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:

1. 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;
    
2. 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;
    
3. Compensation.  Establishment of rates of pay on the basis of sex;
    
4. Job Classification.  Classification of jobs as being for males or females;
    
5. Fringe Benefits.  Provision of fringe benefits on basis of sex; all fringe benefit plans must treat males and females equally;
    
6. 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.
    
7. 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:

1. 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
    
2. 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

 

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.

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
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