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

The superintendent will serve as the affirmative action coordinator unless otherwise assigned by the board.  The affirmative action coordinator will have the responsibility for
drafting the affirmative action plan.  The affirmative action plan will be reviewed by the board at least every two years.

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

Advertisements and notices for vacancies within the district will contain the following statement:  "The North Mahaska  Community School District is an EEO/AA employer." 
This statement may be shortened to the initials EEO/AA.  The statement will 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, will be directed to the Affirmative Action Coordinator by writing to the Affirmative Action Coordinator, North Mahaska Community
School District,  Box 89, New Sharon, Iowa 50207 ; or by telephoning 641-637-4187 . 

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 Opportunities Commission, Milwaukee Area Office, Reuss Federal Plaza,, 310
W. Wisconsin Ave., Ste. 800, Milwaukee, Wisconsin, 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. 14^th Street, Des Moines, Iowa, 50319-1004, (515) 281-4121 or 1-800-457-4416,  http://www.state.ia.us/government/crc/index.html  This inquiry or
complaint to the federal office may be done instead of, or in addition to, an inquiry or complaint at the local level.

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

Legal Reference:  29 U.S.C. §§ 621-634 (2004).
                                       42 U.S.C. §§ 2000e et seq. (2004).
                                       42 U.S.C. §§ 12101 et seq. (2004).
                                       Iowa Code §§ 19B; 20; 35C; 73; 216; 279.8 (2013).
                                       281 I.A.C. 12.4; 14.1; 95.

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

Approved     7-27-2009                         
Reviewed   6/16/2014                                                                           
Revised     8-12-2013    

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

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

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

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

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

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

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

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

      Cease the outside employment or activity; or

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

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

NOTE:  This policy is a reflection of Iowa law.

Legal Reference:  Iowa Code §§ 20.7; 68B; 279.8; 301.28 (2007).

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

Approved     7-27-2009                         
Reviewed   6/16/2014                           
Revised                   

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

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

Legal Reference:  Iowa Code §§ 20; 71; 277.27; 279.8 (2007).

Cross Reference:  405.2    Licensed Employee Qualifications, Recruitment Selection
                                       411.2    Classified Employee Qualifications, Recruitment Selection

Approved     7-27-2009                         
Reviewed   6/16/2014                                                                           
Revised                   

Complaints of employees against fellow employees should be discussed directly between employees.  If necessary, complaints will be brought directly to the immediate
supervisor, principal or superintendent and will be made in a constructive and professional manner.  Complaints will 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 will 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 (2007).

Cross Reference:  307       Communication Channels

Approved     7-27-2009                         
Reviewed   6/16/2014                                                                            
Revised                   

The school district will 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 will include, but not be limited to, records necessary for the daily administration of the school district, salary records, evaluations, application for employment,
references, and other items needed to carry out board policy.  Employee personnel files are school district records and are considered confidential records and therefore are not
generally open to public inspection or accessibility.  Only in certain limited instances, when the employee has given a signed consent, will employee personnel records be
accessible to individuals other than the employee or authorized school officials.

Employees may have access to their personnel files, with the exception of letters of reference, and copy items from their personnel files at a time mutually agreed upon between
the superintendent and the employee.  The school district may charge a reasonable fee for each copy made.  However, employees will not be allowed access to the employment
references written on behalf of the employee.  Board members will generally only have access to an employee's file when it is necessary because of an employee related matter
before the board.

It is the responsibility of the superintendent to keep employees' personnel files current.  The board secretary is the custodian of employee records.

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

NOTE:  This is not a mandatory policy but is a recommended one.  It reflects current state and federal laws protecting the confidentiality and retention of employee
records. Separate medical files is a requirement of the American with Disabilities Act.

Legal Reference:  Iowa Code chs. 20; 21; 22; 91B (2007).

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

Approved     7-27-2009                         
Reviewed   6/16/2014                                                                           
Revised                   

Generally, transportation of students is in a motor vehicle owned by the school district and driven by an employee.  In some cases, it may be more economical or efficient for
the school district to allow an employee of the school district to transport the students in the employee's motor vehicle.

Employees who transport students for school purposes must have the permission of the superintendent.

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

Legal Reference:  Iowa Code chs. 285; 321 (2007).

Cross Reference:  401.7    Employee Travel Compensation
                                       711       Transportation
                                       904.1    Transporting Students in Private Vehicles

Approved     7-27-2009                         
Reviewed   6/16/2014                                                                            
Revised                   

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

Reimbursement for actual and necessary expenses may 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, 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 is maintained as part of the school district's record of the claim.

Failure to have a detailed receipt will 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 are
limited to the actual cost of the registration.

Pre-approved expenses for transportation within three-hundred miles of the school district administrative office will be by automobile.  If a school district vehicle is not
available, the employee will be reimbursed 34.5 cents per mile.  Pre-approved expenses for transportation outside of three hundred miles of the school district administrative
office may be by public carrier.  Reimbursement for air travel will be at the tourist class fares.  Should an employee choose to travel by automobile, reimbursement will be
limited to the public carrier amount.  Pre-approved expenses for transportation in a rental car is limited to the cost of a Class "C" rental car at a medium priced agency unless
the number of people traveling on behalf of the school district warrants a larger vehicle.

Expenses for meals and lodging within or outside the state must be pre-approved by the superintendent. 

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 34.5 cents per mile.  It is
the responsibility of the superintendent to approve travel within the school district by employees.  It is the responsibility of the board to review the travel within the school
district by the superintendent through the board's audit and approval process.

Employees who are allowed an in-school district travel allowance will have the amount of the allowance actually received during each calendar year included on the
employee's W-2 form as taxable income according to the Internal Revenue Code.

The superintendent is responsible for developing administrative regulations regarding actual and necessary expenses, in-school district travel allowances and assignment of
school district vehicles.  The administrative regulations will include the appropriate forms to be filed for reimbursement to the employee from the school district and the
procedures for obtaining approval for travel outside of and within the school district.

NOTE:  This policy contains auditor's requirements for a travel compensation policy, including incidental vehicle use, reimbursement by employees for personal use,
travel between attendance centers and taxation of additional compensation.  As a result, most of the language of the policy is mandatory.  The paragraphs in brackets that
address specific limitations for expenditures are optional. 

Legal Reference:  Iowa Constitution, Art. III, § 31.
                                       Iowa Code §§ 70A.9-.11 (2007).
                                       1980 Op. Att'y Gen. 512.

Cross Reference:  216.3    Board of Directors' Member Compensation and Expenses
                                       401.6    Transporting of Students by Employees
                                       401.10  Credit Cards
                                       904.1    Transporting Students in Private Vehicles

Approved     7-27-2009                         
Reviewed   6/16/2014                                                                            
Revised                   

The board recognizes and appreciates the service of its employees.  Employees who retire or resign or achieve career longevity milestones may be honored by the board,
administration and staff in an appropriate manner.

If the form of honor thought appropriate by the administration and employees involves unusual expense to the school district, the superintendent will seek prior approval from
the board.

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

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

Approved     7-27-2009                         
Reviewed   6/16/2014                                                                            
Revised                   

Employees will not engage in political activity upon property under the jurisdiction of the board.  Activities including, but not limited to, posting of political circulars or
petitions, the distribution of political circulars or petitions, the collection of or solicitation for campaign funds, solicitation for campaign workers, 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.

NOTE:  This policy is required by federal law.

Legal Reference:  Iowa Code §§ 55; 279.8 (2007).

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

Approved     7-27-2009                         
Reviewed   6/16/2014                                                                           
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 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 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 transportation
director may maintain a school district credit card for fueling school district transportation vehicles in accordance with board policy.

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

The superintendent is responsible for developing administrative regulations regarding actual and necessary expenses and use of a school district credit card.  The administrative
regulations will 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 (2007).
                                       281 I.A.C. 12.3(1).

Cross Reference:  219.3    Board of Directors' Member Compensation and Expenses
                                       401.7    Employee Travel Compensation

Approved     7-27-2009                         
Reviewed   6/16/2014                                                                            
Revised                   

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 board secretary.

Legal Reference:  Iowa Code §§ 20; 279.8 (2007).
                                       191 I.A.C. 74.

Cross Reference:  404       Employee Conduct and Appearance
                                       406       Licensed Employee Compensation and Benefits
                                       412       Classified Employee Compensation and Benefits

Approved     7-27-2009                         
Reviewed   6/16/2014                                                                            
Revised