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                   

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

It is the responsibility of the board secretary or superintendent to respond to inquiries from creditors.

NOTE:  This policy lists the information the school district will release to a credit agency without prior notice to the employee.  The items listed are all public records and
can be disclosed without prior notice.  Prior to releasing other information, a school district must get consent from the employee.  It is recommended that this consent be
written.

Legal Reference:  Iowa Code §§ 22.7; 279.8 (2007).

Cross Reference:  401.5    Employee Records

Approved     7-27-2009                         
Reviewed   6/16/2014                                                                            
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.  Employees are encouraged, and licensed employees are required as mandatory reporters, to report alleged incidents of child abuse they become aware of within the
scope of their professional duties.  The definition of child abuse is in the accompanying regulation. 

When a mandatory reporter suspects a student is the victim of child abuse, the mandatory reporter will orally or in writing notify the Iowa Department of Human Services.  If
the mandatory reporter believes the child is in immediate danger, the local law enforcement agency will also be notified.  Within forty-eight hours of the oral report, the
mandatory reporter will file a written report with the Iowa Department of Human Services.

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 five years.  The course will be re-taken at least every five years.

NOTE:  This policy and the accompanying regulation reflect the current status of Iowa law regarding child abuse reporting.

Legal Reference:  Iowa Code §§ 232.67-.77; 232A; 235A; 280.17 (2007).
                                       441 I.A.C. 9.2; 155; 175.
                                       1982 Op. Att'y Gen. 390, 417.
                                       1980 Op. Att'y Gen. 275.

Cross Reference:  402.3    Abuse of Students by School District Employees
                                       502.9    Interviews of Students by Outside Agencies
                                       507       Student Health and Well-Being

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

Physical or sexual abuse of students, including inappropriate and intentional sexual behavior, by employees will not be tolerated.  The definition of employees for the purpose
of this policy includes not only those who work for pay but also those who are volunteers of the school district under the direction and control of the school district.  Employees
found in violation of this policy will be subject to disciplinary action up to and including discharge.

The school district will respond promptly to allegations of abuse of students by school district employees by investigating or arranging for the investigation of an allegation. 
The processing of a complaint or allegation will be handled confidentially to the maximum extent possible.  Employees are required to assist in the investigation when
requested to provide information and to maintain the confidentiality of 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 are listed in the student handbook published annually in the local newspaper and posted in all school facilities.

The superintendent is responsible for drafting administrative regulations to implement this policy.

NOTE:  This policy and its accompanying regulation and exhibits are a reflection of current Iowa law regarding abuse of students by school district employees.  The last
sentence of the third paragraph is mandatory in the law and is an item in the DE accreditation report.

Legal Reference:  Iowa Code §§ 232.67, .70, .73, .75; 235A; 272A; 280.17; 709; 728.12(1) (2007).
                                       281 I.A.C. 12.3(6), 102; 103.
                                       441 I.A.C. 155; 175.
                                       1980 Op. Att'y Gen. 275.

Cross Reference:  402.2    Child Abuse Reporting
                                       403.5    Harassment
                                       503.5   Corporal Punishment

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

Employees may receive a gift on behalf of the school district.  Employees will 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 substantial 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;

              Funeral flowers or memorials to a church or nonprofit organization;

              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

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

              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;

              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

              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 non-monetary 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 is the responsibility of each employee to know when it is appropriate to accept or reject gifts or an honorarium.

NOTE:  This policy is a reflection of the current Iowa law regarding gifts to school district employees.

Legal References:  Iowa Code ch. 68B (2007).
                                         1972 Op. Att'y Gen. 276.
                                         1970 Op. Att'y Gen. 319.

Cross References:  217       Gifts to Board of Directors
                                         401.2    Employee Conflict of Interest
                                     704.4    Gifts-Grants-Bequests

Approved     7-27-2009                         
Reviewed   6/16/2014                                                                            
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 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 214.1.

It is within the discretion of the board to address complaints from the members of the school district community, and the board will only do so if they are in writing, signed, and
the complainant has complied with this policy.

Legal Reference:  Iowa Code § 279.8 (2007).

Cross Reference:  210.8    Board Meeting Agenda
                                       213       Public Participation in Board Meetings
                                       307       Communication Channels

Approved     7-27-2009                         
Reviewed   6/16/2014                                                                           
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 is the responsibility of the superintendent to counsel employees, whether full-time or part-time, if, in the judgment of the superintendent and the employee's immediate
supervisor, the employee's outside employment interferes with the performance of the employee's duties required in the employee's position within the school district.

The board may request the employee to cease the outside employment as a condition of continued employment with the school district.

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

Cross Reference:  401.2    Employee Conflict of Interest
                                       408.3    Licensed Employee Tutoring

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

Good health is important to job performance.  Employees will present evidence of good health, in the form of a physical examination report, prior to their employment with the
school district. 

School bus drivers will present evidence of good health every other year in the form of a physical examination report unless otherwise required by law or medical opinion. 
Employees whose physical or mental health, in the judgment of the administration, may be in doubt will submit to additional examinations, when requested to do so, at the
expense of the school district.

The cost of the initial examination will be paid by the employee except for CDL physicals which will be reimbursed up to a maximum of $150.  The form indicating the
employee is able to perform the duties for which the employee was hired must be returned prior to payment of salary.  The cost of bus driver renewal physicals will be paid by
the school district up to a maximum of $150.  The school district will provide the standard examination form to be completed by the personal physician of the employee. 
Employees identified as having reasonably anticipated contact with blood or infectious materials will receive the Hepatitis B vaccine or sign a written waiver stating that they
will not take the vaccine.

It is the responsibility of the superintendent to write an exposure control plan to eliminate or minimize district occupational exposure to bloodborne pathogens.  The plan for
designated employees will include, but not be limited to, scope and application, definitions, exposure control, methods of compliance, Hepatitis B vaccination and post
exposure evaluation and follow-up, communication of hazards to employees, and record keeping.

The requirements stated in the master contract between employees in that certified collective bargaining unit and the board regarding physical examinations of such employees
are followed.

NOTE:  All school district employees, on initial hire, must present a form which states that employees are physically able to perform the employee's duties.  Bus drivers
must present the form at initial employment and every other year thereafter, unless required by law or medical opinion.

Legal Reference:  29 C.F.R. Pt. 1910.1030 (2004).
                                        Iowa Code §§ 20.9; 279.8, 321.376 (2007).
                                        281 I.A.C. 12.4(14); 43.15 -.20.

Cross Reference:   403       Employees' Health and Well-Being

Approved     7-27-2009                                                    
Reviewed   6/16/2014                      
Revised    11-18-2013     

When an employee becomes seriously injured on the job, the employee’s supervisor will attempt to notify a member of the family, or an individual of close relationship, as
soon as the employee’s supervisor becomes aware of the injury.

If possible, an employee may administer emergency or minor first aid.  An injured employee will be turned over to the care of the employee's family or qualified medical
employees as quickly as possible.  The school district is not responsible for medical treatment of an injured employee.

It is the responsibility of the employee injured on the job to inform the superintendent within twenty-four hours of the occurrence.  It is the responsibility of the employee's
immediate supervisor to file an accident report within twenty-four hours after the employee reported the injury.

It is the responsibility of the board secretary to file worker’s comp claims.

Legal Reference:  Iowa Code §§ 85; 279.40; 613.17 (2007).
                                       1972 Op. Att'y Gen. 177.

Cross Reference:  403       Employees' Health and Well-Being
                                       409.2    Licensed Employee Personal Illness Leave
                                       414.2    Classified Employee Personal Illness Leave

Approved     7-27-2009                         
Reviewed   6/16/2014                                                                            
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" will mean an
infectious or contagious disease spread from person to person, or animal to person, or as defined by law.

Prevention and control of communicable diseases is included in the school district's bloodborne pathogens exposure control plan.  The procedures will include scope and
application, definitions, exposure control, methods of compliance, universal precautions, vaccination, post-exposure evaluation, follow-up, communication of hazards to
employees and record keeping.  This plan is reviewed annually by the superintendent and school nurse.

The health risk to immunodepressed employees is determined by their personal physician.  The health risk to others in the school district environment from the presence of an
employee with a communicable disease is determined on a case-by-case basis by the employee's personal physician, a physician chosen by the school district or public health
officials.

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

It is the responsibility of the superintendent, in conjunction with the school nurse, to develop administrative regulations stating the procedures for dealing with employees with
a communicable disease.

NOTE:  This policy is consistent with current health practices regarding communicable diseases.  The bloodborne pathogen language in the second paragraph and
accompanying regulation is in compliance with federal law on control of bloodborne pathogens.

Legal Reference:  School Board of Nassau County v. Arline, 480 U.S. 273 (1987).
                                       29 U.S.C. §§ 794, 1910 (2004).
                                       42 U.S.C. §§ 12101 et seq. (2004).
                                       45 C.F.R. Pt. 84.3 (2004).
                                       Iowa Code chs. 139; 141 (2007).
                                       641 I.A.C. 1.2-.7.

Cross Reference:  401.5    Employee Records
                                       403.1    Employee Physical Examinations
                                       507.3    Communicable Diseases - Students

Approved     7-27-2009                         
Reviewed   6/16/2014                                                                            
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 will annually review information about hazardous substances in the workplace.  When a new employee is hired or transferred to a new position or work site, the
information and training, if necessary, is included in the employee's orientation.  When an additional hazardous substance enters the workplace, information about it is
distributed to all employees, and training is conducted for the appropriate employees.  The superintendent will maintain a file indicating which hazardous substances are
present in the workplace and when training and information sessions take place.

Employees who will be instructing or otherwise working with students will disseminate information about the hazardous chemicals with which they will be working as part of
the instructional program. 

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

NOTE:  This policy reflects current law on employees' right to know about hazardous substances in the workplace.

Legal Reference:  29 C.F.R. Pt. 1910; 1200 et seq. (2004).
                                       Iowa Code chs. 88; 89B (2007).
                                       347 I.A.C. 120.

Cross Reference:  403       Employees' Health and Well-Being
                                       804       Safety Program

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

The board expects the school district and its employees to remain substance free.  No employee will unlawfully manufacture, distribute, dispense, possess, use, or be under the
influence of, in the workplace, any narcotic drug, hallucinogenic drug, amphetamine, barbituate, marijuana or any other controlled substance or alcoholic beverage as defined
by federal or state law.  "Workplace" includes school district facilities, school district premises or school district vehicle, also includes nonschool 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 will 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.

The superintendent is responsible for publication and dissemination of this policy to each employee.  In addition, the superintendent will oversee the establishment of a
substance-free awareness program to educate employees about the dangers of substance abuse and notify them of available substance abuse treatment programs.

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

Legal Reference:  41 U.S.C. §§ 701-707 (2004).
                                       42 U.S.C. §§ 12101 et seq. (2004).
                                       34 C.F.R. Pt. 85 (2004).
                                       Iowa Code §§ 123.46; 124; 279.8 (2007).

Cross Reference:  404       Employee Conduct and Appearance

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

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, the superintendent at 2163 135th Street, New Sharon, IA 50207.

Employees who violate the terms of this policy are subject to discipline up to and including termination. 

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

Information about resources for a substance-free awareness program and related services may be obtained from the school district's employee assistance program, the Department of
Education at (515) 281-3021 or Department of Health, Substance Abuse Division at (515) 281-3641.

Legal Reference:  American Trucking Association, Inc., v. Federal Highway Administration, 51 Fed. 3^rd 405 (4^th Cir. 1995).
                                       49 U.S.C. §§ 5331 et seq. (2004).
                                       42 U.S.C. §§ 12101 (2004).
                                       41 U.S.C. §§ 701-707 (2004).
                                       49 C.F.R. Pt. 40; 382; 391.81-123 (2004).
                                       34 C.F.R. Pt. 85 (2002).
                                       Local 301, Internat'l Assoc. of Fire Fighters, AFL-CIO, and City of Burlington, PERB  No. 3876 (3-26-91).
                                       Iowa Code §§ 124; 279.8; 321.375(2); 730.5 (2007).

Cross Reference:  403.6    Substance-Free Workplace
                                       409.2    Licensed Employee Personal Illness Leave
                                       414.2    Classified Employee Personal Illness Leave

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

Employees are role models for the students who come in contact with them during and after school hours.  The board recognizes the positive effect employees can have on
students in this capacity.  To this end, the board strongly suggests and encourages employees to dress themselves, groom themselves and conduct themselves in a manner
appropriate to the educational environment.

Employees will conduct themselves in a professional manner.  Employees will dress in attire appropriate for their position.  Clothing should be neat, clean, and in good taste. 
Discretion and common sense call for an avoidance of extremes which would interfere with or have an effect on the educational process.

Licensed employees of the school district, including administrators, will follow the code of ethics for their profession as established by the Iowa Board of Educational
Examiners.

NOTE:  The Board of Educational Examiners' Criteria of Professional Practices are included as a regulation to this policy.

Legal Reference:  Iowa Code § 279.8 (2007).
                                       282 I.A.C. 13.

Cross Reference:  307       Administrator Code of Ethics
                                       401.1    Employee Orientation
                                       403.6    Harassment
                                       403.7    Substance-Free Workplace
                                       407       Licensed Employee Termination of Employment
                                       413       Classified Employee Termination of Employment

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

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

It is the responsibility of the superintendent to establish job specifications and job descriptions for licensed employees' positions, other than the position of the superintendent. 
Job descriptions may be approved by the board.

Licensed employees must present evidence of current license to the board secretary prior to payment of salary each year.

Legal Reference:  Clay v. Independent School District of Cedar Falls, 187 Iowa 89, 174 N.W. 47    (1919).
                                       Iowa Code §§ 256.7(3); 272.6; 272A; 279.8; 294.1 (2007).
                                       282 I.A.C. 14.
                                       281 I.A.C. 12.4; 41.25.
                                       1940 Op. Att'y Gen. 375.

Cross Reference:  405.2    Licensed Employee Qualifications, Recruitment Selection
                                       410.1    Substitute Teachers
                                       411.1    Classified Employee Defined

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

Persons interested in a licensed position, other than administrative positions which will be employed in accordance with board policies in Series 300, "Administration," will
have an opportunity to apply and qualify for licensed positions in the school district without regard to age, race, creed, color, gender, national origin, marital status, sexual
orientation, gender identity, religion or disability.  Job applicants for licensed positions will be considered on the basis of the following:

      Training, experience, and skill;

      Nature of the occupation;

            Demonstrated competence; and

      Possession of, or ability to obtain, state license if required for the position.

Announcement of the position is in a manner which the superintendent believes will inform potential applicants about the position.  Applications for employment may be
obtained from and completed applications are returned to the school district administrative office.  Whenever possible, the preliminary screening of applicants will be
conducted by the administrator who will be directly supervising and overseeing the person being hired.

The board will employ licensed employees after receiving a recommendation from the superintendent except the superintendent may hire teachers without approval of the
board.  However, the superintendent will have the authority to employ a licensed employee on a temporary basis until a recommendation can be made and action can be taken
by the board on the position.

The requirements stated in the Master Contract between employees in that certified collective bargaining unit and the board regarding qualifications, recruitment and selections
of such employees is followed.

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 §§ 20; 35C; 216; 279.13; 294.1 (2007).
                                       281 I.A.C. 12.
                                       282 I.A.C. 14.
                                       1980 Op. Att'y Gen. 367.

Cross Reference:  401.2    Equal Employment Opportunity
                                       405       Licensed Employees - General
                                       410.1    Substitute Teachers

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

The board will enter into a written contract with licensed employees, other than administrators, employed on a regular basis.  Each contract will be for a period of one year.

It is the responsibility of the superintendent to complete the contracts for licensed employees and present them to the board for approval.  The contracts, after being signed by
the board president, are returned to the superintendent.  The superintendent will obtain the employee's signature.  After being signed, the contract is filed with the board
secretary.

NOTE:  By law, the board president must sign all employment contracts and must do so prior to the employee signing the contract.  Individual teaching contracts cannot
exceed one year.

Legal Reference:  Harris v. Manning Independent School District of Manning, 245 Iowa 1295, 66 N.W.2d 438 (1954).
                                       Shackelford v. District Township of Beaver, Polk County, 203 Iowa 243, 212 N.W. 467 (1927).
                                       Burkhead v. Independent School District of Independence, 107 Iowa 29, 77 N.W. 491 (1898).
                                       Iowa Code chs. 20; 279 (2007).

Cross Reference:  405.2    Licensed Employee Qualifications, Recruitment, Selection
                                       405.4    Licensed Employee Continuing Contracts
                                       407       Licensed Employee Termination of Employment

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

Contracts entered into with licensed employees, other than an administrator, will continue from year to year unless the contract states otherwise, is modified by mutual
agreement between the board and the employee, or the contract is terminated by the board.

The first three years of a new licensed employee's contract is a probationary period unless the employee has already successfully completed the three-year probationary period in
an Iowa school district.  New employees who have successfully completed a probationary period in a previous Iowa school district will serve a one-year probationary period.  In
the event of termination of the employee's contract during this period, the board will afford the licensed employee appropriate due process.  The action of the board will be final.

Licensed employees whose contracts will be recommended for termination by the board will receive notice prior to April 30.  The superintendent will make a recommendation
to the board for the termination of the licensed employee's contract.

Licensed employees who wish to resign, to be released from a contract, or to retire must comply with board policies in those areas.

Legal Reference:  Ar-We-Va Community School District v. Long and Henkenius, 292 N.W.2d 402 (Iowa 1980).
                                       Bruton v. Ames Community School District, 291 N.W.2d 351 (Iowa 1980).
                                       Hartman v. Merged Area VI Community College, 270 N.W.2d 822 (Iowa 1978).
                                       Keith v. Community School District of Wilton in the Counties of Cedar and Muscatine, 262 N.W.2d 249 (Iowa 1978).
                                       Iowa Code §§ 20; 272; 279.12-.19B, .27; 294.1 (2007).

Cross Reference:  405.3    Licensed Employee Individual Contracts
                                       405.9    Licensed Employee Probationary Status
                                       407       Licensed Employee Termination of Employment

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

The work day for licensed employees will begin each day of the school year at a time established by the superintendent.  Licensed employees who are employed only during
the academic year will have the same work day as other licensed employees.  "Day" is defined as one work day regardless of full-time or part-time status of an employee.

Licensed employees are to be in their assigned school building during the work day.  Advance approval to be absent from the school building must be obtained from the
principal whenever the licensed employees must leave the school building during the work day.

The building principal is authorized to make changes in the work day in order to facilitate the education program.  These changes are reported to the superintendent.

The work day outlined in this policy is a minimum work day.  Nothing in this policy prohibits licensed employees from working additional hours outside the work day.

The requirements stated in the Master Contract between employees in that certified collective bargaining unit and the board regarding work day of such employees will be
followed.

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

Cross Reference:  200.3    Powers of the Board of Directors

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

Determining the assignment of each licensed employee is the responsibility of and within the sole discretion of the board.  In making such assignments the board will consider
the qualifications of each licensed employee and the needs of the school district.

It is the responsibility of the superintendent to make recommendations to the board regarding the assignment of licensed employees.

The requirements stated in the Master Contract between employees in that certified collective bargaining unit and the board regarding assignment of such employees will be
followed.

Legal Reference:  Iowa Code §§ 20.9; 279.8 (2007).

Cross Reference:  200.3    Powers of the Board of Directors

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

Determining the location where an employee's assignment will be carried out is the responsibility and within the sole discretion of the board.  In making such assignments the
board will consider the qualifications of each licensed employee and the needs of the school district.

A transfer may be initiated by the employee, the principal, or the superintendent.

It is the responsibility of the superintendent to make recommendations to the board regarding the transfer of licensed employees.

The requirements stated in the Master Contract between employees in that certified collective bargaining unit and the board regarding transfers of employees will be followed.

Legal Reference:  Iowa Code §§ 20.9; 216.14; 279.8 (2007).

Cross Reference:  405.2    Licensed Employee Qualifications, Recruitment, Selection
                                       405.6    Licensed Employee Assignment

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

Evaluation of licensed employees on their skills, abilities, and competence is an ongoing process supervised by the building principals and conducted by approved evaluators. 
The goal of the formal evaluation of licensed employees, other than administrators, but including extracurricular employees, is to improve the education program, to maintain
licensed employees who meet or exceed the board's standards of performance, to clarify the licensed employee's role, to ascertain the areas in need of improvement, to clarify
the immediate priorities of the board, and to develop a working relationship between the administrators and other employees.

The formal evaluation criteria is in writing and approved by the board.  The formal evaluation will provide an opportunity for the evaluator and the licensed employee to
discuss the past year's performance and the future areas of growth.  The formal evaluation is completed by the evaluator, signed by the licensed employee and filed in the
licensed employee's personnel file.  This policy supports, and does not preclude, the ongoing informal evaluation of the licensed employee's skills, abilities and competence.

It is the responsibility of the superintendent to ensure licensed employees are evaluated.  New and probationary licensed employees are evaluated at least twice each year.

The requirements stated in the Master Contract between employees in that certified collective bargaining unit and the board regarding evaluation of such employees will be
followed.

NOTE:  There is no legal requirement that probationary employees be evaluated twice a year, but it is the standard practice.  School districts that evaluate probationary
employees only once per year need to amend the fourth paragraph to reflect their practice.

Legal Reference:  Aplington Community School District v. PERB, 392 N.W.2d 495 (Iowa 1986).
                                       Saydel Education Association v. PERB, 333 N.W.2d 486 (Iowa 1983).
                                       Iowa Code §§ 20.9; 279.14, .19, .27 (2007).
                                       281 I.A.C. 12.3(4).

Cross Reference:  405.2    Licensed Employee Qualifications, Recruitment, Selection
                                       405.9    Licensed Employee Probationary Status

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

The first three years of a new licensed employee's contract is a probationary period unless the employee has already successfully completed the probationary period in an Iowa
school district.  New employees who have successfully completed a probationary period in a previous Iowa school district will serve a one year probationary period.  For
purposes of this policy, an employee will have met the requirements for successfully completing a probationary period in another Iowa school district if, at the teacher’s most
recent performance evaluation, the teacher received at least a satisfactory or better evaluation and the individual has not engaged in conduct which would disqualify the teacher
for a continuing contract.  

Only the board, in its discretion, may waive the probationary period.  The board may extend the probationary period for one additional year with the consent of the licensed
employee.  The board will make the decision to extend or waive a licensed employee's probationary status based upon the superintendent's recommendation.  During this
probationary period the board may terminate the licensed employee's contract at year-end or discharge the employee in concert with corresponding board policies.

Licensed employees may also serve a probationary period based upon their performance.  Such probationary period is determined on a case-by-case basis in light of the
circumstances surrounding the employee's performance as documented in the employee's evaluations and personnel file.

Legal Reference:  Iowa Code §§ 279.12-.19B (2007).

Cross Reference:  405.4    Licensed Employee Continuing Contracts
                                       405.8     Licensed Employee Evaluation

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

The board will establish salary schedules for licensed employees' positions keeping in mind the financial condition of the school district, the education and experience of the
licensed employee, the educational philosophy of the school district, and other factors deemed relevant by the board.

It is the responsibility of the superintendent to make a recommendation to the board annually regarding the salary schedule.  The salary schedule is subject to review and
modification through the collective bargaining process.

The requirements stated in the Master Contract between employees in that certified collective bargaining unit and the board regarding wages and salaries of such employees
will be followed.

Legal Reference:  Iowa Code §§ 20.1, .4, .7, .9; 279.8 (2007).

Cross Reference:  405        Licensed Employees - General
                                      406.2     Licensed Employee Salary Schedule Advancement

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

The board will determine which licensed employees will advance on the salary schedule for the licensed employees' positions, keeping in mind the financial condition of the
school district, the education and experience of the licensed employee, the educational philosophy of the school district, and other considerations as determined by the board.

It is the responsibility of the superintendent to make a recommendation to the board for the advancement of licensed employees on the salary schedule.

The requirements stated in the Master Contract between employees in that certified collective bargaining unit and the board regarding salary schedule advancement of such
employees will be followed.

Legal Reference:  Iowa Code §§ 20.1, .4, .7, .9; 279.8 (2007).

Cross Reference:  405       Licensed Employees - General
                                       406       Licensed Employee Compensation and Benefits

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

Continued education on the part of licensed employees may entitle them to advancement on the salary schedule.  Licensed employees who have completed additional hours
will be considered for advancement on the salary schedule.  The board will determine which licensed employees will advance on the salary schedule for continued education
keeping in mind the financial condition of the school district, the education and experience of the licensed employee, the educational philosophy of the school district, and any
other items deemed relevant by the board.

Licensed employees who wish to obtain additional education for advancement on the salary schedule must notify their supervisor by March 1 of the school year preceding the
actual year when advancement occurs.  This additional education must be in the same area as the education that was required of the employee to hold the employee's current
position with the school district.  For purposes of illustration only, a math teacher would advance on the salary schedule only if the additional education was in math courses. 
The superintendent has the discretion to approve credit outside the employee's area of endorsement or responsibility.

It is the responsibility of the superintendent to make a recommendation to the board for the advancement of a licensed employee on the salary schedule.

The requirements stated in the Master Contract between licensed employees in a certified collective bargaining unit and the board regarding continued education credit of such
employees will be followed.

Legal Reference:  Iowa Code §§ 20.1, .4, .7, .9; 279.8 (2007).

Cross Reference:  405     Licensed Employees - General
                                       406     Licensed Employee Compensation and Benefits

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

A licensed employee may volunteer or be required to take on extra duty, with the extra duty being secondary to the major responsibility of the licensed employee.  The board
will establish a salary schedule for extra duty licensed employee positions, keeping in mind the financial condition of the school district, the education and experience of the
licensed employee, the educational philosophy of the school district, and other considerations as determined by the board.

Vacant extra duty positions, for which extra compensation will be earned, will be posted to allow qualified licensed employees to volunteer for the extra duty.  If no licensed
employee volunteers for extra duty, the superintendent will assign the extra duty positions to qualified licensed employees.  The licensed employee will receive compensation
for the extra duty required to be performed.

It is the responsibility of the superintendent to make a recommendation to the board annually as to which licensed employees will have the extra duty, and the salary schedule
for extra duty, for the board's review.

The requirements stated in the Master Contract between employees in that certified collective bargaining unit and the board regarding the compensation for extra duties of such
employees will be followed.

Legal Reference:  Iowa Code §§ 20.1, .4, .7, .9; 279.8, .13-.15, .19A-B (2007).

Cross Reference:  405       Licensed Employees - General
                                       406       Licensed Employee Compensation and Benefits

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

Licensed employees are eligible for group insurance and health benefits.  The board, in agreement with the teacher's association, will select the group insurance program and
the insurance company which will provide the program.

The requirements stated in the Master Contract between employees in that certified collective bargaining unit and the board regarding the group insurance benefits of such
employees will be followed.

Legal Reference:  Iowa Code §§ 20.9; 85; 85B; 279.12, .27; 509; 509A; 509B (2007).

Cross Reference:  405.1    Licensed Employee Defined

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

The board authorizes the administration to make a payroll deduction for licensed employees' tax sheltered annuity premiums purchased from a vendor included in the state
consortium.

Licensed employees wishing to have payroll deductions for tax sheltered annuities will make a written request to the board secretary and register with the provider in the state
plan.

The requirements stated in the Master Contract between employees in that certified collective bargaining unit and the board regarding the tax sheltered annuities of such
employees will be followed.

Legal Reference:  Small Business Job Protection Act of 1996, Section 1450(a), repealing portions of IRS REG § 1.403(b)-1(b)(3).
                                       Iowa Code §§ 20.9; 260C; 273; 294.16 (2007).
                                       1988 Op. Att'y Gen. 38.
                                       1976 Op. Att'y Gen. 462, 602.
                                       1966 Op. Att'y Gen. 211, 220.

Cross Reference:  706       Payroll Procedures

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

A licensed employee who wishes to resign must notify the superintendent in writing within the time period set by the board for return of the contract (21 days from date of
issue).  This applies to regular contracts for the licensed employee's regular duties and for an extracurricular contract for extra duty.  Resignations of this nature will be accepted
by the board.

The board may require an individual who has resigned from an extracurricular contract to accept the resigned position for only the subsequent school year when the board has
made a good faith effort to find a replacement and the licensed employee is continuing to be employed by the school district.

Legal Reference:  Iowa Code §§ 91A.2, .3, .5; 279.13, .19A (2007).

Cross Reference:  405.3    Licensed Employee Individual Contracts
                                       405.4    Licensed Employee Continuing Contracts
                                       407       Licensed Employee Termination of Employment

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

Licensed employees who wish to be released from an executed contract must give at least twenty-one days notice to the superintendent.  Licensed employees may be released
at the discretion of the board.  Only in unusual and extreme circumstances will the board release a licensed employee from a contract.  The board will have sole discretion to
determine what constitutes unusual and extreme circumstances.

Release from a contract will be contingent upon finding a suitable replacement.  Licensed employees requesting release from a contract after it has been signed and before it
expires may be required to pay $3,000 to the board district for the cost of liquidated damages incurred (extra work of staff, advertising, etc. ) to locate and hire a suitable
replacement.  Upon written mutual agreement between the employee and the superintendent, the costs may be deducted from the employee's salary.  Payment of these costs is a
condition for release from the contract at the discretion of the board.  Failure of the licensed employee to pay these expenses may result in a cause of action being filed in small
claims court.

The superintendent is authorized to file a complaint with the Board of Educational Examiners against a licensed employee who leaves without proper release from the board. 

NOTE:  School districts may charge employees for costs incurred in finding a replacement.  Employees can only be charged costs, not "penalties."  The costs cannot be
withheld from money owed the employee unless the employee agrees.  If costs are not withheld from moneys owed to the employee, the school district must bill the
employee.  If the employee fails to pay, the school district's only option for reimbursement is to file a claim in small claims court.  The school district also has the option of
filing a complaint with the Board of Educational Examiners stating the employee has engaged in unprofessional conduct.

Legal Reference:  Iowa Code §§ 216; 272; 279.13, .19A, .46 (2007).
                                       1978 Op. Att'y Gen. 247.
                                       1974 Op. Att'y Gen. 11, 322.

Cross Reference:  405.3  Licensed Employee Individual Contracts
                                       405.4  Licensed Employee Continuing Contracts
                                       407.3  Licensed Employee Retirement