Through the dedication of students, staff, families & community, all learners at South Tama will tackle complex problems and effectively communicate information and ideas so students can successfully complete post-secondary goals.  In order to achieve this, staff and students will improve the quality of their work through feedback and reflection, and experience the confidence and accomplishment that comes through the production of meaningful, challenging work.

Learning Principles

• Learning is not a given – it is an active process that requires the learner to ask questions, make connections, and apply learning to existing knowledge and new situations.
• Engaged and sustained learning requires that learners constantly see the value of their work and how it contributes to personal success.
• Learning requires the right blend of challenge and comfort where learners know that success is attainable but they must persist in order for it to happen.
• Learners need clarity about what the learning goals are and the criteria for success to inform the development of their work.
• Learners require regular, timely, and meaningful feedback with opportunities for revision and improvement to produce quality work.
• Learners periodically question assumptions and habits based on new evidence and experiences, which often leads to change.

(May 17, 2010; September 20, 2010; June 18, 2012, June 20, 2016, February 4, 2019)

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):

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):

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):

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

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)

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)

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)

Unless specified otherwise by law, the Superintendent shall give notice of the time, date, and place of each meeting of the Board of Directors, and the tentative agenda, in a manner reasonably calculated to appraise the public of the information.  Reasonable notice shall include advising the news media who have filed a written request for notice with the District and posting the notice on the window by the northeast entrance of the Central Administration Office.  Attendance at a special meeting or emergency meeting by board members, the media, or other members of the public will constitute a waiver of notice.

The notice of a meeting of the Board of Directors shall be given at least twenty-four hours prior to the commencement of the meeting unless for good cause such notice is impossible or impractical, in which case as much notice as is reasonably accessible to the public, and at a time reasonably convenient to the public, unless for good cause such a place or time is impossible or impractical.  Special access to the meeting may be granted to handicapped or disabled individuals.

When it is necessary to hold a meeting on less than twenty-four hours notice, or at a place that is not reasonably accessible to the public, or at a time that is not reasonably convenient to the public, the nature of the good cause justifying that departure from the normal requirements shall be stated in the minutes of the meeting.

When necessary, the Board of Directors or the Superintendent may delegate the responsibility for giving notice to the Secretary. 

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

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)

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)

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)

It is the policy of The South Tama County Community School District to provide equal opportunity to employees and applicants for employment in accordance with applicable equal employment opportunity and affirmative action laws, directives and regulations of federal, state and local governing bodies. Opportunity to all employees and applicants for employment includes hiring, placement, promotion, transfer or demotion, recruitment, advertising or solicitation for employment, treatment during employment, rates of pay or other forms of compensation, and layoff or termination.  It is the policy of The South Tama County Community School District not to discriminate on the basis of age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information in its employment practices.

Individuals who file an application with the school district will be given consideration for employment if they meet or exceed the qualifications set by the board, administration, and Iowa Department of Education for the position for which they apply.  The school district will take affirmative action in major job categories where women, men, minorities, and persons with disabilities are underrepresented.  In employing individuals, the board will consider the qualifications, credentials, and records of the applicants without regard to the applicants’ age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information.  In keeping with the law, the board will consider the veteran status of applicants.

Prior to a final offer of employment for any position, the school district will perform any background check required by law. The district may determine on a case-by-case basis that, based on the duties, some positions within the district will require more thorough background checks. Based upon the results of the background checks, the school district will determine whether an offer will be extended and may withdraw a previously extended offer.

Employees will support and comply with the district’s established equal employment opportunity and affirmative action policies.  Employees will be given notice of this policy annually.  Additionally, all persons, agencies, vendors, contractors and other persons and organizations doing business with or performing services for the school district are required to subscribe to all applicable federal and state laws, executive orders, rules and regulations pertaining to contract compliance and equal employment opportunity.

Advertisements and notices for vacancies within the school district will contain the following statement: “The South Tama Community School District is an equal employment opportunity employer.”  The statement will also appear on application forms.

There is a procedure for processing complaints of discrimination. If you have questions or a complaint related to this policy, please contact Sam Peska, Equity Coordinator, STC Elementary, 1702 Harding Street, Tama, IA 52339, phone: 641-484-4811, email: speska@s-tama.k12.ia.us.  Further information and copies of the procedures for filing a complaint are available in the school district’s central administrative office and the administrative office in each attendance center.

Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, may also be directed to the Iowa Civil Rights Commission, 400 E. 14th Street, Des Moines, Iowa 50309-1004, (515) 281-4121 or 1-800-457-4416, http://www.state.ia.us/government/crc/index.html or to the Director of the Region VII Office of Civil Rights, Department of Education, Kansas City, Missouri.  Such inquiry or complaint to the state or federal office may be done instead of, or in addition to, an inquiry or complaint at the local level. 

Approved: June 15,1992

Reviewed: January 16, 2023

Revised June 15,1992; May, 2002; May 14, 2007; April 20, 2009; May 18,2009; March 15, 2010; March 21, 2011; June 18, 2012; July 8, 2013, July 7, 2014; January 19, 2015;September 19, 2016; June 19, 2017; June 10, 2019; January 16, 2023.

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)

Employees are those individuals who are employed by the school district on an ongoing basis who are not independent contractors.  The district may give employees individual contracts or letters of assignment or may not issue any form of written document to employees, as required by law and in the discretion of the district.  Any contracts for employment must be signed by the Board President

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

Licensed employees must present evidence of current license to the Board Secretary prior to payment of salary each year.  It is a licensed employee’s sole obligation to maintain licensure and renew licensure prior to the expiration date.  An employee’s failure to maintain or renew a license that expires during the contract year will result in suspension of duty and pay until the license is reissued or renewed and may result in discipline up to and including termination of contract.

Classified employees are employees who are not administrators or employees in positions which require an Iowa Department of Education teaching license and who are employed to fulfill the duties listed on their job description on a monthly or hourly basis.  Classified employees required to hold a license for their position must present evidence of their current license to the Board Secretary prior to payment of wages each year.

(June 10, 2019)

The Board of Directors shall approve job descriptions for all positions.  The Superintendent or designee shall be responsible for developing and/or revising job descriptions and for submitting these to the Board of Directors for review as changes are appropriate.  A manual of all job descriptions should be maintained on file and kept current by the Superintendent.  Evaluation of employees shall reflect requirements of the position as stated in the job descriptions.

(June 9, 1980; June 19, 1989; June, 1992; May, 2002; April 18, 2011; June 18, 2012; January 19, 2015; June 10, 2019)

The Superintendent or designee shall be responsible for recruiting and recommending employees for employment.  Administrators shall be responsible for recommending those employees under their immediate supervision, with the approval of the Superintendent or designee.

Selection of employees shall be based on the following qualifications, as well as any other qualifications the superintendent or administrator deems appropriate:

1. Training, education, certification, and licensing;
2. Experience and skill;
3. Demonstrated professional competency;
4. Personality;
5. General suitability for the position;
6. The needs of the district.

All professional employees shall be properly licensed as required by statutory enactment and the Iowa Department of Education.

Announcement of the position will be posted online, as required; on the school district website; and in each school building. Teaching vacancies identified during the school year that must be filled during the same school year shall be exempt from the five-day internal notice period. Teaching vacancies identified for the following school year after May 15^th will be exempt from internal notice. 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 superintendent shall make a recommendation to the board and the board shall approve any recommendation prior to any individual being employed by the board.  The board may delegate the hiring of teachers to the superintendent.  However, the superintendent will have the authority to employ an employee on a temporary basis until a recommendation can be made and action can be taken by the board on the position.

(June 15, 1992; April 18, 2011; June 18, 2012; January 19, 2015, July 24, 2017; June 10, 2019)

The board encourages employees to attend and participate in professional development activities to maintain, develop, and extend their skills.  The board shall also maintain and support an in-service program for employees. 

Requests for attendance or participation in a development program, other than those development programs sponsored by the school district, shall be made to the superintendent.  Approval of the superintendent must be obtained prior to attendance by an employee in a professional development program.

The superintendent or designee shall have the discretion to allow or disallow employees to attend or participate in the requested event.  When making this determination, the superintendent will consider the value of the program for the employee and the school district, the effect of the employee’s absence, on the education program and school district operations and the school district’s budget as well as other factors deemed relevant in the judgment of the superintendent.  

(April 17, 1989; March 21, 2011; June 18, 2012; January 19, 2015; June 10, 2019)

Employees shall be provided leave as required under federal, state or local law; as specified in board policy; as specified in a collective bargaining unit covering the employee; or as specified in the individual employee’s contract with the district.

Unpaid leave may be used to excuse an involuntary absence not provided for in other leave policies. Employees may make requests for unpaid leaves of absence.  Such requests shall be submitted in writing to the superintendent or designee at least five (5) work days in advance except in cases of emergency, in which case authorization must be requested as soon as possible and in no event more than five (5) work days after the absence.  Such requests will be considered individually on their own merits and in accordance with the applicable collective bargaining agreement, if any, and state and federal law. 

The superintendent or designee will have complete discretion to grant or deny the requested unpaid leave.  In making this determination, the superintendent will consider the effect of the employee’s absence on the education program and school district operations, the financial condition of the school district, length of service, previous record of absence, the reason for the requested absence, and other factors the superintendent believes are relevant in making this determination.

If unpaid leave is granted, the duration of the leave period is coordinated with the scheduling of the education program whenever possible, to minimize the disruption of the education program and school district operations.

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

Licensed Employees

A licensed employee who wishes to resign must notify the superintendent in writing prior to May 1 if the resignation is to take place at the end of the current school year/contract period.  The superintendent will refer the resignation to the Board of Directors with recommendations.

Whenever a licensed employee resigns from a signed contract for the following year after May 1, the Board will determine whether or not to grant the release.  The Board may stipulate conditions of such a release such as the need to locate a suitable replacement prior to the granting of a release.

If the Board grants a release, unless otherwise stipulated, a condition for the release will be the employee’s agreement to pay costs related to obtaining and selecting a replacement for the position that ultimately becomes vacant as a result of their resignation.  Costs for seeking a replacement shall be limited to a maximum of $500.00 and may include, but are not limited to:  travel expenses, postage and phone charges, and non-administration staff time used in recruiting, screening, interviewing, and selecting a candidate for replacement.  Upon making the request for a release from contract, the certified employee will be requested to sign a statement designating that they are willing to pay the above replacement costs by either:  (1) Withholding the correct amount from their final payroll check; (2) By making a deposit of the maximum amount with the district with unused portion to be returned when the total is known, or (3) A specified payment plan agreed upon by the administration.  Failure to sign the statement may result in a denial of the release from contract.  At its discretion the Board may elect not to assess a charge.

Whenever a licensed employee resigns from a signed contract for the following year after June 1, the Board will usually not grant a release.  If a release is granted the same replacement cost conditions as listed for after May 1 shall apply.  However, after June 1 the Board will consider resignations on a case-by-case basis, and approval will be granted only to those considered to be in the best interest of the district.

If a licensed employee should fail to fulfill contractual obligations without obtaining a proper release, the Superintendent is authorized to file a complaint with the Iowa Board of Education Examiners.  Should such an instance arise, the resignation of the employee may be accepted under protest, or the employee may be terminated so that replacement staff may be hired without jeopardizing the legal rights of the district while the district continues with its complaint with the Iowa Board of Educational Examiners.  Further, the school district may seek compensation for damages from the employee if an employee fails to perform their contractual obligation having failed to obtain a release. 

Classified Employees

Classified employees who wish to resign during the school year must notify the superintendent in writing of their intent to resign and final date of employment and cancel their contract or employment within fourteen (14) days prior to their last working day.  The superintendent will refer the resignation to the Board of Directors with recommendations.

(September 21, 1992; May 17, 1999; May 21, 2001; March 21, 2011; June 18, 2012; January 19, 2015; June 10, 2019)

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

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

Board action to approve a licensed employee’s application for retirement is final, and such action constitutes nonrenewal and/or termination of the employee’s contract effective the day of the employee’s retirement.

Employees and their spouse and dependents who have group insurance coverage through the school district may be allowed to continue coverage of the school district’s group health insurance program, at their own expense, by meeting the requirements of the insurer.

(June 15, 1992, November 16, 2009; March 21, 2011; June 18, 2012; January 19, 2015; June 10, 2019)

Employees will perform their assigned job, respect and follow board policy, and obey the law.  The superintendent may discipline an employee for violation of the policies, regulations and rules of the school district; for violation of state and/or federal law; and/or for other conduct that impacts job performance.

Warnings, reprimands, or other disciplinary action may be in writing, should be communicated to the teacher or other employee, and may be included in the teacher’s or other employee’s personnel file.

The superintendent is authorized to suspend an employee pending board action on a discharge, for investigation of charges against the employee, for reasons related to staff and student safety, and for disciplinary purposes.  In the event of a suspension, appropriate due process will be followed.  It is within the discretion of the superintendent to suspend an employee with or without pay.

In case of suspension without pay, the superintendent shall give written notice of the reasons for the suspension without pay, and the employee shall have an opportunity to respond to the reasons before action is taken to suspend without pay.  The superintendent shall review the reasons for the suspension and any response by the employee, and make a determination whether there are reasonable grounds to believe the reasons are true and support the suspension without pay.  The superintendent’s determination shall be in writing, should be given to the teacher or other employee, and should be placed in the employee’s personnel file.

(September 19, 1988; June 15, 1992; June 18, 2012; January 19, 2015; June 10, 2019)

The superintendent or designee has authority to suspend the services of any employee, as permitted under law.  The superintendent or designee shall make a recommendation to the board regarding the employee’s employment with the district.  The board shall take action as to whether or not to terminate the employee’s employment with the district, as required and/or permitted under law.

The superintendent, the superintendent’s designee and the board shall follow all applicable procedures and provide appropriate due process as required under the law and/or as required in a negotiated labor contract, if any.

(June 9, 1980; June 15, 1992; August 13, 2012; January 19, 2015; June 10, 2019)

Policy 401.14: Employee Expression 

The board believes the district has an interest in maintaining an orderly and effective work environment while balancing employees' First Amendment rights to freedom of expression and diverse viewpoints and beliefs. When employees speak within their official capacity, their expression represents the district and may be regulated. The First Amendment protects a public employee’s speech when the employee is speaking as an individual citizen on a matter of public concern. Even so, employee expression that has an adverse impact on district operations and/or negatively impacts an employee’s ability to perform their job for the district may still result in disciplinary action up to and including termination. 

Employees will comply with Iowa law to the extent that compliance does not infringe on employees’ free speech rights. 

Employees who use social media platforms are encouraged to remember that the school community may not be able to separate employees as private citizens, from their role within the district. Employee expression on social media platforms that interferes with the district’s operations or prevents the district from functioning efficiently and effectively may be subject to discipline up to and including termination. 

A district employee who acts to protect a student for engaging in free expression or who refuses to infringe on students engaging in free expression; and who is acting within the scope of their professional ethics will not be retaliated against or face any adverse employment action based on their behavior provided that expression is otherwise permitted by law and board policy. 

If the board or court finds an employee that is subject to licensure, certification or authorization by the Board of Educational Examiners discriminated against a student or other co-employee, the board will refer the employee to the Board of Educational Examiners for additional proceedings as required by law and which may result in discipline up to and including termination. 

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

Kennedy v. Bremerton School District, 597 U.S. (2022) 

Iowa Code §§ 279.73; 280.22 

Approved: April 3, 2023

Reviewed: April 3, 2023

Revised: April 3, 2023

2

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)

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

Licensed employees may only tutor students other than those for whom the teacher is currently exercising teaching, administrative or supervisory responsibility unless approved by the superintendent.  Licensed employees may only tutor students to the extent permitted by any state or federal laws or state or federal regulatory agencies, including the Iowa Board of Educational Examiners.

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

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

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)

Employees will not engage in political activity upon property under the jurisdiction of the board.  Activities including, but not limited to, posting of political circulars or petitions, the distribution of political circulars or petitions, the collection of or solicitation for campaign funds, solicitation for campaign workers, use of district e-mail to originate messages of support for a particular candidate or issue, and the use of students for writing or addressing political materials, or the distribution of such materials to or by students are specifically prohibited.

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

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

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

Employees will not act as an agent or dealer for the sale of textbooks or other school supplies.  Employees will not participate for personal financial remuneration in outside activities wherein their position on the staff is used to sell goods or services to students or to parents.  Employees will not engage in outside work or activities where the source of information concerning the customer, client or employer originates from information obtained because of the employee’s position in the school district.

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

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

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

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

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

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

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

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

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

Nepotism is patronage bestowed or favoritism shown on the basis of family relationship.  More than one family member may be an employee of the district.  The decision to employ more than one individual in a family shall be made on the basis of each individual’s qualifications and credentials.

No district employee shall be involved in hiring a family member.  No district employee shall serve in a supervisory capacity over one of their family members employed by the district.  No district employee shall attempt to influence the evaluation or conditions of employment of the employee’s family member with anyone who serves in a supervisory capacity over that family member.

Family members for purposes of this policy include husbands, wives, mothers, fathers, mothers-in-law, fathers-in-law, sisters, brothers, sisters-in-law, brothers-in-law, daughters, sons, daughters-in-law, and sons-in-law.

(June 10, 2019)

The board understands the desire of students, parents, and others to give gifts to show appreciation of an employee.  Rather than giving gifts, the board encourages, as more welcome and more appropriate, the writing of a letter to express gratitude and appreciation or the donation of a gift to benefit the school district rather than an individual employee.

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

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

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

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

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

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

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

It shall be the responsibility of each employee to know when it is appropriate to accept or reject gifts or an honorarium.  An employee who violates this policy may be subject to disciplinary action.

(November 16, 1992; September 19, 1994; March 21, 2011; June 18, 2012; January 19, 2015; June 10, 2019)

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 reporting and investigation process.

The school district has appointed a Level I investigator and an 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.

(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)

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

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)

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)

In order to enhance employee morale and recognize long-term employment with the school district, the South Tama County Community School District will recognize employees and demonstrate appreciation for contributions rendered.

The district specifically may do the following:

A.  Provide a system of awards as appreciation for longevity at five-year intervals.  Awards will be given to all employees who complete 5, 10, 15, 20, 25, 30, 35, 40 years of service
      to the South Tama County Community School District.

B.  Sponsor a ceremony and award a token for appreciation upon retirement after at least three (3) year of service.

C.  Express condolence.  The Business Manager will cause to be delivered, when appropriate under this policy, a memorial or remembrance from the Board of Education in the
      amount of approximately twenty-five ($25.00).  The memorial or remembrance will be made to the family of any employee in the event of the death of the employee, their spouse,
      or their minor child.

(September 20.1993; November 17, 1997; March 21, 2011; June 18, 2012; January 19, 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)

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 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)

Unpaid family and medical leave will be granted up to twelve (12) weeks per year for qualifying leave to assist employees in balancing family and work life.  For purposes of this policy, year is defined as a “rolling” twelve (12) month period measured backward from the date of any FMLA leave usage.  Requests for family and medical leave will be made to the superintendent.

Employees eligible for family and medical leave must comply with the family and medical leave administrative rules prior to starting family and medical leave.  Employees shall be required to complete all necessary Family and Medical Leave Act documentation prior to any leave being approved as family and medical leave.  The required documentation shall be as outlined in this policy and as required by the Department of Labor.  All documentations and forms shall be available on the district’s website.  If the employee fails to complete and return all necessary Family and Medical Leave Act documentation, and the leave is such that would be covered as approved family and medical leave, administration may designate the leave as approved family and medical leave.

The district may require, or employees may request, to run concurrently applicable paid leave during any family and medical leave by meeting the requirements set out in the family and medical leave administrative rules.  Employees eligible for family and medical leave must comply with the family and medical leave administrative rules prior to starting family and medical leave.

(April 18, 2011; June 18, 2012; January 19, 2015; July 10, 2017; June 10, 2019)

Parents within the school district who have children over age four (4) and enrolled in the statewide preschool program, over age five (5) and enrolled in the district’s kindergarten program, or over age six and under age sixteen by September 15, in proper physical and mental condition to attend school, will have the children attend the school district at the attendance center designated by the board. 

Students will attend school the number of days school is in session in accordance with the school calendar.  Students over age four (4) on September 15 and enrolled in the statewide preschool program and students over age five (5) on September 15 and enrolled in the district’s kindergarten program, may not attend the minimum days only if the student’s parent notifies the district in writing of the parent’s intent to remove the child from the preschool program and/or from enrollment in the district.  Students not attending the minimum days must be exempted by this policy as listed below or, referred to the county attorney.

Exceptions to this policy include children who:

• have completed the requirements for graduation in an accredited school or have obtained a high school equivalency diploma;
• are excused for sufficient reason by any court of record or judge;
• are attending religious services or receiving religious instruction;
• are attending an approved or probationally approved private college preparatory school;
• are attending an accredited nonpublic school; or,
• are receiving competent private instruction.

It is the responsibility of the parent of a child to provide evidence of the child’s mental and physical inability to attend school or of the child’s qualifications for one of the exceptions listed above.

The designated truancy officer will investigate the cause for a student’s truancy.  If the designated truancy officer is unable to secure the truant student’s attendance, the truancy officer should discuss the next step with the Superintendent.  If after school board action, the student is still truant, the truancy officer will refer the matter over to the county attorney.

The school will participate in mediation if requested by the county attorney.  The superintendent or designee will represent the school district in mediation.  The school district will monitor the student’s compliance with the mediation agreement and will report violations of the mediation agreement to the county attorney.

(June 22, 1981, April 17, 1989; June 15, 1992; July 19, 1993: April 18, 2011; January 19, 2015, August 19, 2019)

The District shall make reasonable efforts to identify homeless children and youth of school age within the District, shall encourage their enrollment in school, shall eliminate existing barriers in District policies and procedures that may serve as barriers to their enrollment, and shall ensure that homeless children and youth have equal access to the same free public education, including public preschool education, as is provided to other children and youth. 

Definitions.  As used in this policy, “homeless children and youth” means individuals from age five through age 21 who lack a fixed, regular, and adequate nighttime residence, including children and youth who are:

• sharing the housing of other persons due to loss of housing, economic hardship, or a similar reason;
• living in motels, hotels, trailer parks, or camping grounds due the lack of alternative adequate accommodations;
• living in emergency or transitional shelters;
• abandoned in hospitals;
• children and youth who have a primary nighttime residence that is a public or private place not designated for or ordinarily used as a regular sleeping accommodation for human beings;
• children and youth who are living in a car, park, public space, abandoned building, substandard housing, bus or train station, or similar setting; or
• migratory children who qualify as homeless because they are living in circumstances described in this definition.

Incarcerated children and youth and children in foster care are not considered homeless.

“School of origin” means the school that the homeless child or youth attended when permanently housed or the school in which the homeless child or youth was last enrolled, including a preschool.

“Unaccompanied youth” means a youth not in the physical custody of a parent or guardian, including youth living in runaway shelters, abandoned buildings, cars, on the streets, or in other inadequate housing, youth denied housing by their families, and school-age unwed mothers, living in homes for unwed mothers, who have no other housing available.

Liaison.  The Drop Out Prevention Coordinator shall serve as the District’s liaison for homeless children and youth.  The liaison shall ensure that homeless children and youth are identified by school personnel and through coordination activities with other entities and agencies; that homeless children and youth enroll in school and have a full and equal opportunity to succeed in school; and that the District is meeting all other requirements under state and federal law relating to homeless children and youth.

The liaison shall also assist parents, guardians and unaccompanied youth in enrolling in school and accessing school services, obtaining student records, arranging for immunizations, and shall help to coordinate transportation services.

No Segregation.  Homeless children and youth shall not be separated from the mainstream school environment on the basis of their status as homeless.  Homeless children and youth may be segregated from other students only for short periods of time as necessary for health or safety reasons or to provide temporary, special and supplemental services to meet the unique needs of homeless students.  Homeless children and youth shall not be stigmatized or isolated on the basis of their status or homeless.  Records indicating their status as homeless shall be maintained in accordance with confidentiality requirements.

Immunization Records.  A homeless child or youth will not be denied enrollment for lack of immunization records if the child is transferring from another school and the school confirms the presence of the immunization record.  The District liaison will make a reasonable effort to locate immunization records from the information provided or will arrange for the student to receive immunizations.

Student Records.  Homeless children and youth transferring into the District may provide student records directly to the District.  The District will not require that the records be forwarded from another district or school before the child may enroll.  The District will then request the student’s records from the previous district or school attended by the student.  Homeless children and youth transferring out of the District may be provided directly copies of student records to take with them.

Waiver of School Fees.  School fees shall be waived in accordance with the District’s policy on waiver of fees or if necessary for the homeless child or youth to obtain equal access to a free public education.  The District liaison shall also assist students in accessing resources for appropriate school clothing.

Free and Reduced-Price Meals.  The application process for the free and reduced price meals shall be expedited for homeless children and youth.  The district may determine if a student is homeless and requires free meals without completing the full application process.

School Placement.  School placement determinations for homeless children and youth shall be made on the basis of the best interests of the homeless child or youth.  The District will, to the extent feasible, keep a homeless child or youth in the school of origin, unless the parent or guardian or unaccompanied youth requests another school and the District concurs in attendance at the preferred school.  If the District sends a homeless child or youth to a school other than the school of origin or a school requested by the parent, guardian, or unaccompanied youth, the District will provide a written explanation of its decision with notice of the right to appeal the decision pursuant to State appeal procedures.

The placement determination shall be student centered, individualized determination.  Factors to be considered may include the age of the student, the distance of the commute and the impact on the student’s education, personal safety issues, the student’s need for special education and related services, the length of the anticipated stay in the temporary shelter or other temporary location, and the time remaining in the school year.  Homeless children and youth may be assigned to other schools if necessary to receive a free and appropriate public education accordance with a special education IEP.

Transportation.  If a homeless child or youth continues to live in the District but in a different attendance area than the school the student was previously attending in the District, the District, at the request of the parent, guardian, or at the request of the District liaison on behalf of an unaccompanied youth, shall provide or arrange for transportation to and from the school previously attended.  If the homeless child or youth is no longer living in the District, but is continuing his or her education in the District, the District will apportion the responsibility and costs for providing the child with transportation with the district where the child is currently living in a manner consistent with the law.

Conflicts With Other Policies.  Provisions in this policy shall supersede any conflicting provisions in other District policies, regulations or procedures.

(July 19, 2004; March 21, 2011; January 19, 2015; August 19, 2019)

Children in the school district community will be allowed to enroll in the school district’s regular education program beginning at age five.  The child must be age five on or prior to September 15 to participate in the school district’s kindergarten program.  The child must be age six on or prior to September 15 to begin the first grade of the education program.

The board will require evidence of age and residency in the form of a birth certificate or other evidence before the student may enroll in the school district’s education program.  It is within the discretion of the superintendent to determine what is satisfactory evidence for proof of age.

Prior to enrollment, the child must provide the administration with their health and immunization certificate.  Failure to provide this information within the time period set by the superintendent is reason for suspension, expulsion or denying admission to the student.

(April 6, 1981; April 18, 2011; January 19, 2015; August 19, 2019)

Resident students are those whose legal residence is within the boundary of the district.  The residence of a student means the place, abode, or dwelling of the student.  Generally, the legal dwelling of minors is the same as their parents.  A student may establish a dwelling with someone other than the parents and attend public school in the school district without paying tuition if the primary purpose for residing in the school district is not for the purpose of obtaining a free public education.  Further, students who have reached the age of majority and who are still eligible to attend an Iowa secondary school may declare their residence independent of the residence of the parents.

Each case involving the bona fide residence of a student will be decided upon its individual merits by the superintendent.

(April 8, 1981; March 21, 2011; January 19, 2015, August 19, 2019)

Students who are eligible to attend an Iowa public school but who are not legal residents of this district may be admitted to school at the discretion of the Superintendent upon application and payment of tuition.  The tuition rate shall be the current per-pupil cost of the district as computed by the board secretary and as authorized by the State Department of Education.

Resident students whose families move from the school district after the start of a semester, and who wish to complete the semester in the school district, may be permitted to attend without the payment of tuition in the discretion of the Superintendent.  These students, other than students in grades eleven and twelve, must have the recommendation of the principal as well as a resident guardian identified for purposes of administration.

Students in grades eleven and twelve who are no longer residents of the school district, but were residents in the preceding school year, may continue to attend school until they graduate without the payment of tuition.  These students must have a resident guardian identified for purposes of administration.

(April 6, 1981; December 21, 1987; March 21, 2011; January 19, 2015; August 19, 2019)

If the student’s parents wish to withdraw or transfer the student from school prior to completing and graduating from the education program, they should notify the principal in writing as soon as possible of the decision to withdraw or transfer the student from the education program.  The notice should state the student’s final day of attendance.  The student or parent should present this written notice at the office and receive instructions regarding the return of textbooks, library books, locker equipment, hot lunch tickets, etc. 

If the student is not enrolling in another school district, the school district will maintain the student’s records in the same manner as the records of students who have graduated from the school district.

If the parents wish to have the student’s cumulative record sent to the new school district, the parents must notify the principal in writing.  This notice will include the name of the school district and the person at the new school district to whom the student’s cumulative records should be sent.  If the new school district requests the student’s cumulative records, the school district will forward the cumulative records and notify the parents the records have been sent.  The notice will inform the parents of their right to review the records sent.

If the student is of compulsory education age and not transferring to another public school district or an accredited nonpublic school, the parents will notify the superintendent that the student is receiving competent private instruction and file the necessary competent private instruction reports.

The Board strongly urges teachers, guidance counselors, principals, parents, and citizens to exert influence to keep students in school at least through high school graduation through the following:

1. The instructional staff should endeavor to recognize students at risk and intervene to give necessary help to such students.
2. The principal and guidance counselor should attempt to modify the student’s program wherever practical and professionally advisable.
3. Conferences with parents and guardians should be held.
4. The principal and guidance counselor should meet with students contemplating withdrawal from school.

(March 21, 1988; April 18, 2011; August 19, 2019)

A student’s parents or the student may transfer the student into the school district.  Students who transfer into the school district must meet the immunization and age requirements set out for students who initially enroll in the school district.

The school district will request the student’s cumulative records from the previous school district.  School districts do not need parental permission to request student records from previous school districts.  The school district sending the records must notify the parents that the student’s records have been sent.

If the student cannot offer proof of grade level, the superintendent will make the grade level determination.  The superintendent may require testing or other information to determine the grade level.  Students expelled or suspended from their previous school district will only be enrolled after approval of the board and as required by law.

The superintendent will determine the amount of credits to be transferred.  If the student has not previously attended an accredited school, it is within the superintendent’s discretion to accept or reject credits or grades.

The board may deny admission if the student is not willing to provide the board with the necessary information.

(November 20, 1995; April 18, 2011; January 19, 2015; August 19, 2019)

The Community School District of South Tama County will accept international exchange students recommended by the American Field Service (AFS).  Students recommended by other international exchange organizations will be evaluated by the administration on a case by case basis. The Board of Directors will waive tuition for approved exchange students.

If organizations or agencies working through STC parents wish to enroll exchange students in the Community School District of South Tama County, they will need to notify the administration at least nine weeks in advance of the date of enrollment.  This will allow for necessary arrangements to be made between the individuals involved and the school district’s administration. 

(February 17, 1986; June 15, 1992; March 21, 2011; January 19, 2015; August 19, 2019)

The Board believes inappropriate student conduct causes material and substantial disruption to the school environment, interferes with the rights of others, and/or presents a threat to the health and safety of students, personnel, and visitors on school premises.  Appropriate classroom behavior allows teachers to communicate more effectively with students.

Students shall conduct themselves in a manner fitting to their age level and maturity and with mutual respect and consideration for the rights of others while in school, on school property, in school owned and/or operated school or chartered vehicles; attending or engaged in school events, acting as a representative of the school district, or while away from school grounds if misconduct will directly affect the good order, efficient management, and welfare of the school district.  Consequences for the misconduct will be fair and developmentally appropriate in light of the circumstances.

Students will be informed of the building regulations which they must follow.  Students who fail to abide by this policy and the building regulations supporting it, or whose conduct disrupts or interferes with the education program or the efficient operation of the school district or activity, or whose conduct disrupts the rights of other students to obtain their education or participation, or whose conduct is violent or destructive, or whose conduct interrupts the maintenance of a disciplined atmosphere shall be subject to disciplinary measures. 

Discipline will be administered depending on the severity and frequency of the acts of misconduct.  The imposition of discipline will be within the discretion of the individual responsible for imposing the discipline.  In instances where there has been a violation of the law, as well as school rules, appropriate law enforcement officials will be contacted and may become involved in the district’s administration of discipline.  The school reserves the right to seek restitution from the parents/guardians of a student or the student for damage caused by the student.

Discipline may include, but is not limited to, removal from the classroom, detention, restriction from activities, in-school suspension, out-of-school suspension, probation, and expulsion.  These disciplinary measures are defined as follows:

• Removal from the classroom means a student is sent to the building principal’s office.  It is within the discretion of the person in charge of the classroom to remove the student.
• Detention means the student’s presence is required during non-school hours for disciplinary purposes.  The student can be required to appear prior to the beginning of the school day, after school has been dismissed for the day, or on a non-school day.  Whether a student will serve detention, and the length of the detention, is within the discretion of the licensed employee disciplining the student or the building principal.
• Suspension means either an in-school suspension, an out-of-school suspension, a restriction from activities, or loss of eligibility.  An in-school suspension means the student will attend school but will be temporarily isolated from one or more classes while under supervision.  An in-school suspension will not exceed ten consecutive school days.  An out-of-school suspension means the student is removed from the school environment, which includes school classes and activities.  An out-of-school suspension will not exceed ten days.  A restriction from school activities means a student will attend school and classes and practice but will not participate in school activities.
• Probation means a student is given a conditional suspension of a penalty for a definite period of time in addition to being reprimanded.  The conditional suspension will mean the student must meet the conditions and terms for the suspension of the penalty.  Failure of the student to meet these conditions and terms will result in immediate reinstatement of the penalty.
• Expulsion means an action by the board to remove a student from the school environment, which includes but is not limited to, classes and activities, for a period of time set by the board.

The school district may issue discipline beyond what is outlined above.  Additionally, the school district and the student and/or the student’s parent/guardian may mutually agree to alternative discipline beyond what is outlined above.  The Board authorizes the superintendent to consider and approve any discipline that does not rise to the level of a student expulsion, as defined above and under Iowa law.

A student who commits an assault against an employee or against school district property or on property within the jurisdiction of the school district, while on school-owned or school-operated chartered buses, or while attending or engaged in school district activities shall be suspended by the principal and/or activities director.  Notice of the suspension shall be sent to the Superintendent. The superintendent shall inform the Board, and the Board shall review the suspension to determine whether to impose further sanctions against the student which may include expulsion.  Assault for purposes of this section of this policy is defined as:

• an act which is intended to cause pain or injury to, or which is intended to result in physical contact which will be insulting or offensive to another, coupled with the apparent ability to execute the act; or
• any act which is intended to place another in fear of immediate physical contact which will be painful, injurious, insulting or offensive, coupled with the apparent ability to execute the act; or
• the intentional pointing of any firearm toward another or displaying in a threatening manner any dangerous weapon toward another.

The act is not an assault when the person doing any of the above and the other person are voluntary participants in a sport, social or other activity, not in itself criminal, when the act is a reasonably foreseeable incident of such sport or activity, and does not create an unreasonable risk of serious injury or breach of the peace.

If a special education student’s suspension(s), either in or out of school, equals ten days on a cumulative basis, a staffing team shall meet to determine whether the Individual Education Plan (IEP) is appropriate.  Alternative educational setting may be made for up to forty-five (45) days if a special education child carries a weapon to school or knowingly possesses or uses illegal drugs or sells or solicits the sale of a controlled substance while in school or attending a school function.  Further, if a student is deemed to be dangerous, a hearing officer may order a change in placement for up to forty-five (45) days. During an alternative setting, or suspension, or expulsion, a student is to continue to participate in instruction and receive special services and modifications to meet the goals set out in the IEP.  This will also occur prior to decisions regarding the expulsion of a special education student.  When a special education student is suspended for reasons related to an assault upon a school employee, an informal evaluation of the student’s placement shall take place and the IEP shall be evaluated to determine whether it needs to be changed or modified in response to the behavior that led to the suspension. 

Approved: April 6, 198

Reviewed: January 16, 1989; June 15, 1992; September 19, 1994; November 17, 1997, March 15, 2010; March 21, 2011; January 19, 2015; August 19, 2019

Revised: January 16, 2023

Participation in school activities is a privilege.  School activities provide the benefits of promoting additional interests and abilities in the students during their school years and for their lifetimes.

Students who participate in extra-curricular activities serve as ambassadors of the school district throughout the calendar year whether at or away from school.  Students who wish to have the privilege of participating in school extra-curricular activities and other school sponsored activities must conduct themselves in accordance with board policy, and must refrain from activities which are illegal, immoral, or unhealthy throughout the school year.

Students who fail to abide by this policy and the administrative regulations supporting it may be subject to disciplinary measures.  Students disciplined under the conduct rule shall receive appropriate due process in concert with the nature of the misconduct.  It shall be the responsibility of the principal to maintain a record of violations for the good conduct policy and supporting administrative regulations.

Any student declared ineligible under the prior school district’s Good Conduct Rule, and then without having completed the full period of ineligibility at that school transfers to the South Tama County High School, will not be eligible for interscholastic competition at South Tama County High School until the full period of ineligibility has been completed.  Once that time period of ineligibility has been completed, the student is then immediately eligible for interscholastic competition at the South Tama County High School as far as any Good Conduct Rule is concerned.

It shall be the responsibility of the superintendent, in conjunction with the principals, to develop administrative regulations regarding conduct for each school activity.  (See Student Handbook and Activities Handbook). 

(April 17, 1989; July 19, 1993. March 15, 2010; March 21, 2011; January 19, 2015; August 19, 2019)

The board prohibits students from bringing to school, possessing, and/or using a weapon, dangerous object, or look-a-like in a school building or on school premises or property.  Students bringing to school, possessing, and/or using weapons, other dangerous objects, and look-a-likes in school district facilities and on school district property causes material and substantial disruption to the school environment and/or presents a threat to the health and safety of students, employees and visitors on the school district premises or property within the jurisdiction of the school district. 

Any student bringing to school, possessing, and/or using a weapon, look-a-like, other dangerous object, or any instrument used as a weapon onto school district property or onto property within the jurisdiction of the school district may be subject to disciplinary action, including, but not limited to, suspension or expulsion from school. 

In accordance with federal and state law, students bringing or knowingly possessing a “firearm” to school shall be expelled for not less than twelve months.  The superintendent shall have the authority to recommend this expulsion requirement be modified for a student on a case-by-case basis. 

For purposes of this policy, the term “firearm” includes, but is not limited to, any weapon which is designed to expel a projectile by the action of an explosive, the frame or receiver of any such weapon, a muffler or silencer for such a weapon, or any explosive, incendiary or poison gas.  Look-alike objects which resemble firearms or weapons may be treated as a firearm or weapon if school personnel consider them to be a threat to an orderly school environment.  Factors to be considered in determining whether an object is to be treated as a look-alike firearm or weapon include, but are not limited to, how the object was represented, appearance of the object, use of the object, and climate or context in which the object was found.

For purposes of this policy, the term “dangerous object” includes any instrument or device designed primarily for use in inflicting death or injury upon a human being or animal, and which is capable of inflicting death upon a human being when used in the manner for which it was designed.  The term “dangerous object” also includes any instrument or device or any sort whatsoever which is actually used in such a manner as to indicate that the individual intends to inflict death or injury upon the other, and which, when so used, is capable of inflicting death upon a human being.  In addition, dangerous objects or any instrument used as a weapon in the school includes any object used to intimidate, coerce, scare or threaten a student, school district employee or visitor.  Dangerous objects therefore include, but are not limited to, clubs, nunchakus, brass knuckles, knives regardless of blade length, stun guns, BB and pellet guns, toy guns used or displayed as real guns, and unloaded guns.

Any student bringing to school, possessing, and/or using a “dangerous weapon,” as defined in the law, on school grounds is violation of school policy that must be reported to local law enforcement agencies.  Additionally, the weapon, look-a-like, other dangerous object, or any instrument used as a weapon may be confiscated by school officials and may be turned over to law enforcement agencies, as necessary and/or appropriate. 

Weapons, including firearms; other dangerous objects; and look-alikes, including hunting rifles or shotguns, are not allowed on school property or at school activities even if they are unloaded and locked in vehicles.  Weapons, other dangerous objects, and look-alikes will be taken from any person who bring them onto the school district property or onto property within the jurisdiction of the school district or from students who are within the control of the school district.

The following are specifically excluded from this policy:

• Weapons under the control of law enforcement officials,
• Starter pistols under the control of officials hired by the school for this purpose, and/or under the control of the Activity Director or STC Administrators,
• Weapons under the control of recognized military groups to perform honor guard ceremonies,
• Weapons or other dangerous objects or look-alikes used by authorized persons for educational purposes, and
• Weapons (firearms must be look-alike only) under the control of the school employee and used as part of a dramatic production and performance.

Except for weapons under the control of law enforcement, approval for the above exceptions must be sought, IN ADVANCE, from the building principal.

(December 19, 1994; May 15, 1995; November 20, 1995; November 17, 1997; May 17, 1999; May 21, 2001, March 15, 2010; March 21, 2011; January 19, 2015; August 19, 2019)

The board prohibits the distribution, dispensing, manufacture, possession, use, or being under the influence of beer, wine, alcohol, tobacco, other controlled substances, or “look alike” substances that appear to be beer, wine, alcohol, tobacco, or controlled substances by students while on school district property or on property within the jurisdiction of the school district; while on school owned and/or operated school or chartered vehicles; while attending or engaged in school activities; and while away from school grounds if the misconduct will directly affect the good order, efficient management and welfare of the school district. 

Students distributing, dispensing, manufacturing, possessing, using, or being under the influence of such illegal, unauthorized or contraband materials causes material and substantial disruption to the school environment and/or presents a threat to the health and safety of students, employees and visitors on the school district premises or property within the jurisdiction of the school district.

Any student violating this policy may be subject to disciplinary action, including, but not limited to, suspension or expulsion from school.  Use of, purchase of, or being in possession of cigarettes, tobacco, or tobacco products for those under the age of eighteen may be reported to the local law enforcement authorities.  Use of, purchase of, being in possession of, or being under the influence of beer, wine, alcohol and/or a controlled substance may also be reported to the local law enforcement authorities.

Students who violate the terms of this policy may be required to satisfactorily complete a substance abuse assistance or rehabilitation program approved by the school board.  If such student fails to satisfactorily complete such a program, the student may be subject to disciplinary action, including, but not limited to, suspension or expulsion from school.

The board believes the substance abuse prevention program will include:

• Age-appropriate, developmentally-based drug and alcohol curriculum for students in grades kindergarten through twelve, which address the legal, social, and health consequences of tobacco, drug and alcohol use and which provide information about effective techniques for resisting peer pressure to use tobacco, drugs or alcohol;
• A statement to students that the use of illicit drugs and the unlawful possession and use of alcohol is wrong and harmful;
• Standards of conduct for students that clearly prohibit, at a minimum, the unlawful possession, use, being under the influence of or distribution of illicit drugs and alcohol by students on school premises or as part of any of its activities;
• A clear statement that disciplinary sanctions, up to and including suspension or expulsion and referral for prosecution, will be imposed on students who violate the policy and a description of those sanctions;
• A statement that students may be required to successfully complete an appropriate rehabilitation program;
• Information about drug and alcohol counseling and rehabilitation and re-entry programs available to students;
• A requirement that parents and students be given a copy of the standards of conduct and the statement of disciplinary sanctions required; and
• Notification to parents and students that compliance with the standards of conduct is mandatory.

(April 6, 1981; April 17, 1989; November 17, 1997; January 18, 1999; March 15, 2010; April 18, 2011; January 19, 2015; August 19, 2019)

Students are prohibited from engaging in any conduct of a sexual or indecent nature while on school district property; while on school owned and/or operated buses; while attending or engaging in school sponsored trips or extra and co-curricular activities; and while away from school grounds if the conduct will directly affect the good order and general welfare of the school district.

The development of student self-discipline shall be encouraged, but all employees of the district shall have the authority and responsibility for seeing that student behavior is in compliance with this policy’s standards at all times.  Students who fail to abide by this policy may be disciplined for their conduct.  Disciplinary measures include, but are not limited to, a denial of bus transportation services, removal from participation in school trips or extra and co-curricular activities, detention, suspension and expulsion. 

(March 20, 2000, March 15, 2010; March 21, 2011; January 19, 2015; August 19, 2019)

The board believes inappropriate student appearance causes material and substantial disruption to the school environment and/or presents a threat to the health and safety of students, employees and visitors.  Therefore, to ensure an orderly learning environment, students and parents are responsible for the student wearing clean and appropriate clothing in attendance at school and school activities.

It is inappropriate and a violation of school policy for students to wear apparel promoting products that are illegal for use by minors and clothing displaying obscene material, profanity, or with references to prohibited conduct.  Dress that is a threat to health or safety or is disruptive to the learning environment will not be acceptable.  Further, certain written or spoken words or symbols on clothing or on the person may be prohibited, without being demonstrably disruptive, if the expression conflicts with the schools’ basic educational mission.  The STC educational mission includes, but is not limited to, the goal of establishing a common core of values which support human dignity, self-respect, and responsibility towards self and others.

The presence of gang activity in the school and community has been detected by local law enforcement, school, and consultant personnel.  Such activity has included the selling of controlled substances, violence, and intimidation. 

The term “gang” in this policy is defined as a “criminal street gang’ as defined in Iowa law 723.A.  A criminal street gang means any ongoing organization, association or group of three or more persons, whether formal or informal, having as one of its primary activities the commission of one or more criminal acts, which has an identifiable name or identifying sign or symbol, and whose members individually or collectively engage in or have engaged in a pattern of criminal gang activity.  “Pattern of criminal gang activity” means commission, attempt to commit, conspiring to commit, or solicitation of two or more criminal acts, provided the criminal acts were committed on separate dates or by two or more persons who are members of, or belong to, the same criminal street gang.

To ensure an orderly learning environment, gang related behavior such as signs, symbols, and gestures are prohibited on school property, buses, and school sponsored events.  Prohibited behavior may include apparel, jewelry, accessory, book, or manner of grooming which, by virtue of its color, arrangement, trademark, symbol or any other attribute, denotes membership in a gang and creates a danger of the commission of unlawful acts or violation of school regulations, or the substantial disruption of the orderly operation of the school.  Similarly, behavior is prohibited which is identified as involving gang recruitment, initiation, hazing, wearing of colors with gang affiliations, intimidation, fighting, assault, or establishment of turf on school property or at school functions and school-related activities.  Such behavior is likely to cause physical harm or personal degradation or disgrace which is harmful to self or to others and disruptive of the learning atmosphere of a school. 

School personnel are authorized to cause the removal of gang signs and symbols appearing on personal items as well as those that are on public property.  Persons who refuse to remove signs and symbols, which have gang implications or who behave in a manner which is gang related are subject to discipline up to and including removal from activities, detention, suspension or expulsion from school. 

(November 18, 1996; June 16, 1997; March 21, 2011; January 19, 2015; August 19, 2019)

The board generally prohibits the possession and/or use by students of pagers, beepers, cellular phones, laser pointers, other electronic communication devices for receiving and/or transmitting messages, and “look alike” substances that appear to be said devices while on school owned and/or operated school or chartered vehicles; and while attending or engaged in school activities.  A school administrative may grant individual students specific permission to possess and/or use such devices.  Electronic equipment may be brought on school district property during the school day only with administrative approval, so long as it does not cause disruption.

The principal and/or designee will confiscate all such unauthorized devices.  Only a parent or legal guardian of the student may reclaim them from the principal and/or designee.  If unclaimed, the devices will be forfeited at the end of each school year.  In addition to confiscation of the device, any student violating this policy may be subject to disciplinary action, including, but not limited to, suspension or expulsion from school.

(October 20, 1997: March 15, 2010; January 19, 2015; August 19, 2019)

Students will treat school district property with the care and the respect they would treat their own property.  Students found to have destroyed or otherwise harmed school district property may be required to reimburse the school district.  They may be subject to discipline under board policy and the school district rules and regulations.  They may also be referred to local law enforcement authorities.

(April 18, 2011; January 19, 2015; August 19, 2019)

School district property is held in public trust by the Board.  School district authorities may, without a search warrant, search students, protected student areas, and/or student vehicles based on a reasonable and articulable suspicion that a school district policy, rule, regulation, or law has been violated.  The search shall be in a manner reasonable in scope to maintain order and discipline in the schools, promote the educational environment, and protect the safety and welfare of students, employees, and visitors to the school district facilities. 

School district authorities may also conduct periodic inspections of all, or a randomly selected number of, school lockers, desks, and other facilities or spaces owned by the district and provided as a courtesy to a student.  The furnishing of a locker, desk or other facility or space owned by the school and provided as a courtesy to a student, even if the student provides the lock for it, shall not create a protected student area and shall not give rise to an expectation of privacy with respect to the locker, desk, or other facility.

School authorities may seize any illegal, unauthorized, or contraband materials discovered in the search.  Items of contraband may include, but are not limited to, non-prescription controlled substances, marijuana, cocaine, amphetamines, barbiturates, apparatus used for controlled substances, alcoholic beverages, tobacco, weapons, explosives, poisons, stolen property, and any other item of which the possession or use of may violate Board policy or the law.  Such items are not to be possessed by a student while they are on school district property or on property within the jurisdiction of the school district; while on 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.  Possession of such items will be grounds for disciplinary action including, but not limited to, suspension or expulsion and may be reported to local law enforcement officials.  The Board believes that illegal, unauthorized or contraband materials may cause material and substantial disruption to the school environment or presents a threat to the health and safety of students, employees, or visitors on the school district premises or property within the jurisdiction of the school district.

(April 6, 1981; June 15, 1992; November 20, 1995; May 18, 1998, March 15, 2010; March 21, 2011; January 19, 2015; August 19, 2019)

Student lockers are the property of the school district.  Students will use the lockers assigned to them by the school district for storing their school materials and personal belongings necessary for attendance at school.  It is the responsibility of students to keep their assigned lockers clean and undamaged.

To ensure students are properly maintaining their assigned lockers, the principal of the building may periodically inspect all or a random selection of lockers.  Either the student or another individual will be present during the inspection of lockers.  Student lockers may also be searched, at any time and without advance notice, in compliance with board policy regulating search and seizure.  Either the student or another individual will be present during the search of lockers.

(April 18, 2011; January 19, 2015; August 19, 2019)

A student may not be interviewed in school unless the building principal gives specific permission.  Generally, individuals other than parents and school district officials and employees may not interview students during the school day.  No interview shall be permitted unless the principal deems it essential to the welfare of the pupil as set forth in regulations, or he is directed to do so by court order.

Requests from law enforcement officers and from persons other than parents, school district officials, and employees to interview students are made through the principal’s office.  Upon receiving a request, it is the responsibility of the principal to determine whether the request will be granted.  Generally, prior to granting a request, the principal will attempt to contact the parents to inform them of the request and to ask them to be present.

If a child abuse investigator wishes to interview a student, the principal will defer to the investigator’s judgment as to whether the student should be interviewed independently from the student’s parents, whether the school is the most appropriate setting for the interview, and who will be present during the interview.

No student may be taken from the school without consent of the building principal, except by court order accompanied by a peace officer or a peace officer acting in the line of duty. 

(April 6, 1981; June 15, 1992; March 21, 2011; January 19, 2015; August 19, 2019)

The South Tama County Community School District prohibits the use of corporal punishment as a form of student discipline.  An employee shall not inflict, or cause to be inflicted, corporal punishment upon a student.  For purposes of this section, “corporal punishment” means the intentional physical punishment of a student.  An employee’s physical contact with the body of a student shall not be considered corporal punishment if it is reasonable and necessary under the circumstances and is not designed or intended to cause pain or as otherwise supported by law. 

There are occasions when an employee needs to use physical restraint of a student to protect the student, others, or property from harm.  An employee is permitted to:

• Use reasonable and necessary force, not designed or intended to cause pain, in order to accomplish any of the following:
  • To quell a disturbance or prevent an at that threatens physical harm to any person.
  • To obtain possession of a weapon or other dangerous object within a student’s control
  • For the purposes of self-defense or defense of others as provided for in Iowa law.
  • For the protection of property as provided for in Iowa law.
  • To remove a disruptive student from class or any area of school premises or from school-sponsored activities off school premises
  • To protect a student from the self-infliction of harm.
  • To protect the safety of others.
• Use incidental, minor, or reasonable physical contact to maintain order and control.

Reasonable physical force should be commensurate with the circumstances of the situation.  The following factors should be considered in using reasonable physical force of a student as outlined in this policy:

• The size and physical, mental, and psychological condition of the student;
• The nature of the student’s behavior or misconduct provoking the use of physical force;
• The instrumentality used in applying the physical force;
• The extent and nature of resulting injury to the student, if any;
• The motivation of the school employee using physical force.

Upon request, the student’s parents are provided the explanation of the reasons and documentation related to the use of physical force.

(January 16, 1989; May 17, 1999, March 15, 2010; March 21, 2011; January 19, 2015; August 19, 2019)