401 - Employees and Internal Relations
401 - Employees and Internal Relations dawn.gibson.cm… Thu, 02/04/2021 - 11:02401.01 - Employee Orientation
401.01 - 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:
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: 11/01/2004
Reviewed: 08/20/2007, 07/18/2011, 07/18/2016
Revised: 03/21/2022
401.02 - Equal Employment Opportunity
401.02 - Equal Employment OpportunityThe
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. If the candidate is a teacher who has an initial license from the BOEE, then the requirement for a background check may be waived. The district will perform repeat background checks on applicable employees as required by law.
Advertisements and notices for vacancies within the district will contain the following statement: "The 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.html. This inquiry or complaint to the federal office may be done instead of, or in addition to, an inquiry or complaint at the local level.
Further information and copies of the procedures for filing a complaint are available in the school district's central administrative office and the administrative office in each attendance center.
Legal Reference: 29 U.S.C. §§ 621-634.
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, 03/21/2022
Revised: 04/26/2010, 11/18/2013, 03/21/2016, 09/21/2020, 02/20/2024
401.03 - Employee Conflict of Interest
401.03 - Employee Conflict of InterestEmployees' 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: 11/01/2004
Reviewed: 08/20/2007, 07/18/2011
Revised: 09/21/2009, 11/21/2011, 07/18/2016, 03/21/2022
401.04 - Nepotism
401.04 - NepotismMore 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
401.05 - Employee Complaints
401.05 - Employee ComplaintsComplaints 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:
- Notify Supervisor.
- Complete form.
- Assigned to an Investigator.
- Investigator reports to Superintendent.
- 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
401.05E1 - Employee Complaint Form
401.05E1 - Employee Complaint FormDate 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: ____________________________________
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
City of
Cross Reference: 402.1 Release of Credit Information
403 Employees' Health and Well-Being
708 Care, Maintenance and Disposal of
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
401.6R1 - Employee Records Regulation
401.6R1 - Employee Records RegulationEmployee 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.
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:
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
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:
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
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:
Cross Reference: 401.10 Use of
906 Use of
Approved 11/1/2004 Reviewed 09/17/2007 Revised
08/15/2011
07/18/2016
03/21/2022
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:
Cross Reference: 401.9 Use of
Approved 11/1/2004 Reviewed 09/17/2007 Revised
08/15/2011
07/18/2016
03/21/2022
401.11 - Limitations to Employment References
401.11 - Limitations to Employment ReferencesThe 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
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 EmployeesApproved 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
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:
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
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
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
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:
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
401.15 - Employee Political Activity
401.15 - Employee Political ActivityEmployees 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
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
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:
Cross Reference: 219.3 Board of Directors' Member Compensation and Expenses
401.12 Travel for the Board of Education, Administrators and Certified Employees
- 401.16 Credit Cards
Approved 02/18/2008 Reviewed 08/15/2011 Revised __________
09/19/2016
03/21/2022
401.20 - Employee Expression
401.20 - Employee ExpressionThe 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