The North Linn Community School District offers career and technical programs in the following areas of study:

Business, Marketing, Industrial Technology & Agriculture

It is the policy of the North Linn Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact Equity Coordinator, Kaitlyn Stoll, kstoll@northlinncsd.org , 3033 Lynx Drive, PO Box 200, Troy Mills IA 52344 phone 319-224-3291.  

Approved 12-14-22     Reviewed   7-17-24        Revised  7-17-24

It is the policy of the North Linn Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact Equity Coordinator, Kaitlyn Stoll, kstoll@northlinncsd.org, 3033 Lynx Drive, PO Box 200, Troy Mills IA 52344 phone 319-224-3291.

Cross References

Approved 7-14-11     Reviewed   7-17-24       Revised  12-14-22

The North Linn Community School District does not discriminate in its educational programs and activities on the basis of a student's disability. It has been determined that your child has a qualifying disability for which accommodations may need to be made to meet his or her individual needs as adequately as the needs of other students. As a parent, you have the right to the following:

• Participation of your child in school district programs and activities, including extracurricular programs and activities, to the maximum extent appropriate, free of discrimination based upon the student's disability and at the same level as students without disabilities;

• Receipt of free educational services to the extent they are provided students without disabilities:

• Receipt of information about your child and your child's educational programs and activities in your native language;

• Notice of identification of your child as having a qualifying disability for which accommodations may need to be made and notice prior to evaluation and placement of your child and right to periodically request a re-evaluation of your child;

• Inspect and review your child's educational records including a right to copy those records for a reasonable fee; you also have a right to ask the school district to amend your child's educational records if you feel the information in the records is misleading or inaccurate; should the school district refuse to amend the records, you have a right to a hearing and to place an explanatory letter in your child's file explaining why you feel the records are misleading or inaccurate; and

• Hearing before an impartial hearing officer if you disagree with your child's evaluation or placement; you have a right to counsel at the hearing and have the decision of the impartial hearing officer reviewed.

It is the policy of the North Linn Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, c0reed, age (for employment), marital status (for programs), sexual orientation, gender identity and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact Equity Coordinator, Kaitlyn Stoll, 3033 Lynx Drive, PO Box 200, Troy Mills IA 52344 phone 319-224-3291 kstoll@northlinncsd.org.

Cross References

Approved 7-17-24     Reviewed   7-17-24       Revised  12-14-22

Date of complaint: _____________________________________________________

Name of Complainant: _____________________________________________________

Are you filling out this form for yourself or someone else (please identify the individual if you are submitting on behalf of someone else): __________________________________________________________________________________________________________

Who or what entity do you believe discriminated against, harassed, or bullied you (or someone else)? _____________________________________________________

Date and place of alleged incident(s): _____________________________________________________ __________________________________________________________________________________________________________

Names of any witnesses (if any): _____________________________________________________

Nature of discrimination, harassment, or bullying alleged (check all that apply):

____ Age ____ Physical Attribute ____ Sex

____Disability ____ Physical/Mental Ability ____ Sexual Orientation

____ Familial Status ____ Political Belief ____Socio-economic Background

____ Gender Identity ____ Political Party Preference ____ Other – Please Specify: _________________________________

____ Marital Status ____ Race/Color

____ National Origin/Ethnic Background/Ancestry ____Religion/Creed

In the space below, please describe what happened and why you believe that you or someone else has been discriminated against, harassed, or bullied. Please be as specific as possible and attach additional pages if necessary. _________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

I agree that all of the information on this form is accurate and true to the best of my knowledge.

Signature: _____________________ Date: __________

Name of Witness: _____________________________________________________

Date of interview: _____________________________________________________

Date of initial complaint: _____________________________________________________

Name of Complainant (include whether the Complainant is a student or employee): __________________________________________________________________________________________________________

Date and place of alleged incident(s): __________________________________________________________________________________________________________ _____________________________________________________

Nature of discrimination, harassment, or bullying alleged (check all that apply):

____ Age ____ Physical Attribute ____ Sex

____ Disability ____ Physical/Mental Ability ____ Sexual Orientation

____ Familial Status ____ Political Belief ____ Socio-economic Background

____ Gender Identity ____ Political Party Preference ____ Other – Please Specify: _______________________

____ Marital Status ____ Race/Color

____ National Origin/Ethnic Background/Ancestry ____ Religion/Creed

Description of incident witnessed: ______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ _____________________________________________________________________________________

Additional information: _____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

I agree that all of the information on this form is accurate and true to the best of my knowledge.

Signature: _________________________ Date: ____________

Date: _____________________________________________________

Date of initial complaint: _____________________________________________________

Name of Complainant (include whether the Complainant is a student or employee): __________________________________________________________________________________________________________

Date and place of alleged incident(s): _______________________________________________________________________________________________________________________________________________________________

Name of Respondent (include whether the Respondent is a student or employee): __________________________________________________________________________________________________________

Nature of discrimination, harassment, or bullying alleged (check all that apply):

____ Age ____ Physical Attribute ____ Sex

____ Disability ____ Physical/Mental Ability ____ Sexual Orientation

____ Familial Status ____ Political Belief ____ Socio-economic Background

____ Gender Identity ____ Political Party Preference ____ Other – Please Specify: _______________________________

____ Marital Status ____ Race/Color

____ National Origin/Ethnic Background/Ancestry ____ Religion/Creed

Summary of Investigation: ______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

I agree that all of the information on this form is accurate and true to the best of my knowledge.

Signature: ___________________________ Date: ____________________

It is the policy of the Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact Kaitlyn Stoll, 3033 Lynx Drive, Troy Mills, IA 52344, (319) 224-3291, kstoll@northlinncsd.org

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

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

Filing a Complaint

A Complainant who wishes to avail himself/herself of this grievance procedure may do so by filing a complaint with the equity coordinator(s). An alternate will be designated in the event it is claimed that the equity coordinator or superintendent committed the alleged discrimination or some other conflict of interest exists. Complaints shall be filed within 15 days of the event giving rise to the complaint or from the date the Complainant could reasonably become aware of such occurrence. The Complainant will state the nature of the complaint and the remedy requested. The equity coordinator(s) shall assist the Complainant as needed. 

Investigation 

Within 15 working days, the equity coordinator will begin the investigation of the complaint or appoint a qualified person to undertake the investigation (hereinafter “equity coordinator”).  If the Complainant is under 18 years of age, the equity coordinator shall notify his or her parent(s)/guardian(s) that they may attend investigatory meetings in which the Complainant is involved. The complaint and identity of the Complainant, Respondent, or witnesses will only be disclosed as reasonably necessary in connection with the investigation or as required by law or policy. The investigation may include, but is not limited to the following: 

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

• A request for the individual named in the complaint to provide a written statement; 

• A request for witnesses identified during the course of the investigation to provide a written statement; 

• Interviews of the Complainant, Respondent, or witnesses; 

• An opportunity to present witnesses or other relevant information; and 

• Review and collection of documentation or information deemed relevant to the investigation. 

Within 60 working days, the equity coordinator shall complete the investigation and issue a report with respect to the findings. 

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

Decision and Appeal

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

The decision of the superintendent shall be final. 

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

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

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

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

Cross References

Approved 7-14-11     Reviewed   7-17-24             Revised   7-17-24         

Date of complaint: _____________________________________________________

Name of Complainant: _____________________________________________________

Are you filling out this form for yourself or someone else (please identify the individual if you are submitting on behalf of someone else): _________________________________________________________________________________________________________

Who or what entity do you believe discriminated against, harassed, or bullied you (or someone else)? _____________________________________________________

Date and place of alleged incident(s): __________________________________________________________________________________________________________ _____________________________________________________

Names of any witnesses (if any): _____________________________________________________

Nature of discrimination, harassment, or bullying alleged (check all that apply):

____ Age ____ Physical Attribute ____ Sex

____ Disability ____ Physical/Mental Ability ____ Sexual Orientation

____ Familial Status ____Political Belief ____ Socio-economic Background

____ Gender Identity ____ Political Party Preference ____ Other – Please Specify: __________________________

____ Marital Status ____ Race/Color ____ National Origin/Ethnic Background/Ancestry

____ Religion/Creed

In the space below, please describe what happened and why you believe that you or someone else has been discriminated against, harassed, or bullied. Please be as specific as possible and attach additional pages if necessary. _________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

I agree that all of the information on this form is accurate and true to the best of my knowledge.

Signature: ___________________________ Date: _______________

Name of Witness: _____________________________________________________

Date of Interview: _____________________________________________________

Date of initial complaint: _____________________________________________________ _____________________________________________________

Name of Complainant (include whether Complainant is a student or employee)? _____________________________________________________

Date and place of alleged incident(s): _____________________________________________________________________________________________________

Nature of discrimination, harassment, or bullying alleged (check all that apply):

____ Age ____ Physical Attribute ____ Sex

____ Disability ____ Physical/Mental Ability ____ Sexual Orientation

____ Familial Status ____ Political Belief ____ Socio-economic Background

____ Gender Identity ____ Political Party Preference ____ Other – Please Specify: ______________________________

____ Marital Status ____ Race/Color ____ National Origin/Ethnic Background/Ancestry

____ Religion/Creed

Description of incident witnessed: ____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Additional Information: __________________________________________________________________________________________________________________________________________________________________________

I agree that all of the information on this form is accurate and true to the best of my knowledge.

Signature: _____________________________ Date: _________________

Date: _____________________________________________________

Date of initial complaint: _____________________________________________________

Name of Complainant (include whether the Complainant is a student or employee): __________________________________________________________________________________________________________

Date and place of alleged incident(s): _____________________________________________________________________________________________________________________________________________________________

Name of Respondent (include whether the Respondent is a student or employee): __________________________________________________________________________________________________________

Nature of discrimination, harassment, or bullying alleged (check all that apply):

____ Age ____ Physical Attribute ____ Sex

____ Disability ____ Physical/Mental Ability ____ Sexual Orientation

____ Familial Status ____ Political Belief ____ Socio-economic Background

____ Gender Identity ____ Political Party Preference ____ Other – Please Specify: ___________________

____ Marital Status ____ Race/Color ____ National Origin/Ethnic Background/Ancestry

____ Religion/Creed

Summary of Investigation: ___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ _____________________________________________________________________________________

I agree that all of the information on this form is accurate and true to the best of my knowledge.

Signature: ______________________________ Date: _________________

Filing a Complaint

A Complainant who wishes to avail himself/herself of this procedure may do so by filing a complaint with the superintendent or superintendent’s designee. An alternate will be designated in the event it is claimed that the superintendent or superintendent’s designee committed the alleged discrimination or some other conflict of interest exists. Complaints shall be filed within 15 days of the event giving rise to the complaint or from the date the Complainant could reasonably become aware of such occurrence. The Complainant will state the nature of the complaint and the remedy requested. The Complainant shall receive assistance as needed.

School employees, volunteers, and students shall not engage in reprisal, retaliation, or false accusation against a victim, witness, or an individual who has reliable information about an act of bullying or harassment.

Investigation

The school district will promptly and reasonably investigate allegations of bullying or harassment upon written complaint. The Superintendent or the Superintendent’s designee (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 the 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 witness 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.  

It is the responsibility of the superintendent, in conjunction with the equity coordinators and building principals, to develop district procedures regarding anti-bullying/harassment. The superintendent [or designee] will also be responsible for 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.

The superintendent [or designee] is responsible for developing a process for evaluating the effectiveness of policy in reducing bullying and harassment and will report on the progress of reducing bullying and harassment to the school board.

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 this 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 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.

Approved 7-14-11     Reviewed   11-19-2019        Revised  7-17-24

DISCRIMINATION AND HARASSMENT BASED ON SEX PROHIBITED

The board believes in the importance of creating a learning environment where all students can succeed.  For this reason, it is essential that all students and employees have appropriate access to the education program and activities of the district. The District does not discriminate on the basis of sex and prohibits sex discrimination in any education program or activity that it operates, as required by Title IX, including in admission and employment.

Discrimination on the basis of sex includes discrimination on the basis of sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, and gender identity.  Conduct that  occurs under the district’s education program or activity includes but is not limited to conduct that occurs in a building owned or controlled by the district or a student organization that is officially recognized by a postsecondary institution, and conduct that is subject to the recipient’s disciplinary authority.

The Superintendent or their designee will develop administrative regulations in furtherance of this policy.

Important Definitions

Complainant means a student or employee who is alleged to have been subjected to conduct that could constitute sex discrimination under Title IX or its regulations; or a person other than a student or employee who is alleged to have been subjected to conduct that could constitute sex discrimination under Title IX or its regulations and who was participating or attempting to participate in the recipient’s education program or activity at the time of the alleged sex discrimination.

Complaint means an oral or written request to the recipient that objectively can be understood as a request for the recipient to investigate and make a determination about alleged discrimination under Title IX or its regulations.

Respondent means a person who is alleged to have violated the District’s prohibition on sex discrimination.

Retaliation means intimidation, threats, coercion, or discrimination against any person by the recipient, a student, or an employee or other person authorized by the recipient to provide aid, benefit, or service under the recipient’s education program or activity, for the purpose of interfering with any right or privilege secured by Title IX or its regulations, or because the person has reported information, made a complaint, testified, assisted, or participated or refused to participate in any manner in an investigation, proceeding, or hearing under the Title IX regulations.

Sex-based harassment is a form of sex discrimination and means sexual harassment and other harassment on the basis of sex, including on the basis of sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, and gender identity, that is:

(1) Quid pro quo harassment. An employee, agent, or other person authorized by the recipient to provide an aid, benefit, or service under the recipient’s education program or activity explicitly or impliedly conditioning the provision of such an aid, benefit, or service on a person’s participation in unwelcome sexual conduct;

(2) Hostile environment harassment. Unwelcome sex-based conduct that, based on the totality of the circumstances, is subjectively and objectively offensive and is so severe or pervasive that it limits or denies a person’s ability to participate in or benefit from the recipient’s education program or activity (i.e., creates a hostile environment). Whether a hostile environment has been created is a fact-specific inquiry that includes consideration of the following:

(i) The degree to which the conduct affected the complainant’s ability to access the recipient’s education program or activity;

(ii) The type, frequency, and duration of the conduct;

(iii) The parties’ ages, roles within the recipient’s education program or activity, previous interactions, and other factors about each party that may be relevant to evaluating the effects of the conduct;

(iv) The location of the conduct and the context in which the conduct occurred; and

(v) Other sex-based harassment in the recipient’s education program or activity; or

(3) Specific offenses.

(i) Sexual assault meaning an offense classified as a forcible or nonforcible sex offense under the uniform crime reporting system of the Federal Bureau of Investigation;

(ii) Dating violence meaning violence committed by a person:

(A) Who is or has been in a social relationship of a romantic or intimate nature with the victim; and

(B) Where the existence of such a relationship shall be determined based on a consideration of the following factors:

(1) The length of the relationship;

(2) The type of relationship; and

(3) The frequency of interaction between the persons involved in the relationship;

(iii) Domestic violence meaning felony or misdemeanor crimes committed by a person who:

(A) Is a current or former spouse or intimate partner of the victim under the family or domestic violence laws of the jurisdiction of the recipient, or a person similarly situated to a spouse of the victim;

(B) Is cohabitating, or has cohabitated, with the victim as a spouse or intimate partner;

(C) Shares a child in common with the victim; or

(D) Commits acts against a youth or adult victim who is protected from those acts under the family or domestic violence laws of the jurisdiction; or

(iv) Stalking meaning engaging in a course of conduct directed at a specific person that would cause a reasonable person to:

(A) Fear for the person’s safety or the safety of others; or

(B) Suffer substantial emotional distress.

Supportive measures means individualized measures offered as appropriate, as reasonably available, without unreasonably burdening a complainant or respondent, not for punitive or disciplinary reasons, and without fee or charge to the complainant or respondent to:

(1) Restore or preserve that party’s access to the recipient’s education program or activity, including measures that are designed to protect the safety of the parties or the recipient’s educational environment; or

(2) Provide support during the recipient’s grievance procedures or during an informal resolution process.

Legal Reference :                        34 C.F.R. 106

Adopted: 11-11-24

Revised: 

Reviewed: 

The North Linn Community School District board is authorized by and derives its organization from Iowa law.  The board will consist of 7 board members. Board members are elected by at-large.

The board is organized for the purpose of setting policy and providing general direction for the school district.  The board will hold its organizational meeting at the first regular meeting following the canvass of votes. The retiring board will transfer materials, including the board policy manual, and responsibility to the new board.

The organizational meeting allows the outgoing board to approve minutes of its previous meetings, complete unfinished business and review the school election results.  The retiring board will adjourn and the new board will then begin. The School Business Official will administer the oath of office to the newly-elected board members. The Superintendent will preside while the new board elects the president and vice-president of the new board.

Legal Reference:    Iowa Code §§ 274.2; 275.23A; 277.23, .28, .31; 279.1, .5, .7, .8, .33.

                               281 I.A.C. 12.3(2).

Cross Reference:    202    Board of Directors Members

    206.1    President

    206.2    Vice-President

    210       Board of Directors' Meetings

Approved 7-14-11     Reviewed  7-17-24               Revised    11-19-2020       

The board of the North-Linn Community School District, acting on behalf of the school district, shall have jurisdiction over school matters within the territory of 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.

Legal Reference:      Board of Directors of Ind. School Dist. of Waterloo v. Green, 259 Iowa 1260, 147 N.W.2d 854 (1967).

                                  Iowa Code §§ 28E; 274.1-.2; 279.8 (1995).

                                  281 I.A.C. 12.1(2).

                                  1990 Op. Att'y Gen. 66.

Cross Reference:     209  Board of Directors' Management Procedures

Approved 7-14-11     Reviewed 7-17-24                Revised           

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

The board fulfills its quasi-judicial duties in serving as a neutral arbiter for hearings related to student suspension or expulsion proceedings and certain employment termination hearings and appeals.  This important power was granted by the Iowa legislature and cannot be delegated.  To preserve the board’s neutrality to hear and decide upon these matters, the board does not investigate or become involved in student disciplinary matters or employment matters that may come before it and would require the board to serve in its quasi-judicial role.

Legal Reference:        Iowa Code §§ 274.1; 279.1, .8, .20; 280.12 (1995).

                                  281 I.A.C. 12.3(2).

Cross Reference:       101  Educational Philosophy of the School District

                                  103  Educational and Operational Planning

                                  209  Board of Directors' Management Procedures

                                  600  Goals and Objectives of the Educational Program

Approved 7-14-11     Reviewed 7-17-24                 Revised       7-17-24    

The board sees the value in promoting the excellent work and accomplishments of the district’s students and staff. Social media is one of many effective communication tools that the district may utilize. Board members have been publicly elected to govern the district and accept a fiduciary responsibility. That responsibility means board members agree to always act in the best interests of the district. For this reason, the board shall expect that individual communications and social media posts made by board members will reflect the values and decorum expected of elected officials in the school community.

All board members enjoy rights to freedom of speech under both the U.S. and Iowa Constitutions.  As such, the district will not limit protected speech of any board members. Certain categories of speech are not protected and may be subject to regulation.  Additionally, board members should be aware that protected speech can still subject individuals to legal liability.  Only the Board President is designated as official spokesperson authorized to speak on behalf of the board. Any postings by board members about district related matters on their individual social media accounts shall not be considered official action of the district.  Official statements of the district shall be made only on district social media accounts through the designated spokespersons of the district or the entire board speaking as a governing body.

The board as a whole and individual board members in their governance role have legal obligations to safeguard the privacy of information related to student and employee matters. Board members will refrain from posting or communicating on social media in a way that violates the district’s obligation to protect the privacy of its students and employees.

Board members are uniquely positioned in the school community to be both accessible and responsive to community concerns about the effective governance of the district.  As a result, the board will remember their obligations to safeguard student and employee privacy when responding to any social media posts or communications, even if the response is intended to correct information for the rest of the school community.  Board members will direct concerned individuals to the appropriate district staff to address their inquiry or complaint in accordance with board policy.  

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

                                         Iowa Const. Art. I, sec. 7

Lindke v. Freed, 601 U.S. (2024)

                                                  20 U.S.C. 1417(c)

                                                  34 C.F.R. 99.3

                                                  Iowa Code §§ 21; 22

Approved 7-17-24     Reviewed               Revised            

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 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, an eligible elector of the district and free from a financial conflict of interest with the position.

Legal Reference:        Iowa Code §§ 63; 68B; 277.4, .27; 279.7A (1995).

Cross Reference:       201    Board of Directors' Elections

                                    202.04  Vacancies

                                     203    Board of Directors' Conflict of Interest

Approved 7-14-11     Reviewed 7-17-24                 Revised         

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 shall be taken by each new board member elected at the annual 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 shall take the oath of office within ten days of the appointment or election.

Board members elected to offices of the board shall 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 shall be 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 shall be 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 the North-Linn Community School District as now and hereafter required by law?"

Legal Reference:        Iowa Code §§ 277.28; 279.1, .6 (1995).

Cross Reference:       200.01  Organization of the Board of Directors

                                    201     Board of Directors' Elections

                                    202     Board of Directors Members

                                    204     Code of Ethics

                                     206     Board of Directors' Officers

Approved 7-14-11     Reviewed 7-17-24                 Revised           

TERM OF OFFICE

Board members elected for a full term at a regularly scheduled school election in November, 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 successor is elected and qualified at the next regular school election, unless there is an intervening special election for the school district, in which event a successor shall be elected at the intervening special 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.

Upon a member’s retirement from service on the board, the Board Secretary shall arrange to have a plaque honoring the retiring member created for presentation.  At the time of presentation, a complimentary Lifetime Pass, admitting the member and spouse or a guest, to all North-Linn activities shall be presented.

Legal Reference:         Iowa Code §§ 69.12; 274.7; 279.6-.7 (1995).

Cross Reference:        201  Board of Directors' Elections

                                  202  Board of Directors Members

Approved 7-14-11     Reviewed 7-17-24              Revised      7-17-24     

A vacancy occurs as provided by law, which includes but is not limited to when a board member dies, resigns or leaves office, or fails to reside in the school district or director district. 

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.  The board shall publish notice stating that the board intends to fill the vacancy by appointment, but the electors of the school district have the right to file a petition within 14 days of the publication of the notice requiring the vacancy be filled by a special election. 

A person appointed to fill a vacancy shall hold office until a successor is elected and qualified at the next regular school election, unless there is an intervening special election for the school district, in which event a successor shall be elected at the intervening special election. 

If the board is unable to fill a vacancy by appointment within 30 days after the vacancy occurs or if a valid petition is submitted, the board secretary will call a special election to be held no sooner than 60 days and not later than 70 days after the vacancy occurred.  A board member elected at the special election will serve the remaining portion of the unexpired term.

Legal Reference:    Iowa Code §§ 69; 277.29; 279.

    Good v. Crouch, 397 N.W.2d 757 (Iowa 1986).

    Board of Directors of Grimes Independent School Dist. v. County Board of Public Instruction of Polk Co., 257 Iowa 106, 131 N.W.2d 802 (1965).

    Board of Directors of Menlo Consol. School Dist. v. Blakesburg, 240 Iowa 910, 36 N.W.2d 751 (1949).

    1944 Op. Att'y Gen. 39.

Cross Reference:    201    Board of Directors' Elections

    202    Board of Directors Members

    202.03    Term of Office

Approved 7-14-11     Reviewed 7-17-24                 Revised     11-19-19      

It shall be the responsibility of the board president to lead a well-organized board in an efficient and effective manner.  The board president shall 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 to serve a one-year term by a majority vote at the organizational meeting in odd-numbered years, or, in even-numbered years, at  a regular meeting held between twelve to thirteen months after the most recent organizational meeting.

The president, in addition to presiding at the board meetings, shall 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.  However, before making or seconding a motion, the board president shall 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 shall consult with the superintendent on the development of the agenda for the meeting.

The board president, as the chief officer of the school district, shall sign employment contracts and may sign other contracts and school district warrants approved by the board and appear on behalf of the school corporation in causes of action involving the school district.

Legal Reference:        Iowa Code §§ 279.1-.2; 291.1 (1995).

Cross Reference:       200.01  Organization of the Board of Directors

                                  202.02  Oath of Office

                                  206.02  Vice President

Approved 7-14-11    Reviewed  7-17-24               Revised    7-20-21       

VICE-PRESIDENT

The vice-president of the board is elected by a majority vote at the organizational meeting of in odd-numbered years, or, in even-numbered years, at a regular meeting held between twelve to thirteen months after the most recent organizational meeting, to serve a one-year term of office.

By this election, 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 shall accept control of the meeting from the president when the president wishes to make or second a motion.  The vice president shall take an active role in board decisions by discussing and voting on matters before the board in the same manner as other board members.

Legal Reference:        Iowa Code § 279.5 (1995).

Cross Reference:       200.01  Organization of the Board of Directors

                                  202.02  Oath of Office

                                  206.01  President

Approved 7-14-11     Reviewed 7-17-24                Revised   7-20-21        

A board secretary-treasurer may be appointed from employees, other than a position requiring a teaching certificate, or from the public at the board meeting held each year after July 1 and no later than August 15, to serve a one year term of office.  To finalize the appointment, the board secretary-treasurer shall take the oath of office during the meeting at which the individual was appointed or no later than ten days thereafter.

It shall be 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 shall also be responsible for filing the required reports with the Iowa Department of Education.

It shall be 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 shall also be the responsibility of the board 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 Superintendent shall 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 shall give bond or be covered by an insurance policy in an amount set by the board.  The cost of the bond or insurance policy will be paid by the school district.

Legal Reference:        Iowa Code §§ 12B.10; 12C; 64; 277.27; 279.3, .5, .7, .31-.33, .35; 291.2-.4, .6-.15; 299.10,

                                  .16 (1995).

                                  281 I.A.C. 12.3(1).

                                  1978 Op. Att'y Gen. 328.

Cross Reference:       202.02   Oath of Office

                                  210.01   Annual Meeting

                                  215      Board of Directors' Records

                                  501.10 Truancy - Unexcused Absences

                                  704.03   Investments

                                  707      Fiscal Reports

                                  708     Care, Maintenance and Disposal of School District Records

Approved 7-14-11     Reviewed  7-17-24               Revised     7-17-24    

Ad Hoc Committee Purpose and Function

The specific purpose of each ad hoc committee varies.  Generally, the primary function of an ad hoc committee is to give specific advice and suggestions.  The advice and suggestions should focus on the purpose and duties stated in the board resolution establishing the committee.  It is the board's role to take action based on information received from the ad hoc committee and other sources.  Ad hoc committees may be subject to the open meetings law.

Role of an Ad Hoc Committee Member

The primary role of an ad hoc committee member is to be a productive, positive member of the committee.  In doing so, it is important to listen to and respect the opinions of others.  When the ad hoc committee makes a recommendation to the board, it is important for the ad hoc committee members to support the majority decision of the ad hoc committee.  An ad hoc committee will function best when its members work within the committee framework and bring items of business to the ad hoc committee.

Ad Hoc Committee Membership

Ad hoc committee members may be appointed by the board.  The board may request input from individuals or organizations, or it may seek volunteers to serve.  Only the board or superintendent has the authority to appoint members to an ad hoc committee.  Boards must follow the legal limitations or requirements regarding the membership of an ad hoc committee.

Approved 7-14-11     Reviewed  7-17-24               Revised           

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

The written policy statements contained in this manual provide guidelines and goals to the citizens, administration, employees and students in the school district community.  The policy statements shall be the basis for the formulation of regulations by the administration.  The board shall determine the effectiveness of the policy statements by evaluating periodic reports from the administration.

Policy statements may be proposed by a board member, administrator, employee, student or member of the school district community.  Proposed policy statements or ideas shall be submitted to the superintendent's office for possible placement on the board agenda.  It shall be the responsibility of the superintendent to bring these proposals to the attention of the board.

Legal Reference:        Iowa Code §§ 274.1-.2; 279.8; 280.12 (1995).

                                  281 I.A.C. 12.3(2).

                                  1970 Op. Att'y Gen. 287.

Cross Reference:       101    Educational Philosophy of the School District

                                  200.02  Powers of the Board of Directors

                                  200.03  Responsibilities of the Board of Directors

                                  209    Board of Directors' Management Procedures

Approved 7-14-11     Reviewed  7-17-24               Revised           

The board shall give notice of proposed policy changes or adoption of new policies by placing the item on the agenda of two regular or special board meetings.  The Board at any time may choose to conduct a second reading before final approval. This notice procedure shall be required except for emergency situations.  If the board adopts a policy in an emergency situation, a statement regarding the emergency and the need for immediate adoption of the policy shall be included in the minutes.  The board shall have complete discretion to determine what constitutes an emergency situation.

The final action taken to adopt the proposed policy shall be approved by a simple majority vote of the board at the regular meeting allowing for any public discussion.  The policy will be effective on the date of passage or the date stated in the motion.

In the case of an emergency, a new or changed policy may be adopted by a majority vote of a quorum of the board, following a majority vote to suspend the rules.

Legal Reference:        Iowa Code § 279.8 (1995).

                                   281 I.A.C. 12.3(2).

                                   970 Op. Att'y Gen. 287.

Cross Reference:       200.02  Powers of the Board of Directors

                                  200.03  Responsibilities of the Board of Directors

                                  209    Board of Directors' Management Procedure

Approved 7-14-11     Reviewed 7-17-24                 Revised   7-17-24        

The board policy manual shall be made available through the district website.  Persons wishing to review the board policy manual shall contact the board secretary, who shall have a board policy manual available for public inspection.

Legal Refference:        Iowa Code §§ 277.31; 279.8 (1995).

                                  281 I.A.C. 12.3(2).

Cross Reference:       200.03  Responsibilities of the Board of Directors

                                  209    Board of Directors' Management Procedure

Approved 7-14-11     Reviewed 7-17-24                Revised     10-22-14      

Generally, the board shall follow board policy and enforce it equitably.  The board, and only the board, may, in extreme emergencies of a very unique nature, suspend policy.  It shall be within the discretion of the board to determine when an extreme emergency of a very unique nature exists.  Reasons for suspension of board policy shall be documented in board minutes.

Legal Reference:        Iowa Code § 279.8 (1995).

                                  281 I.A.C. 12.3(2).

Cross Reference:       200.03  Responsibilities of the Board of Directors

                                  209    Board of Directors' Management Procedure

Approved 7-14-11     Reviewed 7-17-24               Revised           

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

It shall be the responsibility of the superintendent to inform the board of the situation and the action taken and to document the action taken.  If needed, the superintendent shall draft a proposed policy for the board to consider.

Legal Reference:        Iowa Code § 279.8 (1995).

                                  281 I.A.C. 12.3(2).

Cross Reference:       200.03  Responsibilities of the Board of Directors

                                  209    Board of Directors' Management Procedure

                                  302.04  Superintendent Duties

                                  304    Policy Implementation

Approved 7-14-11     Reviewed 7-17-24               Revised           

The board shall, at least once every five years, review board policy.  Once the policy has been reviewed, even if no changes were made, a notation of the date of review shall be made on the face of the policy statement.

The board will review one-fifth of the policy manual annually according to the following subject areas:

• School District, Board of Directors  (Series 100 and 200)
• Administration, Employees (Series 300 and 400)
• Students (Series 500)
• Education Program ( Series 600)
• Non-instructional  Operations and Business Services, Buildings and Sites, School District-Community Relations (Series 700, 800 and 900)

It shall be the responsibility of the superintendent to keep the board informed as to legal changes at both the federal and state levels.  The superintendent shall 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, the policy may be approved at one meeting at the discretion of the board.

Legal Reference:        Iowa Code § 279.8 (1995).

                                  281 I.A.C. 12.3(2).

Cross Reference:       200.03  Responsibilities of the Board of Directors

                                  209    Board of Directors' Management Procedures

Approved 7-14-11    Reviewed   7-17-24              Revised            

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

It shall be the responsibility of the superintendent to develop administrative regulations to implement the board policies.  The regulations, including handbooks, will be approved by the board prior to their use in the school district.

The administrative regulations will be available no later than the first regular board meeting after the adoption of the board policy unless the board directs otherwise.

Legal Reference:        Iowa Code § 279.8, .20 (1995).

Cross Reference:       200.03  Responsibilities of the Board of Directors

                                  209    Board of Directors' Management Procedures

Approved 7-14-11     Reviewed  7-17-24               Revised    7-17-24       

Each year after August 31 and prior to the organizational meeting of the board in odd-numbered 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.  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

Legal Reference:    Iowa Code §§ 279.1, .3, .33.

Cross Reference:    206.03    Secretary

                                206.04    Treasurer

                                701.01    Depository of Funds

                                707    Fiscal Reports

Approved 7-14-11     Reviewed 7-17-24                 Revised    11-19-19       

The regular meeting time and date shall be set by the board at its organizational meeting. Work sessions will be held at the board's convenience.

• The regular board meetings will be held on the 3rd Wednesday of each month and shall begin promptly at 7:00 PM

The board shall adhere to this meeting date and time unless the board requires additional meetings; or, due to circumstances beyond the board's control, the meeting cannot be held on the regular meeting date and time, and then the meeting will be re-scheduled at the board's convenience.  Public notice of the meetings shall be given.

Legal Reference:        Iowa Code §§ 21.3, .4; 279.1 (1995).

                                              1980 Op. Att'y Gen. 148.

Cross Reference:       200.01  Organization of the Board of Directors

                                     210    Board of Directors' Meetings

Approved 7-14-11     Reviewed 7-17-24               Revised   7-17-24        

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 president of the board or by the board secretary at the request of a majority of the board.  Should a special meeting be called, public notice shall be given.

If the special meeting called is an emergency meeting and the board cannot give public notice in its usual manner, the board shall 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 shall 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 shall strictly adhere to the agenda for the special meeting and action on other issues shall be reserved for the next regular or special board meeting.

Legal Reference:        Iowa Code §§ 21.3, .4; 279.2 (1995).

                                  1980 Op. Att'y Gen. 148.

Cross Reference:       200.01  Organization of the Board of Directors

                                  210    Board of Directors' Meetings

Approved 7-14-11     Reviewed  7-17-24               Revised        7-17-24

The board, as a decision making body, is confronted with a continuing flow of problems, issues and needs which require action.  While the board is determined to expedite its business, it is also mindful of the importance of planning, brainstorming and thoughtful discussion without action.  Therefore, the board may schedule work sessions and retreats in order to provide its members and the administration with such opportunities.  The board has the authority to hire an outside facilitator to assist them in work sessions.

Topics for discussion and study will be announced publicly, and work sessions and retreats will be conducted in open session.  However, no board action will take place at the work session.
 

Legal Reference:        Iowa Code §§ 21; 22.7; 279.8, .35 (1995).

                                  1982 Op. Att'y Gen. 162.

                                  1980 Op. Att'y Gen. 167.

                                  1976 Op. Att'y Gen. 384, 514, 765.

                                  1972 Op. Att'y Gen. 158.

                                  1970 Op. Att'y Gen. 287.

Cross Reference:       210  Board of Directors' Meetings

                                  211  Open Meetings

Approved 7-14-11     Reviewed  7-17-24               Revised         7-17-24  

Public notice shall be given for meetings and work sessions held by the board.  Public notice shall indicate the time, place, date and tentative agenda of board meetings.  The public notice shall be posted on the bulletin board in the central administration office and or an exterior facing door/window so that community members may see the agenda when the building is physically closed at least twenty-four hours before the meeting.

A copy of the public notice will be provided to those who have filed a request for notice with the secretary.  These requests for notice must be in writing.  A copy of the public notice will also be accessible to employees and students.

In the case of special meetings, public notice shall be given in the same manner as for a regular meeting unless it is an emergency meeting.  In that case, public notice of the meeting shall be given as soon as practical and possible in light of the situation.  The media and others who have requested notice shall be notified of the emergency meeting.  Attendance at a special meeting or emergency meeting by the media or board members shall constitute a waiver of notice.

It shall be the responsibility of the board secretary to give public notice of board meetings and work sessions.

Legal Reference:        Dobrovolny v. Reinhardt, 173 N.W.2d 837 (Iowa 1970).

                                  Iowa Code §§ 21.2-.4; 279.1, .2 (1995).

                                  1952 Op. Att'y Gen. 133.

Cross Reference:       210    Board of Directors' Meetings

                                  210.08  Board of Directors' Meeting Agenda

Approved 7-14-11     Reviewed  7-17-24               Revised    7-17-24       

Action by the board regarding the affairs of the school district may be taken only when a quorum, a majority of the board members, is in attendance at the board meeting.  While in person participation is encouraged, board members may attend meetings either in person or electronically provided each member can hear and be heard in real time by all members present and the public. 

While board members are encouraged to attend board meetings, 4 members will constitute a quorum and are a sufficient number to transact business of the school corporation.  The adjournment of a meeting may be executed without a quorum.

An affirmative vote of a majority of the votes cast is sufficient to pass a motion or take action unless law or board policy requires a vote of a greater number.

It is the responsibility of each board member to attend board meetings.

Approved 7-14-11     Reviewed 7-17-24                Revised   11-19-2019         

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.

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

The board shall 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 insure members of the board, concentrating on the substantive issues at hand, have the necessary information to make decisions, and to insure adequate discussion of decisions to be made; and,

•        To insure 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.

Legal Reference:        Iowa Code §§ 21.2, .7; 279.8 (1995).

Cross Reference:       210    Board of Directors' Meetings

                                  210.08  Board Meeting Agenda

Approved 7-14-11     Reviewed  7-17-24           Revised           

The tentative agenda for each board meeting shall state the topics for discussion and action at the board meeting.  The agenda is part of the public notice of the board meeting and will be posted and distributed.

Persons requesting to place an item on the agenda must make a request to the superintendent prior to the drafting of the tentative agenda (normally a week prior to the meeting date).  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.

The tentative agenda and supporting documents shall normally be sent to the board members two days prior to the scheduled board meeting.  These documents are the private property of the board member.  Persons wishing to view the tentative agenda may do so at the office of the superintendent.

The board shall take action only on the items listed on the tentative agenda posted with the public notice.  Items added to the agenda may be discussed or taken under advisement by the board.  If an added item is acted upon, the minutes of the board meeting shall state the reason justifying the immediate action.

It shall be the responsibility of the board president and superintendent to develop the agenda for each board meeting.

Legal Reference:        Iowa Code §§ 21; 279.8 (1995).

                                              1980 Op. Att'y Gen. 269.

Cross Reference:       210    Board of Directors' Meetings

                                  211    Open Meetings

                                  213    Public Participation in Board Meetings

                                  215    Board of Directors' Records

                                  402.05  Public Complaints About Employees

                                  502.04  Student Complaints and Grievances

Approved 7-14-11     Reviewed  7-17-24              Revised            

Board Policy North-Linn Community School District

Very often the board must consider agenda items which are noncontroversial or similar in content.  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.

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.

The superintendent in consultation with the board president and board secretary 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.

Approved 7-17-24     Reviewed               Revised            

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.  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.  The board may also hold an exempt session for the following reasons, or as may be otherwise authorized by law:

1. negotiating sessions, strategy meetings of public employers or employee organizations, mediation and the deliberative process of arbitration;

2. to discuss strategy in matters relating to employment conditions of employees not covered by the collective bargaining law;

3. to conduct a private hearing relating to the recommended termination of a teacher's contract.  However, the private hearing in the teacher's contract termination shall be recorded verbatim by a court reporter; and

4. to conduct a private hearing relating to the termination of a probationary administrator's contract or to review the proposed decision of the administrative law judge regarding the termination of an administrator's contract.

Legal Reference: Iowa Code §§ 20.17; 21; 22.7; 279.15, .16, .24 (1995).

1982 Op. Att'y Gen. 162.

1980 Op. Att'y Gen. 167.

1976 Op. Att'y Gen. 384, 514, 765.

1972 Op. Att'y Gen. 158.

1970 Op. Att'y Gen. 287.

Cross Reference: 208  Ad Hoc Committees

211  Open Meetings

Approved 7-14-11     Reviewed    12-16-19            Revised     7-17-24       

The board recognizes situations may arise in the operation of the school district which are of concern to parents and other members of the school district community. 

The board firmly believes concerns should be resolved at the lowest organizational level by those individuals closest to the concern.  Whenever a complaint or concern is brought to the attention of the board it will be referred to the administration to be resolved.  Prior to board action however, the following should be completed:

(a) Matters should first be addressed to the teacher or employee.

(b) Unsettled matters from (a) above or problems and questions about individual attendance centers should be addressed to the employee's building principal.

(c) Unsettled matters from (b) above or problems and questions concerning the school district should be directed to the superintendent.

(d) If a matter cannot be settled satisfactorily by the superintendent, it may then be brought to the board for consideration.  To bring a concern, the individual shall notify the board president or board secretary in writing, who may bring it to the attention of the entire board.

Parents, guardians and community members of the district who have concerns about the district or the board may refer to the student handbook for additional guidance from the Iowa Department of Education.

It is within the discretion of the board to address complaints from the members of the school district community, and the board will only consider whether to address complaints if they are in writing, signed, and the complainant has complied with this policy.  The board is not obligated to address a complaint and may defer to the decision of the superintendent.  If the board elects not to address a complaint, the decision of the superintendent shall be final.  If the board does elect to address a complaint, its decision shall be final.

Approved 7-14-11     Reviewed 7-17-24                Revised          7-20-21  

A complete and accurate set of minutes of each regular and special board meeting shall be kept to comply with all legal requirements.  Minutes of all of the regular meetings of the Board of Directors shall be kept showing the time, date and place, the members present, and the action taken at each meeting.  Minutes leading to a closed session shall include the vote of each member on the question of holding the closed session and the reason for the closed session,  but the statement of such reason need not state in the minutes the name of any individual or the details of the mater discussed in the closed session.

A copy of the minutes shall be sent to each board member of the Board of Directors before the next regularly scheduled meeting.  The Secretary of the Board shall furnish a copy of the proceedings as indicated by the minutes within a reasonable amount of time following the adjournment of the meeting to the school districts official newspaper for publication.

Minutes shall be kept in an official record book specified for that purpose and shall be kept on file as the official record of legislation of the District and shall be open to public inspection.  Examination of the official record book by any citizen or group of citizens must be made at the location where the District maintains the records, and under the jurisdiction of the Secretary of the Board.

A complete and accurate set of minutes and complete recordings will be made of each session of the Board for each closed session.  The Board Secretary will be custodian of the detailed minutes and tapes, which will be sealed and maintained as required by law.

Approved 7-14-11     Reviewed  7-17-24       Revised 7-17-24

Participation in board member associations are beneficial to the board.  The board shall maintain an active membership in the Iowa Association of School Boards and in organizations the board determines will be of benefit to the board and the school district.

Legal Reference:        Iowa Code § 279.38 (1995).

Cross Reference:       216.02  Board of Directors' Member Development and Training

Approved 7-14-11     Reviewed 7-17-24               Revised            

The board may participate in conferences sponsored by educational associations and agencies in addition to its own in-service programs and work sessions.

The board shall work closely with the Iowa Association of School Boards' and encourage the board members to participate in conferences to achieve the Annual Board Award.

Legal Reference:        Iowa Code §§ 279.8, .38 (1995).

Cross Reference:       216.01  Association Membership

Approved 7-14-11      Reviewed  7-17-24               Revised   7-17-24         

As an elected public official, the board member is a public servant who serves without compensation.  Board members shall be reimbursed for actual and necessary expenses incurred in the performance of their official duties.

Prior to reimbursement of actual and necessary expenses, the board member must submit a  receipt indicating the date, purpose and nature of the expense for each claim item. Personal expenses shall be reimbursed by the board member to the school district no later than ten working days following the date of the expense.  In exceptional circumstances, the board may allow a claim without proper receipt.  Written documentation explaining the exceptional circumstances shall be maintained as part of the school district's record of the claim.

It shall be the responsibility of the board secretary to compile the expenses of board members and bring them to the board for audit and approval in the same manner as other claims of the school district.  It shall be the responsibility of the board to determine through the audit and approval process of the board whether the expenses incurred by a board member are actual and necessary expenses incurred in the performance of their official duties.

Legal Reference:        Iowa Code §§ 68B; 277.27; 279.7A, .8, .32 (1995).

Cross Reference:       203     Board of Directors' Conflict of Interest

                                  401.07   Employee Travel Compensation

                                  401.10  Credit Cards

Approved 7-14-11     Reviewed  7-17-24               Revised          

The board and the administrators shall work together in making decisions and setting goals for the school district.  This effort is designed to obtain, share, and use information to solve problems, make decisions, and formulate school district policies and regulations.

It shall be the responsibility of each administrator to fully participate in the management of the school district by investigating, analyzing, and expressing their views on issues.  Those board members or administrators with special expertise or knowledge of an issue may be called upon to provide information.  Each board member and administrator shall support the decisions reached on the issues confronting the school district.

The board shall be responsible for making the final decision in matters pertaining to the school district.

It shall be the responsibility of the superintendent to develop guidelines for cooperative decision-making.

Legal Reference:        Iowa Code § 279.8 (1995).

Cross Reference:       301  Administrative Structure

Approved 7/14/11     Reviewed  _12/16/20___              Revised           

The board shall employ a superintendent to serve as the chief executive officer of the board, to conduct the daily operations of the school district, and to implement board policy with the power and duties prescribed by the board and the law.

The board shall consider applicants that meet or exceed the standards set by the Iowa Department of Education and the qualifications established in the job description for the superintendent position.  In employing a superintendent, the board shall consider the qualifications, credentials and records of the applicants without regard to race, color, national origin, gender, disability, age, religion, creed, sexual orientation, and gender identity.  In keeping with the law, however, the board will consider the veteran status of the applicants.  The board will look closely at the training, experience, skill and demonstrated competence of qualified applicants in making its final decision.

In choosing a superintendent, the board shall also consider the school district's educational philosophy, financial situation, organizational structure, education programs, and other factors deemed relevant by the board.

The board may contract for assistance in the search for a superintendent.

Legal Reference:        29 U.S.C. §§ 621-634 (1988).

                                 42 U.S.C. §§ 2000e et seq. (1988).

                                 Iowa Code §§ 21.5(1)(i); 35C; 216; 279.8, .20 (1995).

                                 281 I.A.C. 12.4(4).

                                 1980 Op. Att'y Gen. 367.

Cross Reference:       200.02  Powers of the Board of Directors

                                 200.03  Responsibilities of the Board of Directors

                                 301    Administrative Structure

                                 302    Superintendent

Approved 7/14/11     Reviewed  _12/16/20___              Revised           

The length of the contract for employment between the superintendent and the board is determined by the board. The contract will begin on July 1 and end on June 30. The contract will state the terms of employment and shall not exceed three years. . 

The first three consecutive years of a contract issued to a newly employed superintendent is considered a probationary period. The probationary period may be extended for an additional year upon the consent of the superintendent. In the event of termination of a probationary or non probationary contract, the board will afford the superintendent appropriate due process, as required by law. The superintendent and board may mutually agree to terminate the superintendent's contract at any time. 

It is the responsibility of the board to provide the contract for the superintendent. The board may issue a temporary and nonrenewable contract in accordance with law. 

If the superintendent wishes to resign, to be released from a contract, or to retire, the superintendent must comply with applicable law board policies. 

Legal Reference: Martin v. Waterloo Community School District, 518 N.W. 2d 381 (Iowa 1994).

Cook v Plainfield Community School District, 301 N.W.2d 771 (Iowa App.1980). 

Board of Education of Fort Madison Community School District v. Youel, 282 N.W.2d 677 (Iowa 1979). 

Briggs v Board of Directors of Hinton Community School District, 282 N.W.2d 740 (Iowa 1979). 

Luse v. Waco Community School District of Henry Co., 258 Iowa 1087, 141 N.W.2d 607 (1966). 

Iowa Code §§ 279 

281 I.A.C. 12.4. 

Cross Reference: 302 Superintendent 

Approved 12/16/20            Reviewed                   Revised 

The board has complete discretion to set the salary of the superintendent. It is the responsibility of the board to set the salary and benefits of the superintendent at a level that will include consideration of, but not be limited to, the economic condition of the school district and the training, experience, skill, and demonstrated competence of the superintendent. The salary is set at the beginning of each contract term. 

In addition to the salary and benefits, the superintendent's actual and necessary expenses are paid by the school district when the superintendent is performing work-related duties. It is within the discretion of the board to pay dues to professional organizations for the superintendent. 

The board may approve the payment of dues and other benefits or compensation over and above the superintendent's contract. Approval of dues and other benefits or compensation will be included in the records of the board in accordance with board policy. 

Legal Reference: Iowa Code §§ 279.8, .20. 

Cross Reference: 302 Superintendent 

Approved 7/14/11 Reviewed 12/16/20 Revised 12/16/20

The board employs a superintendent of schools to serve as the chief executive officer of the board. 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 is responsible for the implementation and execution of board policy and the observance of board policy by employees and students. The superintendent is responsible for overall supervision and discipline of employees and the education program. 

In executing the above-stated duties, the superintendent will consider the financial situation of the school district as well as the needs of the students. Specifically, the superintendent: 

· Interprets and implements all board policies and all state and federal laws relevant to education; · Supervises, either directly or through delegation, all activities of the school system according to, and consistent with, the policies of the board; 

· Represents the board as a liaison between the school district and the community; · Establishes and maintains a program of public relations to keep the public well-informed of the activities and needs of the school district, effecting a wholesome and cooperative working relationship between the school district and the community; 

· Attends and participates in all meetings of the board, except when the superintendent has been excused, and makes recommendations affecting the school district; 

· Reports to the board on such matters as deemed material to the understanding and proper management of the school district or as the board may request; 

· Assumes responsibility for the overall financial planning of the district and for the preparation of the annual budget, and submits it to the board for review and approval; 

· Establishes and maintains efficient procedures and effective controls for all expenditures of school district funds in accordance with the adopted budget, subject to the direction and approval of the board; 

· Files, or causes to be filed, all reports required by law; 

· Makes recommendations to the board for the selection of employees for the school district; · Makes and records assignments and transfers of all employees pursuant to their qualifications; · Employs such employees as may be necessary, within the limits of budgetary provisions and subject to the board's approval; 

· Recommends to the board, for final action, the promotion, salary change, demotion, or dismissal of any employee; 

· Prescribes rules for the classification and advancement of students, and for the transfer of students from one building to another in accordance with board policies; 

· Summons employees of the school district to attend such regular and occasional meetings as are necessary to carry out the education program of the school district; 

· Supervises methods of teaching, supervision, and administration in effect in the schools; · Attends such conventions and conferences as are necessary to keep informed of the latest educational trends; 

· Accepts responsibility for the general efficiency of the school system, for the development of the employees, and for the educational growth and welfare of the students; 

· Defines educational needs and formulates policies and plans for recommendation to the board; · Makes administrative decisions necessary for the proper functioning of the school district; · Responsible for scheduling the use of buildings and grounds by all groups and/or organizations; · Acts as the purchasing agent for the board, and establishes procedures for the purchase of books, materials and supplies; 

· Approves vacation schedules for employees; 

· Conducts periodic district administration meetings; 

· Performs other duties as may be assigned by the board. 

· Supervises the establishment or modification of the boundaries of school attendance and transportation areas subject to approval of the board; and 

· Directs studies of buildings and sites, taking into consideration population trends and the educational and cultural needs of the district in order to ensure timely decisions by the board and the electorate regarding construction and renovation projects. 

This list of duties will not act to limit the board's authority and responsibility over the superintendent. In executing these duties and others the board may delegate, the superintendent will consider the school district's financial condition as well as the needs of the students in the school district. 

Legal Reference: Iowa Code §§ 279.8, .20, 23A. 

281 I.A.C. 12.4(4). 

Cross Reference: 209 Board of Directors' Management Procedures 

301 Administrative Structure 

302 Superintendent 

Approved 7/14/11           Reviewed 12/16/20                     Revised

The board will conduct an ongoing evaluation of the superintendent's skills, abilities, and competence.  At a minimum, the board will formally evaluate the superintendent on an annual basis.  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 immediate priorities of the board, and develop a working relationship between the board and the superintendent. This policy supports and does not preclude the ongoing, informal evaluation of the superintendent's skills, abilities and competence.

The superintendent will be an educational leader who promotes the success of all students by:

• Mission, Vision and Core Values:  Develop, advocate and enact a shared mission, vision, and core values of high-quality education and academic success and well-being of each student.

• Ethics and Professional Norms:  Act ethically and according to professional norms to promote each student’s academic success and well-being.

• Equity and Cultural Responsiveness:  Strive for equity of educational opportunity and culturally responsive practices to promote each student’s academic success and well-being.

• Curriculum, Instruction and Assessment:  Develop and support intellectually rigorous and coherent systems of curriculum, instruction and assessment to promote each student’s academic success and well-being.

• Community Care and Support for Students:  Cultivate an inclusive, caring and supportive school community that promotes the academic success and well-being of each student.

• Professional Capacity of School Personnel:  Develop the professional capacity and practice of school personnel to promote each student’s academic success and well-being.

• Professional Community for Teachers and Staff:  Foster a professional community of teachers and professional staff to promote each student’s academic success and well-being. 

• Meaningful Engagement of Families and Community:  Engage families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student’s academic success and well-being.

• Operations and Management:  Manage school operations and resources to promote each student’s academic success and well-being.

• School Improvement:  Act as an agent of continuous improvement to promote each student’s academic success and well-being.

The formal evaluation will be based upon the following principles:

• The evaluation criteria will be in writing, clearly stated and mutually agreed upon by the board and the superintendent.  The criteria will be related to the job description, the Iowa Standards for School Leaders,  the school district's goals, and the goals of the administrator’s individual professional development plan.
• At a minimum, the evaluation process will be conducted annually at a time agreed upon;
•  Each board member will have an opportunity to individually evaluate the superintendent, and these individual evaluations will be compiled into an overall evaluation by the entire board;
• The superintendent will conduct a self-evaluation prior to discussing the board's evaluation, and the board as a whole will discuss its evaluation with the superintendent;
• The board may discuss its evaluation of the superintendent in closed session upon a request from the superintendent and if the board determines its discussion in open session will needlessly and irreparably injure the superintendent's reputation; and,
• The individual evaluation by each board member, if individual board members so desire, will not be reviewed by the superintendent.  Board members are encouraged to communicate their criticisms and concerns to the superintendent in the closed session.  The board president will develop a written summary of the individual evaluations, including both the strengths and the weaknesses of the superintendent, and place it in the superintendent's personnel file to be incorporated into the next cycle of evaluations.

This policy supports and does not preclude the ongoing, informal evaluation of the superintendent's skills, abilities and competence.

Legal Reference: Wedergren v. Board of Directors, 307 N.W.2d 12 (Iowa 1981).

Iowa Code §§ 279.8, .20, .23, .23A.

281 I.A.C. Ch. 83; 12.3(4).

Cross Reference: 212 Closed Sessions

302 Superintendent

Approved 7/14/11     Reviewed _12/16/20___               Revised    7/20/21       

The board encourages the superintendent to continue professional growth by being involved in professional organizations, attending conferences, continuing education, and participating in other professional activities.

It is the responsibility of the superintendent to arrange the superintendent's schedule in order to enable 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 travel, or involves unusual expense, the superintendent will bring it to the attention of the board president prior to attending the event.

The superintendent will report to the board after an event.

Legal Reference:           Iowa Code § 279.8

            281 I.A.C. 12.7.

Cross Reference:           303.07    Administrator Professional Development

            401.07    Employee Travel Compensation

Approved       12/16/20               Reviewed                       Revised                   

The board encourages the superintendent to be involved in the school district community by belonging to school district community organizations and attending and participating in school district community activities.

It is the responsibility of the superintendent to become involved in school district community activities and events.  It is within the discretion of the board to pay annual fees for professional organizations and activities.

Legal Reference:           Iowa Code § 279.8.

Cross Reference:           302.03    Superintendent Salary and Other Compensation

            303.08    Administrator Civic Activities

Approved      7/14/11                 Reviewed      12/16/20                Revised      12/16/20     

The superintendent is considered a full-time employee.  The board expects the superintendent to give the responsibilities of the position precedence over other employment.  The superintendent may accept consulting or outside employment for pay as long as, in the judgment of the board, the work is conducted on the superintendent's personal time and it does not interfere with the performance of the superintendent's duties.

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

Legal Reference:           Iowa Code §§ 279.8, .20.

Cross Reference:           302.02    Superintendent Contract and Contract Nonrenewal

                                    302.04    Superintendent Duties

Approved      12/16/20                Reviewed                       Revised                   

The board will employ building principals and other administrators, in addition to the superintendent, to assist in the daily operations of the school district. 

The board will consider applicants who meet or exceed the standards set by the Iowa Department of Education and the qualifications established in the job description for the position. In employing an administrator, the board will consider the qualifications, credentials and records of the applicants without regard to race, color, creed, religion, sex, national origin, age, sexual orientation, gender identity or disability. In keeping with the law, however, the board will consider the veteran status of the applicants. The board will look closely at the training, experience, skill and demonstrated competence of qualified applicants in making its final decision. 

In choosing an administrator, the board will also consider the school district's educational philosophy, financial condition, organizational structure, education programs, and other factors deemed relevant by the board. 

It is the responsibility of the superintendent to make a recommendation to the board for filling an administrative position, based on the requirements stated in this policy. The board will act only on the superintendent's recommendation. 

The board may contract for assistance in the search for administrators. 

Legal Reference: Iowa Code §§ 279.8, .21. 

281 I.A.C. 12.4. 

Cross Reference: 303 Administrative Employees 

Approved 7/14/11 Reviewed 12/16/20 Revised

The length of the contract for employment between an administrator and the board will be determined by the board and stated in the contract. The contract will also state the terms of the employment. 

The first three consecutive years of a contract issued to a newly employed administrator will be considered a probationary period. The probationary period may be extended for an additional year upon the consent of the administrator. In the event of termination of a probationary or non probationary contract, the board will afford the administrator appropriate due process, as required by law. The administrator and board may mutually agree to terminate the administrator's contract. 

It is the responsibility of the superintendent to create a contract for each administrative position. The board may issue temporary and nonrenewable contracts in accordance with the law. 

Administrators who wish to resign, to be released from a contract, or to retire, must comply with applicable law and board policies. 

Legal Reference: Martin v. Waterloo Community School District, 518 N.W. 2d 381 (Iowa 1994). Cook v Plainfield Community School District, 301 N.W. 2d 771 (Iowa App. 

1980). 

Board of Education of Fort Madison Community School District v Youel, 282 

N.W. 2d 677 (Iowa 1979). 

Briggs v Board of Education of Hinton Community School District, 282 N.W. 

2d 740 (Iowa 1979). 

Iowa Code §§ 279 

281 I.A.C. 12.4. 

Cross Reference: 303 Administrative Employees

Approved 7/14/11 Reviewed 12/16/20 Revised 1/20/21

The board has complete discretion to set the salary of the administrators. It is the responsibility of the board to set the salary and benefits of the administrators at a level that will include consideration of, but not be limited to, the economic condition of the school district and the training, experience, skill, and demonstrated competence of the administrators. The salary will be set at the beginning of each contract period. 

In addition to the salary and benefits agreed upon, the administrator's actual and necessary expenses will be paid by the school district when the administrator is performing work-related duties. The board will approve the payment of other benefits or compensation over and above the administrator's contract. Approval of other benefits or items of an administrator's compensation will be included in the records of the board in accordance with board policy. 

Legal Reference: Iowa Code § 279.21. 

Cross Reference: 303 Administrative Employees 

Approved 7/14/11 Reviewed 12/16/20 Revised 12/16/20

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

Each attendance center will have a building principal responsible for the administration and operation of the attendance center. Each building principal, as chief administrator of the assigned attendance center, is responsible for the building and grounds, for the students and employees assigned to the attendance center, for school activities at the attendance center, for the education program offered in the attendance center, and the budget for the attendance center. The principal is considered the professional advisor to the superintendent in matters pertaining to the attendance center supervised by the principal. Although the principals serve under the direction of the superintendent, duties of the principal may include, but not be limited to the following: 

· Cooperate in the general organization and plan of procedure in the school under the principal's supervision; 

· Supervision of the teachers in the principal's attendance center; 

· Maintain the necessary records for carrying out delegated duties; 

· Work with the superintendent in rating, recommending and selecting supervised employees whenever possible; 

· Work with the superintendent in determining the education program to be offered and in arranging the schedules. As much of the schedule as possible should be made before school closes for summer vacation. In the matter of courses offered, the final approval rests with the superintendent who is in turn responsible to the board; 

· Ensure that proper care is taken of all school books, supplies, materials, equipment, furniture and facilities; 

· Instruct teachers to make a complete annual inventory of all school property contained in their individual rooms. This inventory is reviewed and filed with the board secretary; · Investigate excessive cases of absence or tardiness of students and notify the parents or guardians of unexcused absence or tardiness. All such cases should be reported to the superintendent; · Make such reports from time to time as the superintendent may require; 

· Maintain the regular schedule of school hours established by the board and make no temporary changes in the schedule without the consent of the superintendent; 

· Promptly notify the superintendent whenever ventilation, sanitation or heating of the building is unsatisfactory; 

· Contribute to the formation and implementation of general policies and procedures of the school; · Perform such other duties as may be assigned by the superintendent of schools. 

This list of duties will not act to limit the board's authority and responsibility over the position of the administrators. In executing these duties and others the board may delegate, the administrators will consider the school district's financial condition as well as the needs of the students in the school district. 

Legal Reference: Iowa Code §§ 279.8, .21, .23A. 

281 I.A.C. 12.4(5), .4(6), .4(7). 

Cross Reference: 301 Administrative Structure 

303 Administrative Employees 

Approved 7/14/11 Reviewed 12/16/20 Revised 12/16/20

The Superintendent will conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence. At a minimum, the Superintendent will formally evaluate the administrators annually. The goal of the formal evaluation process is to ensure that the educational program for the students is carried out, ensure 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. This policy supports and does not preclude the ongoing informal evaluation of the administrator's skills, abilities and competence.

The superintendent is responsible for designing an administrator evaluation instrument to assess, among other things, the administrator’s competence in meeting the Iowa Standards for School Leaders and the goals of the administrator’s individual professional development plan.  The formal evaluation will include written criteria related to the job description and the Iowa Standards for School Leaders.  The superintendent, after receiving input from the administrators, will present the formal evaluation instrument to the board for approval.

The formal evaluation will also include an opportunity for the administrator and the superintendent to discuss the written criteria, the past year's performance and the future areas of growth. The evaluation is completed by the superintendent, signed by the administrator and filed in the administrator's personnel file. 

The principal will be an educational leader who promotes the success of all students by: 

• Mission, Vision and Core Values:  Develop, advocate and enact a shared mission, vision, and core values of high-quality education and academic success and well-being of each student.

• Ethics and Professional Norms:  Act ethically and according to professional norms to promote each student’s academic success and well-being.

• Equity and Cultural Responsiveness:  Strive for equity of educational opportunity and culturally responsive practices to promote each student’s academic success and well-being.

• Curriculum, Instruction and Assessment:  Develop and support intellectually rigorous and coherent systems of curriculum, instruction and assessment to promote each student’s academic success and well-being.

• Community Care and Support for Students:  Cultivate an inclusive, caring and supportive school community that promotes the academic success and well-being of each student.

• Professional Capacity of School Personnel:  Develop the professional capacity and practice of school personnel to promote each student’s academic success and well-being.

• Professional community for Teachers and Staff:  Foster a professional community of teachers and professional staff to promote each student’s academic success and well-being. 

• Meaningful Engagement of Families and Community:  Engage families and the community in meaningful, reciprocal, and mutually beneficial ways to promote each student’s academic success and well-being.

• Operations and Management:  Manage school operations and resources to promote each student’s academic success and well-being.

• School Improvement:  Act as an agent of continuous improvement to promote each student’s academic success and well-being.

It is the responsibility of the superintendent to conduct a formal evaluation of the probationary administrators and non probationary administrators prior to May 15. 

Legal Reference: Iowa Code §§ 279.8, .21-.23A. 

281 I.A.C. 12.3(3); ch 83. 

Cross Reference: 303 Administrative Employees 

Approved 7/14/11 Reviewed 12/16/20 Revised   7/20/21  

The board encourages the administrators to continue their professional growth by becoming involved in professional organizations, attending conferences, continuing their education, and participating in other professional activities.

It is the responsibility of the administrators to arrange their schedules in order to attend various conferences and events in which they are involved.  Prior to attendance at an event, the administrator must receive approval from the superintendent.  In the case where overnight travel or unusual expense is involved, the superintendent will bring it to the attention of the board prior to the administrator attending the event.

The administrator will report to the superintendent after an event.

Legal Reference:           Iowa Code § 279.8 

            281 I.A.C. 12.7.

Cross Reference:           302.06    Superintendent Professional Development

            401.07    Employee Travel Compensation

Approved      12/16/20                Reviewed                       Revised                   

The board encourages the administrators to be involved in the school district community by belonging to community organizations and by attending and participating in school district community activities.

It is the responsibility of the administrators to become involved in school district community activities and events.  It is within the discretion of the board to pay annual fees for professional organizations and activities.

Legal Reference: Iowa Code § 279.8 

Cross Reference: 302.07 Superintendent Civic Activities

Approved     7/14/11         Reviewed      12/16/20         Revised      12/16/20   

An 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 and the superintendent, the work is conducted on the administrator's personal time and it does not interfere with the performance of the administrative duties contracted by the board.

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.

Legal Reference:           Iowa Code §§ 279.8, .21.

Cross Reference:           303.3    Administrator Contract and Contract Nonrenewal

            303.5    Administrator Duties

Approved     12/16/20                 Reviewed                       Revised                   

Administrative regulations may be necessary to implement board policy.  The superintendent shall have the authority to develop administrative regulations.

In developing the administrative regulations, the superintendent may consult with administrators or others likely to be affected by the regulations.  Once the regulations are developed, employees, students and other members of the school district community shall be informed in a manner determined by the superintendent.

The board shall be kept informed of the administrative regulations utilized and their revisions.  The board may review and recommend change of administrative regulations prior to their use in the school district if they are contrary to the intent of board policy.

It shall be the responsibility of the superintendent to enforce administrative regulations.

Legal Reference:        Iowa Code § 279.8 (1995).

Cross Reference:       209    Board of Directors' Management Procedures

                                 304.02  Monitoring of Administrative Regulations

Approved 7/14/11     Reviewed   _12/16/20___             Revised           

The administrative regulations shall be monitored and revised when necessary.  It shall be the responsibility of the superintendent to monitor and revise the administrative regulations.

The superintendent may rely on the board, administrators, employees, students, and other members of the school district community to inform the superintendent about the effect of and possible changes in the administrative regulations.

Legal Reference:        Iowa Code §§ 279.8, .20 (1995).

Cross Reference:       209    Board of Directors' Management Procedures

                                 304.01  Development and Enforcement of Administrative

                                            Regulations

Approved 7/14/11     Reviewed  _12/16/20___              Revised           

The North-Linn Community School District shall 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 shall 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 shall be given notice of this policy annually

The board shall appoint an affirmative action coordinator.  The affirmative action coordinator shall have the responsibility for drafting the affirmative action plan.  The affirmative action plan shall 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 shall consider the qualifications, credentials, and records of the applicants without regard to race, color, national origin, gender, disability, age, religion, creed, sexual orientation, and gender identity.  In keeping with the law, the board shall consider the veteran status of applicants.

Prior to a final offer of employment the school district will perform the background checks required by law. Based upon the results of the background checks, the school district will determine whether an offer will be extended.  If the candidate is a teacher who has an initial license from the BOEE, then the requirement for a background check is waived.  The district will perform repeat background checks on applicable employees as required by law.

Advertisements and notices for vacancies within the district shall contain the following statement:  "The North-Linn Community School District is an equal employment opportunity/affirmative action employer."  The statement shall also appear on application forms.

Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, shall be directed to the Affirmative Action Coordinator by writing to the Affirmative Action Coordinator, Leisa Breitfelder, North-Linn Community School District, P.O. Box 200, 3033 Lynx Drive, Troy Mills, Iowa 52344 or by telephoning 319-224-3291.

Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, may also be directed in writing to the Equal Employment Opportunity Commissions, Milwaukee Area Office, Reuss Federal Plaza, 310 West Wisconsin Ave., Suite 800, Milwaukee, WI., 53203-2292, (800) 669-4000 or TTY (800) 669-6820. http://www.eeoc.gov/field/milwaukee/index.cfm or the Iowa Civil Rights Commission, 400 E. 14th Street, Des Moines, 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.

Legal Reference:    29 U.S.C. §§ 621-634 (1988).

                                 42 U.S.C. §§ 2000e et seq. (1988).

                                 42 U.S.C. §§ 12101 et seq. (Supp. 1990).

                                 Iowa Code §§ 19B; 20; 35C; 73; 216; 279.8 (1995).

                                                   281 I.A.C. 12.4; 95

Cross Reference:    102    Equal Educational Opportunity

                                   403.05  Harassment

                                   405.02  Licensed Employee Qualifications, Recruitment, Selection

                                   411.02   Classified Employee Qualifications, Recruitment,  Selection      

Approved 8/18/11     Reviewed  10/21/20              Revised  7-17-24           

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

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

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

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

 Legal Reference:    Iowa Code §§ 20.7; 68B; 279.8; 301.28 (1995). 

Cross Reference:    203    Board of Directors' Conflict of Interest

                                402.04  Gifts to Employees  

                                402.06  Employee Outside Employment

Approved 8/18/11     Reviewed   10/21/20             Revised  10/21/20          

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

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

Legal Reference:    Iowa Code §§ 20; 71; 277.27; 279.8 (1995). 

 Cross Reference:    405.02  Licensed Employee Qualifications, Recruitment Selection

                                  411.02  Classified Employee Qualifications, Recruitment Selection

Approved 8/18/11     Reviewed   10/21/20             Revised             

Complaints of employees against fellow employees should be discussed directly between employees.  If necessary, complaints shall be brought directly to the immediate supervisor, principal or superintendent and shall be made in a constructive and professional manner. Complaints shall never be made in the presence of other employees, students or outside persons.

A formal grievance procedure is contained in the master contract between the employee's licensed bargaining unit and the board.  This policy shall not apply to a complaint that has been or could be filed at the employee's discretion under that formal grievance procedure.

 Legal Reference:    Iowa Code §§ 20.7, .9; 279.8 (1995). 

Cross Reference:    307  Communication Channels

Approved 8/18/11     Reviewed    10/21/20            Revised              

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 except the total amount charged for all copies cannot exceed $5.00.  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.

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

 Legal Reference:    Iowa Code chs. 20; 21; 22; 91B (1995). 

Cross Reference:     402.01  Release of Credit Information

                                   403    Employees' Health and Well-Being

                                   708    Care, Maintenance and Disposal of School District Records

Approved 8/18/11     Reviewed  10/21/20              Revised            

The district believes in taking appropriate measures to promote the health and welfare of all students.  Any school employee, volunteer, contractor, or agent shall not assist another school employee, contractor, or agent in obtaining a new job, apart from the routine transmission of administrative personnel files, if the individual or agency knows, or has probable cause to believe, that such school employee, contractor, or agent engaged in sexual misconduct regarding a minor or student in violation of the law.  Sexual misconduct means physical or sexual abuse of students, including but not limited to sexual or physical relationships, grooming behavior, and otherwise inappropriate relationships with students.

This limitation does not apply if the matter has been properly reported to law enforcement and any other regulatory authorities required by law, and either: 

• the matter has been officially closed by the law enforcement agency; 

• the individual is acquitted or otherwise exonerated of the alleged misconduct; or 

• more than four years has passed since the case was opened, and no charges or indictment have been filed.

Legal References:     20 U.S.C. §7926

                                  Iowa Code 256; 

                                  281 I.A.C. 12.3(14)

Cross References:    401.5 Employee Records 

                                  402.2 Child Abuse Reporting

                                  402.3 Abuse of Students by School District Employees

                                  405.2 Licensed Employee Qualifications, Recruitment, Selection

                                  411.2 Classified Employee Qualifications, Recruitment, Selection

Approved                      Reviewed                  Revised   7-17-24          

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 shall include, but not be limited to, transportation and/or mileage costs, lodging expenses, meal expenses and registration costs.

Travel Outside the School District

Travel outside of the school district must be pre-approved.  Pre-approval shall include an evaluation of the necessity of the travel, the reason for the travel and an estimate of the cost of the travel to qualify as approved school district business.  Travel outside the school district by employees, other than the superintendent, shall be approved by the superintendent.

Reimbursement for actual and necessary expenses will be allowed for travel outside the school district if the employee received pre-approval for the travel.  Prior to reimbursement of actual and necessary expenses, the employee must provide the school district with a detailed receipt, other than a credit card receipt, indicating the date, purpose and nature of the expense for each claim item.  In exceptional circumstances, the superintendent may allow a claim without proper receipt.  Written documentation explaining the exceptional circumstances shall be maintained as part of the school district's record of the claim.

Failure to have a detailed receipt shall make the expense a personal expense.  Personal expenses, including mileage, in
excess of that required for the trip are reimbursed by the employee to the school district no later than 10 working days
following the date of the expense.

Reimbursement for actual and necessary expenses for travel outside the school district will be limited to the pre-approved expenses.  Pre-approved expenses for registration shall be limited to the actual cost of the registration.

Pre-approved expenses for transportation within three-hundred miles of the school district administrative office shall be by automobile.  If a school district vehicle is not available, the employee will be reimbursed at the Internal
Revenue Service standard mileage rate. Travel to/from home and work is never a reimbursable travel expense.

Travel Within the School District

Employees required to travel in their personal vehicle between school district buildings to carry out the duties of their
position may be reimbursed at the Internal Revenue Service standard mileage rate. It shall be the
responsibility of the superintendent to approve travel within the school district by employees. It shall be the responsibility
of the board to review the travel within the school district by the superintendent through the board's audit and approval
process.

Use of District-Owned Vehicles

Certain district employment positions may require regular and extensive travel. Due to the required duties of these
positions, the district may provide certain positions with use of district-owned vehicles. Employees who utilize
district-owned vehicles during the course of their job duties are fulfilling the public purpose of meeting the needs of the
educational community in an efficient, and time-sensitive manner. District-owned vehicles are purchased and maintained
with public money and must be used strictly in accordance with fulfilling a public purpose. These vehicles represent the
district in carrying out its educational mission. Therefore, district-owned vehicles will be clearly marked at all times to
identify the district.

Meal Allowance for Staff

Those who are required to depart prior to 7:00 am and required to return after 6:00 pm may be reimbursed the maximum of three meals.

Meals will be reimbursed at the following rates: 

Breakfast $8.00, Lunch $10.00 and Dinner $15.00.

Those who depart after 7:00 am and are required to return after 6:00 pm may be reimbursed a maximum of $10.00 for lunch and $15 for dinner.

Those who are required to depart before 7:00 and return before 6:00 pm may be reimbursed a maximum of $8.00 for breakfast and $10.00 for lunch.

Those who are required to depart after 7:00 am and return before 6:00 pm may be reimbursed a maximum of $10.00 for lunch.

In all cases, a request for check & detailed receipts for each meal will need to be submitted for reimbursement.

Approved 8/18/11     Reviewed 10/21/20              Revised  10/21/20          

The Board of Directors of North-Linn Community School District believes that it should give special recognition to employees who retire or have given special, meritorious and/or faithful service to the district.

The administration is directed to advise the Board of Directors on ways to implement the Board of Directors' desire to recognize special, meritorious and/or faithful service. The administration is directed to implement the programs established and to periodically seek counsel from the Board of Directors regarding the aspects of the recognition program.

 The administration should determine if members of the Board of Directors can be available to present the recognition tokens to employees slated for special recognition. Where possible, the Board of Directors desires the recognition be presented to the employees at a public event (i.e., general staff meeting, a department meeting, or before or during a meeting of the Board of Directors).  Funding for this program will be the Board of Director’s general fund account. 

Appropriate recognition programs are to be designed for the following instances:

    1.    Time of initial employment

    2.      After each five year period of employment

    3.      For meritorious service to the district

    4.      At time of retirement

    5.      To recognize special accomplishments

Legal Reference:    Iowa Const. Art. III, § 31.

                                 Iowa Code § 279.8 (1995).

                                                    1980 Op. Att'y Gen. 102.

Cross Reference:    407  Licensed Employee Termination of Employment

                                  413  Classified Employee Termination of Employment

Approved 8/18/11     Reviewed  10/21/20              Revised   10/21/20           

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

Violation of this policy may be grounds for disciplinary action.

 Legal Reference:    Iowa Code §§ 55; 279.8 (1995). 

Cross Reference:    409.05  Licensed Employee Political Leave

                                  414.05  Classified Employee Political Leave

Approved 8/18/11     Reviewed   10/21/20             Revised              

 Employees may use school district credit cards for the actual and necessary expenses incurred in the performance of work-related duties. Actual and necessary expenses incurred in the performance of work-related duties include, but are not limited to, fuel for school district transportation vehicles used for transporting students to and from school and for school-sponsored events, payment of claims related to professional development of the board and employees, and other expenses required by employees and the board in the performance of their duties. 

Employees and officers using a school district credit card(s) must submit a detailed receipt in addition to a credit card receipt indicating the date, purpose and nature of the expense for each claim item.  Failure to provide a proper receipt will make
the employee responsible for expenses incurred. Those expenses are reimbursed to the school district no later than ten
working days following use of the school district's credit or procurement card. In exceptional circumstances, the
superintendent or board may allow a claim without proper receipt. Written documentation explaining the exceptional
circumstances is maintained as part of the school district's record of the claim.

The school district may maintain a school district credit card for actual and necessary expenses incurred by employees and officers in the performance of their duties.  The superintendent may maintain a school district credit card for actual and necessary expenses incurred in the performance of the superintendent's duties.  The board secretary / curriculum director may maintain a school district credit card for fueling school district transportation vehicles in accordance with board policy.

It shall be the responsibility of the superintendent to determine whether the school district credit card use is for appropriate school business.  It shall be the responsibility of the board to determine through the audit and approval process of the board whether the school district credit card use by the superintendent and the board is for appropriate school business.

The superintendent shall be responsible for developing administrative regulations regarding actual and necessary
expenses and use of a school district credit card. The administrative regulations shall include the appropriate forms to be
filed for obtaining a credit card.

Legal Reference:    Iowa Constitution, Art. III, § 31.

                                 Iowa Code §§ 279.8, .29, .30 (1995).

                                                         281 I.A.C. 12.3(1).

Cross Reference:    216.03  Board of Directors' Member Compensation and Expenses

                                  401.07  Employee Travel Compensation

Approved 8/18/11     Reviewed  10/21/20              Revised  10/21/20         

Employees must know their role and duties.  New employees may be required to participate in an orientation program for new employees.  The employee's immediate supervisor should provide the new employee with a review of the employee's responsibilities and duties.  Payroll procedures and employee benefit programs and accompanying forms will be explained to the employee by the school business official .  Regular employees ineligible for the school district's group health plan will be given information regarding where they can obtain health care or health care insurance.

Cross References

Approved 3/15/23     Reviewed               Revised            

The use of cell phones and other communication devices may be appropriate to provide for the effective and efficient operation of the school district and to help ensure safety and security of people and property while on school district property or engaged in school sponsored activities.

The Board authorizes the purchase and employee use of cell phones as deemed appropriate by the superintendent.  School district owned cell phones shall be used for authorized school district business purposes, consistent with the school district’s mission and goals.

Use of cell phones in violation of board policies, administrative regulations, and/or state/federal laws will result in discipline, up to and including dismissal, and referral to law enforcement officials, as appropriate.

The superintendent is directed to develop administrative regulations for the implementation of this policy, including a uniform and controlled system for identifying employee cell phone needs, monitoring use and reimbursement.  Provisions may also be included for staff use of privately owned cell phone for authorized school district business.

Employees may possess and use cell phones during the school day as outlined in this policy and as provided in the administrative regulation developed by the superintendent.  Employees should not use cell phones for personal business while on-duty, including staff development times, parent-teacher conferences, etc., except in the case of an emergency or during prep time or break/lunch times.  Employees, except for bus drivers, see below, are prohibited from using cell phones while driving except in the case of an emergency and any such use must comply with applicable state and federal law and district policies and regulations.  

Cell phones are not to be used for conversations involving confidential student or employee information.  School district-provided cell phones devices are not to be loaned to others.

School bus drivers are prohibited from using any communication device while operating the bus except in the case of an emergency, or to call for assistance, after the vehicle has been stopped.  Any such use must comply with applicable state and federal law and district policies and regulations. 

Employees violating the policy will be subject to discipline, up to and including, discharge.  It is the responsibility of the superintendent to develop administrative regulations regarding this policy.

Cross References

 Approved 3/15/23     Reviewed               Revised          

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 

I.C. Iowa Code Description

Iowa Code § 279.73 Directors - Powers and Duties - Intellectual Freedom

Iowa Code § 280.22 Student Exercise of Free Expression

U.S. Constitution Description

U.S. Constitution Amend. 1

Cross References

Code Description

401.13 Staff Technology Use/Social Networking

401.13-R(1) Staff Technology Use/Social Networking - Regulation

502.03 Student Expression and Student Publications Code

502.03-R(1) Student Expression and Student Publications Code - Regulation

Approved 10/19/221     Reviewed               Revised 

The following information will be released to an entity with whom an employee has applied for credit or has obtained credit:  title of position and number of years employed.  This information will be released without prior written notice to the employee.  Confidential/financial information about the employee will be released to an inquiring creditor with proper authorization from the employee.

It shall be the responsibility of the board secretary to respond to inquiries from creditors.

 Legal Reference:    Iowa Code §§ 22.7; 279.8 (1995). 

Cross Reference:    401.05 Employee Records  

Approved 8/18/11     Reviewed  10/21/20              Revised           

In compliance with state law and to provide protection to victims of child abuse, the board believes incidents of alleged child abuse should be reported to the proper authorities.  All licensed employees, teachers, coaches, and paraeducators and all school employees 18 years of age or older are required as mandatory reporters, to report alleged incidents of child abuse they become aware of within the scope of their professional duties.  

When a mandatory reporter suspects a student is the victim of child abuse, the mandatory reporter shall make an oral report of the suspected child abuse to the Iowa Department of Human Services within 24 hours of becoming aware of the abusive incident and shall make a written report to the Iowa Department of Human Services within 48 hours following the oral report.  If the mandatory reporter believes the child is in immediate danger, the local law enforcement agency shall also be notified.  

Within six months of their initial employment, mandatory reporters shall take a two-hour training course involving the identification and reporting of child abuse and dependent adult abuse, or submit evidence they’ve taken the course within the previous three years.  Once the training course has been taken, the certificate will remain valid for three years.  Employees who have taken the two-hour training course will take the one-hour follow-up training course every three years and prior to the expiration of their certificate.

 Within six months of their initial employment, mandatory reporters will take a two-hour training course involving the identification and reporting of child abuse, or submit evidence they’ve taken the course within the previous three years.  After July 1, 2019, employees who have previously taken mandatory reporter training will be required to take the two-hour training course before the expiration of their current training certificate.  Once the training course has been taken, the certificate will remain valid for three years.  Employees who have taken the post-July 1, 2019 two-hour training course will take the one-hour follow up training course every three years and prior to the expiration of their certificate.

Legal Reference: Iowa Code §§ 232.67-.77; 232A; 235A; 280.17 (1995). 

441 I.A.C. 9.2; 155; 175. 

1982 Op. Att'y Gen. 390, 417. 

1980 Op. Att'y Gen. 275. 

Cross Reference: 402.03 Abuse of Students by School District Employees 

502.09 Interviews of Students by Outside Agencies 

507 Student Health and Well-Being

Approved 8/18/11     Reviewed   10/21/20             Revised    8-16-23          

Physical or sexual abuse of students, including but not limited to sexual or physical relationships, grooming behavior, and otherwise inappropriate relationships with students 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 and timely reporting to all relevant agencies as required by law.  The processing of a complaint or allegation will be handled confidentially to the maximum extent possible.  Employees are required to assist in the investigation when requested to provide information and to maintain the confidentiality of the reporting and investigation process.

The school district has appointed a Level I investigator and alternate Level I investigator.  The school district has also arranged for a trained, experienced professional to serve as the Level II investigator.  The Level I investigator and alternate will be provided training in the conducting of an investigation at the expense of the school district.  The names of the investigators shall be 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.

Approved 8/18/11     Reviewed   10/21/20             Revised   7-17-24         

Employees may receive a gift on behalf of the school district.  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 "restricted donor" stated below or the gift or honorarium does not meet the definition of gift or honorarium stated below.

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;
• 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 substantialy class of persons to which the person belongs as a member of a profession, occupation, industry or region; or
•  Is a lobbyist or a client of 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 an employee's official function, such as books, pamphlets, reports, documents, periodicals or other information that is recorded in a written, audio or visual format;
• 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 general public free of charge without regard to the official status of the employee;
• Items received from a charitable, professional, educational or business organization to which the employee 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 paid are not inconsequential when compared to the items received; 
• Actual expenses of an employee for food, beverages, travel and 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;

• Plaques or items of negligible resale value given as recognition for public service;

• Non Monetary items 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 school district 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 by members or representatives of members as part of a regularly scheduled event that is part of a business or educational conference, seminar or other meeting that is sponsored and directed by any state, national or regional government 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;

• Funeral flowers or memorials to a church or nonprofit organization;

• Gifts which are given to an employee for the employee's wedding or twenty-fifth or fiftieth wedding anniversary;

•  Payment of salary or expenses by the school district for the cost of attending a meeting of a subunit of an agency when the employee whose expenses are being paid serves on a board, commission, committee, council or other subunit of the agency and the employee is not entitled to receive compensation or reimbursement of expenses from the school district for attending the meeting; or

• Gifts other than food, beverages, travel and lodging received by an employee 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 employee.

• 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.  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 an 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 a 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 series of nonmonetary gifts donated within thirty days to a public body, an educational or charitable organization or the Iowa department of general services; or
• A payment made to an employee for services rendered as part of a 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 an employee of the district, 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.

 Legal Reference:    Iowa Code ch. 68B (1995).

                1972 Op. Att'y Gen. 276.

                1970 Op. Att'y Gen. 319. 

 Cross Reference:    217    Gifts to Board of Directors

                401.02  Employee Conflict of Interest

                704.04  Gifts-Grants-Bequests 

Approved 8/18/11     Reviewed   10/21/20             Revised              

The board recognizes situations may arise in the operation of the school district which are of concern to parents and other members of the school district community.  While constructive criticism is welcomed, the board desires to support its employees and their actions to free them from unnecessary, spiteful, or negative criticism and complaints that do not offer advice for improvement or change.

The board firmly believes concerns should be resolved at the lowest organizational level by those individuals closest to the concern.  Whenever a complaint or concern is brought to the attention of the board it will be referred to the administration to be resolved.  Prior to board action however, the following should be completed:

    (a)    Matters concerning an individual student, teacher, or other employee should first be addressed to the teacher or employee.

    (b)    Unsettled matters from (a) above or problems and questions about individual attendance centers should be addressed to the employee's building principal for licensed employees and the superintendent for classified employees.

     (c)    Unsettled matters regarding licensed employees from (b) above or problems and questions concerning the school district should be directed to the superintendent. 

    (d)    If a matter cannot be settled satisfactorily by the superintendent, it may then be brought to the board.  To bring a concern regarding an employee, the individual may notify the board president in writing, who may bring it to the attention of the entire board, or the item may be placed on the board agenda of a regularly scheduled board meeting in accordance with board policy 210.8.

 Legal Reference:    Iowa Code § 279.8 (1995). 

C ross Reference:    210.08  Board Meeting Agenda 

                213    Public Participation in Board Meetings

Approved 8/18/11     Reviewed   10/21/20             Revised            

The board believes the primary responsibility of employees 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 shall be 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.

 Legal Reference:    Iowa Code §§ 20.7; 279.8 (1995). 

 Cross Reference:    401.02  Employee Conflict of Interest

                                408.03  Licensed Employee Tutoring 

Approved 8/18/11     Reviewed    10/21/20            Revised            

REQUIRED PROFESSIONAL DEVELOPMENT FOR EMPLOYEES

Appropriate training and professional development for all employees is crucial to the success of all students.  The district will provide professional development opportunities appropriate to the duties of school employees.

For all professional development programs the district requires employees to take, the district will provide to the employee notice indicating the section of law, or rules adopted by the state board of education or board of educational examiners that the district determines requires the employee to participate in the professional development program.

Legal Reference:      Iowa Code § .

Cross Reference:      302.6 Superintendent Professional Development

                                 303.7 Administrator Professional Development

                                 408.1 Licensed Employee Professional Development

Approved 8-16-23      Reviewed               Revised          

 Legal Reference:    29 C.F.R. Pt. 1910.1030 (1993).

            Iowa Code §§ 20.9; 279.8 (1995).

            281 I.A.C. 12.4(14); 43.15 -.20. 

 Cross Reference:    403  Employees' Health and Well-Being 

Approved 8/18/11     Reviewed  7-13-2022              Revised  7-13-2022        

When an employee becomes seriously injured on the job, the building principal shall notify a member of the family, or an individual of close relationship, as soon as the building principal becomes aware of the injury.

If possible, an employee may administer emergency or minor first aid.  An injured employee shall 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 shall be the responsibility of the employee injured on the job to inform the superintendent within twenty-four hours of the occurrence.  It shall be the responsibility of the employee's immediate supervisor to file an accident report within twenty-four hours after the employee reported the injury.

It shall be the responsibility of the employee to file claims, such as workers' compensation, through the board secretary.

 Legal Reference:    Iowa Code §§ 85; 613.17 (1995). 

                                1972 Op. Att'y Gen. 177.

 Cross Reference:    403    Employees' Health and Well-Being 

                                409.02  Licensed Employee Personal Illness Leave

                                414.02  Classified Employee Personal Illness Leave

Approved 8/18/11     Reviewed  10/21/20              Revised            

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 substantial risk of illness or transmission to students or other employees.  The term "communicable disease" shall 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 shall be included in the school district's bloodborne pathogens exposure control plan.  The procedures shall 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 shall be reviewed annually by the superintendent and school nurse.

The health risk to immunosuppressed employees shall be 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 shall be determined on a case-by-case basis by the employee's personal physician, a physician chosen by the school district or public health officials.

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.

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

It shall be 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.

Legal Reference: School Board of Nassau County v. Arline, 480 U.S. 273 (1987).

                              29 U.S.C. § 794, 1910 (1988).

                              42 U.S.C. §§ 12101 et seq. (Supp. 1990).

                              45 C.F.R. Pt. 84.3 (1993).

                              Iowa Code  § 139; 141 (1995).

                              641 I.A.C. 1.2-.7.

 Cross Reference:    401.05  Employee Records 

                                403.01  Employee Physical Examinations

                                507.03  Communicable Diseases - Students

Approved 8/18/11     Reviewed  10/21/20              Revised            

The board authorizes the development of a comprehensive hazardous chemical communication program for the school district to disseminate information about hazardous chemicals in the workplace.

Each employee shall 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, shall be included in the employee's orientation.  When an additional hazardous substance enters the workplace, information about it shall be distributed to all employees, and training shall be conducted for the appropriate employees.  The superintendent shall maintain a file indicating when 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 shall disseminate information about the hazardous chemicals with which they will be working as part of the instructional program.

It shall be the responsibility of the superintendent to develop administrative regulations regarding this program.

 Legal Reference:    29 C.F.R. Pt. 1910; 1200 et seq. (1993).

                                 Iowa Code chs.88; 89B (1995).

                                 347 I.A.C. 120.

 Cross Reference:    403  Employees' Health and Well-Being 

                                  804  Safety Program

Approved 8/18/11     Reviewed  10/21/20              Revised   10/21/20         

The board expects the school district and its employees to remain substance free.  No employee shall 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 vehicles.  "Workplace" also includes non school property if the employee is at any school-sponsored, school-approved or school-related activity, event or function, such as field trips or athletic events where students are under the control of the school district or where the employee is engaged in school business.

If an employee is convicted of a violation of any criminal drug offense committed in the workplace, the employee shall notify the employee's supervisor of the conviction within five days of the 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 complete participation in a program, the employee may be subject to discipline up to and including termination.

The superintendent shall be responsible for publication and dissemination of this policy to each employee.  In addition, the superintendent shall 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.

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

 Legal Reference:    41 U.S.C. §§ 701-707 (1988).

                               42 U.S.C. §§ 12101 et seq. (Supp. 1990).

                               34 C.F.R. Pt. 85 (1993). 

                                Iowa Code §§ 124; 279.8 (1995).

 Cross Reference:    404  Employee Conduct and Appearance 

Approved 8/18/11     Reviewed  10/21/20              Revised            

DRUG AND ALCOHOL TESTING PROGRAM 

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. Employees operating school vehicles will not perform a safety-sensitive function within four hours of using alcohol. Employees governed by this policy are 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 the school district contact person, [superintendent/transportation director/other] at (building address). 

Employees who violate the terms of this policy are subject to discipline, up to and, including termination. The district is required to keep a record of all drug or alcohol violations by employees for a minimum of five years. Employees are put on notice that information related to drug or alcohol violations will be reported to the Federal Motor Carrier Safety Administration (FMCSA) Clearinghouse. Additionally, the district will conduct FMCSA Clearinghouse queries for employees annually. Employees must provide written consent for the district to conduct FMCSA Clearinghouse queries; however, employees who choose to withhold consent will be prohibited from performing any safety sensitive functions 

It is the responsibility of the superintendent to develop administrative regulations to implement this policy in compliance with the law. The superintendent will inform applicants of the requirement for drug and alcohol testing in notices or advertisements for employment. 

The superintendent will also be responsible for publication and dissemination of this policy and supporting administrative regulations and forms to employees operating school vehicles. The superintendent will also oversee a substance-free awareness program to educate employees about the dangers of substance abuse and notify them of available substance abuse treatment resources and programs. 

IASB Drug and Alcohol Testing Program (IDATP) Web site: 

https://www.ia-sb.org/Main/Affiliated_Programs/Iowa_Drug_Alcohol_Testin…;

Approved 8/18/11 Reviewed 10/21/20 Revised 10/21/20 

In an effort to comply with federal Occupational Safety and Health Administration requirements, the district is requiring all employees to become fully vaccinated against COVID-19, or in the alternative to produce weekly evidence of negative COVID-19 testing and utilize face coverings at work sites.

Vaccination

All employees are required to become fully vaccinated against COVID-19.  Full vaccination occurs when an employee has received both primary COVID-19 vaccination doses, or one single dose if the vaccine only requires one dose, and have waited two weeks following the last dose administered.  This requirement will become effective no later than December 6, 2021. Employees who have received full vaccination against COVID-19 must submit proof of vaccination no later than December 6, 2021.  Employees who have not received both (if a vaccine requires a 2 dose regimen) primary doses of a COVID-19 vaccine will be required to comply with the testing and face covering requirements of the section below.  Employees who have received both primary doses of the COVID-19 vaccine on or before December 6, 2021, but who have not yet passed the two week waiting period for full vaccination efficacy are not required to comply with the testing and face covering requirements of the section below.

Face Coverings and Testing

Beginning December 6, 2021, employees who do not wish to obtain vaccination against COVID-19 must wear face coverings at all times while indoors, in a vehicle, or in another enclosed space as described in detail in procedure 403.7R1.  Beginning January 4, 2022, employees who are not fully vaccinated must also provide proof of negative COVID-19 test results every 7 days. 

Reasonable Accommodations

The vaccine requirement does not apply to employees for whom a vaccine is medically contraindicated; for whom medical necessity requires a delay in vaccination; or who are legally entitled to a reasonable accommodation due to a disability or sincerely held religious beliefs, practices or observances.  If an employee requires accommodation from any other part of the policy for medical or religious reasons, the employee may request one.  Qualifying employees will be expected to submit verification of one of these exemptions in order to receive an accommodation. 

Employees who fail to abide by the requirements of this policy may face disciplinary action up to and including termination.  It is the obligation of the Superintendent to establish appropriate procedures necessary to enforce this policy. 

NOTE:  This is a mandatory policy for districts which employ 100 or more employees, regardless of full time or part time status.  This should also include temporary employees such as substitute teachers.  For more information on this policy and supporting guidance, see IASB Policy Primer 30-2. 

Legal Reference:

29 C.F.R Part 1910.501

42 U.S.C. 12101

42 U.S.C. 2000e

34 C.F.R. pt. 100

34 C.F.R. pt. 104

Iowa Code ch. 216

Cross Reference:

403.3  Communicable Diseases

Approved  1-5-2022       Reviewed                     Revised   1-19-2022