401 - Employees - General

401 - Employees - General dawn.gibson.cm… Sat, 07/17/2021 - 18:21

401.1 - Equal Employment Opportunity

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

The board will appoint an affirmative action coordinator. The affirmative action coordinator will have the responsibility for drafting the affirmative action plan. The affirmative action plan will be reviewed by the board at least every two years.

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

Prior to a final offer of employment for any teaching position the school district will perform the background checks required by law. The district may determine on a case-by-case basis that, based on the duties, other positions within the district will also require background checks. Based upon the results of the background checks, the school district will determine whether an offer will be extended. If the candidate is a teacher who has an initial license from the BOEE, then the requirement for a background check is waived.

Advertisements and notices for vacancies within the district will contain the following statement: "The Edgewood-Colesburg Community School District is an EEO/AA employer." The statement will also appear on application forms.

Affirmative Action Coordinator
Edgewood-Colesburg Community School District
P.O. Box 315
Edgewood, Iowa 52042

Or, by telephoning (563)-928-6411

Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, may also be directed in writing to the Director of the Region VII office of Civil Rights, U.S. Department of Education, 310 W. Wisconsin Ave., Ste. 800, Milwaukee, Wisconsin, 53203-2292, (414) 291-1111 or the Iowa Civil Rights Commission, 400 E. 14^th Street, Des Moines, Iowa, 50319-1004, (515) 281-4121 or 1-800-457-4416, http://www.state.ia.us/government/crc/index.html. This inquiry or complaint to the federal office may be done instead of, or in addition to, an inquiry or complaint at the local level.

In accordance with Title IX of the Education Amendments Act of 1972, the Edgewood-Colesburg Community School District prohibits sex discrimination, including sexual harassment as defined by the regulations implementing Title IX (34 C.F.R. § 106.30), against any individual participating in any education program or activity of the District. This prohibition on discrimination applies to students, employees, and applicants for employment. The Board authorizes the Superintendent to adopt procedures for any individual to report sex discrimination or sexual harassment, and for the investigation and resolution of such complaints.

Any individual with questions about the District’s Title IX policy and procedures, or who would like to make a report or file a formal complaint of sex discrimination or sexual harassment may contact the District’s designated Title Coordinator, Melissa Connor at 403 West Union St., Edgewood, Iowa, by email at mconner@edge-cole.k12.ia.us , or by phone at (563) 928-6411. A report may also be filed with deputy coordinators:

Karla Trenkamp, ktrenkamp@edge-cole.k12.ia.us , (563) 928-6411 403 West Union St., Edgewood, Iowa.

Trevor Heying, theying@edge-cole.k12.ia.us , (563) 856-2415, 409 East St., Colesburg, Iowa

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

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

Legal Reference: 29 U.S.C. §§ 621-634.
                                      42 U.S.C. §§ 2000e et seq.
                                      42 U.S.C. §§ 12101 et seq.
                          Iowa Code §§ 19B; 20; 35C; 73; 216; 279.8.
                                      281 I.A.C. 12.4; 95.

Cross Reference: 102      Equal Educational Opportunity
                                      104      Bullying/Harassment
                                      405.2   Licensed Employee Qualifications, Recruitment, Selection
                                      411.2   Support Personnel Qualifications, Recruitment, Selection

Adopted: 2/15/99
Reviewed: 12/23/2023
Revised: 12/23/2023

dawn.gibson.cm… Sun, 07/18/2021 - 21:49

File Attachments

401.1-Equal Employment Opportunity (1).pdf

401.1A - Equal Employment Opportunity

A. District Employment Activities

Applies to aspects of the district’s employment programs, including but not limited to, recruitment, advertising, process of application for employment, promotion, granting of tenure, termination, layoffs, wages, job assignments, leaves of absence of all types, fringe benefits, training programs, employer-sponsored programs, including social or recreational programs and any other term, condition or privilege of employment. Specifically, the following personnel employment practices are prohibited:

Tests. Administration of any test or other criterion which has a disproportionately adverse effect on persons on the basis of sex unless it is a valid predictor of job success and alternative tests or criterion are unavailable;
Recruitment. Recruitment of employees from entities which furnish as applicants only or predominately members of one sex, if such action has the effect of discriminating on the basis of sex;
Compensation. Establishment of rates of pay on the basis of sex;
Job Classification. Classification of jobs as being for males or females;
Fringe Benefits. Provision of fringe benefits on basis of sex; all fringe benefit plans must treat males and females equally;
Marital and Parental Status. Any action based on marital or parental status; pregnancies are considered temporary disabilities for all job-related purposes and shall be accorded the same treatment by the district as are all other temporary disabilities. No inquiry shall be made by the district in job applications as to the marriage status of an applicant, including whether such applicant is "Miss or Mrs.” But, inquiry may be made as to the sex of a job applicant for employment if made of applicants and is not a basis for discrimination.
Employment Advertising. Any expression of preference, limitation, or specification based on sex, unless sex is a bonafide occupational qualification for the particular job in question.

B. Policy Enforcement. To ensure compliance with this policy, the Superintendent shall:

Designate a member of the administrative staff;
a. to coordinate efforts of the district to comply with this policy
b. to develop, and ensure the maintenance of a filing system to keep all records required under this policy;
c. to investigate any complaints of violations of this policy;
d. to administer the grievance procedure established in this policy; and
e. to develop affirmative action programs, as appropriate; and
Provide for the publication of this policy on an ongoing basis to students, parents, employees, prospective employees, and district employee unions or organizations, such publication to include the name, office address, and telephone number of the compliance administrator designated pursuant to this policy in paragraph B, 1 above.

C. Grievance Procedure. Any student or employee of this district who believes he/she has been discriminated against, denied a benefit, or excluded from participation, in any district education program or activity, on the basis of sex in violation of this policy, may file a written complaint with the compliance administrator designated in paragraph B, 1, of this policy above. The compliance administrator shall cause a review of the written complaint to be conducted and a written response mailed to the complainant with ten (10) working days after receipt of the written complaint. A copy of the written complaint and the compliance administrator’s response shall be provided each member of the Board of Education. If the complainant is not satisfied with such response, he/she may submit a written appeal to the Board of Education indicating with particularity the nature of disagreement with the response and his/her reasons underlying such disagreement.

The Board of Education shall consider the appeal at its next regularly scheduled board meeting following receipt of the response.

The Board of Education shall permit the complainant to address the Board in public or closed session, as appropriate and lawful, concerning his/her complaint and shall provide the complainant with its written decision in the matter as expeditiously as possible following completion of the hearing.

D. Evaluation. The superintendent shall present a report to the Board of Education in a public meeting on or about July, describing the district’s compliance with this policy during the previous year, which report can be the basis of an evaluation of the effectiveness of this policy by the Board of Education and a determination as to whether or not additional affirmative action is necessary in light of all the facts.

Legal Reference: Code of Iowa

Adopted: 7/12/84
Reviewed: 4/12/2021

dawn.gibson.cm… Sun, 07/18/2021 - 21:51

401.1R - Equal Employment Opportunity/Affirmative Action Compliance Program

The Edgewood-Colesburg Community School District has an established policy of Equal Employment Opportunity and Affirmative Action with respect to race, religion, color, sex, age or national origin. We expect the administration to fully accept the Equal Opportunity and Affirmative Action policy and to make certain that no employee or applicant for employment shall suffer any form of discrimination because of race, religion, color, sex, age or national origin. In order to effectively communicate and interpret the district’s policy to all levels of the administration, and to all other employees, community and educational agencies, and the public in general, the following will be undertaken:

A. Dissemination of Policy

1. Employees will be reminded annually of the district’s written statement of policy by:

a. Description of policy by publication or reference is all issues or re-issues of personnel handbooks.

b. When appropriate, publicize the Equal Employment Opportunity and Affirmative Action policy and such activities through news stories or other articles in district publications.

c. Detailed discussions at administrative conferences and staff meetings.

2. Employment advertisements will contain assurance of equal employment opportunity.

3. All employment and recruiting sources where jobs are listed by the district will be reminded of our policy, both verbally and in writing.

4. Notices will be posted on bulletin boards and in locations where applicants are interviewed. These will inform employees and applicants of their rights under federal and state civil rights laws.

B. Responsibility for implementing the Equal Employment Opportunity and Affirmative Action Policy.

1. Responsibility is assigned to the Affirmative Action Coordinator, who will render full assistance and support for those seeking help and assistance in taking
affirmative action.

C. Recruiting

1. Additional emphasis will be given to seeking and encouraging applicants from minority groups, and women’s groups, where such applicants with the necessary qualifications or potentials are available.

D. Training

1. All training and in service programs supported or sponsored by the district will continue to be equally open to minority and female employees on the basis of
qualifications.

E. Hiring, Placement, Transfer, Layoff and Recall

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

F. Compensation

1. All employees, including women and minority group employees, will receive compensation in accordance with the same standards. Opportunities for performing
overtime work or otherwise earning increased compensation will be afforded to all qualified employees without discrimination based on race, religion, color,
sex, age or national origin.

G. General

1. Not only in the above matters, but in all other areas of the employer-employee relationship, the district will continue to cooperate with minority groups because being fair is the best assurance that is not discriminating or creating the appearance of discrimination.

This Equal Employment Opportunity and Affirmative Action Program will be reviewed and updated annually.

Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action, including but not limited to complaints of discrimination, shall be directed to the Affirmative Action Coordinator by writing to the:

Superintendent of Schools
Affirmative Action Coordinator
Edgewood-Colesburg Community School District
P.O. Box 315
Edgewood, Iowa 52042

or by telephoning the Superintendent’s office at (563) 928-6411.

Director of the Region VII Office of Civil Rights
US Department of Education
310 W. Wisconsin, Ave., Suite 800
Milwaukee, Wisconsin 53203-2292
(414) 291-1111

or the

Iowa Civil Rights Commission
211 E. Maple
Des Moines, Iowa 50309
(515) 281-4121

This inquiry or complaint to the federal office may be done instead of, or in addition to, an inquiry or complaint at the local level.

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

Adopted: 07/16/90
Reviewed: 4/12/2021

dawn.gibson.cm… Sun, 07/18/2021 - 22:00

401.14-Employee Expression

Code No. 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; .74; 280.22

Cross Reference: 502.3 Student Expression

504.3 Student Publications

Approved: 11/21/2022

Reviewed:

Revised:

bbolsinger@edg… Tue, 11/22/2022 - 12:15

File Attachments

401.14-Employee Expression.pdf

401.14-Employee Expression

Code No. 401.14

EMPLOYEE EXPRESSION

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

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

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

Iowa Code §§ 279.73; .74; 280.22

Cross Reference: 502.3 Student Expression

504.3 Student Publications

Approved: 11/21/2022

Reviewed:

Revised:

bbolsinger@edg… Fri, 01/12/2024 - 18:48

File Attachments

401.14-Employee Expression.pdf

401.2 - Employee Conflict of Interest

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 supply companies doing business with the school district. Employees will not participate for personal financial remuneration in outside activities wherein their position on the staff is used to sell goods or services to students or to parents. Employees 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.

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.

Legal Reference: Iowa Code §§ 20.7; 68B; 279.8; 301.28.

Cross Reference: 203      Board of Directors' Conflict of Interest
                                      402.4   Gifts to Employees
  402.7   Employee Outside Employment
  404      Employee Conduct and Appearance

Adopted:                      12/21/09
Reviewed:                    4/12/21
Revised:                       2/17/20

dawn.gibson.cm… Sun, 07/18/2021 - 21:58

401.3-Nepostism

NEPOSTISM

Code No. 401.3

More than one family member may be an employee of the school district. It is within the discretion of the superintendent to allow one family member employed by the school district to supervise another family member employed by the school district subject to the approval of the board.

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

Legal Reference: Iowa Code §§ 20; 71; 277.27; 279.8 (2013).

203 Board of Directors' Conflict of Interest

405.02 Licensed Employee Qualifications, Recruitment, Selection

411.02 Classified Employee Qualifications, Recruitment, Selection

Adopted: 05/15/2023

Revised:

Reviewed:

bbolsinger@edg… Thu, 05/18/2023 - 15:06

File Attachments

401.3 Nepotism.pdf

401.4 - Employee Complaints

EMPLOYEE COMPLAINTS-Code No. 401.4

Complaints of employees against fellow employees should be discussed directly between employees as appropriate for the nature of the complaint. Complaints should be made in a constructive and professional manner. Complaints should generally not be made in the presence of other employees, students or outside persons.

If the complaint cannot be resolved, the employee may discuss the matter with their immediate supervisor. If the matter cannot be resolved within 10 days of speaking with the immediate supervisor, the employee may discuss it with the principal within 10 days of the supervisor's decision. If the matter cannot be resolved by the principal, the employee may discuss it with the superintendent within 10 days after speaking with the principal.

If the matter is not satisfactorily resolved by the superintendent, the employee may ask to have the matter placed on the board agenda of a regularly scheduled board meeting in compliance with board policy. The board retains discretion as to whether to consider or take action on any complaint.

This policy is designed to create an appropriate process for pursuing general employee complaints. However, employees wishing to address a complaint on a topic with a more specialized procedure such as master contract grievances, or bullying or harassment claims should follow the appropriate process set forth in the master contract, employee handbook or other board policies specific to that topic.

Legal Reference: Iowa Code §§ 20; 279.8

Cross Reference: 210.8 Board Meeting Agenda

Adopted: 07/12/84

Reviewed: 4/12/2021

Revised: 11/15/2021

dawn.gibson.cm… Sat, 07/17/2021 - 18:34

401.5 - Employee Records

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, 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 file current. The board secretary shall be the custodian of employee records.

It shall be the responsibility of the superintendent to develop administrative regulations for the implementation of this policy.

Legal Reference: Iowa Code chapters 20; 21; 22; 91B (1999).
                                      Clymer v. City of Cedar Rapids, No. 209/97-1705 (Iowa 1999).
  Des Moines Independent Community School District v. Des Moines Register and Tribune Company, 487 N.W. 2d 666 (Iowa 1992). City of Dubuque v.
  Telegraph Herald, Inc., 297 N.W. 2d 523 (Iowa 1980).

Cross Reference: 402.1    Release of Credit Information
                                      403       Employees’ Health and Well-Being
  708       Care, Maintenance and Disposal of School District Records

Adopted: 05/15/00
Reviewed: 04/12/2021

dawn.gibson.cm… Sat, 07/17/2021 - 18:37

401.5R1 - Employee Records Regulation

EMPLOYEE RECORDS REGULATION

Code No. 401.5R1

Employee Personnel Records Content

1. Employee personnel records may contain the following information:

Personal information including, but not limited to, name, address, telephone number, emergency numbers, birth date and spouse.
Individual employment contract.
Evaluations.
Application, resume and references.
Salary information.
Copy of the employee's license or certificate, if needed for the position.
Educational transcripts.
Assignment.
Records of disciplinary matters.

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

Medical professional signed physical form.
Sick or long-term disability leave days.
Worker's compensation claims.
Reasonable accommodation made by the school district to accommodate the employee's disability.
Employee's medical history.
Employee emergency names and numbers.
Family and medical leave request forms.

3. The following are considered public personnel records available for inspection:

The name and compensation of the individual, including any written agreement establishing compensation or any other terms of employment, except for that information that is otherwise protected. “Compensation” includes the value of benefits conferred including, but not limited to: casualty, disability, life or health insurance, other health or wellness benefits, vacation, holiday and sick leave, severance payments, retirement benefits and deferred compensation;
The dates the individual was employed by the government body;
The positions the individual holds or has held with the government body;
The educational institutions attended by the individual, including any diplomas and degrees earned, and the names of the individual’s previous employers, positions previously held and dates of previous employment;
The fact that the individual resigned in lieu of termination, was discharged, or was demoted as a result of a disciplinary action, and the documented reasons and rationale for the resignation in lieu of termination, the discharge, or the demotion. “Demoted” or “demotion” mean a change of an employee from a position in a given classification to a position in a classification having a lower pay grade; and;
Personal information in confidential personnel records of government bodies relating to student employees shall only be released pursuant to the Family Educational Privacy Rights Act (FERPA.)

Applicant File Records Content

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

Application for employment.
Resume.
References.
Evidence of appropriate license or certificate, if necessary for the position for which the individual applied.
Affirmative action form, if submitted.

Record Access

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

Adopted: 05/15/00

Reviewed: 06/19/2023

Revised: 06/19/2023

dawn.gibson.cm… Sat, 07/17/2021 - 18:39

File Attachments

401.5R1-Employee Records Regulations.pdf

401.7 - Travel Allowance

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

Travel Outside the School District: Travel outside of the school district must be pre-approved by the superintendent or designee. Travel shall be (1) by common carrier, using the lowest possible fare when such transportation is available and will serve the time schedule of the individual; or (2) by private automobile if school vehicle is unavailable. If the individual chooses to go by automobile, the maximum travel cost shall not exceed the cost of the economy/coach class air travel.

The rates for reimbursement shall be for actual expenses incurred, plus a per-mile rate which is hereby set by the Board at the rate of 45 cents per mile. An itemized account of all expenses, accompanied by receipted hotel/motel bill for overnight lodging, shall be presented to the Board for payment.

All administrative personnel shall be reimbursed for any travel necessary to the performance of their assigned duties. This does not include travel between their homes and their offices. All other personnel shall be reimbursed for any travel out of the district from the building in which they normally begin their day of service. This does not include to and from work and home.

Travel Within the School District: Employees required to travel in their personal vehicle between school district buildings to conduct of school business of the district other that herein set forth, shall be reimbursed for the travel between schools and travel at the direction of the district at the rate of 45 cents per mile. Travel between Edgewood and Colesburg shall be calculated at 12 miles one way. These are base on the most direct route. Should a detour arise employees will be compensated for additional miles.

Travel between buildings shall be approved by superintendent or designee. Proper forms shall be filed monthly unless approved differently.

Legal Reference: Iowa Code Sections 79.9, 279.32

Adopted:        04/13/87
Revised:          11/09/15
Reviewed:      04/12/21

dawn.gibson.cm… Sat, 07/17/2021 - 18:35

401.8 - Recognition for Service of Employees

The board recognizes and appreciates the service of its employees. The board, administration and staff may honor employees who retire or resign in an appropriate manner.

Legal Reference: Iowa Constitution, Art. III § 31.
Iowa Code § 279.8 (2007).
1980 Op. Att’y Gen. 102.

Cross Reference: 407 Licensed Employee Termination of Employment
413 Classified Employee Termination of Employment

Adopted:              06/16/2008
Reviewed:             04/12/21
Revised:                03/14/16

dawn.gibson.cm… Sat, 07/17/2021 - 18:36

401.9 - Employee Political Activity

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

Violation of this policy may be grounds for disciplinary action.

Legal Reference: Iowa Code 55; 279.8

Cross Reference: 409.5 Licensed Employee Political Leave
414.5 Classified Employee Political Leave

Adopted:        03/15/99
Reviewed:      04/12/21
Revised:          02/17/20

dawn.gibson.cm… Sat, 07/17/2021 - 18:31

401.13 - Staff Technology Use/Social Networking

Computers, electronic devices and other technology are a powerful and valuable education and research tools and, as such, are an important part of the instructional program. In addition, the school district depends upon technology as an integral part of administering and managing the schools’ resources, including the compilation of data and recordkeeping for personnel, students, finances, supplies and materials. This policy outlines the board’s expectations in regard to these different aspects of the school district’s computer resources. Employees must conduct themselves in a manner that does not disrupt from or disrupt the educational process and failure to do so will result in discipline, up to and including discharge.

General Provisions

The superintendent is responsible for designating Technology director to oversee the use of school district technology resources. The Technology director will prepare in-service programs for the training and development of school district staff in technology skills, appropriate use of district technology and for the incorporation of technology use in subject areas.

The superintendent, working with appropriate staff, shall establish regulations governing the use and security of the school district’s technology resources. The school district will make every reasonable effort to maintain the security of district networks and devices. All users of the school district’s technology resources, including students, staff and volunteers, shall comply with this policy and regulation, as well as others impacting the use of school equipment and facilities. Failure to comply may result in disciplinary action, up to and including discharge, as well as suspension and/or revocation of technology access privileges.

Usage of the school district’s technology resources is a privilege, not a right, and that use entails responsibility. District-owned technology; and district maintained social media and e-mail accounts are the property of the school district. Therefore, users of the school district’s network must not expect, nor does the school district guarantee, privacy for e-mail or use of the school district’s network including web sites visited. The school district reserves the right to access and view any material stored on school district equipment or any material used in conjunction with the school district’s network.

The superintendent, working with the appropriate staff, shall establish procedures governing management of technology records in order to exercise appropriate control over records, including financial, personnel and student information. The procedures will address at a minimum:

passwords,
system administration,
separation of duties,
remote access,
data back-up (including archiving of e-mail),
record retention, and
Disaster recovery plans.

Social Networking or Other External Web Sites

For purposes of this policy any web site, other than the school district web site or school-school district sanctioned web sites, are considered external web sites. Employees shall not post confidential or proprietary information, including photographic images, about the school district, its employees, students, agents or others on any external web site without consent of the superintendent. The employee shall adhere to all applicable privacy and confidentiality policies adopted by the school district when on external web sites. Employees shall not use the school district logos, images, iconography, etc. on external web sites. Employees shall not use school district time or property on external sites that are not in direct-relation to the employee’s job. Employees, students and volunteers need to realize that the internet is not a closed system and anything posted on an external site may be viewed by others, all over the world. Employees, students and volunteers who don’t want school administrators to know their personal information, should refrain from exposing it on the internet. Employees, who would like to start a social media site for school district sanctioned activities, should contact the superintendent.

It is the responsibility of the superintendent to develop administrative regulations implementing this policy.

Legal Reference: Iowa Code § 279.8
281 I.A.C. 13.35, .26.

Cross Reference: 104      Anti-Bullying/Harassment
                                   305      Administrator Code of Ethics
                                    401.11 Employee Orientation
    407      Licensed Employee Termination of Employment
                                  413      Classified Employee Termination of Employment
       605      Instructional Materials

Approved: 02/17/2020
Reviewed: 04/12/2021
Revised: 04/12/2021

dawn.gibson.cm… Sat, 07/17/2021 - 18:22

401.13R1 - Staff Technology Use/Social Networking Regulation

General

The following rules and regulations govern the use of the school district's network systems, employee access to the internet, and management of digital records:

Employees will be issued a school district e-mail account. Passwords must be changed periodically.
Each individual in whose name an access account is issued is responsible at all times for its proper use.
Employees are expected to review their e-mail regularly throughout the day, and shall reply promptly to inquiries with information that the employee can reasonably be expected to provide.
Communications with parents and/or students must be made on a school district computer, unless in the case of an emergency.
Employees may access the internet for education-related and/or work-related activities.
Employees shall refrain from using technology resources for personal use, including access to social networking sites.
Use of the school district technology and school e-mail address is a public record. Employees cannot have an expectation of privacy in the use of the school district’s computers.
Use of technology resources in ways that violate the acceptable use and conduct regulation, outlined below, will be subject to discipline, up to and including discharge.
Use of the school district’s network is a privilege, not a right. Inappropriate use may result in the suspension or revocation of that privilege.
Off-site access to the school district network will be determined by the superintendent in conjunction with appropriate personnel.
All network users are expected to abide by the generally accepted rules of network etiquette. This includes being polite and using only appropriate language. Abusive language, vulgarities and swear words are all inappropriate.
Network users identifying a security problem on the school district's network must notify appropriate staff. Any network user identified as a security risk or having a history of violations of school district computer use guidelines may be denied access to the school district's network.
Employees are representatives of the district at all times and must model appropriate character, both on and off the worksite. This applies to material posted with personal devices and on personal websites and/or social media accounts. Posted messages or pictures which diminish the professionalism or discredit the capacity to maintain respect of students and parents may result in disciplinary action up to and including termination if the content posted is found to be disruptive to the educational environment and adversely impacts the employee’s ability to effectively serve as a role model or perform his/her job duties for the district. The type of material that would affect an employee’s ability to serve as an appropriate role model includes, but is not limited to, text or depictions involving hate speech, nudity, obscenity, vulgarity or sexually explicit content. Employee communications with students should be limited as appropriate. If there is any uncertainty, employees should consult their building administrator.

Prohibited Activity and Uses

The following is a list of prohibited activity for all employees concerning use of the school district's network. Any violation of these prohibitions may result in discipline, up to and including discharge, or other appropriate penalty, including suspension or revocation of a user's access to the network.

Using the network for commercial activity, including advertising, or personal gain.
Infringing on any copyrights or other intellectual property rights, including copying, installing, receiving, transmitting or making available any copyrighted software on the school district computer network. See Policy 605.7, Use of Information Resources for more information.
Using the network to receive, transmit or make available to others obscene, offensive, or sexually explicit material

Using the network to receive, transmit or make available to others messages that are racist, sexist, and abusive or harassing to others.
Use of another’s account or password.
Attempting to read, delete, copy or modify the electronic mail (e-mail) of other system users.
Forging or attempting to forge e-mail messages.
Engaging in vandalism. Vandalism is defined as any malicious attempt to harm or destroy school district equipment or materials, data of another user of the school district’s network or of any of the entities or other networks that are connected to the Internet. This includes, but is not limited to, creating and/or placing a virus on the network.
Using the network to send anonymous messages or files.
Revealing the personal address, telephone number or other personal information of oneself or another person.
Intentionally disrupting network traffic or crashing the network and connected systems.
Installing personal software or using personal technology on the school district’s technology and/or network without the permission of the technology director.
Using the network in a fashion inconsistent with directions from teachers and other staff and generally accepted network etiquette.

Other Technology Issues

Employees with personal cell phones should avoid using their phones for school district business. Employees should contact students and their parents through school district technology or phone system unless in the case of an emergency or with prior consent of the principal. Employees should not release their cell phone number, personal e-mail address, etc. to students or their parents. Employees, who are coaches or sponsors of activities, may create a text list of students and parents in order to communicate more effectively as long as the texts go to all students and the principal is included in the text address list.

Adopted:         02/17/2020
Reviewed:      04/12/2021
Revised:          04/12/2021

dawn.gibson.cm… Sat, 07/17/2021 - 18:25