Policy 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 is known as the South Tama County Community School District. 

This school corporation is located in Tama County, and its affairs are conducted by elected school officials, the South Tama County 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. 

 

I.C. Iowa Code Description 

Iowa Code § 274.1 Legal Status 

Iowa Code § 274.6 School Districts - Names 

Iowa Code § 279.8 Directors - General Rules - Bonds of Employees 

Iowa Code § 280.12 Uniform School Requirements - School Improvement Advisory Committee Iowa Code § 594A School Corporations Cross References Code Description 

 

Approved: 6/21/22

Reviewed: 6/21/22

Revised: 6/21/22

 

Policy 101: Educational Philosophy of the School District             

As a school corporation of Iowa, the School District, acting through its board of directors, is dedicated to promoting an equal opportunity for a quality public education to its students. The board’s ability may be limited by the school district's ability and willingness to furnish financial support in cooperation with student’s parents and school district community. The board is also dedicated to providing 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 is 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. 

The Board believes that excellence in education means success for all students. It is the philosophy of the district to identify student outcomes, to organize the instructional program to help students achieve those outcomes, and to assess attainment of those outcomes. The Board believes that students must be active participants in the learning process. That students helping students is a powerful educational force. That students need to apply the knowledge and skills they are learning. That students must think globally, but act locally. And that students are responsible for learning while teachers help to make it happen. 

The Board believes that students of today are in preparation for the future and will: acquire, comprehend, and apply knowledge which will be necessary for fulfillment and achievement in life; develop and establish skills, attitudes and concepts which will enable the student to become a life-long learner, initiate and sustain relationships based on respect and a sense of mutual responsibility, adapt to and create change, and build an awareness of and confidence in self. 

The Board believes that students will use acquired skills through a variety of settings for assessment including: writing samples, observations in realistic situations, self-assessment, standardized tests, individual and group demonstrations, and teacher-made tests over content. The Board believes that students will show progress through assessment which: will be an important part of everyday learning, involves student performances that demonstrate progress toward specific goals, clearly states expectations to each student, and creates a picture of what each student knows, what each student can do, and what each student can be. 

The Board believes that students will possess knowledge, skills, and abilities in Language Arts, Science, Social Studies, Math, Reading, Fine Arts, Motor Skills, Guidance, Special Education, Vocational, and Communication. For all these areas, the teachers and administrators are working to: identify the most critical skills each child needs to acquire, identify the level at which each child learns the skills and abilities, identify the areas of knowledge essential for each child to know, create a curriculum that meets all of the State of Iowa guidelines, and create a curriculum that allows each student at STC to develop to their fullest potential. 

 

Legal Reference: Iowa Code §§ 256.11 

I.C. Iowa Code Description Iowa Code § 256.11 DE - Educational Standards 

 

Approved: 6/21/22

Reviewed: 6/21/22

Revised: 6/21/22

 

 

Policy 102: 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 Community School District does 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.  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 Samantha Peska, Equity Coordinator, 1702 Harding Street, Tama, Iowa 52339, (641)484-4811, speska@s-tama.k12.ia.us.

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

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, STC Community School District,Samantha Peska, Equity Coordinator, 1702 Harding Street, Tama, Iowa 52339, (641)484-4811, speska@s-tama.k12.ia.us.

Inquiries by students regarding compliance with equal educational opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, may also be directed in writing to the Director of the Region VII office of Civil Rights, U.S. Department of Education, 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 the 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.

 

This is a mandatory policy. 

 

  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; 280.3. 281 I.A.C. 12.

 

I.C. Iowa Code	Description
Iowa Code § 216.6	Unfair Employment Practices
Iowa Code § 216.9	Unfair/Discriminatory Practices
Iowa Code § 256.11	DE - Educational Standards
Iowa Code § 280.3	Education Program - Attendance Center Requirements

I.A.C. Iowa Administrative Code	Description
281 I.A.C. 12	General Accreditation Standards

U.S.C. - United States Code	Description
20 U.S.C. §§ 1221	Education - FERPA - General Provisions
20 U.S.C. §§ 1681	Education - Sex
20 U.S.C. §§ 1701	Education - EEO
29 U.S.C. § 206	Labor - Minimum Wage
29 U.S.C. §§ 794	Labor - Vocation Rehab Rights
42 U.S.C. § 12101	Public Health - Equal Opportunity - Disabilities
42 U.S.C. § 2000d	Public Health - Civil Rights - Federally Programs
42 U.S.C. § 2000e	Public Health - EEO Civil Rights - Definitions

C.F.R. - Code of Federal Regulations	Description
34 C.F.R. Pt. 100	Education - Nondiscrimination for Programs
34 C.F.R. Pt. 104	Education - Nondiscrimination on Basis of Handicap

Cross References

Code	Description
101	Educational Philosophy of the School District
104	Anti-Bullying/Harassment Policy
104-R(1)	Anti-Bullying/Harassment Policy - Investigation Procedures
104-E(1)	Anti-Bullying/Harassment Policy - Complaint Form
104-E(2)	Anti-Bullying/Harassment Policy - Witness Disclosure Form
104-E(3)	Anti-Bullying/Harassment Policy - Disposition of Complaint Form
401.01	Equal Employment Opportunity
502.03	Student Expression and Student Publications Code
502.03-R(1)	Student Expression and Student Publications Code - Regulation
506.01	Education Records Access
506.01-R(1)	Education Records Access - Regulation
506.01-E(1)	Education Records Access - Request of Nonparent for Examination or Copies of Education Records
506.01-E(2)	Education Records Access - Authorization for Release of Education Records
506.01-E(3)	Education Records Access - Request for Hearing on Correction of Education Records
506.01-E(4)	Education Records Access - Request for Examination of Education Records
506.01-E(5)	Education Records Access - Notification of Transfer of Education Records
506.01-E(6)	Education Records Access - Letter to Parent Regarding Receipt of a Subpoena
506.01-E(7)	Education Records Access - Juvenile Justice Agency Information Sharing Agreement
506.01-E(8)	Education Records Access - Annual Notice
603.01	Basic Instruction Program
603.04	Multicultural/Gender Fair Education
802.05	Buildings & Sites Adaptation for Persons with Disabilities

 

Approved: August 1, 2022

Reviewed:August 1, 2022

Revised: August 1, 2022

102 EH1: Equal Educational Opportunity - Annual Notice of Nondiscrimination

 

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

1) Agricultural Sciences 

2) Business 

3) Industrial Technology 

 

It is the policy of the 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 Samantha Peska, Equity Coordinator, 1702 Harding Street, Tama, IA 52339, (641) 484-4811, speska@s-tama.k12.ia.us. 

 

Approved: January 15, 2024

Reviewed: January 15, 2024

Revised: January 15, 2024

102. EH2 - Equal Educational Opportunity - Continuous Notice of Nondiscrimination

It is the policy of the 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 Samantha Peska, Equity Coordinator, 1702 Harding Street, 641-484-4811, speska@s-tama.k12.ia.us.

 

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I.C. Iowa Code	Description
Iowa Code § 216.6	Unfair Employment Practices
Iowa Code § 216.9	Unfair/Discriminatory Practices
Iowa Code § 256.11	DE - Educational Standards
Iowa Code § 280.3	Education Program - Attendance Center Requirements

I.A.C. Iowa Administrative Code	Description
281 I.A.C. 12	General Accreditation Standards

U.S.C. - United States Code	Description
20 U.S.C. §§ 1221	Education - FERPA - General Provisions
20 U.S.C. §§ 1681	Education - Sex
20 U.S.C. §§ 1701	Education - EEO
29 U.S.C. § 206	Labor - Minimum Wage
29 U.S.C. §§ 794	Labor - Vocation Rehab Rights
42 U.S.C. § 12101	Public Health - Equal Opportunity - Disabilities
42 U.S.C. § 2000d	Public Health - Civil Rights - Federally Programs
42 U.S.C. § 2000e	Public Health - EEO Civil Rights - Definitions

C.F.R. - Code of Federal Regulations	Description
34 C.F.R. Pt. 100	Education - Nondiscrimination for Programs
34 C.F.R. Pt. 104	Education - Nondiscrimination on Basis of Handicap

Cross References

Code	Description
101	Educational Philosophy of the School District
104	Anti-Bullying/Harassment Policy
104-R(1)	Anti-Bullying/Harassment Policy - Investigation Procedures
104-E(1)	Anti-Bullying/Harassment Policy - Complaint Form
104-E(2)	Anti-Bullying/Harassment Policy - Witness Disclosure Form
104-E(3)	Anti-Bullying/Harassment Policy - Disposition of Complaint Form
401.01	Equal Employment Opportunity
502.03	Student Expression and Student Publications Code
502.03-R(1)	Student Expression and Student Publications Code - Regulation
506.01	Education Records Access
506.01-R(1)	Education Records Access - Regulation
506.01-E(1)	Education Records Access - Request of Nonparent for Examination or Copies of Education Records
506.01-E(2)	Education Records Access - Authorization for Release of Education Records
506.01-E(3)	Education Records Access - Request for Hearing on Correction of Education Records
506.01-E(4)	Education Records Access - Request for Examination of Education Records
506.01-E(5)	Education Records Access - Notification of Transfer of Education Records
506.01-E(6)	Education Records Access - Letter to Parent Regarding Receipt of a Subpoena
506.01-E(7)	Education Records Access - Juvenile Justice Agency Information Sharing Agreement
506.01-E(8)	Education Records Access - Annual Notice
603.01	Basic Instruction Program
603.04	Multicultural/Gender Fair Education
802.05	Buildings & Sites Adaptation for Persons with Disabilities

 

Approved: August 1, 2022

Reviewed: August 1, 2022

Revised: August 1, 2022

102 EH3 - Equal Educational Opportunity - Notice of Section 504 Student and Parental Rights

The 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 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 Samantha Peska, Equity Coordinator, 1702 Harding Street, Tama, IA 52339, (641) 484-4811, speska@s-tama.k12.ia.us

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I.C. Iowa Code	Description
Iowa Code § 216.6	Unfair Employment Practices
Iowa Code § 216.9	Unfair/Discriminatory Practices
Iowa Code § 256.11	DE - Educational Standards
Iowa Code § 280.3	Education Program - Attendance Center Requirements

I.A.C. Iowa Administrative Code	Description
281 I.A.C. 12	General Accreditation Standards

U.S.C. - United States Code	Description
20 U.S.C. §§ 1221	Education - FERPA - General Provisions
20 U.S.C. §§ 1681	Education - Sex
20 U.S.C. §§ 1701	Education - EEO
29 U.S.C. § 206	Labor - Minimum Wage
29 U.S.C. §§ 794	Labor - Vocation Rehab Rights
42 U.S.C. § 12101	Public Health - Equal Opportunity - Disabilities
42 U.S.C. § 2000d	Public Health - Civil Rights - Federally Programs
42 U.S.C. § 2000e	Public Health - EEO Civil Rights - Definitions

C.F.R. - Code of Federal Regulations	Description
34 C.F.R. Pt. 100	Education - Nondiscrimination for Programs
34 C.F.R. Pt. 104	Education - Nondiscrimination on Basis of Handicap

Cross References

Code	Description
101	Educational Philosophy of the School District
104	Anti-Bullying/Harassment Policy
104-R(1)	Anti-Bullying/Harassment Policy - Investigation Procedures
104-E(1)	Anti-Bullying/Harassment Policy - Complaint Form
104-E(2)	Anti-Bullying/Harassment Policy - Witness Disclosure Form
104-E(3)	Anti-Bullying/Harassment Policy - Disposition of Complaint Form
401.01	Equal Employment Opportunity
502.03	Student Expression and Student Publications Code
502.03-R(1)	Student Expression and Student Publications Code - Regulation
506.01	Education Records Access
506.01-R(1)	Education Records Access - Regulation
506.01-E(1)	Education Records Access - Request of Nonparent for Examination or Copies of Education Records
506.01-E(2)	Education Records Access - Authorization for Release of Education Records
506.01-E(3)	Education Records Access - Request for Hearing on Correction of Education Records
506.01-E(4)	Education Records Access - Request for Examination of Education Records
506.01-E(5)	Education Records Access - Notification of Transfer of Education Records
506.01-E(6)	Education Records Access - Letter to Parent Regarding Receipt of a Subpoena
506.01-E(7)	Education Records Access - Juvenile Justice Agency Information Sharing Agreement
506.01-E(8)	Education Records Access - Annual Notice
603.01	Basic Instruction Program
603.04	Multicultural/Gender Fair Education
802.05	Buildings & Sites Adaptation for Persons with Disabilities

 

Approved: August 1, 2022

Reviewed: August 1, 2022

Revised: August 1, 2022

102 R1- Equal Education Opportunity - Grievance Procedures

It is the policy of the 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,Samantha Peska, Equity Coordinator, 1702 Harding Street, 641-484-4811, speska@s-tama.k12.ia.us.

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

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

 

Filing a Complaint

A Complainant who wishes to avail himself/herself of this 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 shall be filed within 180 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) shall 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 shall notify his or her parent(s)/guardian(s) that they may attend investigatory meetings in which the Complainant is involved. The complaint and identity of the Complainant, Respondent, or witnesses will only be disclosed as reasonably necessary in connection with the investigation or as required by law or policy. The investigation may include, but is not limited to the following: 

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

• A request for the individual named in the complaint 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 60 working days, the equity coordinator shall complete the investigation and issue a report with respect to the findings. 

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

Decision and Appeal

The complaint is closed after the equity coordinator has issued the report, unless within 10 working days after receiving the decision, either party appeals the decision to the superintendent by making a written request detailing why he/she believes the decision should be reconsidered. The equity coordinator shall promptly forward all materials relative to the complaint and appeal to the superintendent. Within 30 working days, the superintendent shall affirm, reverse, amend the decision, or direct the equity coordinator to gather additional information. The superintendent shall notify the Complainant, Respondent, and the equity coordinator of the decision within 5 working days of the decision. Notification shall be by U.S. mail, first class. 

 

The decision of the superintendent shall be final. 

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

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

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

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

 

 

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I.C. Iowa Code	Description
Iowa Code § 216.6	Unfair Employment Practices
Iowa Code § 216.9	Unfair/Discriminatory Practices
Iowa Code § 256.11	DE - Educational Standards
Iowa Code § 280.3	Education Program - Attendance Center Requirements

I.A.C. Iowa Administrative Code	Description
281 I.A.C. 12	General Accreditation Standards

U.S.C. - United States Code	Description
20 U.S.C. §§ 1221	Education - FERPA - General Provisions
20 U.S.C. §§ 1681	Education - Sex
20 U.S.C. §§ 1701	Education - EEO
29 U.S.C. § 206	Labor - Minimum Wage
29 U.S.C. §§ 794	Labor - Vocation Rehab Rights
42 U.S.C. § 12101	Public Health - Equal Opportunity - Disabilities
42 U.S.C. § 2000d	Public Health - Civil Rights - Federally Programs
42 U.S.C. § 2000e	Public Health - EEO Civil Rights - Definitions

C.F.R. - Code of Federal Regulations	Description
34 C.F.R. Pt. 100	Education - Nondiscrimination for Programs
34 C.F.R. Pt. 104	Education - Nondiscrimination on Basis of Handicap

Cross References

Code	Description
101	Educational Philosophy of the School District
104	Anti-Bullying/Harassment Policy
104-R(1)	Anti-Bullying/Harassment Policy - Investigation Procedures
104-E(1)	Anti-Bullying/Harassment Policy - Complaint Form
104-E(2)	Anti-Bullying/Harassment Policy - Witness Disclosure Form
104-E(3)	Anti-Bullying/Harassment Policy - Disposition of Complaint Form
401.01	Equal Employment Opportunity
502.03	Student Expression and Student Publications Code
502.03-R(1)	Student Expression and Student Publications Code - Regulation
506.01	Education Records Access
506.01-R(1)	Education Records Access - Regulation
506.01-E(1)	Education Records Access - Request of Nonparent for Examination or Copies of Education Records
506.01-E(2)	Education Records Access - Authorization for Release of Education Records
506.01-E(3)	Education Records Access - Request for Hearing on Correction of Education Records
506.01-E(4)	Education Records Access - Request for Examination of Education Records
506.01-E(5)	Education Records Access - Notification of Transfer of Education Records
506.01-E(6)	Education Records Access - Letter to Parent Regarding Receipt of a Subpoena
506.01-E(7)	Education Records Access - Juvenile Justice Agency Information Sharing Agreement
506.01-E(8)	Education Records Access - Annual Notice
603.01	Basic Instruction Program
603.04	Multicultural/Gender Fair Education
802.05	Buildings & Sites Adaptation for Persons with Disabilities

 

Approved: August 1, 2022

Reviewed: August 1, 2022

Revised: August 1, 2022

103.00  - Long Range Needs Assessment

Long-range needs assessment enables the school district to analyze assessment data, get feedback from the community about its expectation of students and determine 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. 

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.

South Tama County will utilize our School Improvement Advisory Council as our primary source of collaboration with community members and staff to assist with the prioritization of school district needs and programs.  Furthermore, the use of surveys will assist in the process of gathering feedback as needed from the community as well as the staff.  The staff will place an emphasis on using the annual Iowa Performance Profile and our work associated with the Every Student Succeeds Act to further guide our work.

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

 

Legal Reference:

Iowa Code §§ 21; 256.7; 280.12. 281 I.A.C. 12.8(1)(b).

 

I.C. Iowa Code	Description
Iowa Code § 21	Open Meetings
Iowa Code § 256.7	DE - Duties of State Board
Iowa Code § 280.12	Uniform School Requirements - School Improvement Advisory Committee

I.A.C. Iowa Administrative Code	Description
281 I.A.C. 12.8	General Accreditation Standards - Student Achievement

Cross References

Code	Description
101	Educational Philosophy of the School District
200.03	Responsibilities of the Board of Directors
208	Ad Hoc Committees
208-E(1)	Ad Hoc Committees - Exhibit
602.01	Curriculum Development
602.02	Curriculum Implementation
602.03	Curriculum Evaluation
603.01	Basic Instruction Program
606.06	Insufficient Classroom Space
801.01	Buildings & Sites Long Range Planning
801.02	Buildings & Sites Surveys

 

Approved: February 6, 2023

Reviewed: February 6, 2023

Revised: February 6, 2023

Policy 104 - Anti-Bullying/Harassment Policy 

 

The South Tama County 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 shall 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. Complaints will be investigated within a reasonable time frame. 

 

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 shall 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 shall 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 shall 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. 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 web site,

 

 

Legal Reference: 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; 280.28; 280.3. 

281 I.A.C. 12.3(6). 

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

 

Case Law References Description

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

 

Cross References Description

102 Equal Educational Opportunity -

 

 

Approved: August 7, 2023

Reviewed: August 7, 2023

Revised: August 7, 2023

 

Policy 104-E(1): Anti-Bullying/Harassment Policy

 

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 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:__________________________

 

 

Case Law References Description

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

 

 

 

Approved: April 3, 2023

Reviewed: April 3, 2023

Revised: April 3, 2023

 

Policy 104-E(2): Anti-Bullying/Harassment Policy

 

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:__________________________

 

 

Case Law References Description

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

 

Approved: April 3, 2023

Reviewed: April 3, 2023

Revised: April 3, 2023

 

Policy 104-E(3): Anti-Bullying/Harassment Policy

 

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:__________________________

 

 

Case Law References Description

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

 

 

Approved: April 3, 2023

Reviewed: April 3, 2023

Revised: April 3, 2023

 

Policy 104-R(1): Anti-Bullying/Harassment Policy - Investigation Procedures 

 

Filing a Complaint

An individual who believes that the individual has been harassed or bullied may file a complaint with the

superintendent or superintendent’s designee. The complaint form is available here. An alternate investigator will be designated in the event it is claimed that the superintendent or superintendent’s designee committed the alleged bullying or harassment or some other conflict of interest exists. Complaints shall be filed within [state number of days - 180] 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 shall 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 Director of Student Services, Samantha Peska (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 shall 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 shall issue a report with respect to the findings, and provide a copy of the report to the appropriate building principal or Superintendent if the investigation involves 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 shall 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, shall 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 shall be disciplined by appropriate measures, which may include suspension and expulsion. If after an investigation a school employee is found to be in violation of this policy, the employee shall be disciplined by appropriate measures, which may include termination. If after an investigation a school volunteer is found to be in violation of this policy, the volunteer shall be subject to appropriate measures, which may include exclusion from school grounds.

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 shall any person who is found to have retaliated against another in violation of this policy. Any student found to have retaliated in violation of this policy shall be subject to measures up to, and including, suspension and expulsion. Any school employee found to have retaliated in violation of this policy shall be subject to measures up to, and including, termination of employment. Any school volunteer found to have retaliated in violation of this policy shall be subject to measures up to, and including, exclusion from school grounds. 

 

Case Law References Description

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

 

Approved: August 7, 2023

Reviewed: August 7, 2023

Revised: August 7, 2023

The Board of Directors is responsible to the people and, therefore, should attempt to reflect the opinion of the community.  However, members of the Board of Directors may need to look to the future more than other citizens.  The results of many of the decisions and actions of the Board of Directors may not be realized at once, but set the course of education for future years.  The Board of Directors shall fearlessly support those educational philosophies and procedures needed to promote an adequate education for this community based upon the needs of the pupil population. 

 

 

(April 23, 1980; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

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 district and the children of my community in the best possible way.
5. I will not use the schools or any part of the school 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 educational 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 all decisions made for the best interests of the children and the schools.
12. I will insist that all members of the board participate fully in board action, and recommend that when special committees are appointed, they serve only in an investigating 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 upon them in the best interests of the schools.
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 being the school board meeting.
16. I will endeavor to keep informed on all local, state, and national education developments of significance so that I may become a better school board member.

 

IN MEETING MY RESPONSIBILITY TO MY COMMUNITY

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

 

IN MY RELATIONSHIP WITH SUPERINTENDENT AND STAFF

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 that the schools are properly run – not to run them myself.
3. I will expect the schools to be administered by the best-trained technical and professional people it is possible to procure.
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 school board adequately informed through oral and written reports.
7. I will vote to employ personnel only after the recommendation of the Superintendent has been received.
8. I will insist that contracts be equally binding on the teacher and the school board.
9. I will give the Superintendent power commensurate with his responsibility and will not in any way interfere with or seek to undermine, his/her 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 help to employ a superintendent, principal, or teacher who is already under contract with another school without first securing assurance from the proper authority that the person can be released from contract.
2. I will consider it unethical to bid for the services of a teacher or pursue any procedure calculated to embarrass a neighboring board or superintendent.
3. I will not recommend a teacher for a position in another school unless I would employ said teacher under similar circumstances.
4. I will answer all inquiries about the standing and ability of a teacher to the best of my knowledge and judgment, with complete frankness, being careful not to over praise nor to be unduly critical.
5. I will associate myself with school board members of other districts, both personally and in conferences, for the purpose of discussing school problems and cooperating in the improvement of public school conditions.

 

 

 (November 17, 1986; September 18, 1989; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

Policy 200.04: Board Member Social 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

 

Approved: August 7, 2023

Reviewed: ugust 7, 2023

Revised: ugust 7, 2023

This school district is organized and known as The Community School District of South Tama County, located in the counties of Tama and Poweshiek.

 

 

 (April 23, 1980; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

The legal basis for education in the Community School District of South Tama County is vested in the will of the people as expressed in The Constitution of Iowa, The Statutes of Iowa, and The Rules of the Department of Education and in related interpretations by State and Federal Court Decisions, Opinions of the Attorney General, and administrative decisions made clearly applicable to the District.

 

 

 (April 23, 1980; September 18, 1989; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

The board, acting on behalf of the school district, will have jurisdiction over school matters within the territory of the school district.

The board is organized for the purpose of setting policy and providing general direction for 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.

Because all powers of the board derived from the state statutes are granted in terms of action as a group, individual board members exercise authority over district affairs only as they vote to take action at a legal meeting of the board.  In other instances, an individual board member, including the president, will have power only when the board, by vote, has delegated authority.  The board will make its members, the district staff, and the public aware that only the board acting as a whole has authority to take official action.  Therefore, the board may transact business only with a quorum present during a regular or special meeting. 

Pursuant to the state statutes, any board member shall not seek individually to influence the official functions of the district.  The board and its members will deal with administrative services through the superintendent and will not give orders to any subordinates of the superintendent either publicly or privately, but may make suggestions and recommendations.

 

 

(April 23, 1980, September 20, 2010; November 15, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

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

As a representative of the citizens of the school district community, the board is responsible for legislating policy for the 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 and goals for the school district.

The duties and obligations of an individual member of the Board of Directors are:

1. To become familiar with the School Laws of Iowa, The School Rules of Iowa, the Regulations of the Department of Education, and the Policies, Rules, and Regulations of the District.
2. To have a general knowledge of educational aims and objectives of the District.
3. Insist that all members of the board participate fully in board action, and recommend that when special committees are appointed, they serve only in an investigating and advisory capacity.
4. To vote and act at meetings of the Board of Directors impartially for the good of the District.
5. Abide by majority decisions of the board.
6. Respect the opinion of others.
7. To refer complaints to proper District authorities and to abstain from individual counsel and action.

 

 

(April 23, 1980; September 18, 1991; June 15, 1992; September 20, 2010; November 15, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

The regular school election shall be held on the first Tuesday after the first Monday in November in odd-numbered years.  Each school election is used to elect citizens to the Board of Directors to maintain a 5 member board and for the purpose of submitting to the voters any matter authorized by law.

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, eighteen (18) years of age or older, an eligible elector of the district, and free from a financial conflict of interest with the position.

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, consistent with the deadlines provided in Iowa law.  If a vacancy occurs on the board it may be filled by appointment or by a special election consistent with Iowa law.

All elections will be held as provided in Iowa law. It is the responsibility of the county commissioner of elections to conduct school elections.

 

 

(April 23, 1980; September 18, 1989; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

Board members elected for a full term at a regularly scheduled school election in September of odd-numbered years serve for four years.  Board members appointed to fill a vacant position will serve until the next scheduled school election.  A board member elected to fill a vacancy will serve out the unexpired term.

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.

 

 

(April 23, 1980; July 18, 2008; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

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 is 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 will take the oath of office within ten days of the appointment or election.

Board members elected to offices of the board will 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 is 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 is 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                                  (naming the district) as now and hereafter required by law?”

 

 

(April 23, 1980, December 21, 1987; September 20, 2010; November 15, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

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

If a vacancy occurs prior to the expiration of a term of office, the vacancy will be filled by board appointment within 30 days of the vacancy and consistent with the requirements of Iowa law.  The newly-appointed board member will hold the position until the next scheduled school election.  At that time the appointed board member may run for a three year term, if one is available, or run for the remainder of the unexpired term.

If the board is unable to fill a vacancy by appointment within 30 days after the vacancy occurs, the board secretary will call a special election to be held consistent with the requirements of Iowa law.  A board member elected at the special election will serve the remaining portion of the unexpired term.

 

 

 (April 23, 1980; July 19, 1993; September 20, 2010; November 15, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

It is 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 is elected by a majority vote at the organizational meeting in odd-numbered years, or at the annual meeting in even-numbered years, to serve a one year term of office. A member may be elected to successive one-year terms as president.

The president, in addition to presiding at the board meetings, will take an active role in board decisions by discussing and voting on each motion before the board in the same manner as other board members.  Before making or seconding a motion, the board president will 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 will consult with the superintendent on the development of the agenda for the meeting.

The board president, as the chief officer of the school district, will sign employment contracts and sign other contracts and school district warrants approved by the board.  The board president will appear on behalf of the school corporation in causes of action involving the school district, unless the board president must appear individually as a party, in which case, this duty shall be performed by the board secretary.

 

 

(April 23, 1980; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

The vice-president shall serve in the absence of the president and shall perform such other duties as may be assigned by the president or by the board.  If the board president is unable or unwilling to carry out the duties required, it is 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 will serve as president for the balance of the president’s term of office, and a new vice-president will be elected.

The vice-president of the board is elected by a majority vote at the organizational meeting in odd-numbered years, or at the annual meeting in even-numbered years, to serve a one year term of office.  A member may be elected to successive one-year terms as vice-president.

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 will take an active role in board decisions by discussing and voting on matters before the board in the same manner as other board members.

 

 

(April 23,1980; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

It shall be the responsibility of the board to annually appoint a board secretary-treasurer.

A board 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 board to evaluate the board secretary-treasurer annually.

It is the responsibility of the board 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 board secretary-treasurer will also be responsible for filing the required reports with the Iowa Department of Education.

It is the responsibility of the board secretary-treasurer to oversee the investment portfolio, to receive funds of the school district, to pay out the funds for expenses approved by the board, to maintain accurate accounting records for each fund, to report monthly regarding the investment portfolio and the status of each fund and to file required reports with the appropriate state agencies and other entities.  It will also be the responsibility of the secretary-treasurer to coordinate the financial records, the financial reports, the cash flow needs and the investment portfolio of the school district.

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

 

 

(April 23, 1980; December 19, 1988; September 18, 1989; September 17, 2001; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

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, evaluative, 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; 68B; 69; 277.28; 279.7A, 279.8, 301.28.

 

Approved: December 18, 2023

Reviewed: December 18, 2023

Revised: December 18, 2023

 

Board members may receive a gift on behalf of the school district.  Board members shall not, either directly or indirectly, solicit, accept or receive any gift, series of gifts or an honorarium unless the giver does not meet the definition of a “restricted donor” as outlined in Iowa law or the gift does not meet the definition of “gift” or “honorarium” as outlined in Iowa law.

Board members may receive nonmonetary gifts of a value less than $3.00 if the donor does not intend to influence the board member’s professional judgment.

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

 

 

(November 16, 1992; September 19, 1994; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

Board members will 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 will act in good faith.

The District believes that it has an obligation to protect the Board of Directors while acting within their official capacity or on a committee established by the Board.  The District will 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 will not save harmless or indemnify board members for punitive damages.

 

 

 (June 23, 1986; September 18, 1989; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

The policy-making authority of the Community School District of South Tama County rests with the Board of Directors.  The board shall develop and maintain a policy manual that provides a codification of its policy actions.  Board policy provides the general direction as to what the board wishes to accomplish and why it wishes to accomplish it while allowing the superintendent to implement board policy.  Policies shall be reviewed on a regular basis to ensure relevance to current practices and compliance with the law.

The primary responsibility for proposing board policies rests with the Superintendent.  However, policies may be proposed by any member of the Board of Directors, by school personnel, or by any citizen or group of citizens in the District.

Policy proposal shall be submitted in writing to the Board of Directors, through the Superintendent, prior to a regularly-scheduled meeting.  Final action on new policies or amended policies shall be taken no earlier than the next regular meeting following the one at which the proposal is made.

The Superintendent and a designated Board member shall review the policies in accordance with board policy and make any suggestions in writing for new policies or changes at any work session.

 

 

 (April 23, 1980; September 18, 1989; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

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

The written policy statements adopted by the board provide guidelines and goals to the citizens, administration, staff, and students in the school district community.  The policy statements shall be the basis for the information of regulations by the administration.  The board shall determine the effectiveness of the policy statements by evaluating periodic reports from the administration in the area of the policy statement.

Policy statements may be proposed by a member of the board, administration, school district personnel, students, or any other member of the district community.  Proposed policy statements or ideas must be submitted to the board through the office of the superintendent in order to be placed on the agenda of a school board meeting.  It shall be the responsibility of the superintendent to bring these proposals to the attention of the board. 

 

 

(April 17, 1989; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

The board shall give notice of proposed policy changes or adoption of new policies by placing the item on the agenda of two board meetings.  The proposed policy changes shall be distributed, and public comments may be allowed, at both meetings prior to final board action.  However, if the motion to approve a policy is passed with the stipulation that the second reading is waived, the motion will become effective when passed in one meeting.  Dispensing of the second reading of a policy will result only when there is a stated emergency (as determined by the Board), or because the policy change or adoption is considered routine.

The final action taken to adopt the proposed policy shall be approved by a simple majority vote of the board at two separate board meetings, except when the second reading is waived according to the above procedure.  The policy will be effective on the later of the date of passage or the date stated in the motion.

The superintendent will notify all employees whenever revisions, additions or amendments are made. This notice procedure shall be required except for emergency situations, which shall be determined solely by the Board.

 

 

(April 17, 1989; June 15, 1992; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

The Board may suspend or waive an established policy for a particular instance without rescinding policy.  Reasons for suspension or waiver of board policy will be documented in board minutes.

 

 

(June 15, 1992; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

A board policy manual is available electronically.  Persons wishing to inspect 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 Superintendent’s secretary to ensure that copies of new and revised policy statements are made available consistent with this policy within ten working days of the change or addition to the manual.  Copies of changes in board policy shall also be attached to the minutes of the meeting at which the final action was taken to adopt the new or changed policy.

It shall be the responsibility of each board member, during their term of office, to keep the manual up-to-date and to surrender the manual to the board secretary at the conclusion of their term of office. 

 

 

(April 17, 1989; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

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

It is the responsibility of the Superintendent to inform the Board of the situation and the action taken and to document the action taken when necessary.  If needed, the Superintendent shall draft a policy recommendation if deemed appropriate.

 

 

 (April 17, 1989; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

The Board shall, at least once every three years, review the policy statements in the board policy manual.  For all policies being reviewed, the Board shall follow the procedures outlined in board policy relating to adoption of policy.  Once the policy has been reviewed, even if no changes were made, a notation of the date of review shall be made in the policy manual.

It is the responsibility of the Superintendent to keep the Board informed as to legal changes at both the federal and state levels.  The Superintendent will 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.

 

 

(April 17, 1989; June 15, 1992; June 17, 1995; May 18, 1998; September 20, 2010; June 18, 2013, June 20, 2016, March 4, 2019)

 

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

It shall be the responsibility of the Superintendent to develop administrative regulations, where necessary, to implement the board policies.  All regulations will be provided to the Board at a regular board meeting under “Correspondence” prior to their use in the school district.

Once the regulations have been submitted to the Board, they shall become effective unless a board member requests the regulation as an agenda item for the next regularly scheduled meeting.

 

 

(April 17, 1989; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

The Board of Directors may authorize such special committees as are deemed necessary.  A special committee shall be dissolved when its report is considered by the Board of Directors or as otherwise determined by the Board.

If the Board creates or appoints a committee, the Board and the committee will strive to follow all applicable federal and state laws.  The Board and the committee will strive to follow state open meetings and public records requirements.

In no case shall a committee constitute a quorum of the Board of Directors.

 

 

(April 23, 1980; August 16, 1993; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

In accordance with Code of Iowa Section 280.12, the Superintendent shall convene an advisory committee comprised of representatives of the school district community and the school district.  The advisory committee shall make recommendations for the goals and objectives of the education program.

The Board shall ultimately establish the short-term and long-term goals and objectives.  These goals and objectives shall take into account the recommendations of the advisory committee, from recommendations from the superintendent, and the changes in law.  The Board will require that an annual report be developed regarding the goals and objectives of the education program.

 

 

 (June 15, 1992; September. 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

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 are ad hoc committees.

An ad hoc committee may be formed by board resolution which will 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 will 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 method for selection of committee members will 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 will consider the various viewpoints on the issue.  The Board may designate a board member and/or the superintendent to serve on an ad hoc committee.  The committee will select its own chairperson, unless the board designates otherwise.

 

 

(March 4, 2019)

 

It is 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 board may appoint legal counsel at its annual meeting.

The superintendent will have the authority to contact the board’s legal counsel on behalf of the board when the superintendent believes 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.  Board members may contact legal counsel upon approval of a majority of the board.  It is 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.

The board’s legal counsel will attend both regular and special school board meetings upon the request of the board or the superintendent. 

It is 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.

 

 

(April 23, 1980; November 21, 1988, September 20, 2010; November 15, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

Each year after August 31 and prior to the organizational meeting of the board in election 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 and transact such other business as may properly come before it.  As part of the annual reports, the treasurer will present affidavits from depository banks.  The board may also appoint the board’s legal counsel at the annual meeting.

 

 

 (April 23, 1980; June 15, 1992; September 17, 2001; September 20, 2010; February 21, 2011; June 18, 2012, June 20, 2016, March 4, 2019)

 

The board will hold its organizational meeting annually at the first regular meeting following the canvass of votes in odd-numbered years.  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 who will hold office for one year.  Once elected, the president will be entitled to vote on all matters before the board.

 

 

(March 4, 2019)

 

The regular meeting time and date will be set by the Board of Directors at its annual or organizational meeting.  In general, the regular meetings will occur on the third Monday of each month at 5:00 P.M. unless otherwise specified by law or changed by the Board. 

The public shall be notified of all Board Meetings consistent with Iowa law and board policy.  Meetings will be held in the meeting place officially designated by the board, which will be accessible to the public. 

 

 

(October 13, 1980; June 18, 1987; December 16, 1991; September 20, 2010; November 15, 2010; June 18, 2012, June 20, 2016, March 4, 2019, March 16, 2020)

 

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 Board of Directors, or called by the President, the Superintendent, or the Secretary upon the written request of a majority of the members of the Board of Directors.  Any request to call a special meeting may be made by oral, electronic, or written notice and must specify the purpose, time, and place of the meeting and be delivered to each member (attendance at said special meeting shall be waiver of notice).

Should a special meeting be called, public notice will be given.  If the special meeting called is an emergency meeting and the Board cannot give public notice in its usual manner, the Board will give public notice of the meeting as soon as practical and possible in light of the situation.  Emergency meetings will only be held when an issue cannot wait twenty-four hours necessary for a special meeting.  The reason for the emergency meeting and why notice in its usual manner could not be given will 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 will strictly adhere to the agenda for the special meeting and action on other issues will be reserved for the next regular or special board meeting.

 

 

(April 23, 1980; June 15, 1992; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

Public hearings may be held on school district matters at the discretion of the board.  Public notice of a public hearing will be in the same manner as for a board meeting except that the notice will 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 will 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 will be asked to leave.

The board may take action on the subject at the public hearing, after all presentations have been made, or at a later meeting.

 

 

(March 4, 2019)

 

The Board may use work sessions as a method to review or study information.  In general, work sessions are scheduled for the first Monday of each month except that July and August work sessions may be canceled if no need is pressing.  Due to Labor Day, there is no work session scheduled for September.  These work sessions are open to the public (except negotiations strategy) and the following conditions shall be fulfilled:

1. Notice to the Public
          
   (a)  Included on the agenda of a regular or special meeting.
                                                   -OR-
   (b)  A separate notice of the work session is posted stating the time, location, date and reason for the work session.

2. Record of the meeting

   (a) 

   A record of the meeting will be kept, stating:  time the meeting started, who was present, topic discussed and time the meeting ended.
   (b)  At the nest regular board meeting, when the minutes for the previous meetings are approved, the record of the work session will be entered into the official board minutes.

3. Open Meetings Law

   (a) 

   The work session shall be in full compliance of Iowa’s Open Meetings Law.

4.          Public Comment

The Board may hear comments from the public at or near the beginning of work sessions.  The Board President shall have the authority to end public comments at any time or limit the amount of time allocated to individuals.  The Board welcomes the opportunity to listen to comments from citizens, but is not able to take action on issue raised by citizens in a work session, and Board members do not intend to make an immediate response.

 

 

(June 23, 1986; October 21, 1991; June 15, 1992; June 16, 1997; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

Generally, board meetings will be open meetings, unless a closed session or exempt meeting is provided for by law.  The board will hold a closed session or exempt meeting only when a closed session or exempt meeting is permitted under Iowa.

Closed sessions take place as part of an open meeting.  The item for discussion in the closed session will be listed as part of the tentative agenda on the public notice.  The motion for a closed session, stating the purpose for the closed session, will 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.  Final action on matters discussed in the closed session will be taken in an open meeting except as otherwise permitted under the law. 

Except for negotiation strategy meetings, detailed minutes will be kept of all discussion, persons present, and action occurring during a closed session with the minutes of a regular open meeting showing the date, time and place of the closed meeting, the members present, and action, if any, taken following the closed session and the vote recorded on that action.  Except for negotiation strategy meetings, a tape recording for each closed session will be made.  Both the minutes and taped record of a closed session will be stored for at least one (1) year from the date of the closed meeting except as otherwise required under Iowa law.

The detailed minutes and tape recording will be sealed and will not be public records open to public inspection.  The minutes and tape recording will only be available to board members or opened upon court 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.

 

 

(June 15, 1992; September 20, 201; June 18, 2012, June 20, 2016, March 4, 2019)

 

Generally, board meetings will be open meetings, unless a closed session or exempt meeting is provided for by law.  The board will hold a closed session or exempt meeting only when a closed session or exempt meeting is permitted under Iowa.

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.  The board may also hold an exempt session for the reasons outlined in Iowa law.

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 taping the gathering or taking minutes, and be held without a vote or motion.

 

 

(March 4, 2019)

 

The Board shall keep the members of the school district community informed about the actions taken at board meetings.  The proceedings of each open board meeting shall be submitted to a newspaper designated as a newspaper for official publication within two weeks of the date of the meeting.  The Board shall designate the newspaper for official publication during its annual meeting.  If not otherwise designated, it shall be the Tama-Toledo News Chronicle.

It shall be the responsibility of the board secretary to publish in concert with this policy. 

 

(December 21, 1987; September 18, 1989; June 15, 1992; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019, June 15, 2020)

 

A majority of the Board of Directors shall constitute a quorum for the transaction of business.  Unless specified otherwise by law, a majority vote of those members present shall be necessary and sufficient to pass any motion or to take any action of the Board of Directors.

A meeting shall be adjourned by a majority vote of members present.  A meeting shall also be considered adjourned in the absence of a quorum. 

 

 

(December 21, 1987; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

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.

The board will 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.

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

The Board shall adhere to the following rules, which are consistent with Robert’s Rules of order:

1. Board members may speak while seated without being recognized by the presiding officer.
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. Informal discussion of a subject is permitted while no motion is pending.
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 may speak on any agenda item at the time that item is present for board discussion prior to that discussion, provided they have indicated a desire to do so on a sign-in sheet provided at the entrance to the board meeting room.
9. If an agenda item is discussed, and a majority of the board members present wishes to have additional information from the public, the board has the right to ask any person or persons for that information.
10. If an agenda item is discussed, and the board president wishes to have additional information from the public, the board president has the right to ask any person or persons for that information.
11. The board president has the authority to declare a recess at any time for the purpose of restoring decorum to the meeting.
12. The presiding officer may speak in discussion, make and second motions, and vote on all questions without rising or leaving the chair.

The Board shall further adhere the following rules:

1. Motions before the Board:

• Any person not a member of the Board attempting to discuss any motion pending before the Board is out of order unless the presiding officer calls for discussion from the staff or audience, or unless the Board votes to hear such discussion.
• The Board shall receive reports and/or presentations, if applicable, from designated members of the staff prior to opening the floor to discussion.
• All motions may be made or seconded by any member of the Board.
• All motions shall be seconded before being considered for action by the board.

2. Postponement of Action:

• When less than the full Board is present at any meeting, any member, absent or present, who feels that any item to be presented should have attention of the full Board, may request that consideration of the item be postponed.  It will be the policy of the Board to determine the merit of postponement of each item by a consensus of the membership. 

 

 

(June 15, 1992; September 20, 2010; November 15, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

The tentative agenda for each board meeting will state the topics for discussion and action at the board meeting.  The superintendent and/or board president shall include the tentative agenda in the public notice of the meeting as required by law. The tentative agenda for a special meeting shall accompany the required notice for that meeting. 

The superintendent and/or board president shall be responsible for preparing a tentative agenda.  The superintendent and/or board president shall submit to the board, for its consideration, at least two days before a regular meeting, the tentative agenda.  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.

The agenda for each meeting shall be adopted by a majority vote of members of the Board of Directors present at the meeting.  An addition to the agenda, with less than twenty-four hours notice to the public, must be approved by a majority vote of members of the Board of Directors present at the meeting and the nature of the good cause justifying the addition shall be stated in the minutes.

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.

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.  Such agenda items might include ministerial tasks such as, but not limited to, the approval of the agenda, 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.

The superintendent in consultation with the board president 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.

 

 

(December 21, 1987, September 20, 2010; November 15, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

Regular Meetings

The order of business at all regular meetings insofar as practicable, except as otherwise directed by the Board President when not objected to or by the majority vote of members of the Board of Directors present, shall be as follows:

1. Call to Order
2. Roll Call and Declaration of Quorum
3. Adoption of Agenda
4. Approval of the Minutes of Previous Meetings, Work Session, Bills, Financial Statements.
5. Action Items
   (A)
   (B)
   (C)
6. Routine Action Items (May be referred to discussion)
7. Public Comment
   The Board will hear comments from the public during Regular Meetings.  Each person speaking will only be allowed to speak for a specified period of time during public comment.  The Board welcomes the opportunity to listen to comments from citizens, but is not able to take action on issues raised by citizens in public comments, and Board members do not intend to make an immediate response.
8. Discussion Items
   (A)
   (B)
   (C)
9. Old and/or New Business
   Correspondence
10. Superintendent’s Report
11. Adjournment

Special Meetings

The order of business at all special meetings insofar as practicable, except as otherwise directed by the President when not objected to or by the majority vote of members of the Board of Directors present, shall be as follows:

1. Call to Order
2. Roll Call and Declaration of Quorum
3. Adoption of Agenda
4. Purpose(s) of Meeting
5. Announcements
6. Adjournment

 

 

(April 23, 1980; June 23, 1986; December 17, 1990; October 21, 1991; June 15, 1992; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

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 received by the board.  These records shall be created and preserved in accordance with state law and board policy relating to “School District Records.”

It shall be the responsibility of the board secretary to keep a complete and accurate set of minutes of the school board meetings.  The minutes of each meeting shall include as a minimum the following items:  a record of date, time, place, members present, action taken, information sufficient to indicate the votes of each member present, with financial records of receipts and expenditures attached.  The vote of each member present shall be public at the open session.

Minutes waiting approval at the next board meeting will be available for inspection after the board secretary transcribes the notes and has made them available to board members. 

 

 

(April 23, 1980; April 17, 1989; August 16, 1993; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

The Board shall keep detailed minutes of all discussion, persons present, and action occurring at a closed session, and shall also record the closed session.

The detailed minutes of a closed session shall be read by each member of the Board of Directors individually prior to or at the next scheduled regular meeting, at which time the secretary shall secure from each member of the board of Directors present at the closed session a written statement of agreement or objection to the detailed minutes.  In the event that there is not agreement of a majority of the members present at the closed session, the secretary, at the next closed session of the Board of Directors shall ask for corrections.  Then, in open session, the detailed minutes shall be approved by a majority vote of members present.

The detailed minutes and tape recording of a closed session shall be sealed and shall not be public record open to public inspection.  The detailed minutes and tape recording of any closed session shall be kept on file for a period of one year from the date of that meeting except as otherwise required by law.  One year after the date of a closed session, the secretary shall systematically destroy the detailed minutes and tape recording of that session, unless the Board of Directors or the law directs otherwise.  The secretary shall act as custodian of the minutes of closed session.   

 

 

 (April 23, 1980; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

Members of the Board of Directors shall serve without pay unless the State of Iowa authorizes and subsidizes pay.  Board members shall be reimbursed for actual and necessary expenses incurred in the performance of their duties as members of the Board of Directors. 

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.  A credit card receipt is generally not considered a detailed receipt.  Failure to provide a detailed receipt will make the expense non-reimbursable.  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.

 

 

(April 23, 1980; September 18, 1989; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

It is the policy of the South Tama County Board of Education that all official inquiries be directed to the Superintendent and/or the President of the Board of Education.

Individual board members, when discussing issues outside of a board meeting, are functioning individually unless acting in pursuant of other board policy. 

 

 

(April 17, 1989; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

The Board of Directors will maintain active membership in the Iowa Association of School Boards and the National School Boards Association. 

 

 

(April 23, 1980; September 18, 1989; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019)

 

Policy 210.05: 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 48 hours 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 is 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.

 

Approved: April 23, 1980; September 20, 2010; June 18, 2012, June 20, 2016, March 4, 2019, August 7, 2023

Reviewed: August 7, 2023

Revised: August 7, 2023

                                         Policy 213: 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 _3_minutes with a total allotted time for public participation _60_of 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 an amount of time established by the board president 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

 

Approved: March 4, 2019

Reviewed: August 7, 2023

Revised: August 7, 2023

 

 

(March 4, 2019)

 

216.02 Board of Directors' Member Development and Training

The Superintendent shall be the executive officer of the Board of Directors and shall be directly responsible to it for the execution of its policies, for the faithful and efficient observance of its rules by all employees throughout the system, and for the enforcement of all provisions or the law relating to the operation for the school. 

The building principals and other administrators shall assist the superintendent and the board in the daily operation of the school district.

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.”

 

 

(December 12, 1979; September 20, 2010; July 9, 2012, June 20, 2016, April 23, 2019)

 

The Superintendent shall meet the certification requirements as designated by the Iowa Department of Education and shall include sufficient educational background and experiences to warrant recommendation for employment. 

 

 

(December 12, 1979; September 20, 2010; July 9, 2012, June 20, 2016, April 23, 2019)

 

The Board of Directors may employ a Superintendent of schools. The contract will state the length of the contract and the terms of employment. The Board has complete discretion to set the salary of the Superintendent. The salary is set at the beginning of each contract term.

The Board, as needed, may engage in a search for applicants for the position of Superintendent of schools.  The services of a consultant may be engaged to assist in screening and/or selecting candidates to be interviewed by the Board.

 

 

(June 15, 1992; September 20, 2010; July 9, 2012, June 20, 2016, April 23, 2019)

 

The board encourages the Superintendent to continue professional growth by becoming involved in professional organizations, attending conferences, continuing the superintendent’s education, and participating in other professional activities.  The board may pay dues to professional organizations and professional activities for the Superintendent

It shall be the responsibility of the superintendent to arrange their schedules in order to enable superintendent’s 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 traveling, or involves unusual expense, the superintendent shall bring it to the attention of the board prior to attending the event.

The superintendent shall report to the board about each event attended.

 

 

 (April 17, 1989; September 20, 2010; July 9, 2012, June 20, 2016, April 23, 2019)

 

The Board employs a Superintendent to serve as the chief executive officer of the school district.  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:

1. Be in all respects the chief executive officer of the Board of Directors except as otherwise provided by law; have the power to make rules not in conflict with law or the policies of the Board of Directors and decide all matters of administrative and supervisory detail in connection with the operation and maintenance of the schools.
2. Be directly responsible to the Board of Directors and be expected to initiate and direct the development of policies for the approval of the Board of Directors and to delegate such responsibility to associates and subordinates as may be deemed desirable.
3. In order to assist the Board of Directors in reaching sound judgments, establishing policies, and approving those matters which the law requires the Board of Directors to approve, be responsible for placing before the Board of Directors necessary and helpful facts, comparisons, investigations, information, and reports and for making available at the proper time the personal advice on special or technical matters of those persons who, in the opinion of the Superintendent or that of the Board of Directors or the President, are particularly qualified to furnish it.
4. Interpret and implement all policies established by the Board and state and federal laws relevant to education.
5. Have the power to recommend the appointment, assignment, transfer, promotion, demotion, discharge, and/or suspension of all employees of the Board of Directors as provided by law and the policies of the Board of directors, with such recommendations reported to the Board of Directors for final approval and confirmation.
6. Through the staff, direct, assign, and assist all teachers and all other educational employees in the performance of their duties; classify, assign, and control the promotion of students; and perform such other duties as the Board of Directors determine.
7. Direct the work of the professional staff in the evaluation of curriculum and textbooks and, upon the basis of such study, make recommendations for consideration and judgment.
8. Supervise the establishment or modification of the boundaries of school attendance and transportation areas subject to approval of the Board of Directors.
9. Direct and preparation of an annual budget showing the estimated receipts and disbursements necessary to cover the total needs of the district for the ensuing year and submit the estimate to the Board of Directors in accordance with the requirements of the law.
10. Approve and direct, in accordance with the law and rules of the Board of Directors, purchases and expenditures, within the limits of the detailed budget approved by the Board of Directors.
11. Direct the formulation of salary programs and make recommendations regarding same to the Board of Directors and after their adoption by the Board of Directors, assign salaries to personnel on the basis of said program.
12. Exercise leadership in directing necessary studies of sites and buildings, taking into consideration the population trend and the educational and cultural needs of the district to assure timely decisions by the Board of Directors and electorate regarding construction and renovation projects.
13. Represent the district as its chief executive officer in all dealings with other school systems, social institutions, business firms, agencies of government, and the general public.
14. Keep the public informed about educational practices, educational trends, and the practices and problems in the school district.
15. Develop alternatives for education of all personnel and inform them of the plan and procedures to be involved.
16. Assist the management team and Board of Directors in establishing the strategies for collective bargaining.
17. Attend and participate in all meetings of the Board of Directors, except when the Superintendent has been excused, and makes recommendations affecting the school district.
18. Perform all other duties which may be necessary to insure the proper functioning of the educational program of the district and which are incident to the position of district Superintendent and the chief executive officer of the Board of Directors.

Specific enumeration of the duties of the Superintendent as detailed above shall not limit the Board of Director’s authority and responsibility of the office of Superintendent. 

 

 

(December 17, 1979; June 15, 1992; May, 2002; September 20, 2010; July 9, 2012, June 20, 2016, April 23, 2019)

 

The South Tama County School District agrees, as a further condition of the Superintendent’s employment contract, that it shall defend, hold harmless, and indemnify the Superintendent from any and all demands, claims, suits, actions, and legal proceedings brought against the Superintendent in his individual capacity, or in his official capacity as agent and employee of the District, provided the incident arose while the Superintendent was acting within the scope of his employment and provided such coverage is consistent with the District’s insurance policy.

If in the good faith opinion of the Superintendent, a conflict exists as regards the defense to such claim between the legal position of the superintendent and the legal position of the District, the Superintendent may engage counsel in which event the District shall indemnify the Superintendent for the costs of legal defense to the extent such coverage is consistent with the District’s insurance policy.

 

 

 (June 23, 1986; September 20, 2010; July 9, 2012, June 20, 2016; April 23, 2019)

 

The Director of Curriculum and any Shared Curriculum personnel shall meet the certification requirements as designated by the Iowa Department of Education and shall include sufficient educational background and experiences to warrant recommendation for employment by the Superintendent.

 

 

 (September 18, 1989; September 20, 2010; July 9, 2012, June 20, 2016; April 23, 2019)

 

The Director of Curriculum and any Shared Curriculum personnel may be employed by the Board of Directors upon the recommendation of the Superintendent.  The contract will state the length of the contract and the terms of employment.  In the case of Shared Curriculum personnel, the Board may establish a sharing agreement to provide for shared services with another public entity.

 

 

(September 18, 1989; September 20, 2010; July 9, 2012, June 20, 2016; April 23, 2019)

 

The Director of Curriculum shall, subject to the policies of the Board of Directors and regulations set forth by the Superintendent, perform such tasks and assume such responsibilities as designated by the Superintendent.

Any Shared Curriculum personnel shall:

1. Subject to the policies of the Board of Directors and regulations set forth by the Superintendent, perform such tasks and assume such responsibilities as designated by the Superintendent.
2. Keep abreast of changes and developments in the profession by attending professional meetings, reading professional journals and other publications and discussing problems of mutual interest with others in the field.
3. Work with Director of Curriculum to coordinate the development, revision, and alignment of curriculum. 

 

 (December 17, 1979; September 20, 2010; July 9, 2012, June 20, 2016; April 23, 2019)

 

The Director of Business Affairs shall meet the certification requirements as designated by the Iowa Department of Education and shall demonstrate a knowledge and operational expertise in school finance, food service, transportation, personnel administration, and building and grounds management to warrant recommendation for employment by the Superintendent. 

 

 

(December 17, 1979; September 18, 1989; September 20, 2010; July 9, 2012, June 20, 2016; April 23, 2019)

 

The Director of Business Affairs may be employed by the Board of Directors upon recommendation of the Superintendent.  The contract will state the length of the contract and the terms of employment. 

 

 

(December 17, 1979; September 20, 2010; July 9, 2012, June 20, 2016; April 23, 2019)

 

The Director of Business Affairs shall:

1. Subject to the policies of the Board of Directors and regulations set forth by the Superintendent, be responsible for transportation, food service, building and grounds, and Support Staff personnel and assume responsibility for budget development and administration as determined by the Superintendent.
2. Develop and administer a program for purchasing supplies and equipment.
3. Maintain an up-to-date inventory of school property.
4. Manage the district’s insurance program.
5. Perform other duties which may be determined by the Superintendent and/or the Board of Directors. 

 

 

 (December 17, 1979; August 21, 1989; September 20, 2010; July 9, 2012, June 20, 2016; April 23, 2019)

 

303.05: Administrator Duties

 

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

 

Each attendance center will 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, is 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 is 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 is 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 will 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 will 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.

 

Approved: December 18, 2023

Reviewed: December 18, 2023

Revised: December 18, 2023

 

Principals and Associate Principals shall meet the certification requirements as designated by the Iowa Department of Education and shall include sufficient educational background and experiences to warrant recommendation for employment by the Superintendent. 

 

 

(December 17, 1979; September 18, 1989; September 20, 2010; July 9, 2012, June 20, 2016; April 23, 2019)

 

Principals and Associate Principals may be employed by the Board of Directors upon the recommendation of the Superintendent.  The contract will state the length of the contract and the terms of employment. 

 

 

(December 17, 1979; September 20, 2010; July 9, 2012, June 20, 2016; April 23, 2019)

 

The board encourages the building principals and associate principals to continue their professional growth by becoming involved in professional organizations, attending conferences, continuing their education, and participating in other professional activities.  The board may pay dues to professional organizations and professional activities for the building principals and associate principals.

It shall be the responsibility of the building principals and associate principals to arrange their schedules in order to attend various conferences and events.  Prior to the attendance at events, the building principal and associate principal must have received approval from the Superintendent.

The building principal and associate principal shall report to the Superintendent about each event attended. 

 

 

(April 17, 1989; September 20, 2010; July 9, 2012; July 9, 2012, June 20, 2016; April 23, 2019)

 

Building Principals shall:

1. Subject to the policies of the board of Directors and regulations set forth by the Superintendent or other central administrative personnel on behalf of the Superintendent be the administrative leader of each assigned school building and, as such, assume full responsibility for all aspects of the school program for that school building.
2. Interpret the policies of the Board of Directors and administrative directives and discuss and resolve individual student problems.
3. Establish and maintain favorable relationships with local community groups and individuals to foster understanding and solicit support for overall school objectives and programs.
4. Keep abreast of changes and developments in the profession by attending professional meetings, reading professional journals and other publications, and discussing problems of mutual interest with others in the field.
5. Evaluate and counsel all staff members regarding their individual and group performance (individual performance improvement should be considered a priority during evaluative and counseling periods) and be responsible for monitoring the performance of a teacher whose work is unsatisfactory, according to established procedures.
6. Assist in the recruiting, screening, hiring, training, and assigning of the professional staff.
7. Assume responsibility for the safety and administration of the building’s plant.
8. Be responsible for the development, revision, and evaluation of the curriculum.
9. Supervise the maintenance of accurate records on the progress and attendance of students.
10. Be responsible for and coordinate the school’s pupil personnel services.
11. Promote positive action toward the realization of school district goals through efficient procedures including the involvement of staff, students, and community.
12. Implement and execute systems of budget-planning, record-keeping, and report-making that serve the needs of the school and the community.
13. Maintain a program for personal and staff professional growth, cooperation, and self-renewal that stimulates creativity and innovation.
14. Systematically evaluate and improve programs that enhance student learning, that respond to student and community needs, and that reflect the participation of those affected in their development. 

 

Associate Principals shall:

1. Subject to the policies of the Board of Directors and regulations set forth by the Superintendent, perform such tasks and assume such responsibilities as designated by the principals.
2. Serve as Principal in the absence of the Principal.
3. Assist the Principal in the overall administration of the school.

 

 

(December 17, 1979; August 21, 1989; September 20, 2010; July 9, 2012, June 20, 2016)

 

305 - 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 will conduct themselves professionally and in a manner fitting to their position. 

 

Each administrator will 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, will be grounds for discipline up to, and including, discharge. 

 

The professional school administrator:

 

• Makes the education and well-being of students the fundamental value of all decision making. 

• Fulfills all professional duties with honesty and integrity and always acts in a trustworthy and responsible manner. 

• Supports the principle of due process and protects the civil and human rights of all individuals. 

• Implements local, state and national laws. 

• Advises the school board and implements the board's policies and administrative rules and regulations. 

• Pursues appropriate measures to correct those laws, policies, and regulations that are not consistent with sound educational goals or that are not in the best interest of children.

• Avoids using his/her position for personal gain through political, social, religious, economic or other influences. 

• Accepts academic degrees or professional certification only from accredited institutions. 

• Maintains the standards and seeks to improve the effectiveness of the profession through research and continuing professional development. 

• Honors all contracts until fulfillment, release or dissolution mutually agreed upon by all parties.

• Accepts responsibility and accountability for one’s own actions and behaviors. 

• Commits to serving others above self.

 

Legal Reference: Iowa Code § 279.8

282 I.A.C. 13.

 

Approved: December 18, 2023

Reviewed: December 18, 2023

Revised: December 18, 2023

 

The Activities Director shall meet the certification requirements as designated by the Iowa Department of Education and shall include sufficient educational background and experiences to warrant recommendation for employment by the Superintendent.

 

 

(September 18, 1989; September 20, 2010; July 9, 2012, June 20, 2016; April 23, 2019)

 

The Activities Director may be employed by the Board of Directors upon the recommendation of the Superintendent.  The contract will state the length of the contract and the terms of employment.

 

 

(September 18, 1989; September 20, 2010; July 9, 2012, June 20, 2016; April 23, 2019)

 

The Activities Director shall:

1. Subject to the policies of the Board of Directors and regulations set forth by the Superintendent, perform such tasks and assume such responsibilities as designated by the Superintendent.
2. Make recommendations to the Superintendent regarding the appointment, assignment, transfer, discharge or reassignment of all employees involved in activities and paid under supplemental pay of the Master Contract.
3. Supervise all activities and delegate responsibilities for appropriate supervisor of activities.

 

 

(September 18, 1989; September 20, 2010; July 9, 2012, June 20, 2016; April 23, 2019)

 

The Board will conduct an ongoing evaluation of the Superintendent’s skills, abilities, and competence.  The Board shall adopt an evaluation procedure and instrument to assure that the Superintendent of schools is evaluated annually by the Board of Directors.  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 priorities of the Board, and develop a working relationship between the Board and the Superintendent.

The Superintendent will conduct an ongoing evaluation of other administrators’ skills, abilities, and competence.  The goal of any administrator’s formal evaluation process is to ensure that the educational program for the students is carried out, student learning goals of the school district are met, promote growth in effective administrative leadership for the school district, clarify the administrator’s role as defined by the Board and the Superintendent, ascertain areas in need of improvement, clarify the immediate priorities of the responsibilities listed in the job description, and develop a working relationship between the Superintendent and the administrator.

The superintendent shall develop an evaluation instrument for every district administrative position other than that of Superintendent.  Changes in evaluation instruments shall be provided to the Board at a regular board meeting under correspondence prior to their being effective.  Evaluation instruments reported to the Board will be placed on Board agenda for review if any member desires.  When these evaluation instruments are reported and not requested for review by the Board, they shall be considered accepted by the Board. Items listed on evaluation instruments and accepted by the Board, shall be considered the official evaluation criteria for the position(s).

A binder or other compilation of all administrative job descriptions and evaluations shall be maintained in the central office and copies shall be furnished to members of the Board upon request.

 

 

 (June 23, 1986; September 20, 2010; July 9, 2012, June 20, 2016; April 23, 2019)

 

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

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

 

 

(April 23, 2019)

 

The Board of Directors recognizes the importance of in-service education for administrators.  The Board of Directors encourages administrators to attend professional meetings which will relate significantly to the general educational philosophy of the school system.

All requests to attend in-service programs must be approved by the Superintendent.  Attendance limitations may be established based on budget allocation and the relevance of the program agenda as it pertains to the local educational objectives.

The superintendent is encouraged to attend an average of one general national convention each year as well as state and regional meetings.  Other district administrators are encouraged to attend, with superintendent approval, state and regional meetings and approximately one general national convention every other year. 

 

 

(December 17, 1979; August 21, 1989; June 15, 1992; September 20, 2010; July 9, 2012, June 20, 2016; April 23, 2019)

 

In the absence of the Superintendent, it is the responsibility of the other administrators to assume the Superintendent’s duties.

If the absence of the Superintendent is temporary, the successor shall be that individual or individuals temporarily appointed by the Board President.  If the absence of the superintendent is temporary, the successor will assume only those duties and responsibilities of the Superintendent that require immediate action.

If the Board determines the Superintendent will be absent for an extended period of time, the Board will appoint an acting Superintendent to assume the responsibilities of the Superintendent.  The successor will 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 will mean the “Superintendent or the Superintendent’s designee” unless otherwise stated in the board policy.

 

 

(April 23, 2019)

 

An individual who has knowledge an employee has physically or sexually abused a student may immediately report it to 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 should 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 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.

Any Level I investigation shall follow all applicable Iowa laws and regulations.

 

 

(June 10, 2019)

 

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 qualify education for students. All employees have an impact on the school environment, including students, parents, and community members, 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 is the responsibility of the superintendent to make recommendations to the board in these areas prior to board action. The board recognizes its duty to bargain collectively with duly certified collective bargaining units.

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

Subject to the financial resources available to the Board of Directors, it shall be the policy of the Board of Directors to recruit and retain the highest caliber of administrators, certified employees, and classified employees.  It shall be the policy of the Board of Directors to appoint or dismiss all employees only upon the recommendation of the Superintendent.  

 

 

(June 9, 1980; April 18, 2011; June 18, 2012; January 19, 2015, June 10, 2019)

 

I.          Harassment Prohibited

The South Tama Community School District is committed to maintaining an environment that is free from harassment because of an individual’s age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information.  The district prohibits any and all forms of harassment because of an individual’s age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information.

It shall be a violation of this policy for any teacher, administrator, or other school personnel of the district to harass a teacher, administrator, or other school personnel through conduct or communication of a sexual nature or regarding an individual’s age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information, as defined by this policy.  For purposes of this policy, school personnel include Board members, school employees, agents, volunteers, contractors, or persons subject to the supervision and control of the district.

It shall also be a violation of this policy for any teacher, administrator or other school personnel of this district to tolerate sexual harassment or harassment because of an individual’s age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information by a teacher, administrator, other school personnel, or by any third parties who are participating in, observing, or otherwise engaging in activities under the direction of the district.  Any teacher, administrator, or other school personnel who has knowledge or belief that an individual has or may have been the victim of prohibited harassment is required to immediately report the alleged acts to an appropriate district official designated by this policy.  Failure to report the harassing conduct could result in discipline, up to and including termination, for the teacher, administrator, or other school personnel who failed to report.

The district will act to promptly investigate all complaints, either formal or informal, verbal or written, of harassment and to promptly take appropriate action to protect individuals from further harassment.  If the district determines that unlawful harassment has occurred, it shall promptly and appropriately discipline any teacher, administrator or other school personnel who is found to have violated this policy, up to and possibly including termination, and/or take other appropriate action reasonably calculated to end the harassment.

 

II.        Definitions

  A.  Sexual Harassment:  Sexual harassment consists of unwelcome and unsolicited sexual advances, requests for sexual favors, sexually motivated physical conduct, or
             other verbal, physical, or written conduct or communication of a sexual nature when:

1. submission to that conduct or communication by an individual is made a term or condition, either explicitly or implicitly, of obtaining or retaining employment;
2. submission to or rejection of that conduct or communication by an individual is used as a factor in decisions affecting the individual’s employment; or
3. that conduct or communication has the purpose or effect of substantially or unreasonably interfering with an individual’s employment or education, or creating an intimidating, hostile or offensive employment environment.   

 

Examples of conduct that may constitute sexual harassment may include, but are not limited to:

1. unwelcome verbal harassment or abuse, or unwelcome written harassment or abuse, including through the Internet or e-mail;
2. unwelcome sexual advances or pressure for sexual activity;
3. unwelcome, sexually motivated or inappropriate patting, pinching, or physical contact, other than necessary restraint of students by teachers, administrators or other school personnel to avoid physical harm to persons or property;
4. unwelcome sexual behavior or words, including demands for sexual favors, accompanied by implied or overt threats concerning an individual’s employment status or implied or overt promises of preferential treatment with regard to an individual’s employment status;
5. unwelcome behavior or words directed at an individual because of gender;
6. coercing, forcing or attempting to coerce or force the touching of anyone’s intimate parts;
7. coercing, forcing or attempting to coerce or force sexual intercourse or a sexual act on another;
8. threatening to force or coerce sexual acts, including the touching of intimate parts or intercourse, on another;
9. graffiti of a sexually offensive nature;
10. sexual gestures or jokes; or
11. spreading rumors about or rating other individuals as to sexual activity or performance.

   B.  Harassment:  Other forms of harassment consist of physical, verbal, or written conduct relating to an individual’s age, race, creed, color, sex, sexual orientation, gender
              identity, national origin, religion, disability, or genetic information when the conduct: 

1. has the purpose or effect of creating an intimidating, hostile or offensive employment environment;
2. has the purpose or effect of substantially or unreasonably interfering with an individual’s employment performance; or
3. otherwise adversely affects an individual’s employment opportunities. 

Examples of conduct that may constitute harassment based on age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information include, but are not limited to:

1. threatening or intimidating conduct directed at others because of age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information, including through the Internet or e-mail;
2. slurs, negative stereotypes and hostile acts based on age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information;
3. graffiti containing offensive language that is derogatory to others because of their age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information;
4. written or graphic material containing comments or stereotypes which is posted or circulated (including through e-mail or the Internet) and which is aimed at degrading individuals because of age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information; or
5. a physical act of aggression or assault upon another because of, or in a manner reasonably related to, the individual’s age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information.

 

III.       Reporting Procedures

Any individual who believes he or she has been the victim of harassment by a teacher, administrator or other school personnel of the district, or by any other person who is participating in, observing, or otherwise engaging in activities under the direction of the district, is encouraged to report the alleged act immediately to the individual’s building principal or the district’s Equity Coordinator.

Any teacher, administrator, or other school personnel who has knowledge or belief that an individual has or may have been the victim of prohibited harassment is required to immediately report the alleged acts to the individual’s building principal or the district’s Equity Coordinator.  Failure to report the harassing conduct could result in discipline, up to and including termination, for the teacher, administrator, or other school personnel who failed to report.

Any other person with knowledge or belief that an individual has or may have been the victim of prohibited harassment is encouraged to immediately report the alleged acts to the appropriate building principal or the district’s Equity Coordinator.

The district encourages the reporting party or complainant to use the report form available from the principal of each building and available from the district office, but oral reports shall be considered complaints as well.  Nothing in this policy shall prevent any person from reporting harassment or violence directly to the district’s Equity Coordinator.

The Board hereby designates the Equity Coordinator as the individual responsible for identifying, investigating, preventing, and remedying harassment within the district.  The district shall conspicuously post the name of the Equity Coordinator, including mailing addresses and telephone numbers.

 

IV.       Investigation Procedures

By authority of the Board, the Equity Coordinator, upon receipt of a report or complaint alleging prohibited harassment, shall immediately undertake or authorize an investigation.  The investigation may be conducted by district officials or by a third party designated by the district.

The district may take immediate steps, at its discretion, to protect the complainant, students, teachers, administrators or other school personnel pending completion of an investigation of alleged harassment.

The investigation will be completed as soon as practicable.  The investigator shall make a written report to the Equity Coordinator or designee upon completion of the investigation, which shall include a determination of whether the allegations have been substantiated as factual and whether they appear to be violations of this policy.  Whether a particular action or incident constitutes a violation of this policy requires a determination based on all the facts and surrounding circumstances.

 

V.        District Action

The district will take appropriate action following a finding that a violation of this policy has occurred.  Such action may include, but is not limited to:  warning, suspension, exclusion, expulsion, transfer, remediation, reprimand, termination or discharge, counseling, training, or mentoring.  District action taken for violation of this policy will be consistent with requirements of applicable collective bargaining agreements, state and federal law, and district policy.

 

VI.       Prohibition on Retaliation

Retaliation against an individual because the individual has filed a harassment complaint or assisted or participated in a harassment investigation or proceeding is prohibited.    Any teacher, administrator, or other school personnel shall not engage in reprisal, retaliation, harassment, or false accusation against a victim, witness, or an individual who has reliable information, about such an act of harassment.  The superintendent/designee has the right to discipline individuals who knowingly file false harassment complaints or otherwise act in bad faith during a complaint/investigative process.  An individual who is found to have retaliated against another in violation of this regulation will be subject to disciplinary action, up to and possibly including termination.

 

VII.     Right to Alternative Complaint Procedures

These procedures do not deny the right of any individual to pursue other avenues of recourse which may include filing charges with the Iowa Civil Rights Commission, 211 E. Maple, Des Moines, Iowa, 50309, (515) 281-4121, or the U.S. Department of Education, Office for Civil Rights, Citigroup Center, 500 W. Madison Street, Suite 1475, Chicago, IL 60661-4544, (312) 730-1560.  Any inquiry or complaint to a state or federal office may be done instead of, or in addition to, an inquiry or complaint at the local level.

 

 

(Adopted April 29, 2009; March 21, 2011; June 18, 2012; July 8, 2013, July 7, 2014; January 19, 2015; September 19, 2016, January 8, 2018; June 10, 2019)

 

                                                    COMPLAINT FORM
                                   (Anti-Discrimination 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): __________________________________________________

In the space below, please describe what happened and why you believe that you or someone else has been discriminated against and/or harassed. 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: ___________________________

 

 

(1/8/2018)

 

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 expects employees to conduct themselves and to dress and groom themselves in a manner appropriate to the educational environment.

Employees will conduct themselves in a professional manner.  Employees will act appropriately, professionally, and respectful in their roles as employees of the district.  As role models for the students of the district, employees must recognize that their failure to act appropriately reflects negatively upon them and upon the district.

Employees will dress in attire appropriate for their position.  Clothing should be neat, clean, and in good taste.  Discretion and common sense call for an avoidance of extremes which would interfere with or have an effect on the educational process.

Licensed employees of the school district, including administrators, will follow the code of ethics for their profession as established by the Iowa Board of Educational Examiners.

 

 

(January 17, 2005; March 21, 2011; June 18, 2012; January 19, 2015; June 10, 2019)

 

In general, administrators and certified employees shall be responsible for direct supervision of students.  Supervision of student conduct should be such that procedures used will assist in advancing the purpose of education and provide an opportunity for all students to benefit from the educational process.

Administrators, certified employees and classified employees do share however, the responsibility for providing the best possible learning situation for the students of the school district.  Therefore, classified employees shall be responsible for supervision of students when assigned direct supervision of an individual student or group of students or when a student is on school property and a classified employee is the only employee present.  In the event that any disciplinary action or student injury occurs, the classified employee shall report this to the immediate supervisor in the manner required. 

 

 

(June 9, 1980; March 21, 2011; June 18, 2012; January 19, 2015; June 10, 2019)

 

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 are 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.

The last sentence of the third paragraph is mandatory in the law and is an item in the DE accreditation report.

 

Legal Reference: Iowa Code §§ 232.67, .70, .73, .75; 235A; 272A; 280.17; 709; 728.12(1). 281 I.A.C. 12.3(6), 102; 103. 441 I.A.C. 155; 175.

 

Approved: September 18, 1989; October 21, 1991; June 15, 1992; July, 1995; May 20, 1996; April 18, 2011; June 18, 2012; January 19, 2015; June 10, 2019; January 3, 2024

Reviewed: November 20, 2023

Revised:

 

 

 

 

Except as modified by the negotiated Master Contract, employees hired to work on curriculum and other related areas during the summer will be paid a hourly rate determined on base salary for the succeeding school year.  The hourly rate will be established on a forty-hour week.  Each employee so employed shall complete and submit time cards for hours worked.

The Superintendent shall recommend the number of employees to be employed for each summer and the length of employment of each.  Hours will be regulated by the application and funds available. 

 

 

(June 9, 1980; July 19, 1993; March 21, 2011; June 18, 2012; January 19, 2015; June 10, 2019)

 

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

The board may request the employee to cease the outside employment as a condition of continued employment with the school district.  If an employee is on leave from his/her position in the school district and is engaged in outside employment, the board may request the employee to cease the outside employment, provided such request is reasonable.

 

 

(April 18, 2011; June 18, 2012; January 19, 2015, June 10, 2019)

 

Materials and/or products created by employees and the financial gain therefrom are the sole and exclusive property of the school district if any school funding, school materials, and/or school time were used in their creation and/or if such materials were created in the scope of the employee‘s employment.  The employee must seek prior written approval of the superintendent concerning such activities.

 

 

(April 18, 2011; June 18, 2012; January 19, 2015; June 10, 2019)

 

Employees who transport students for school purposes must have the permission of the superintendent.  Generally, transportation of students is in a motor vehicle owned by the school district and driven by an employee.  In some cases, it may be more economical or efficient for the school district to allow an employee of the school district to transport the students in the employee’s motor vehicle.

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

 

 

(April 18, 2011; June 18, 2012; January 19, 2015; June 10, 2019)

 

Complaint of Injury to or Abuse of a Student by a School District Employee

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

 

Student’s name and address: __________________________________________________

__________________________________________________________________________

Student’s telephone no.:  ________________________________

Student’s school:  ____________________________________________________________

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 sixth grade and whose children are the alleged victims of or witnesses to sexual abuse have the right to see and hear any interviews of their children in this investigation.  Please indicate “yes” if the parent/guardian wishes to exercise this right:

           Yes                  No      Telephone Number                                       

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

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

__________________________________________________________________________

__________________________________________________________________________

Has anyone contacted law enforcement about this incident?          yes           no

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

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

Your name, address and telephone number:

__________________________________________________________________________

__________________________________________________________________________

Relationship to student:  ______________________________________________________

 

_____________________________________________     __________________________________________________
Complainant Signature                                                                    Witness Signature

_____________________________________________     __________________________________________________
Date                                                                                                 Witness Name (please print)

                                                                                              __________________________________________________
                                                                                                          Witness Address

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

 

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

 

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

Yes            No        Was the right exercised?             Yes               No

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

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

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

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

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

                      Complaint was withdrawn.

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

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

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

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

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

 

Current status of investigation:

                   No further investigation is warranted.

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

                 Deferred to law enforcement officials.

                 Turned over to Level II investigator.

Other comments:  _____________________________________________________________
____________________________________________________________________________

 

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

 

____________________________________________________________     ___________________________________________________
Name of Investigator                                                                                               Investigator's place of employment

____________________________________________________________     ___________________________________________________
Signature of Investigator                                                                                          Date

 

 

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 direct threat and/or a substantial risk of illness or transmission to students or other employees.

The term “communicable disease” will mean an infectious or contagious disease spread from person to person, or animal to person, or as defined by law.  

Prevention and control of communicable diseases is included in the school district’s blood borne 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 is reviewed annually by the superintendent and school nurse.

An employee shall notify the superintendent or the school nurse when the employee learns a communicable disease exists.  It shall be the responsibility of the superintendent, when the superintendent or school nurse, upon investigation, has knowledge that a reportable communicable disease is present, to notify the Iowa Department of Public Health.

The health risk to immunodepressed employees is 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 is determined on a case-by-case basis by the employee’s personal physician, a physician chosen by the school district, and/or public health officials.

Health data of an employee is confidential and it will not be disclosed to third parties.  Employee medical records are kept in a file separate from their personal file.

It is 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.

 

 

Approved: September 19, 1994

Reviewed: May 17, 1999; April 18, 2011; June 18, 2012; January 19, 2015, June 10, 2019

Revised: March 6, 2023

404-R1: Employee Conduct and Appearance - Code of Professional Conduct and Ethics 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:

o First-, second- or third-degree sexual abuse committed on or with a person who is under the age of 18;

o Lascivious acts with a child;

o Assault with intent to commit sexual abuse;

o Indecent contact with a child;

o Sexual exploitation by a counselor;

o Lascivious conduct with a minor;

o Sexual exploitation by a school employee;

o Enticing a minor under Iowa Code section 710.10; or

o 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 non consensual: fondling or touching the inner thigh, groin, buttocks, anus or breasts of a student; permitting or causing to fondle or touch the practitioner’s 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 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) Asking a practitioner to sign a written professional employment contract before the practitioner has been unconditionally released from a current contract, unless the practitioner provided notice to the practitioner’s employing board as set forth in subparagraph 25.3(5)“b”(2).

(2) Abandoning a written professional employment contract without prior unconditional release by the employer.

(3) 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.

(4) 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 practitioner’s 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 practitioner’s 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 practitioner’s 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 practitioner’s 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 one’s 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, 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 10 concerning child support obligations. 

c. 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. 

b. Willfully or repeatedly failing to practice with reasonable skill and safety.

 

Approved: January 2, 2024

Reviewed: January 2, 2024

Revised: January 2, 2024

 

The school district shall 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 shall 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 or as otherwise authorized and/or required by law, 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 made.  However, employees will not be allowed access to the employment references written on behalf of the employee.  Board members will generally only have access to an employee’s file when it is necessary because of an employee related matter before the board.

It shall be the responsibility of the Superintendent to keep employees’ personnel files current.  The board secretary shall be the custodian of employee records. 

 

 

(May 15, 2000; March 21, 2011; June 18, 2012; January 19, 2015; June 10, 2019)

 

Employee Personnel Records Contents

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;
• Application, resume and references, except those that shall be kept confidential according to state and federal law;
• Educational transcripts;
• Copy of the employee’s license or certificate, if needed for the position;
• Individual employment contract;
• Job description and/or assignment;
• Salary information;
• Tax documents, including, but not limited to IRS Form W-4;
• Written attendance records;
• Evaluation documents;
• Complaints;
• Performance improvement plans;
• Documents concerning any raise, promotion, pay decrease or demotion;
• Records of disciplinary matters;
• Receipts and/or acknowledgements of any employee-related material, including policies and handbooks;
• Letters of termination and/or resignation;
• Documentation relating to an employee’s unemployment benefits; and
• Documentation relating to an employee’s employment ceasing.

2. Employee health and medical records are 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, including, but not limited to, medical records and/or notes;
•     Employee emergency names and numbers; and
•     Family and medical leave request forms.

3. Employee immigration forms, specifically Form I-9, are kept separate from employee personnel records, and may be kept in a file that houses all employees’ immigration forms for the U.S. Citizenship and Immigration Services.

 

Applicant File Records Content

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

• Application for employment;
• Resume;
• References, except those that shall be kept confidential according to state and federal law;
• Evidence of appropriate license or certificate, if necessary for the position for which the individual applied; and
• Affirmative action form, if submitted.

 

Record Access

The Board shall allow current and former employees access to their files pursuant to state and federal law.

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.

The general public may have access to an employee’s personnel records and/or personnel information as permitted by law.  Specifically, the general public may have access to the following information:

• An employee’s name and compensation, including any written agreement establishing compensation or any other terms of employment excluding any information otherwise protected under the law.
  • Compensation means payment of, or agreement to pay, any money, thing of value, or financial benefit conferred in return for labor or services rendered by an official, officer or employee plus the value of benefits conferred including but not limited to casualty, disability, life, or health insurance, other health or wellness benefits, vacation leave, holiday leave, sick leave, severance payments, retirement benefits, and deferred compensation.
• The dates the employee was employed by the district.
• The positions the employee holds or has held with the district.
• The educational instructions attended by the employee, including any diplomas and degrees earned, and the names of the employee’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 the result of a disciplinary action, and the documented reasons and rationale for the resignation in lieu of termination, the discharge, or the demotion.

 

Employee Record Retention

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

 

 

(June 10, 2019)

 

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 is the responsibility of the Payroll or Superintendent to respond to inquiries from creditors.

 

 

(April 18, 2011; June 18, 2012; January 19, 2015; June 10, 2019)

 

Employees of the District shall be reimbursed for certain expenses incurred for travel authorized by the Superintendent and/or for travel incurred under the policies of the Board of Directors.

Payment of expenses will be made according to the following: Registration fees, transportation expense, and lodging expense for the employee will be paid in full. Receipts showing proof of payment when paid by the employee must be submitted with the claim for reimbursement for registration fees, transportation expense (except taxicabs or buses if less than $5.00) and lodging. Registration, transportation, and lodging shall be approved by the Superintendent. The Superintendent may specify that a particular mode of travel conveyance be used and may specify the type and place of lodging. Except in unusual circumstance approved by the Superintendent, claims for reimbursement must be submitted within 120 days incurring the expense.

Meals shall be reimbursed, when an employee is in ‘overnight status’ per Internal Revenue Service guidelines with reimbursement up to $40 per day with detailed receipt.  The Superintendent may authorize above these limits for unusual circumstances.

 

 

(June 9, 1980; July 21, 1986; January 19, 1997; September 19, 1988; Retroactive February 1,1990; August 19, 1991; June 15, 1992; December 19, 1994, May 18, 2009; March 21, 2011; June 18, 2012; January 19, 2015, August 6, 2018; June 10, 2019)

 

Employees will be reimbursed at the rate consistent with IRS federal amount per mile for use of their personal automobile for approved travel on school business within and outside the District except as follows:

1. Travel to periodic faculty meetings, curriculum meetings, or programs attended by employees in general.
2. Travel from the employee’s personal residence to first duty location of the day.
3. Travel from the employee’s last duty location of the day to personal residence.
4. Travel for which the employee does not have prior approval of an immediate Supervisor, when required.
5. Travel in excess of 30 miles (one way) not approved by the Superintendent.
6. Travel for which the employee does not submit a request for payment in the required manner.

 

 

(February 4, 1985; February 18, 1991; June 15, 1992; May 20, 1996; July, 2006; March 21, 2011; June 18, 2012; January 19, 2015; March 9, 2015; June 10, 2019)

 

Good health is important to job performance.  Employees may be required to submit to a pre-employment physical examination after an offer of employment has been made and before the beginning of service.  The district will provide the standard examination form to be completed by an appropriately licensed health care provider who performs the physical examination.  If the district requires a physical examination, a written report of the physical examination shall be submitted to the district.  The date by which any such physical examination report shall be submitted to the district shall be determined by the superintendent, but in no case shall be any less than five (5) business days prior to the first working day.

School bus drivers will be required to submit to a pre-employment physical examination and every two (2) years thereafter.  School bus drivers will be required to present evidence of good health in the form of a physical examination report unless otherwise required by law or medical opinion.

Fitness-for-duty examinations may be required following an absence from work due to illness, if there is a reasonable belief that the employee is unable to perform the essential functions of the job, or if there is a reasonable belief that the employee poses a direct threat to the employee or others because of a health condition.  A direct threat occurs when an individual poses a significant risk of substantial harm to him/herself or others, and the risk cannot be reduced below the direct threat level through reasonable accommodations.  The district also reserves the right to request additional physical or mental evaluation as deemed by a licensed physician for job performance.

The cost of the initial examination will be paid by the employee.  The cost of bus driver physicals will be paid by the school district up to the actual expense or designated limit for each required medical examination.

Failure to submit written evidence relative to the required medical examinations may be cause for withholding payment of salary.  Refusal to undergo required physical examinations, or failure to provide evidence of physical examinations in a timely manner, will be considered grounds for termination of employment.  

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

 

 

(June 9, 1980; June 15, 1992; June 19, 2006; April 18, 2011; June 18, 2012; January 19, 2015; June 10, 2019)

 

When an employee becomes seriously injured on the job, 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.

If possible, an employee may administer emergency or minor first aid.  An injured employee will be turned over to the care of the employee’s family or qualified medical employees as quickly as possible.  The school district is not responsible for medical treatment of an injured employee.

It is the responsibility of the employee injured on the job to inform the superintendent within twenty-four (24) hours of the occurrence.  It is the responsibility of the employee’s immediate supervisor to file an accident report within twenty-four (24) hours after the employee reported the injury.  An employee who fails to follow this policy may be subject to disciplinary action up to and including termination.

It is the responsibility of the board secretary to file worker’s comp claims.

 

 

(April 18, 2011; June 18, 2012; January 19, 2015; June 10, 2019)

 

405.02: 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 openings shall be submitted to the Iowa Department of Education for posting on

IowaWORKS.gov, 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. The superintendent, however, 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; 256.27; 279.13. 281 I.A.C. 12. 282 I.A.C. 14.

 

Approved: January 30, 2024

Reviewed: January 30, 2024

Revised:

 

 

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, is included in the employee’s orientation.  When an additional hazardous substance enters the workplace, information about it is distributed to all employees, and training is 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.

 

 

(June 10, 2019)

 

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 vehicle, and also includes non-school 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 charged with and/or convicted of a violation of any criminal drug or alcohol offense, the employee will notify the employee’s supervisor of the conviction within five days of the charge and/or conviction.

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

The superintendent is 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.

 

 

(April 18, 2011; June 18, 2012; January 19, 2015; June 10, 2019)

 

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 124.  

“Workplace” is defined as the site for the performance of work done in the capacity as a employee.  This includes school district facilities, other school premises or school district vehicles.  “Workplace” also includes non-school 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.  Employees who violate the terms of the Substance-Free Workplace policy may be required to successfully participate in a substance abuse treatment program approved by the board and/or may be subject to discipline up to and including termination.  If the employee fails to successfully participate in and/or complete such a program, the employee is 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 or alcohol statute no later than five (5) days after the conviction.

I,                                       , have read and understand the Substance-Free Workplace policy.  I understand that if I violate the Substance-Free Workplace policy, I may be subject to discipline up to and including termination or I may be required to participate in a substance abuse treatment program.  If I fail to successfully participate in and/or complete 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 or alcohol offense, I must report that conviction to my supervisor within five days of the conviction.

_______________________________________________________________     _________________________________________________
(Signature of Employee)                                                                                               (Date)

 

(June 10, 2019)

 

Employees who operate school vehicles are subject to drug and alcohol testing if a commercial driver’s license is required to operate the school vehicle and the school vehicle transports sixteen or more persons including the driver or the school vehicle weighs twenty-six thousand one pounds or more.  For purposes of the drug and alcohol testing program, the term “employees” includes applicants who have been offered a position to operate a school vehicle.

The employees operating a school vehicle as described above are subject to pre-employment drug testing and random, reasonable suspicion, and post-accident, drug and alcohol testing pursuant to state and federal law.  Pre-employment alcohol tests are not authorized by law, but drug testing in required.

Employees governed by this policy shall be 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 South Tama County Community School District Business Office at 1702 Harding Street, Tama, Iowa 52339.

Employees operating school vehicles shall not perform a safety-sensitive function within four hours of using alcohol or at any time if the employee is impaired and unable to safely perform their safety-sensitive functions. 

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

It is the responsibility of the superintendent to develop administrative regulations to implement this policy.  The superintendent shall also inform applicants of the requirement for drug and alcohol testing in notices or advertisements for employment, in the application form, and personally at the first interview with the applicant. 

The superintendent shall also be responsible for publication and dissemination of this policy and its supporting administrative regulations to employees operating school vehicles.  The superintendent shall also oversee a substance-free awareness program to educate employees about the dangers of substance abuse. 

 

 

(December 18, 1995; June 16, 1997; July 17, 2000; June 18, 2012, February 18, 2015; January 19, 2015; March 9, 2015; June 10, 2019)

 

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 are subject to drug and alcohol testing if a commercial driver’s license is required to operate the school vehicle and the school vehicle transports sixteen or more persons including the driver or the school vehicle weighs 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 school vehicle.   The employees operating a school vehicle are subject to the drug and alcohol testing program beginning the first day they operate or 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 school district’s contact person.

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

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

 

 

(June 10, 2019)

 

I, (____________________), have received a copy, read and understand the Drug and Alcohol
            Name of Employee

Testing Program policy of the South Tama Community School District and its supporting documents.

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

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

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

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

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

_________________________________________________________     _________________________________________________
(Signature of Employee)                                                                                       (Date)

 

 

(June 10, 2019)

 

A.        School District Notice

1. The school district will post the notice in this series regarding family and medical leave.
2. Information on the Family and Medical Leave Act and the board policy on family and medical leave, including leave provisions and employee obligations will be provided annually.  The information will be in the employee handbook.
3. When an employee requests family and medical leave, the school district will provide the employee with information listing the employee’s obligations and requirements.  Such information will include:
   a.  a statement clarifying whether the leave qualifies as family and medical leave and will, therefore, be credited to the employee’s annual 12-week entitlement or 26 week entitlement depending on the purpose of the leave;
   b.  a reminder that employees requesting family and medical leave for their serious health condition or for that of an immediate family member must furnish medical certification of the serious health condition and the consequences for failing to do so or proof of call to active duty in the case of military family and medical leave;
   c.  an explanation of the employee’s right to run concurrently applicable paid leave for family and medical leave including a description of when the school district requires substitution of paid leave and the conditions related to the substitution; and
   d.  a statement notifying employees that they must pay and must make arrangements for paying any premium or other payments to maintain health or other benefits.

B.        Eligible Employees

1. Employees are eligible for family and medical leave if the following criteria are met:
   a.  The employee has worked for the school district for at least twelve (12) months or fifty-two (52) weeks (the months and weeks need not be consecutive); and
   b.  The employee has worked at least 1,250 hours within the previous year.  Full-time professional employees who are exempt from the wage and hour law may be presumed to have worked the minimum hour requirement.
2. If the employee requesting leave is unable to meet the above criteria, the employee is not eligible for family and medical leave.

C.        Employee Requesting Leave (two types of leave)

1. Foreseeable family and medical leave
   a.  Definition - leave is foreseeable for the birth or placement of an adopted or foster child with the employee or for planned medical treatment.
   b.  Employee must give at least thirty (30) days notice for foreseeable leave.  Failure to give the notice may result in the leave beginning thirty (30) days after notice was received.  For those taking leave due to military family and medical leave, notice should be given as soon as possible.
   c.  Employees must consult with the school district prior to scheduling planned medical treatment leave to minimize disruption to the school district.  The scheduling is subject to the approval of the health care provider.
2. Unforeseeable family and medical leave.
   a.  Definition - leave is unforeseeable in such situations as emergency medical treatment or premature birth.
   b.  Employee must give notice as soon as possible but no later than one to two work days after learning that leave will be necessary.
   c.  A spouse or family member may give the notice if the employee is unable to personally give notice.

D.        Eligible Family and Medical Leave Determination

1. The following is a list of the acceptable purposes for family or medical leave:
   a.  The birth of a son or daughter of the employee and in order to care for that son or daughter prior to the first anniversary of the child’s birth;
   b.  The placement of a son or daughter with the employee for adoption or foster care and in order to care for that son or daughter prior to the first anniversary of the child’s placement;
   c.  To care for the spouse, son, daughter or parent of the employee if the spouse, son, daughter or parent has a serious health condition;
   d.  Employee’s serious health condition that makes the employee unable to perform the essential functions of the employee’s position;
   e.  Because of a qualifying exigency arising out of the fact that an employee’s spouse, son or daughter or parent is on active duty or call to active duty status in support of a contingency operation as a member of the National Guard or Reserves; or
   f.  Because the employee is the spouse, son or daughter, parent or next of kin of a covered service member with a serious injury or illness.
2. The school district may require the employee giving notice of the need for leave to provide reasonable documentation or a statement of family relationship.
3. Medical certification.
   a.  When required:
         i.  Employees shall be required to present medical certification of the employee’s serious health condition and inability to perform the essential functions of the job;
        ii.  Employees shall be required to present medical certification of the family member’s serious health condition and that it is medically necessary for the employee
             to take leave to care for the family member; and/or
       iii.  Employees may be required to present certification of the call to active duty when taking military family and medical leave.
   b.  Employee’s medical certification responsibilities:
         i.  The employee must obtain the certification from the health care provider who is treating the individual with the serious health condition;
        ii.  The school district may require the employee to obtain a second certification by a health care provider chosen by and paid for by the school district if the school
             district has reason to doubt the validity of the certification an employee submits.  The second health care provider cannot, however, be employed by the school
             district on a regular basis;
       iii.  If the second health care provider disagrees with the first health care provider, then the school district may require a third health care provider to certify the
            serious health condition.  This health care provider must be mutually agreed upon by the employee and the school district and paid for by the school district. 
            This certification or lack of certification is binding upon both the employee and the school district.
   c.  Medical certification will be required fifteen (15) days after family and medical leave begins unless it is impracticable to do so.  The school district may request recertification every thirty (30) days.  Recertification must be submitted within fifteen (15) days of the school district’s request.
   d.  Employees taking military caregiver family and medical leave to care for a family service member cannot be required to obtain a second opinion or to provide recertification.
   e.  Family and medical leave requested for the serious health condition of the employee or to care for a family member with a serious health condition which is not supported by medical certification will be denied until such certification is provided.
   f.  An employee who fails to complete and return all necessary Family and Medical Leave Act documentation may have the leave designated by administration as approved family and medical leave, provided the leave is such that would be covered as approved family and medical leave.

E.         Entitlement.

1. Employees are entitled to twelve (12) weeks unpaid family and medical leave per year.   Employees taking military caregiver family and medical leave to care for a family service member are entitled to twenty-six (26) weeks of unpaid family and medical leave but only in a single twelve (12) month period.
2. Year is defined as a “rolling” twelve (12) month period measured backward from the date of any FMLA leave usage.
3. If insufficient leave is available, the school district may:
   a.  Deny the leave if entitlement is exhausted;
   b.  Award leave available; and/or
   c.  Award leave in accordance with other provisions of board policy or the collective bargaining agreement.

F.         Type of Leave Requested.

1. Continuous - employee will not report to work for set number of days or weeks
2. Intermittent - employee requests family and medical leave for separate periods of time.
   a.  Intermittent family and medical leave is available for:
         i.  the birth or adoption of the employee’s child, foster care placement subject to agreement by the district;
        ii.  the employee or the employee’s parent or child, when medically necessary, is suffering from a serious health condition;
       iii.  a qualifying exigency arising out of the fact that the employee’s spouse, the employee’s son or daughter, the employee’s parent is on active duty or call to active
            duty status in support of a contingency operation as a member of the National Guard or Reserves; and/or
       iv.  the employee is the spouse, son or daughter, parent or next of kin of a covered service member with a serious injury or illness.
   b.  In the case of foreseeable intermittent leave, the employee must schedule the leave to minimize disruption to the school district operation.
   c.  During the period of foreseeable intermittent leave, the school district may move the employee to an alternative position with equivalent pay and benefits.    (For instructional employees, see G below.)
3. Reduced work schedule - employee requests a reduction in the employee’s regular work schedule.
   a.  Reduced work schedule family and medical leave is available for:
         i.  the birth or adoption of the employee’s child, foster care placement subject to agreement by the district;
        ii.  the employee or the employee’s parent or child, when medically necessary, is suffering from a serious health condition;
       iii.  a qualifying exigency arising out of the fact that the employee’s spouse, the employee’s son or daughter, the employee’s parent is on active duty or call to active
            duty status in support of a contingency operation as a member of the National Guard or Reserves; and/or
       iv.  the employee is the spouse, son or daughter, parent or next of kin of a covered service member with a serious injury or illness.
   b.  In the case of foreseeable reduced work schedule leave, the employee must schedule the leave to minimize disruption to the school district operation.
   c.  During the period of foreseeable reduced work schedule leave, the school district may move the employee to an alternative position with equivalent pay and benefits.  (For instructional employees, see G below.)

 

G.        Special Rules for Instructional Employees.

1. Definition - an instructional employee is one whose principal function is to teach and instruct students in a class, a small group or an individual setting.  This includes, but is not limited to, teachers, coaches, driver’s education instructors and special education assistants.
2. Instructional employees who request foreseeable medically necessary intermittent or reduced work schedule family and medical leave greater than twenty percent (20%) of the work days in the leave period may be required to:
   a.  Take leave for the entire period or periods of the planned medical treatment; or
   b.  Move to an available alternative position, with equivalent pay and benefits, but not necessarily equivalent duties, for which the employee is qualified.
3. Instructional employees who request continuous family and medical leave near the end of a semester may be required to extend the family and medical leave through the end of the semester.  The number of weeks remaining before the end of a semester does not include scheduled school breaks, such as summer, winter or spring break.
   a.  If an instructional employee begins family and medical leave for any purpose more than five weeks before the end of a semester, the school district may require that the leave be continued until the end of the semester if the leave will last at least three weeks and the employee would return to work during the last three weeks of the semester if the leave was not continued.
   b.  If the employee begins family and medical leave for a purpose other than the employee’s own serious health condition during the last five weeks of a semester, the school district may require that the leave be continued until the end of the semester if the leave will last more than two weeks and the employee would return to work during the last two weeks of the semester.
   c.  If the employee begins family and medical leave for a purpose other than the employee’s own serious health condition during the last three weeks of the semester and the leave will last more than five working days, the school district may require the employee to continue taking leave until the end of the semester.
4. The entire period of leave taken under the special rules is credited as family and medical leave.  The school district will continue to fulfill the school district’s family and medical leave responsibilities and obligations, including the obligation to continue the employee’s health insurance and other benefits, if an instructional employee’s family and medical leave entitlement ends before the involuntary leave period expires.

 

H.        Employee responsibilities while on family and medical leave.

1. Employee must continue to pay health care benefit contributions or other benefit contributions regularly paid by the employee unless employee elects not to continue the benefits while on FMLA leave.
2. The employee contribution payments will be deducted from any money owed to the employee or the employee will reimburse the school district by delivery of cash or check to the employer’s business office by the first day of the month in which premiums are due to the carrier.
3. An employee who fails to make the health care contribution payments within thirty (30) days after they are due will be notified that their coverage may be canceled if payment is not received within an additional fifteen (15) days.
4. An employee may be asked to re-certify the medical necessity of family and medical leave for the serious medical condition of an employee or family member once every thirty (30) days and return the certification within fifteen (15) days of the request. 
5. The employee must notify the school district of the employee’s intent to return to work at least once each month during their leave and at least two (2) weeks prior to the conclusion of the family and medical leave.
6. If an employee intends not to return to work, the employee must immediately notify the school district, in writing, of the employee’s intent not to return.  The school district will cease benefits upon receipt of this notification.

 

I.          Use of paid leave for family and medical leave.

1. The district may require, or an employee may request, their unpaid family and medical leave run concurrently with applicable paid leave available to the employee under board policy, individual contracts or the collective bargaining agreement, as outlined in the family and medical leave administrative rules.  When the district determines that paid leave is being taken for an FMLA reason, the district will notify the employee within two (2) business days that the paid leave will be counted as FMLA leave.
2. The district may require, or an employee may request, to run concurrently paid sick and/or personal leave with unpaid FMLA leave for the serious health condition of the employee only.  Upon the expiration of paid leave, the FMLA leave for the serious health condition of the employee is unpaid.
3. The district may require, or an employee may request, to run concurrently paid family sick leave and personal leave with unpaid FMLA leave for the serious health condition of an employee’s family member.  Upon the expiration of paid leave, the FMLA leave for the serious health condition of an employee’s family member is unpaid.
4. The district may require or an employee may request to run concurrently paid sick leave/family illness leave with their unpaid FMLA leave for the birth of their child as follows:  a mother may run concurrently her available paid sick leave for so long as her health care provider certifies that she is unable to perform the essential functions of her job/has a serious health condition; a mother may run concurrently her available paid family illness leave for so long as a health care provider certifies that her newborn infant has a serious health condition; and a spouse may run concurrently his/her available paid family illness leave for so long as a health care provider certifies that the employee is needed  to care for the mother who has a serious health condition or child who has a serious health condition.  Upon the expiration of paid leave, the FMLA leave for the birth of a child or for the placement of a child for adoption or foster care is unpaid.
5. The district may require, or an employee may request, to run concurrently available paid personal leave with their unpaid FMLA leave for the birth of their child or for placement with the employee of a child for adoption or foster care.  Upon the expiration of paid leave, the FMLA leave for the birth of a child or for the placement of a child for adoption or foster care is unpaid.

 

 

(June 10, 2019)

 

Active Duty - duty under a call or order to active duty under a provision of law referring to in section 101(a)(13) of title 10, U.S. Code.

Common Law Marriage - according to Iowa law, common law marriages exist when there is a present intent by the two parties to be married, continuous cohabitation, and a public declaration that the parties are husband and wife.  There is no time factor that needs to be met in order for there to be a common law marriage.

Contingency Operation - has the same meaning given such term in section 101(a)(13) of title 10, U.S. Code.

Continuing Treatment - a serious health condition involving continuing treatment by a health care provider includes any one or more of the following:

• A period of incapacity (i.e., inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment for or recovery from) of more than three consecutive calendar days and any subsequent treatment or period of incapacity relating to the same condition that also involves:
  • treatment two or more times by a health care provider, by a nurse or physician’s assistant under direct supervision of a health care provider, or by a provider of health care services (e.g., physical therapist) under orders of, or in referral by, a health care provider; or
  • treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the health care provider.
• Any period of incapacity due to pregnancy or for prenatal care.
• Any period of incapacity or treatment for such incapacity due to a chronic serious health condition.  A chronic serious health condition is one which:
  • requires periodic visits for treatment by a health care provider or by a nurse or physician’s assistant under direct supervision of a health care provider;
  • continues over an extended period of time (including recurring episodes of a single underlying condition); and
  • may cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.).
• Any period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective.  The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider.  Examples include Alzheimer’s, a severe stroke or the terminal stages of a disease.
• Any period of absence to receive multiple treatments (including any period of recovery) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), kidney disease (dialysis).

Covered Servicemember - a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness.

Eligible Employee - the district has more than 50 employees on the payroll at the time leave is requested.  The employee has worked for the district for at least twelve months and has worked at least 1250 hours within the previous year.

Essential Functions of the Job - those functions which are fundamental to the performance of the job.  It does not include marginal functions.

Employment Benefits - all benefits provided or made available to employees by an employer, including group life insurance, health insurance, disability insurance, sick leave, annual leave, educational benefits, and pensions, regardless of whether such benefits are provided by a practice or written policy of an employer or through an “employee benefit plan.”

Family Member - individuals who meet the definition of son, daughter, spouse or parent.

Group Health Plan - any plan of, or contributed to by, an employer (including a self-insured plan) to provide health care (directly or otherwise) to the employer’s employees, former employees, or the families of such employees or former employees.

Health Care Provider-

• A doctor of medicine or osteopathy who is authorized to practice medicine or surgery by the state in which the doctor practices; or
• Podiatrists, dentists, clinical psychologists, optometrists, and chiropractors (limited to treatment consisting of manual manipulation of the spine to correct a subluxation as demonstrated by X ray to exist) authorized to practice in the state and performing within the scope of their practice as defined under state law; and
• Nurse practitioners and nurse-midwives, and clinical social workers who are authorized to practice under state law and who are performing within the scope of their practice as defined under state law; and
• Christian Science practitioners listed with the First Church of Christ Scientist in Boston, Massachusetts;
• Any health care provider from whom an employer or a group health plan’s benefits manager will accept certification of the existence of a serious health condition to substantiate a claim for benefits;
• A health care provider as defined above who practices in a country other than the United States who is licensed to practice in accordance with the laws and regulations of that country.

In Loco Parentis - individuals who had or have day-to-day responsibilities for the care and financial support of a child not their biological child or who had the responsibility for an employee when the employee was a child.

Incapable of Self-Care - that the individual requires active assistance or supervision to provide daily self-care in several of the “activities of daily living” or “ADLs.”  Activities of daily living include adaptive activities such as caring appropriately for one’s grooming and hygiene, bathing, dressing, eating, cooking, cleaning, shopping, taking public transportation, paying bills, maintaining a residence, using telephones and directories, using a post office, etc.

Instructional Employee - an employee employed principally in an instructional capacity by an educational agency or school whose principal function is to teach and instruct students in a class, a small group, or an individual setting, and includes athletic coaches, driving instructors, and special education assistants such as signers for the hearing impaired.  The term does not include teacher assistants or aides who do not have as their principal function actual teaching or instructing, nor auxiliary personnel such as counselors, psychologists, curriculum specialists, cafeteria workers, maintenance workers, bus drivers, or other primarily noninstructional employees.

Intermittent Leave - leave taken in separate periods of time due to a single illness or injury, rather than for one continuous period of time, and may include leave or periods from an hour or more to several weeks.

Medically Necessary - certification for medical necessity is the same as certification for serious health condition.

“Needed to Care For” - the medical certification that an employee is “needed to care for” a family member encompasses both physical and psychological care.  For example, where, because of a serious health condition, the family member is unable to care for his or her own basic medical, hygienic or nutritional needs or safety or is unable to transport himself or herself to medical treatment.  It also includes situations where the employee may be needed to fill in for others who are caring for the family member or to make arrangements for changes in care.

Next of Kin - an individual’s nearest blood relative

Outpatient Status - the status of a member of the Armed Forces assigned to one of the following:

• either a military medical treatment facility as an outpatient; or,
• a unit established for the purpose of providing command and control of members of the Armed Forces receiving medical care as outpatients.

Parent - a biological parent or an individual who stands in loco parentis to a child or stood in loco parentis to an employee when the employee was a child.  Parent does not include parent-in-law.

Physical or Mental Disability - a physical or mental impairment that substantially limits one or more of the major life activities of an individual.

Reduced Leave Schedule - a leave schedule that reduces the usual number of hours per workweek, or hours per workday, of an employee.

Serious Health Condition - An illness, injury, impairment, or physical or mental condition that involves:

• Inpatient care (i.e. an overnight stay) in a hospital, hospice or residential medical care facility including any period of incapacity (for purposes of this section, defined to mean inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment for or recovery from), or any subsequent treatment in connection with such inpatient care; or
• Continuing treatment by a health care provider.  A serious health condition involving continuing treatment by a health care provider includes:
  • A period of incapacity (i.e., inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment for or recovery from) of more than three consecutive calendar days, including any subsequent treatment or period of incapacity relating to the same condition, that also involves:
    • Treatment two or more times by a health care provider, by a nurse or physician’s assistant under direct supervision of a health care provider, or by a provider of health care services (e.g., physical therapist) under orders or, or on referral by, a health care provider; or
    • Treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the health care provider.
  • Any period of incapacity due to pregnancy or for prenatal care.
  • Any period of incapacity or treatment for such incapacity due to a chronic serious health condition.  A chronic serious health condition is one which:
    • Requires periodic visits for treatment by a health care provider or by a nurse or physician’s assistant under direct supervision of a health care provider;
    • Continues over an extended period of time (including recurring episodes of s single underlying condition); and,
    • May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.).
  • A period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective.  The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by, a health care provider.  Examples include Alzheimer’s a severe stroke or the terminal stages of a disease.
  • Any period of absence to receive multiple treatments (including any period of recovery from) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical therapy), kidney disease (dialysis).
• Treatment for purposes of this definition includes, but is not limited to, examinations to determine if a serious health condition exists and evaluation of the condition.  Treatment does not include routine physical examinations, eye examinations or dental examinations.  Under this definition, a regimen of continuing treatment includes, for example, a course of prescription medication (e.g., an antibiotic) or therapy requiring special equipment to resolve or alleviate the health condition (e.g., oxygen).  A regimen of continuing treatment that includes the taking of over-the-counter medications such as aspirin, antihistamines, or salves; or bed rest, drinking fluids, exercise and other similar activities that can be initiated without a visit to a health care provider, is not, by itself, sufficient to constitute a regimen of continuing treatment for purposes of FMLA leave.
• Conditions for which cosmetic treatments are administered (such as most treatments for acne or plastic surgery) are not “serious health conditions” unless inpatient hospital care is required or unless complications develop.  Ordinarily, unless complications arise, the common cold, the flu, ear aches, upset stomach, ulcers, headaches other than migraine, routine dental or orthodontia problems, periodontal disease, etc., are examples of conditions that do not meet the definition of a serious health condition and do not qualify for FMLA leave.  Restorative dental or plastic surgery after an injury or removal of cancerous growths are serious health conditions provided all the other conditions of this regulation are met.  Mental illness resulting from stress or allergies may be serious health conditions, but only if all the conditions of this section are met.
• Substance abuse may be a serious health condition if the conditions of this section are met.  However, FMLA leave may only be taken for treatment for substance abuse by a health care provider or by a provider of health care on referral by a health care provider.  On the other hand, absence because of the employee’s use of the substance, rather than for treatment, does not qualify for FMLA leave.
• Absence attributable to incapacity under this definition qualify for FMLA leave even though the employee or the immediate family member does not receive treatment from a health care provider during the absence, and even if the absence does not last more than three days.  For example, an employee with asthma may be unable to report for work due to the onset of an asthma attack or because the employee’s health care provider has advised the employee to stay home when the pollen count exceeds a certain level.  An employee who is pregnant may be unable to report to work because of severe morning sickness.

Serious Injury or Illness - an injury or illness incurred by a member of the Armed forces, including the National Guard or Reserves in the line of duty on active duty in the Armed Forces that may render the member medically unfit to perform the duties of the member’s office, grade, rank, or rating.

Son or daughter - a biological child, adopted child, foster child, stepchild, legal ward, or a child of a person standing in loco parentis.  The child must be under age 18 or, if over 18, incapable of self-care because of a mental or physical disability.

Spouse - a husband or wife recognized by Iowa law including common law marriages.

 

 

(June 10, 2019)

 

405.08: Licensed Employee Evaluation

 

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

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

 

Licensed employees will be required to:

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

• Demonstrate competency in content knowledge appropriate to the teaching position. Demonstrate competency in planning and preparation for instruction. 

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

• Use a variety of methods to monitor student learning. Demonstrate competence in classroom management. 

• Engage in professional growth. 

• Fulfill professional responsibilities established by the school district.

 

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

 

Legal Reference: Iowa Code §§ 20.9; 279, 284, 294. Aplington Community School District v. PERB, 392 N.W.2d 495 (Iowa 1986).

 

Approved: January 3, 2024

Reviewed: January 3, 2024

Revised: January 3, 2024

The Board recognizes situations may arise in the operation of the District which are of concern to employees.  Employees shall make any complaints in a constructive and professional manner.  Complaints should be presented only to proper authority, who is the supervisor of the activity or function, the principal, or the superintendent.  Employees shall be prudent and cautious in making any complaints in the presence of other employees, students, volunteers, or members of the public.

Complaints of employees against fellow employees should be discussed directly between employees.  If necessary, complaints will be brought directly to the immediate supervisor, principal or superintendent.  If an employee has a complaint regarding another employee or regarding an administrator/supervisor decision, the Board may become involved if the matter is not resolved after discussions with the employee and/or the supervisor.

The following conditions and procedures shall be followed for an employee, or group of employees, to submit a complaint to the Board:

A.  Prior to submitting a request to the Board, the employee(s) requesting further consideration shall consult formally and/or informally with the employee or the supervisor making the decision, that employee’s/supervisor’s supervisor, etc., up through the administrative line of authority to, and including, the superintendent.  For an appeal to the superintendent and beyond to receive full consideration, the employee must submit a written complaint to the superintendent within 20 working days of the date the employee knew, or should have known, of the action subject to the complaint. 

B.  The written complaint to the superintendent must include:

1. A clear, concise statement of the conduct or administrative decision that is being appealed.
2. The reasons why the prior decisions are considered to be unreasonable.
3. Additionally, in the case of an appeal of an administrative decision, the reasons why the decision is considered to be:
   A.  beyond the administration’s scope of authority and responsibility, and/or
   B.  is unreasonable, and/or
   C.  the specific policy, regulation or rule shall be cited (if there is an allegation of a violation or misapplication of the written policies, regulations and rules of the District).      
4. A statement that assures that the employee has appropriately consulted with each administrator in the line of authority, up to the superintendent.
5. In all cases, the remedy being sought shall be written.
6. Signature(s).  The appeal is available to either an individual employee or more than one employee.  If more than one employee wishes to appeal, the names of each employee requesting the appeal shall appear on the written request.  Appeals will not be considered if only a group(s) is referenced.
    

C.  The superintendent will issue a response.  If the superintendent fails to respond within 15 working days of receiving the complaint, or if the employee(s) remain dissatisfied after receiving the response, the employee may, within 10 working days, request the Board of Education reconsider the prior administrative conclusions by submitting a request in writing to the President of the Board of Education.  The written request for Board reconsideration must contain all the elements as required for the appeal to the superintendent as listed above, and the request must also verify that the superintendent has also been involved in the appeal process.  A copy of the request for reconsideration by the Board shall be provided to the superintendent of schools.

 

D.  Upon receiving a request for the Board to consider an appeal of employee conduct and/or an administrative decision from a school employee (referred here-after as the “request”), the Board President may appoint two members of the Board of Education (referred here-after as the “Board Investigators”) to investigate the request and make recommendations to the Board of Education as to how to process the complaint.

In the course of their investigation, the Board Investigators may review appropriate documents and may meet with the employees seeking the appeal, the administrators involved in the decision, and any other persons they deem appropriate.  They may meet the parties together or separately.

 

E.  Upon the conclusion of their preliminary investigation, the Board Investigators may advise any appropriate action, including but not limited to, a hearing before the entire Board, a hearing before the Board Investigators, a written decision by the Board absent a hearing, and/or taking no action and letting the decision of the superintendent stand. 

 

F.  The Board of Education is not obligated to hear any appeal.  In any hearing before the Board Investigators or the entire Board, the burden of proof shall rest with the employee making the request for a hearing

 

G.  Following any hearing before the Board Investigators or the entire Board, the Board Investigators or the entire Board shall communicate their finding and decision to the other members of the Board of Education, to the employee(s) requesting the appeal, and to the administrators involved in the decision.

 

 

(June 9, 1980; August 18, 1986; November 20, 1995; March 21, 2011; June 18, 2012; January 15, 2015; June 10, 2019)