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

____________________________________________________     ____________________________________________________     
Signature of investigator                                                                                           Date

 

dawn.gibson.cm… Wed, 02/10/2021 - 13:25

402.03R1 - Abuse of Students by School District Employees Regulation

402.03R1 - Abuse of Students by School District Employees Regulation

 

An individual who has knowledge an employee has physically or sexually abused a student may immediately report it to the Director of School Improvement, who is the school district's Level I investigator.  "Employee" means one who works for pay or as a volunteer under the direction and control of the school district.  The report will 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 will 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 will 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 will pass the report to the investigator and will keep the report confidential to the maximum extent possible.  In performing the investigation, the investigator will 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 will 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 will 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 will make copies of the report and give a copy to the person filing the report, the student’s parents and the immediate supervisor of the employee named in the report.  The employee named in the report will not receive a copy of the report until the employee is initially interviewed.

The Level I investigator will use discretion in handling the information received regarding an investigation of abuse by an employee, and those persons involved in the investigation will 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 will complete an informal investigation.  The informal investigation will 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 will complete a written investigative report, unless the investigation was temporarily deferred.

The written investigative report will 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 will 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, will 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 will notify law enforcement authorities.  If the allegations are founded but the physical abuse is not of a serious nature, the Level I investigator will refer the case on to the Sheriff/Police who are the Level II investigator.

The Level II investigator will review the Level I investigator's final investigative report and conduct further investigation.  The Level II investigative report will 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 student’s control.

                  (3)     For the purposes of self-defense or 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 student 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 will 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 will 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 will 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 will file a complaint with the State Board of Educational Examiners.  The Level I investigator will 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 will make copies of the report and give a copy to the person filing the report, the student’s parents and the immediate supervisor of the employee named in the report.  The employee named in the report will not receive a copy of the report until the employee is initially interviewed.  The designated investigator will 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 will notify the parent, guardian or legal custodian of a student in prekindergarten through grade twelve, 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 will 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 will exercise discretion in the investigative process to preserve the privacy interests of the individuals involved.  To the maximum extent possible, the investigator will 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 will 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 will provide notice of the impending interview of student witnesses or the student who is in prekindergarten through grade twelve, to their parent, guardian, or legal custodian, prior to interviewing those students.  The Level I investigator will, 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 will complete a written investigative report unless the investigation was temporarily deferred.  The written investigative report will 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 will 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, will 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 will refer the case to the Level II investigator.  The Level II investigator will review the Level I investigator's final investigative report and conduct further investigation if necessary.  The Level II investigative report will 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 will 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 will 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 will 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 will 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 will notify the Board of Educational Examiners.  Information of unfounded abuse at Level I or Level II will 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 will be removed from the employee's permanent file.

It will be the responsibility of the board to annually identify a Level I and Level II investigator.  The board will 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 will be included in employee handbooks, student handbooks, annually published in the local newspaper, and prominently displayed in all school buildings.

 

 

 

dawn.gibson.cm… Wed, 02/10/2021 - 13:50

402.04 - Gifts to Employees

402.04 - Gifts to Employees

Employees may receive a gift on behalf of the school district.  Employees will 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 school district;
  •                 Will be directly and substantially affected financially by the performance or nonperformance of the                    employee's official duty in a way that is greater than the effect on the public generally or on a                            substantial class of persons to which the person belongs as a member of a profession, occupation,                  industry or region; or
  •                 Is a lobbyist or a client of a lobbyist with respect to matters within the school district's jurisdiction.

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

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

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

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

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

 

Legal References:         Iowa Code ch. 68B (2003).

                                    1972 Op. Att'y Gen. 276.

                                    1970 Op. Att'y Gen. 319.

 

 

Cross References:         221      Gifts to Board of Directors

                                    401.3   Employee Conflict of Interest

                                    704.4   Gifts-Grants-Bequests

 

Approved:  11/01/2004

Reviewed:  10/15/2007, 09/19/2011, 10/17/2016

Revised:  04/11/2022

 

 

 

 

 

dawn.gibson.cm… Wed, 02/10/2021 - 14:07

402.05 - Required Professional Development for Employees

402.05 - Required Professional Development for Employees

Appropriate training and professional development of all employees is crucial to the success of all students.  The district will provide professional development opportunities appropriate to the duties of school employees. 

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

 

 

 

 

Legal Reference:           Iowa Code § .

                                   

Cross Reference:        302.6 Superintendent Professional Development

                                    303.7 Administrator Professional Development

                                    408.1 Licensed Employee Professional Development

 

 

 

Approved: 09/21/2023

Reviewed:

Revised: 

lflaherty@inde… Tue, 09/26/2023 - 08:57

402.06 - Employee Relations to the Public

402.06 - Employee Relations to the Public

Members of the school district community will be treated with respect by employees.  The board encourages active participation by employees in community activities and events.

It will be the responsibility of employees as they participate in various community groups and events, to make a conscientious effort to make the school district and its events a real part of the community.  Employees will take advantage of their participation in the community to look for opportunities in which the community and school district can join forces for the betterment of the school district and the community.

 

Legal Reference:          Iowa Code § 279.8 (2003).

 

 

Cross Reference:          303.7   Superintendent Civic Activities

                                    304.8   Administrator Civic Activities

                                    904      Public Participation in the School District

 

Approved:  11/01/2004

Reviewed:  10/15/2007, 09/19/2011, 10/17/2016

Revised:  04/11/2022

 

 

 

 

dawn.gibson.cm… Wed, 02/10/2021 - 14:13

402.07 - Employee Outside Employment

402.07 - Employee Outside Employment

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

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

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

 

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

 

Cross Reference:          401.3   Employee Conflict of Interest

                                    408.3   Licensed Employee Tutoring

 

Approved:  11/01/2004

Reviewed:  10/15/2007, 09/19/2011, 10/17/2016

Revised:  04/11/2022

 

                                                                            

dawn.gibson.cm… Wed, 02/10/2021 - 14:15

402.08 - Employee Telephone Calls

402.08 - Employee Telephone Calls

 

The board recognizes the need of employees to receive and make telephone calls during working hours.

Employees may receive and make personal telephone calls during lunches, breaks, or preparation periods.  Employees may receive and make emergency telephone calls at any time.

The district telephones may only be used for local personal telephone calls; all other calls must be paid for by the employee.  It will be the responsibility of the employee to exercise discretion in making and receiving telephone calls during working hours.

 

 

Legal Reference:          Iowa Code §§ 20.9; 279.8 (2003).

 

Cross Reference:          401.9   Use of School District Facilities & Equipment by Employees

 

Approved:  11/01/2004

Reviewed:  10/15/2007, 09/19/2011, 10/17/2016

Revised:  04/11/2022

 

 

 

 

 

 

dawn.gibson.cm… Wed, 02/10/2021 - 14:17

402.09 - Solicitations From Outside

402.09 - Solicitations From Outside

 

Generally, employees should be free from solicitations at their place of employment.  No organization or individuals, including employees, may solicit or distribute flyers or other materials within school district facilities or on school district grounds without the approval of the superintendent.

No employee will be made responsible, or assume responsibility, for the collection of money or the distribution of fund drive literature within the school district unless such activity is voluntary and has been approved by the superintendent.

 

 

Legal Reference:          Iowa Code § 279.8 (2003).

 

 

Cross Reference:          401.15 Employee Political Activity

                                    504.6   Student Fund-Raising

                                    905      Community Activities Involving Students

 

Approved:  11/01/2004

Reviewed:  10/15/2007, 09/19/2011, 10/17/2016

Revised:  04/11/2022

 

 

dawn.gibson.cm… Wed, 02/10/2021 - 14:19

402.05 - Required Professional Development for Employees

402.05 - Required Professional Development for Employees

Appropriate training and professional development of all employees is crucial to the success of all students.  The district will provide professional development opportunities appropriate to the duties of school employees. 

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

 

 

Legal Reference:           Iowa Code § .

                                   

Cross Reference:        302.6 Superintendent Professional Development

                                    303.7 Administrator Professional Development

                                    408.1 Licensed Employee Professional Development

 

 

Approved: 09/21/2023

Reviewed:

Revised: 

lflaherty@inde… Tue, 09/26/2023 - 08:46

402.10 - District Landline and Cellular Telephone Usage

402.10 - District Landline and Cellular Telephone Usage

 

The district provides telephones to employees because communication is essential for the performance of their duties, especially in times of emergency or when addressing safety issues.  In addition, the district provides a voice mail system which permits employees to receive and retrieve messages from locations outside of their offices.

The landline and cellular telephones provided by the district to employees are to be used for school business. 

Certain employees are required to perform work outside of their offices or assigned work spaces, outside of the Independence Community School District, or outside of the district’s regular business hours.  It is important to the mission of the district to provide for communication with these employees when they are not in their offices.  Telephone communication is greatly enhanced by the use of cellular telephones.  With a cellular telephone, an employee may receive and respond to calls regardless of the time of day or the employee’s location and retrieve and respond to messages in the district’s voice mail system.

If a cellular telephone assigned to an employee is lost, damaged or is malfunctioning, the Business Office must be notified immediately.  Employees who fail to notify the Business Office immediately of a lost telephone may be responsible for all unauthorized calls made from their assigned cellular telephone and replacement costs.

The district will not reimburse employees for business use of their own cellular telephone.  Employees are encouraged to use their office telephone for business telephone calls.  Employees who have a personal cellular telephone are not expected to use that telephone for district business.

The superintendent or his/her designee is authorized to review the use of district-issued cellular telephones by employees and to revoke the privilege of using a district-issued cellular telephone if it is determined that the cellular telephone is being used primarily for personal business or is being used in any other manner which is contrary to district policy.  

 

 

 

Approved 10/26/2009                           Reviewed 09/19/2011                           Revised 07/19/2010

                                                                             10/17/2016

                                                                             04/11/2022

                                                             

 

 

dawn.gibson.cm… Wed, 02/10/2021 - 14:20

403 - Employees' Health and Well-Being

403 - Employees' Health and Well-Being dawn.gibson.cm… Wed, 02/10/2021 - 14:21

403.1 - Employee Physical Examinations

403.1 - Employee Physical Examinations

The Independence Community School District believes good health is important to job performance. School bus drivers will present evidence of good health upon initial hire and every other year in the form of a physical examination report, unless otherwise required by law or medical opinion.

The cost of the initial examination will be paid by the school district. The form indicating the employee is able to perform the duties, with or without reasonable accommodation, for which the employee was hired, must be returned prior to the performance of duties. The cost of bus driver renewal physicals will be paid by the school district. The school district may provide the standard examination form to be completed by the personal physician of the employee or a certified medical examiner for bus drivers. 

Employees of the Preschool Program at the Early Childhood Center will present evidence of good health with tuberculosis (TB) screening upon initial hire and every other year in the form of a physical examination report, unless otherwise required by law or medical opinion.  The school district may provide the standard examination form to be completed by the personal physician of the employee or a certified medical examiner.  The Board will pay to the employee the cost of such examination upon presentation to the Board by the employee the paid receipt of the examining physician. 

Employees whose physical or mental health, in the judgment of the administration, may be in doubt will submit to additional examinations to the extent job-related and consistent with business necessity, when requested to do so, at the expense of the school district.

The district will comply with occupational safety and health requirements as applicable to its employees in accordance with law.

 

 

Legal Reference:         29 C.F.R. § 1910.1030.

                                  49 C.F.R. §§ 391.41 – 391.49.

          Iowa Code §§ 20; 279.8; 321.376.

        281 I.A.C. 43.15; 43.17.

 

Cross Reference:       403          Employees' Health and Well-Being

 

 

Approved 08/15/2016                           Reviewed 05/20/2019                           Revised 05/20/2019

                                                                             05/16/2022                                         05/16/2022

 

dawn.gibson.cm… Mon, 02/15/2021 - 10:18

403.2 - Employee Injury on the Job

403.2 - Employee Injury on the Job

 

When an employee becomes seriously injured on the job, the principal, direct supervisor or superintendent needs to be notified immediately.  Injuries thought to be emergent should be taken to the nearest emergency medical treatment center for medical management.  The employee’s 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.

It will be the responsibility of the supervisor or principal of the injured employee to inform the superintendent within twenty-four hours of the occurrence.  It will be the responsibility of the employee's immediate supervisor to file an accident report within twenty-four hours after the employee reported the injury and provide a copy to the administration office.

If continuous medical follow up is needed, this follow up will be performed by a workman compensation medical provider as designated by the district.

It will be the responsibility of the employee to file claims, such as workers' compensation, through the board secretary.

 

 

Legal Reference:          Iowa Code §§ 85; 279.40; 613.17 (2003).

                                    1972 Op. Att'y Gen. 177.

 

Cross Reference:          403      Employees' Health and Well-Being

                                    409.2   Licensed Employee Personal Illness Leave

                                    414.2   Classified Employee Personal Illness Leave

                                    804.3   First Aid

 

 

Approved 11/1/2004                             Reviewed 10/15/2007                           Revised 12/19/2016

                                                                             11/21/2011                                       05/16/2022

                                                                             05/16/2022

 

 

dawn.gibson.cm… Mon, 02/15/2021 - 11:03

403.3 - Communicable Diseases - Employees

403.3 - Communicable Diseases - Employees

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

Prevention and control of communicable diseases will be included in the school district's bloodborne pathogens exposure control plan.  The procedures will include scope and application, definitions, exposure control, methods of compliance, universal precautions, vaccination, post-exposure evaluation, follow-up, communication of hazards to employees and record keeping.  This plan will be reviewed annually by the superintendent and school nurse.

The health risk to immunodepressed employees will be determined by their personal physician.  The health risk to others in the school district environment from the presence of an employee with a communicable disease will be determined on a case-by-case basis by the employee's personal physician, a physician chosen by the school district or public health officials.

An employee who is at work and who has a communicable disease which creates a substantial risk of harm to a student, coworkers, or others at the workplace will report the condition to the Superintendent any time the employee is aware that the disease actively creates such risk.

Health data of an employee is confidential and it will not be disclosed to third parties.  Employee medical records will be kept in a file separate from their personal file.

It will be the responsibility of the superintendent, in conjunction with the school nurse, to develop administrative regulations stating the procedures for dealing with employees with a communicable disease.

 

 

Legal Reference:          29 U.S.C. §§ 794, 1910.

                                    42 U.S.C. §§ 12101 et seq.

                                    45 C.F.R. Pt. 84.3.

                                    Iowa Code chs. 139(a); 141(a).

                                    641 I.A.C. 1, .2, .7.

 

Cross Reference:          401.6   Employee Records

                                    403.1   Employee Physical Examinations

                                    507.3   Communicable Diseases - Students

 

Approved 11/1/2004                             Reviewed 11/21/2011                           Revised 11/19/2007

                                                                             05/16/2022                                         12/19/2016

                                                                                                                                       05/16/2022

dawn.gibson.cm… Mon, 02/15/2021 - 11:04

403.3E1 - Hepatitis B Vaccine Information and Record

403.3E1 - Hepatitis B Vaccine Information and Record

The Disease

Hepatitis B is a viral infection caused by the Hepatitis B virus (HBV) which causes death in 1-2% of those infected.  Most people with HBV recover completely, but approximately 5-10% become chronic carriers of the virus.  Most of these people have no symptoms, but can continue to transmit the disease to others.  Some may develop chronic active hepatitis and cirrhosis.  HBV may be a causative factor in the development of liver cancer.  Immunization against HBV can prevent acute hepatitis and its complications.

The Vaccine

The HBV vaccine is produced from yeast cells.  It has been extensively tested for safety and effectiveness in large scale clinical trials.

Approximately 90 percent of healthy people who receive two doses of the vaccine and a third dose as a booster achieve high levels of surface antibody (anti-HBs) and protection against the virus.  The HBV vaccine is recommended for workers with potential for contact with blood or body fluids.  Full immunization requires three doses of the vaccine over a six-month period, although some persons may not develop immunity even after three doses.

There is no evidence that the vaccine has ever caused Hepatitis B.  However, persons who have been infected with HBV prior to receiving the vaccine may go on to develop clinical hepatitis in spite of immunization.

Dosage and Administration

The vaccine is given in three intramuscular doses in the deltoid muscle.  Two initial doses are given one month apart and the third dose is given six months after the first.

Possible Vaccine Side Effects

The incidence of side effects is very low.  No serious side effects have been reported with the vaccine.  Ten to 20 percent of persons experience tenderness and redness at the site of injection and low grade fever.  Rash, nausea, joint pain, and mild fatigue have also been reported.  The possibility exists that other side effects may be identified with more extensive use.

 

CONSENT OF HEPATITIS B VACCINATION

I have knowledge of Hepatitis B and the Hepatitis B vaccination.  I have had an opportunity to ask questions of a qualified nurse or physician and understand the benefits and risks of Hepatitis B vaccination.  I understand that I must have three doses of the vaccine to obtain immunity.  However, as with all medical treatment, there is no guarantee that I will become immune or that I will not experience side effects from the vaccine.  I give my consent to be vaccinated for Hepatitis B.

 

_____________________________________________________________     _______________________________________
Signature of Employee (consent for Hepatitis B vaccination)                                             Date

 

_____________________________________________________________     _______________________________________
Signature of Witness                                                                                                                            Date

 

 

REFUSAL OF HEPATITIS B VACCINATION

I understand that due to my occupational exposure to blood or other potentially infectious materials I may be at risk of acquiring the Hepatitis B virus infection.  I have been given the opportunity to be vaccinated with Hepatitis B vaccine at no charge to myself.  However, I decline the Hepatitis B vaccination at this time.  I understand that by declining this vaccine, I continue to be at risk of acquiring Hepatitis B, a serious disease.  If in the future I continue to have occupational exposure to blood or other potentially infectious materials and I want to be vaccinated with the Hepatitis B vaccine, I can receive the vaccination series at no charge to me.

 

_____________________________________________________________     _______________________________________
Signature of Employee (refusal for Hepatitis B vaccination)                                               Date

 

_____________________________________________________________     _______________________________________
Signature of Witness                                                                                                                            Date

 

I refuse because I believe I have (check one)

                       started the series                                             completed the series

            _____ other, please describe:  _____________________________________________________

 

 

RELEASE FOR HEPATITIS B MEDICAL INFORMATION

 

I hereby authorize _____________________________________________________________________
                                         (name and address of individual or organization holding Hepatitis B records)

to release to the Independence Community School District my Hepatitis B vaccination records for required

employee records. 

I hereby authorize release of my Hepatitis B status to a health care provider in the event of an exposure incident.

 

_____________________________________________________________     _______________________________________
Signature of Employee                                                                                                                      Date

 

_____________________________________________________________     _______________________________________
Signature of Witness                                                                                                                          Date

 

CONFIDENTIAL RECORD

 

_____________________________________________________________     _______________________________________
Employee Name (last, first, middle)                                                                                              DOB

Job Title:  _____________________________________________________________     

     Hepatitis B Vaccination Date           Lot Number                 Site                       Administered By
1  ________________________         ____________          ___________         _____________________________________
2  ________________________         ____________          ___________         _____________________________________
3  ________________________         ____________          ___________         _____________________________________

Additional Hepatitis B status information:
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
 

_____________________________________________________________     _______________________________________
Provider Signature                                                                                                                            Date

 

 

CONFIDENTIAL RECORD

_____________________________________________________________     _______________________________________
Employee Name (last, first, middle)                                                                                              DOB

Job Title:  _____________________________________________________________     

Post-exposure incident:  (Date, time, circumstances, route under which exposure occurred)
____________________________________________________________________________________________________
____________________________________________________________________________________________________
 

Identification and documentation of source individual:
____________________________________________________________________________________________________

Source blood testing consent:
____________________________________________________________________________________________________

Description of employee's duties as related to the exposure incident:
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________

Copy of information provided to health care professional evaluating an employee after an exposure incident:
____________________________________________________________________________________________________
____________________________________________________________________________________________________

Attach a copy of all results of examinations, medical testing, follow-up procedures, and health care professional's written opinion.
____________________________________________________________________________________________________

Comments/Plan
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
____________________________________________________________________________________________________
 

_____________________________________________________________     _______________________________________
Provider Signature                                                                                                                               Date

 

dawn.gibson.cm… Mon, 02/15/2021 - 11:12

403.3R1 - Universal Precautions Regulation

403.3R1 - Universal Precautions Regulation

Universal precautions (UP) are intended to prevent transmission of infection, as well as decrease the risk of exposure for employees and students.  It is not currently possible to identify all infected individuals, thus precautions must be used with every individual.  UP pertain to blood and other potentially infectious materials (OPIM) containing blood.  These precautions do not apply to other body fluids and wastes (OBFW) such as saliva, sputum, feces, tears, nasal secretions, vomitus and urine unless blood is visible in the material.  However, these OBFW can be sources of other infections and should be handled as if they are infectious.  The single most important step in preventing exposure to and transmission of any infection is anticipating potential contact with infectious materials in routine as well as emergency situations.  Based on the type of possible contact, employees and students should be prepared to use the appropriate precautions prior to the contact.  Diligent and proper hand washing, the use of barriers, appropriate disposal of waste products and needles, and proper decontamination of spills are essential techniques of infection control.  All individuals should respond to situations practicing UP followed by the activation of the school response team plan.  Using common sense in the application of these measures will enhance protection of employees and students.

Hand Washing

Proper hand washing is crucial to preventing the spread of infection.  Textured jewelry on the hands or wrists should be removed prior to washing and kept off until completion of the procedure and the hands are rewashed.  Use of running water, lathering with soap and using friction to clean all hand surfaces is key.  Rinse well with running water and dry hands with paper towels.

  • Hands should be washed before physical contact with individuals and after contact is completed.
  • Hands should be washed after contact with any used equipment.
  • If hands (or other skin) come into contact with blood or body fluids, hands should be washed immediately before touching anything else.
  • Hands should be washed whether gloves are worn or not and, if gloves are worn, after the gloves are removed.

Barriers

Barriers anticipated to be used at school include disposable gloves, absorbent materials and resuscitation devices.  Their use is intended to reduce the risk of contact with blood and body fluids as well as to control the spread of infectious agents from individual to individual.  Gloves should be worn when in contact with blood, OPIM or OBFW.  Gloves should be removed without touching the outside and disposed of after each use.

Disposal of Waste

Blood, OPIM, OBFW, used gloves, barriers and absorbent materials should be placed in a plastic bag and disposed of in the usual procedure.  When the blood or OPIM is liquid, semi-liquid or caked with dried blood, it is not absorbed in materials, and is capable of releasing the substance if compressed, special disposal as regulated waste is required.  A band-aid, towel, sanitary napkin or other absorbed waste that does not have the potential of releasing the waste if compressed would not be considered regulated waste.  It is anticipated schools would only have regulated waste in the case of a severe incident.  Needles, syringes and other sharp disposable objects should be placed in special puncture-proof containers and disposed of as regulated waste.  Bodily wastes such as urine, vomitus or feces should be disposed of in the sanitary sewer system.

Clean up

Spills of blood and OPIM should be cleaned up immediately.  The employee should:

  • Wear gloves.
  • Clean up the spill with paper towels or other absorbent material.
  • Use a solution of one part household bleach to one hundred parts of water (1:100) or other EPA-approved disinfectant and use it to wash the area well.
  • Dispose of gloves, soiled towels and other waste in a plastic bag.
  • Clean and disinfect reusable supplies and equipment.

Laundry

Laundry with blood or OPIM should be handled as little as possible with a minimum of agitation.  It should be bagged at the location.  If it has the potential of releasing the substance when compacted, regulated waste guidelines should be followed.  Employees who have contact with this laundry should wear protective barriers.

Exposure

An exposure to blood or OPIM through contact with broken skin, mucous membrane or by needle or sharp stick requires immediate washing, reporting and follow-up.

  • Always wash the exposed area immediately with soap and water.
  • If a mucous membrane splash (eye or mouth) or exposure of broken skin occurs, irrigate or wash the area thoroughly.
  • If a cut or needle stick injury occurs, wash the area thoroughly with soap and water.

The exposure should be reported immediately, the parent or guardian is notified, and the person exposed contacts a physician for further health care.

 

dawn.gibson.cm… Mon, 02/15/2021 - 11:30

403.4 - Hazardous Chemical Disclosure

403.4 - Hazardous Chemical Disclosure

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

Each employee will 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, will be included in the employee's orientation.  When an additional hazardous substance enters the workplace, information about it will be distributed to all employees, and training will be conducted for the appropriate employees.  The superintendent will 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 will disseminate information about the hazardous chemicals with which they will be working as part of the instructional program. 

It will be the responsibility of the superintendent to develop administrative regulations regarding this program. 

 

 

Legal Reference:          29 C.F.R. Pt. 1910; 1200 et seq.

                                    Iowa Code chs. 88; 89B.

                                   

Cross Reference:          403      Employees' Health and Well-Being

                                    804      Safety Program

 

 

Approved 11/1/2004                             Reviewed 11/19/2007                           Revised 05/16/2022

                                                                             11/21/2011

                                                                             11/21/2016

                                                                             05/16/2022

 

dawn.gibson.cm… Mon, 02/15/2021 - 11:34

403.6 - Substance-Free Workplace

403.6 - Substance-Free Workplace

 

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

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

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

The superintendent will be responsible for publication and dissemination of this policy to each employee.  In addition, the superintendent will oversee the establishment of a substance-free awareness program to educate employees about the dangers of substance abuse and notify them of available substance abuse treatment programs.

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

 

 

Legal Reference:          41 U.S.C. §§ 701-707 (1994).

                                    42 U.S.C. §§ 12101 et seq. (1994).

                                    34 C.F.R. Pt. 85 (2002).

                                    Iowa Code §§ 123.46; 124; 279.8 (2003).

 

 

Cross Reference:          404      Employee Conduct and Appearance

 

Approved 11/1/2004                             Reviewed 11/19/2007                           Revised 01/23/2017

                                                                             11/21/2011                                            05/16/2022

                                                                             05/16/2022

 

 

dawn.gibson.cm… Mon, 02/15/2021 - 11:36

403.6E1 - Substance-Free Workplace Notice to Employees

403.6E1 - 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 an employee.  This includes school district facilities, other school premises or school district vehicles.  Workplace also includes nonschool property if the employee is at any school-sponsored, school-approved or school-related activity, event or function, such as field trips or athletic events where students are under the control of the school district or where the employee is engaged in school business.

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 may 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, ____________________________________, 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.  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.gibson.cm… Mon, 02/15/2021 - 11:38

403.6R1 - Substance-Free Workplace Regulation

403.6R1 - Substance-Free Workplace Regulation

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

         1.      Identification - the superintendent will 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 will discuss the problem with the employee.  The superintendent will also contact Law Enforcement and ask that they do an investigation into this incident.

         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.  Participation in a substance abuse treatment program is voluntary.

         3.      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.gibson.cm… Mon, 02/15/2021 - 11:40

403.7 - Drug and Alcohol Testing Program

403.7 - 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 at the expense of the employer.  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 superintendent, 1207 1st Street West (319) 334-7400, transportation director, 1812 Mustang Way Dr (319) 334-7435 and/or school nurse, 1103 1st Street West (319) 334-7425, Independence, IA 50644.

Employees who violate the terms of this policy may be subject to discipline up to and including termination at the discretion of the school district.  The district is required to keep a record of all drug or alcohol violations by employees for a minimum of five years.  Employees are put on notice that information related to drug or alcohol violations will be reported to the Federal Motor Carrier Safety Administration (FMCSA) Clearinghouse.  Additionally, the district will conduct FMCSA Clearinghouse queries for employees annually.  Employees must provide written consent for the district to conduct FMCSA Clearinghouse queries; however, employees who choose to withhold consent will be prohibited from performing any safety sensitive functions.

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

The superintendent will also be responsible for publication and dissemination of this policy and its supporting administrative regulations and forms to employees operating school vehicles.  The superintendent will also oversee a substance-free awareness program to educate employees about the dangers of substance abuse and notify them of available substance abuse treatment resources and programs.

IASB Drug and Alcohol Testing Program (IDATP) Web site: 
https://www.ia-sb.org/Main/Affiliated_Programs/Iowa_Drug_Alcohol_Testing_Program.aspx.

 

 

Legal Reference:  American Trucking Association, Inc., v. Federal Highway Administration, 51 Fed. 3rd 405 (4th Cir. 1995).
  
                                    49 U.S.C. §§ 5331 et seq.
  
                                    42 U.S.C. §§ 12101
 
                                    41 U.S.C. §§ 81
  
                                    49 C.F.R. Pt. 40; 382; 391.
  
                                    34 C.F.R. Pt. 85
  
                                    Local 301, Internat'l Assoc. of Fire Fighters, AFL-CIO, and City of Burlington,
  
                                      PERB No. 3876 (3-26-91).
  
                                    Iowa Code §§ 124; 279.8; 321.375(2); 730.5

Cross Reference:  403.6   Substance-Free Workplace
  
                                    409.2   Employee Leave of Absence

Approved 11/1/2004                             Reviewed 11/19/2007                           Revised 10/22/2005  
                                                                                  11/21/2011                                       01/23/2017
                                                                                  09/21/2020                                         09/21/202

                                                                                  05/16/2022

                                                                                     

dawn.gibson.cm… Mon, 02/15/2021 - 11:41

403.7E1 - Drug and Alcohol Testing Program Notice to Employees

403.7E1 - 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 school district's drug and alcohol testing program for pre-employment drug testing and random, reasonable suspicion and post-accident drug and alcohol testing as outlined in the Drug and Alcohol Testing Program policy, its supporting documents and the law.

Employees who operate school 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 transportation director, 1812 Mustang Way Dr (319) 334-7435 and/or school nurse, 1103 1st Street West            (319) 334-7425, Independence, IA 50644.

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 that information related to drug or alcohol violations will be reported to the Federal Motor Carrier Safety Administration (FMCSA) Clearinghouse.

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.gibson.cm… Mon, 02/15/2021 - 11:44

403.7E2 - Certification from Current Employer Participating in Drug & Alcohol Program

403.7E2 - Certification from Current Employer Participating in Drug & Alcohol Program

I, ______________________________________________________________ am currently employed by
                                               Name of Undersigned

 __________________________________________________________ who participates in the Drug and Alcohol
                                          Employer   

Program through ____________________________________________.  I consent to have my records pertaining                                                                                                              
                                       Drug & Alcohol Testing Provider

to drug and alcohol testing released to the Independence Community School District for the past 24 months of

employment.

_______________________________________________         _______________
(Signature)                                                                                                            (Date)

_______________________________________________         _______________
(Signature of Employer)                                                                                   (Date)

 

dawn.gibson.cm… Mon, 02/15/2021 - 11:45

403.7E3 - Certification of Previous Employers Requiring a Commercial Driver’s License Consent to Release Information to Independence Community School District

403.7E3 - Certification of Previous Employers Requiring a Commercial Driver’s License Consent to Release Information to Independence Community School District

_________________________________________________         ______________________________________
                                 Name                                                                                     Social Security Number

 

I certify that I have been employed by the following employers during the two years prior to the date stated below and that I was required to possess a commercial driver’s license (CDL) and submit to drug and alcohol testing during the term of my employment.

 

Company  _____________________________________________________________________

Address  ______________________________________________________________________

City/State/Zip  _________________________________________________________________

 

Company  _____________________________________________________________________

Address  ______________________________________________________________________

City/State/Zip  _________________________________________________________________

 

Company  _____________________________________________________________________

Address  ______________________________________________________________________

City/State/Zip  _________________________________________________________________

 

I hereby release my records pertaining to my driving and drug and alcohol testing results.

 

_________________________________________________     ______________________________
(Signature)                                                                                                              (Date)

 

dawn.gibson.cm… Mon, 02/15/2021 - 11:48

403.7E4 - Drug and Alcohol Testing Program Acknowledgement Form

403.7E4 - Drug and Alcohol Testing Program Acknowledgement Form

I, ( ______________________________________________________ ), have received a copy, read and
                                         Name of Employee

understand the Drug and Alcohol Testing Program policy and its supporting documents.  I have also read and

understand the “Drug and Alcohol Training Handbook” provided to me by the district.  I consent to submit to the

drug and alcohol testing program as required by the Drug and Alcohol Testing Program policy, its supporting

documents, regulations and the law.

I understand that if I violate the Drug and Alcohol Testing Program policy, its supporting documents, regulations

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 when requested.  I further

understand that drug and alcohol testing records about me are confidential and may be released in accordance with

this policy, its supporting documents, regulations or the law.

 

_______________________________________________     _____________________________
(Signature of Employee)                                                                                      (Date)

_______________________________________________     _____________________________
(Witness/Transportation Director)                                                                       (Date)

 

dawn.gibson.cm… Mon, 02/15/2021 - 11:52

403.7E5 - Drug and Alcohol Reasonable Suspicion Observation Form

403.7E5 - Drug and Alcohol Reasonable Suspicion Observation Form

This form must be completed by each trained employee observing the driver suspected of drug use and/or alcohol

misuse by behavior, speech and/or odor while on duty, the earlier of within 24 hours or the determination of reasonable suspicion or prior to receiving the test results.   The observations must be specific, contemporaneous and articulable concerning the appearance, behavior, speech and body odor of the driver.

An example of an appropriate observation statement is, “The driver entered the bus barn slowly and held onto the bus until the driver reached the bus door,” rather than, “The driver came to work stoned and could not walk without holding onto the bus for support.”

Employees must notify the director of transportation about the situation.  The director of transportation will notify the superintendent and they will contact law enforcement to assist with the investigation.

 

 

_____________________________________________                         ________________________
                           Employee’s Name                                                                Date of Observation

Time of Observation:   From __________ a.m./p.m. to __________ a.m./p.m.

Location:  ______________________________________________________________

Observed personal behavior:  (check all appropriate items)

Speech:                                                                        ___Normal       ___Incoherent    ___Confused  

                                                                              ___Slurred       ___Whispering ___Silent

Balance:                                                                          ___Normal          ___Swaying

                                                                               ___Staggering  ___Falling       

 

Walking and Turning:                                                       ___Normal       ___Stumbling     ___Swaying

                                                                        ___Arms raised for balance         ___Reaching for support

 

Awareness:                                                                  ___Normal       ___Confused      ___Paranoid

                                                                            ___Sleepy or stupor   ___Lack of coordination

 

Odor:                                                                                  ___Normal       ___Alcohol        ___Burned rope

Other observed behavior/odor:

____________________________________________________________________________________________

____________________________________________________________________________________________

____________________________________________________________________________________________

 

Reasonable suspicion of current use or impaired by:       ___Alcohol      ___Drugs

 

Above behavior witnessed by:

_____________________________________________                         ________________________
                           (Signature)                                                                                                (Date)

_____________________________________________                         ________________________
                           (Signature) (optional)                                                                                (Date)

 

dawn.gibson.cm… Mon, 02/15/2021 - 11:54

403.7E6 - Drug and Alcohol Program and Pre-Employment Testing written Consent to Share Information

403.7E6 - Drug and Alcohol Program and Pre-Employment Testing written Consent to Share Information

I, (   Name of Employee___   ), understand that as part of my employment in a position that requires a commercial driver’s license in the Independence Community School District, I grant consent for the District to conduct queries of the Federal Motor Carrier Safety Administration (“FMCSA”) Commercial Driver’s License Drug and Alcohol Clearinghouse to determine whether drug or alcohol violation information about me exists in the Clearinghouse.  I further consent to the District sharing information related to my drug and alcohol testing results with prior, current and future employers, as well as the FMCSA Clearinghouse in accordance with state and federal laws. 

I understand that the District will check and perform queries of my drug and alcohol testing results prior to my employment in any position which requires the use of a commercial driver’s license.  I further understand the District will check and perform queries of my testing results annually and is required to report any drug and alcohol violations of this policy to the FMCSA Clearinghouse. 

I understand that I am not required to consent to the query of the FMCSA Clearinghouse or the District sharing of drug and alcohol testing information with past, present or future employers or the FMCSA Clearinghouse; but that without my consent I understand I will be prohibited from performing safety sensitive functions, including driving a commercial motor vehicle, as required by FMCSA’s drug and alcohol program regulations. 

I hereby give my consent to the District to perform queries of the FMCSA Clearinghouse and share my drug and alcohol testing results with past, present and future employers, as well as the FMCSA Clearinghouse.

 

__________________________________________________               ________________________
(Signature of Employee)                                                                                      (Date)

 

dawn.gibson.cm… Mon, 02/15/2021 - 11:59

403.7R1 - Drug and Alcohol Testing Program

403.7R1 - Drug and Alcohol Testing Program

PRE-EMPLOYMENT PROCEDURES FOR BUS DRIVERS

All advertisements must include a statement that explains the position of a driver in the Independence Community School District is subject to drug and alcohol testing to include pre-employment testing.  Should the potential employee already be under a recognized or approved Department of Transportation (D.O.T.) testing program, the pre-employment testing may be waived at the discretion of the superintendent/designee.  The potential employee must provide proof of participation in such a program (403.7E2).  A potential employee that is not currently under another approved testing program must consent to release any and all drug and alcohol related information records (403.7E3) from any previous employer dating back 24 months as well as be subject to pre-employment testing.

All potential drivers will be given training on controlled substances and alcohol use by the transportation director prior to being eligible for driving duties.  This training will consist of a self study of the “Drug and Alcohol Training Handbook” developed by the D.O.T.  Upon completion of this self study, the potential employee will sign off on the Drug and Alcohol Acknowledgement Form (403.7E4) in the presence of the transportation director that they have read and understand the contents of the handbook.  The transportation director will receive all acknowledgement forms and maintain a confidential file on the drug and alcohol testing program for each employee under this program.  Records will be maintained for a minimum of five years.

The transportation director will coordinate all testing with an approved D.O.T. provider.  Should a potential employee test positive or they have refused to any part of the above, mentioned procedures, they will not be considered for employment.

 

EMPLOYMENT PROCEDURES FOR BUS DRIVERS

All bus drivers are subject to random testing at any time throughout the calendar year.  Quarterly random testing will be done.  Should a bus driver be involved in an accident while operating a school vehicle (CMV), the school district will test each surviving driver for alcohol and controlled substances when either:

  • The accident involved a FATALITY; or
  • The driver RECEIVED A CITATION under state or local law for a moving traffic violation arising from the accident, and either ONE or BOTH of the following OCCURRED in the accident:
    1. Bodily injury requiring immediate medical treatment away from the scene.
    2. One or more of the motor vehicles incurred disabling damage requiring it to be towed from the scene by another motor vehicle or tow truck.

 

REASONABLE SUSPICION

Should a bus driver’s behavior be questioned as potentially being under the influence, it is recommended that there be two witnesses to the behavior, but it is not required.  When considering reasonable suspicion, only the transportation director/designee is authorized to request the test be administered. It is important to note that only those who have received the U.S. D.O.T. training may request this test.  A driver can be notified for a reasonable suspicion test only just before, during, or just after performing a safety sensitive function (within 30 minutes).  When it is believed reasonable suspicion exists, it is important to meet with the driver in private and document the observations leading to the reasonable suspicion test (403.7E5).  Upon completion of the meeting, the transportation director may notify the program provider for a test to be administered.  Failure by the employee to submit to the test will be considered grounds for termination with the Independence Community School District.

 

dawn.gibson.cm… Mon, 02/15/2021 - 12:00

404 - Employee Conduct and Appearance

404 - Employee Conduct and Appearance dawn.gibson.cm… Mon, 02/15/2021 - 12:02

404.1 - Employee Conduct and Appearance

404.1 - Employee Conduct and Appearance

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

Employees will conduct themselves in a professional manner.  Employees will dress in attire appropriate for their position.  Clothing should be neat, clean, and in good taste.  Discretion calls for an avoidance of extremes which would interfere with or have an effect on the educational process.

Licensed employees of the school district will follow the code of ethics for their profession as established by the Iowa Board of Educational Examiners.

 

 

Legal Reference:  Iowa Code § 279.8 (2003).
  
                                    282 I.A.C. 13.

Cross Reference:  307      Administrator Code Of Ethics
  
                                    401.1   Employee Orientation
  
                                    106      Anti-Bullying/Harassment
  
                                    403.6   Substance-Free Workplace
  
                                    407      Licensed Employee Termination of Employment
  
                                    413      Classified Employee Termination of Employment

Approved 11/1/2004                       Reviewed 11/21/2011                     Revised 11/19/2007
                                                                        05/16/2022                                  05/16/2016

 

dawn.gibson.cm… Thu, 02/18/2021 - 08:53

404.1R1 - Employee Conduct Regulation

404.1R1 - Employee Conduct Regulation

CHAPTER 25

282—25.1(272) Scope of standards. This code of professional conduct and ethics constitutes mandatory minimum standards of practice for all licensed practitioners as defined in Iowa Code chapter 272. The adherence to certain professional and ethical standards is essential to maintaining the integrity of the education profession.

282—25.2(272) Definitions. Except where otherwise specifically defined by law:

“Administrative and supervisory personnel” means any licensed employee such as superintendent, associate superintendent, assistant superintendent, principal, associate principal, assistant principal, or other person who does not have as a primary duty the instruction of pupils in the schools.

“Board” means the Iowa board of educational examiners.

“Discipline” means the process of sanctioning a license, certificate or authorization issued by the board.

“Ethics” means a set of principles governing the conduct of all persons governed by these rules.

“Fraud” means knowingly providing false information or representations on  an  application for licensure or employment, or knowingly providing false information or representations made in connection with the discharge of duties.

“License” means any license, certificate, or authorization granted by the board.

“Licensee” means any person holding a license, certificate, or authorization granted by the board.

“Practitioner” means an administrator, teacher, or other licensed professional, including an individual who holds a statement of professional recognition, who provides educational assistance to students.

“Responsibility” means a duty for which a person is accountable by virtue of licensure.

“Right” means a power, privilege, or immunity secured to a person by law.

“Student” means a person, regardless of age, enrolled in a prekindergarten through grade 12 school, who is receiving direct or indirect assistance from a person licensed by the board.

Teacher” means any person engaged in the instructional program for prekindergarten through grade

12 children, including a person engaged in teaching, administration, and supervision, and who is required by law to be licensed for the position held.

[ARC 7979B, IAB 7/29/09, effective 9/2/09]

282—25.3(272) Standards of professional conduct and ethics. Licensees are required to abide by all federal, state, and local laws applicable to the fulfillment of professional obligations. Violation of federal, state, or local laws in the fulfillment of professional obligations constitutes unprofessional and unethical conduct which can result in disciplinary action by the board. In addition, it is hereby deemed unprofessional and unethical for any licensee to violate any of the following standards of professional conduct and ethics:

25.3(1) Standard I—conviction of crimes, sexual or other immoral conduct with or toward a student, and child and dependent adult abuse. Violation of this standard includes:

a.    Fraud. Fraud means the same as defined in rule 282—25.2(272).

b.    Criminal convictions. The commission of or conviction for a criminal offense as defined by

Iowa law provided that the offense is relevant to or affects teaching or administrative performance.

(1)  Disqualifying criminal convictions. The board shall deny an application for licensure and shall revoke a previously issued license if the applicant or licensee has, on or after July 1, 2002, been convicted of, has pled guilty to, or has been found guilty of the following criminal offenses, regardless of whether the judgment of conviction or sentence was deferred:

1.  Any of the following forcible felonies included in Iowa Code section 702.11: child endangerment, assault,   

     murder, sexual abuse, or kidnapping;

2.   Any of the following criminal sexual offenses, as provided in Iowa Code chapter 709, involving a child:

●     First-, second- or third-degree sexual abuse committed on or with a person who is under the age of 18;

●     Lascivious acts with a child;

●     Assault with intent to commit sexual abuse;

●     Indecent contact with a child;

●     Sexual exploitation by a counselor;

●     Lascivious conduct with a minor;

●     Sexual exploitation by a school employee;

●     Enticing a minor under Iowa Code section 710.10; or

●     Human trafficking under Iowa Code section 710A.2;

3.    Incest involving a child as prohibited by Iowa Code section 726.2;

4.    Dissemination and exhibition of obscene material to minors as prohibited by Iowa Code section 728.2;

5.    Telephone dissemination of obscene material to minors as prohibited by Iowa Code section 728.15;

6.  Any offense specified in the laws of another jurisdiction, or any offense that may be prosecuted in a  federal,    

    military,  or  foreign court,  that is  comparable to  an  offense listed in  subparagraph 25.3(1)“b”(1); or

7.   Any offense under prior laws of this state or another jurisdiction, or any offense under prior law that was    

      prosecuted in a federal, military, or foreign court, that is comparable to an offense listed in subparagraph  

      25.3(1)“b”(1).

(2)   Other criminal convictions and founded child abuse. In determining whether a person should be denied a license or whether a licensee should be disciplined based upon any other criminal conviction, including a conviction for an offense listed in 25.3(1)“b”(1) which occurred before July 1, 2002, or a founded report of abuse of a child, the board shall consider:

1.    The nature and seriousness of the crime or founded abuse in relation to the position sought;

2.    The time elapsed since the crime or founded abuse was committed;

3.    The degree of rehabilitation which has taken place since the crime or founded abuse was committed;

4.    The likelihood that the person will commit the same crime or abuse again;

5.    The number of criminal convictions or founded abuses committed; and

6.     Such additional factors as may in a particular case demonstrate mitigating circumstances or heightened   

        risk to public safety.

c.     Sexual involvement or indecent contact with a student. Sexual involvement includes, but is not limited to, the following acts, whether consensual or nonconsensual: fondling or touching the inner thigh, groin, buttocks, anus or breasts of a student; permitting or causing to fondle or touch the practitioners inner thigh, groin, buttocks, anus, or breasts; or the commission of any sex act as defined in Iowa Code section 702.17.

d.   Sexual exploitation of a minor. The commission of or any conviction for an offense prohibited by Iowa Code section 728.12, Iowa Code chapter 709 or 18 U.S.C. Section 2252A(a)(5)(B).

e.  Student abuse. Licensees shall maintain professional relationships with all students, both inside and outside the classroom. The following acts or behavior constitutes unethical conduct without regard to the existence of a criminal charge or conviction:

(1)   Committing any act of physical abuse of a student;

(2)   Committing any act of dependent adult abuse on a dependent adult student;

(3)   Committing or soliciting any sexual or otherwise indecent act with a student or any minor;

(4)   Soliciting, encouraging, or consummating a romantic or otherwise inappropriate relationship with a student;

(5)   Furnishing alcohol or illegal or unauthorized drugs or drug paraphernalia to any student or knowingly allowing a student to consume alcohol or illegal or unauthorized drugs in the presence of the licensee;

(6)   Failing to report any suspected act of child or dependent adult abuse as required by state law; or

(7)   Committing or soliciting any sexual conduct as defined in Iowa Code section 709.15(3)“b” or soliciting, encouraging, or consummating a romantic relationship with any person who was a student within 90 days prior to any conduct alleged in the complaint, if that person was taught by the practitioner or was supervised by the practitioner in any school activity when that person was a student.

25.3(2) Standard II—alcohol or drug abuse. Violation of this standard includes:

a.     Being on school premises or at a school-sponsored activity involving students while under the influence of, possessing, using, or consuming illegal or unauthorized drugs or abusing legal drugs.

b.     Being on school premises or at a school-sponsored activity involving students while under the influence of, possessing, using, or consuming alcohol.

25.3(3) Standard III—misrepresentation, falsification of information. Violation of this standard includes:

a.   Falsifying or deliberately misrepresenting or omitting material information regarding professional qualifications, criminal history, college credit, staff development credit, degrees, academic award, or employment history when applying for employment or licensure.

b.   Falsifying or deliberately misrepresenting or omitting material information regarding compliance reports submitted to federal, state, and other governmental agencies.

c.     Falsifying or deliberately misrepresenting or omitting material information submitted in the course of an official inquiry or investigation.

d.     Falsifying any records or information submitted to the board in compliance with the license renewal requirements imposed under 282—Chapter 20.

e.    Falsifying or deliberately misrepresenting or omitting material information regarding the evaluation of students or personnel, including improper administration of any standardized tests, including, but not limited to, changing test answers, providing test answers, copying or teaching identified test items, or using inappropriate accommodations or modifications for such tests.

25.3(4) Standard IV—misuse of public funds and property. Violation of this standard includes:

a.     Failing to account properly for funds collected that were entrusted to the practitioner in an educational context.

b.    Converting public property or funds to the personal use of the practitioner.

c.    Submitting fraudulent requests for reimbursement of expenses or for pay.

d.    Combining public or school-related funds with personal funds.

e.    Failing to use time or funds granted for the purpose for which they were intended.

25.3(5) Standard V—violations of contractual obligations.

A.    Violation of this standard includes:

(1)   Signing a written professional employment contract while under contract with another school, school district, or area education agency.

(2)   Asking a practitioner to sign a written professional employment contract before the practitioner has been unconditionally released from a current contract.  An administrator shall make a good faith effort to determine whether the practitioner has been released from the current contract.

(3)   Abandoning a written professional employment contract without prior unconditional release by the employer.

(4)   As an employer, executing a written professional employment contract with a practitioner, which requires the performance of duties that the practitioner is not legally qualified to perform.

(5)   As a practitioner, executing a written professional employment contract, which requires the performance of duties that the practitioner is not legally qualified to perform.

b.     In addressing complaints based upon contractual obligations, the board shall consider factors beyond the practitioners control. For purposes of enforcement of this standard, a practitioner will not be found to have abandoned an existing contract if:

(1)   The practitioner obtained a release from the employing board before discontinuing services under the contract; or

(2)   The practitioner provided notice to the employing board no later than the latest of the following dates:

1.    The practitioners last work day of the school year;

2.    The date set for return of the contract as specified in statute; or

3.    June 30.

25.3(6) Standard VI—unethical practice toward other members of the profession, parents, students, and the community. Violation of this standard includes:

a.    Denying the student, without just cause, access to varying points of view.

b.    Deliberately suppressing or distorting subject matter for which the educator bears responsibility.

c.     Failing to make reasonable effort to protect the health and safety of the student or creating conditions harmful to student learning.

d.     Conducting professional business in such a way that the practitioner repeatedly exposes students or other practitioners to unnecessary embarrassment or disparagement.

e.     Engaging in any act of illegal discrimination, or otherwise denying a student or practitioner participation in the benefits of any program on the grounds of race, creed, color, religion, age, sex, sexual orientation, gender identity, disability, marital status, or national origin.

f.     Soliciting students or parents of students to purchase equipment, supplies, or services from the practitioner for the practitioners personal advantage.

g.     Accepting gifts from vendors or potential vendors where there may be the appearance of or an actual conflict of interest.

h.     Intentionally disclosing confidential information including, but not limited to, unauthorized sharing of information concerning student academic or disciplinary records, health and medical information, assessment or testing results, or family income.  Licensees shall comply with state and federal laws and local school board policies relating to the confidentiality of student records, unless disclosure is required or permitted by law.

i.     Refusing to participate in a professional inquiry when requested by the board.

j.    Aiding, assisting, or abetting an unlicensed person in the completion of acts for which licensure is required.

k.     Failing to self-report to the board within 60 days any founded child abuse report, or any conviction for a criminal offense listed in 25.3(1)“b”(1) which requires revocation of the practitioners license.

l.     Delegating tasks to unqualified personnel.

m.  Failing to comply with federal, state, and local laws applicable to the fulfillment of professional obligations.

n.    Allowing another person to use ones practitioner license for any purpose.

o.   Performing services beyond the authorized scope of practice for which the individual is licensed or prepared or performing services without holding a valid license.

p.    Falsifying, forging, or altering a license issued by the board.

q.     Failure of the practitioner holding a contract under Iowa Code section 279.13 to disclose to the school official responsible for determining assignments a teaching assignment for which the practitioner is not properly licensed.

r.     Failure of a school official responsible for assigning licensed practitioners holding contracts under Iowa Code section 279.13 to adjust an assignment if the practitioner discloses to the official that the practitioner is not properly licensed for an assignment.

25.3(7) Standard  VII—compliance  with  state  law  governing  obligations  to  state  or  local governments, student loan obligations, child support obligations, and board orders. Violation of this standard includes:

a.    Failing to comply with 282—Chapter 8 concerning payment of debts to state or local governments.

b.    Failing to comply with 282—Chapter 9 concerning repayment of student loans. C.         Failing to comply with 282—Chapter 10 concerning child support obligations. D.    Failing to comply with a board order.

25.3(8) Standard VIII—incompetence. Violation of this standard includes, but is not limited to:

a.     Willfully or repeatedly departing from or failing to conform to the minimum standards of acceptable and prevailing educational practice in the state of Iowa.

 

dawn.gibson.cm… Thu, 02/18/2021 - 08:57

405 - Licensed Employees - General

405 - Licensed Employees - General dawn.gibson.cm… Thu, 02/18/2021 - 09:07

405.1 - Licensed Employee Defined

405.1 - Licensed Employee Defined

 

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

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

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

 

Legal Reference:          Clay v. Independent School District of Cedar Falls, 187 Iowa

                                    89, 174 N.W. 47 (1919).

                                    Iowa Code §§ 256.7(3); 272.6; 272A; 279.8; 294.1 (2003).

                                    282 I.A.C. 14.

                                    281 I.A.C. 12.4; 41.25.

                                    1940 Op. Att'y Gen. 375.

 

Cross Reference:          405.2   Licensed Employee Qualifications, Recruitment Selection

                                    410.1   Substitute Teachers

                                    411.1   Classified Employee Defined

 

Approved 11/1/2004                             Reviewed 11/19/2007                           Revised 06/20/2022

                                                                             12/19/2011

                                                                             12/19/2016

                                                                             06/20/2022                     

 

dawn.gibson.cm… Thu, 02/18/2021 - 09:07

405.2 - Licensed Employee Qualifications, Recruitment, Selection

405.2 - Licensed Employee Qualifications, Recruitment, 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 school district in accordance with applicable laws and school 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 postings will be submitted to the Iowa Department of Education for posting on TeachIowa, the online state job posting system.  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 employees after receiving a recommendation from the superintendent.  However, the superintendent will have the authority to employ a licensed employee on a temporary basis until a recommendation can be made and action can be taken by the board on the position.

 

 

Legal Reference:          29 U.S.C. §§ 621-634.

                                    42 U.S.C. §§ 2000e 12101 et seq.

                                    Iowa Code §§ 20; 35C; 216; 279.13.

                                    281 I.A.C. 12.

                                    282 I.A.C. 14.

                                    1980 Op. Att'y Gen. 367.

 

Cross Reference:          401.2   Equal Employment Opportunity

                                    405      Licensed Employees - General

                                    410.1   Substitute Teachers

 

Approved 06/19/2007                     Reviewed 12/19/2011                     Revised 06/19/2007  

                                                                       05/20/2019                                 05/16/2016

                                                                       06/20/2022                                 05/20/2019

                                                                                                                          06/20/2022

 

dawn.gibson.cm… Thu, 02/18/2021 - 09:09

405.3 - Licensed Employee Individual Contracts

405.3 - Licensed Employee Individual Contracts

 

The board will enter into a written contract with licensed employees, other than administrators, employed on a regular basis.

Each contract will be for a period of one year, beginning on July 1 and ending on June 30.

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

 

 

Legal Reference:          Harris v. Manning Independent School District of Manning, 245 Iowa 1295, 66 N.W.2d 438 (1954).

                                    Shackelford v. District Township of Beaver, Polk County, 203 Iowa 243, 212 N.W. 467 (1927).

                                    Burkhead v. Independent School District of Independence, 107 Iowa 29, 77 N.W. 491 (1898).

                                    Iowa Code chs. 20; 279 (2003).

 

Cross Reference:          405.2   Licensed Employee Qualifications, Recruitment, Selection

                                    405.4   Licensed Employee Continuing Contracts

                                    407      Licensed Employee Termination of Employment

 

Approved 11/1/2004                             Reviewed 11/19/2007                           Revised 06/20/2022

                                                                             12/19/2011

                                                                             12/19/2016

                                                                             06/20/2022

 

 

dawn.gibson.cm… Thu, 02/18/2021 - 09:12

405.4 - Licensed Employee Continuing Contracts

405.4 - Licensed Employee Continuing Contracts

 

Contracts entered into with licensed employees, 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 employees whose contracts will be recommended for termination by the board will receive due process as required by law.  The superintendent will make a recommendation to the board for the termination of the licensed employee's contract.

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

 

 

Legal Reference:          Ar-We-Va Community School District v. Long and Henkenius, 292 N.W.2d 402 (Iowa 1980).

                                    Bruton v. Ames Community School District, 291 N.W.2d 351 (Iowa 1980).

                                    Hartman v. Merged Area VI Community College, 270 N.W.2d 822 (Iowa 1978).

                                    Keith v. Community School District of Wilton in the Counties of Cedar and Muscatine, 262 N.W.2d 249 (Iowa 1978).

                                    Iowa Code §§ 272; 279

 

Cross Reference:          405.3   Licensed Employee Individual Contracts

                                    405.9   Licensed Employee Probationary Status

                                    407      Licensed Employee Termination of Employment

 

Approved 11/1/2004                             Reviewed 11/19/2007                           Revised 05/20/2019

                                                                             12/19/2011                                         06/20/2022

                                                                             12/19/2016

                                                                             05/20/2019

                                                                             06/20/2022

 

 

 

dawn.gibson.cm… Thu, 02/18/2021 - 09:13

405.5 - Licensed Employee Work Day

405.5 - Licensed Employee Work Day

The work day for licensed employees will begin each day of the school year at a time established by the superintendent.  Licensed employees who are employed only during the academic year will have the same work day as other licensed employees.  "Day" is defined as one work day regardless of full-time or part-time status of an employee.

Licensed employees are to be in their assigned school building during the work day.  Advance approval to be absent from the school building must be obtained from the prin