1606 Brady St.
Davenport, IA
563-336-5000

Board Policy 401 – All Employees

Board Policy

Administrative Regulation
401.01 Employment Equity and Non-Discrimination (Revised 09/29/08) (Revised 11/12/13)
401.02 Affirmative Action Plan (Revised 9/27/10)(Reviewed 8/24/15)
401.03 Code of Behavior (Reviewed 1/10/11) (Revised 3/28/16)
401.04 Hiring (Reviewed 1/10/11) (Reviewed 3/28/16) 401.04A
401.05 Vacancies (Revised 2/14/11)(Reviewed 10/22/12)
401.06 Personnel Records (Revised 2/12/07) (Reviewed 10/22/12)
401.07 Travel Expenses for Prospective Job Applicants (Reviewed 12/10/07)(Reviewed 10/22/12)
401.08 New Staff Positions (Reviewed 2/14/11) (Reviewed 3/28/16)
401.09 Required Forms (Reviewed 2/14/11) (Revised 3/28/16)
401.10 Employee Medical Examination (Revised 4/12/10)(Revised 8/24/15)
401.11 Final Salary Payment (Reviewed 2/14/11) (Reviewed 3/28/16)
401.12 Workers’ Compensation (Revised 2/14/11) (Reviewed 3/28/16) 401.12A
401.13 Liability Insurance (Reviewed 2/14/11) (Reviewed 3/28/16)
401.14 Life Insurance (Reviewed 3/28/11) (Reviewed 3/28/16)
401.15 Disability Insurance (Deleted 1/25/99)
401.16 Medical Insurance (Reviewed 3/28/11) (Revised 3/28/16)
401.17 Unemployment Insurance (Reviewed 3/28/11) (Reviewed 3/28/16)
401.18 Bonding (Reviewed 3/28/11) (Reviewed 2/13/17) 401.18A
401.19 Substandard Performance Penalty (Deleted 3/28/11)
401.20 Suspension, Demotion, and Dismissal (Reviewed 5/10/10) (Edited 1/9/12)(Reviewed 8/24/15) 401.20A
401.21 Tax-Sheltered Annuities (Revised 7/13/11) (Reviewed 3/27/17) 401.21A
401.22 IPERS Contributions (Revised 3/28/11) (Reviewed 2/13/17) 401.22A
401.23 Private Use of Public Property (Revised 12/10/07) (Reviewed 10/28/13)
401.24 Resignation Notice (Revised 12/10/07)(Reviewed 10/22/12)
401.25 Accrued Yearly Vacation (Revised 7/13/11) (Reviewed 3/27/17)

 

Board Policy

Administrative Regulation
401.26 Activity/Athletic Passes (Previously Golden Pass)  (Revised 1/10/05) (Revised 11/14/11) (Revised 4/13/15)
401.27 Recognition for Service of Employees (Reviewed 5/10/10)(Revised 8/24/15)
401.28 Employee Discount for Adult Education Courses (Deleted 10/8/01)
401.29 Expressions of Caring/Concern (Revised 3/28/11) (Revised 2/13/17)
401.30 Agents or Salesmen (Reviewed 3/28/11) (Reviewed 2/13/17)
401.31 Advertising in the Schools (Deleted 2/22/99)
401.32 Non-School Employment (Reviewed 3/28/11) (Deleted 8-22-16)
401.33 Use of Protective Equipment (Reviewed 7/13/11)
401.34 Public Office: Campaigning and Serving (Reviewed 7/13/11) (Reviewed 3/27/17)
401.35 Complimentary Tickets (Deleted 1/10/05)
401.36 Safety Policy (Revised 3/13/06) (Revised 5/14/12) 401.36A
401.37 Safety Committee (Deleted 11/12/01)
401.38 Nepotism (Reviewed 7/13/11) (Revised 3/27/17)
401.39 Dental/Vision Insurance (Reviewed 7/13/11) (Reviewed  3/27/17)
401.40 Review of Personnel Records (Revised 2/12/07)(Reviewed 10/22/12)
401.41 Communicable Diseases-Employees (Reviewed 12/10/07) (Reviewed 10/28/13) 401.41A
401.42 Harassment: Personnel (Revised 9/29/08) 401.42A
401.43 Verification of Criminal Conviction Records (Reviewed 12/10/07)(Revised 10/22/12) 401.43A
401.44 Employee Substance Abuse Policy (Reviewed 5/10/10)
401.45 Professional Development (Revised 5/10/10)(Reviewed 8/25/15)
401.46 Student Abuse by Employees (Reviewed 12/10/07)(Revised 11/26/12) 401.46A
401.46B
401.47 Employee Substance Abuse Testing (See 401.44; 401.48) (Reviewed 5/10/10) 401.47A
401.48 Drug Free Workplace Policy (See 401.44; 401.47) (Reviewed 5/10/10)
401.49 Violence in the Workplace (Revised 7/13/11) (Reviewed 5/17)
401.50 Publication of Articles (Reviewed 7/13/11) (Deleted 4/10/17)
401.51 Organizations (Revised 1/10/05) (Reviewed 11/14/11)
401.55 Employee Dress Code (Adopted 9/28/10) (Revised 8/25/15) 401.55A

 

401.01

PERSONNEL–GENERAL

Employment Equity and Non-Discrimination

It is the policy of the District to provide equal employment opportunities and to not discriminate against an employee or applicant for employment on the basis of gender, age, race, creed, color, sex, sexual orientation, gender identity, national origin, ancestry, religion, disability, actual or potential parental, family or marital status or any other status protected by relevant law.

The District will strive to provide a fair and supportive environment for all employees regardless of their age, race, creed, color, sex, sexual orientation, gender identity, national origin, ancestry, religion, disability,  actual or potential parental, family or marital status, or any other status protected by relevant law

Persons filing an application with the District shall be given consideration for employment if  the application is completed accurately/truthfully and they meet or exceed the qualifications set by the Board, administration, and the Iowa Department of Education for the position for which they apply. Once hired, employees must meet and maintain the competencies set for the positions. In employing personnel, the Board shall consider the qualifications, credentials, and records of the applicants without regard to age, race, creed, color, sex, sexual orientation, gender identity, national origin, ancestry, religion, disability, actual or potential parental, family or marital status, or any other status protected by relevant law In keeping with the law, the Board shall also consider the veteran status of applicants.

The procedure for filing a discrimination complaint is outlined in Board Policy 103.02. Inquiries or grievances related to discrimination may be directed to Dr. Erica Goldstone, Director of Equity and Student Support. Davenport Schools Achievement Service Center, 1606 Brady Street, Davenport, Iowa 52803-4714; to the Director of the Iowa Civil Rights Commission, 211 East Maple Street, 2nd Floor, Des Moines 50319; or the Kansas City Office for Civil Rights, U.S. Department of Education, Office for Civil Rights, 8930 Ward Parkway, Suite 2037, Kansas City, Missouri 64114; Phone number 816.268.0550; FAX 816.823.1404. Telecommunication Devise for the Deaf is 800.437.0833. The E-mail address is OCR.KansasCity@ed.gov; Website is http://www.ed.gov/ocr. Inquires may also be directed to the Director, Iowa Department of Education, Grimes State Office Building, Des Moines, Iowa 50319.

  • Cross References to other policies: Board Policy 401.02 Affirmative Action Statement; 103.02 Complaints Against School Personnel  Contract Service Providers
  • Legal References: Title IX of the Educational Amendments of 1972; Iowa Code 216.9; Davenport Municipal code 2.58.100 Unfair practices–Employment–Exceptions
  • By action of the Board: 2/10/75, 12/8/75, 12/8/75, 1/12/76, 10/11/76, 4/11/83, 7/9/87, Revised 1/13/92, 11/8/93; Revised 10/27/97; Revised 7/14/03; Revised 5/09/05; Revised 9/29/08
  • Edited 9/08; Revised 11/12/13

 

401.02

PERSONNEL–GENERAL

Affirmative Action Plan

It is the policy of the District to affirmatively recruit women and men of diverse racial/ethnic groups and persons with disabilities for job categories where they are underrepresented. The administration will conduct an Equity Review of the District in order that discrepancies in employment placement, educational opportunities, treatment, and advancement may be determined and will report its findings to the board. If discrepancies exist, corrective measures will be outlined and pursued.

The development and maintenance of an Affirmative Action Plan is the responsibility of the Director of Human Resources. The plan will include methods for recruiting, employing, training, and promoting underrepresented group members within all levels of the District’s work force.

The Equity Review and the Affirmative Action Plan for the District will be reviewed at a minimum of every two years.

  • Cross References to other policies: Board Policy 401.01 Employment Equity and Non Discrimination; 103.02Complaints Against School Personnel & Contract Service Provider and Contract Service Providers
  • By action of the Board 12/8/75, 1/12/76, 10/11/76, 4/11/83, 7/9/87; Revised 10/27/97; Revised 7/14/03; Revised 4/11/05; Revised 9/27/10
  • Edited 4/05, 9/10; Reviewed 8/24/15

401.03

PERSONNEL–GENERAL

Code of Behavior

The Board expects District employees to adhere to high professional standards as representatives of the school district.

Conduct on the part of the employee that disrupts the educational process or adversely affects school relationships, at any time or place, is not allowed.

Conduct adversely affecting an employee’s ability to teach, guide, give counsel, or otherwise fulfill the duties required by the job may result in disciplinary action including, but not limited to, a written reprimand, suspension without pay, or termination of employment.


 
 

401.04

PERSONNEL–GENERAL

Hiring

All employees shall be employed under provisions of the School Laws of the State of Iowa and regulations of the District.

  • Cross Reference:  Administrative Regulation 401.04A

  • By action of the Board 10/11/76, 4/11/83; Reviewed 1/13/92; 11/23/98; Revised 1/10/05; Reviewed 1/10/11

  • Edited 1/05, 1/11

  • Reviewed 3/28/16

 

401.05

PERSONNEL–GENERAL

Vacancies

It is the policy of the District to fill vacancies on the basis of skills, experience and education as applicable to the position.  Posting and bidding procedures shall be in accordance with individual negotiated agreements, if applicable. The District is an Equal Opportunity Employer.

The Superintendent, through recommendation of the Director of Human Resources, shall make appointments subject to the approval of the Board.

By action of the Board 10/11/76; Revised 4/11/83, 1/13/92; Reviewed 11/23/98; Revised 1/10/05; Revised 2/14/11

  • Edited 1/05, 2/11
  • Reviewed 3/28/16

 

401.06

PERSONNEL

Personnel Records

All personnel records shall be kept and preserved by the Human Resource Department and shall be housed in the administrative offices of the District.  All personnel records shall be maintained pursuant to Iowa and Federal law and are only destroyed based upon approval obtained or granted by the State Records Commission.


 

401.07

PERSONNEL–GENERAL

Travel Expenses for Prospective Job Applicants

It shall be the policy of the District to provide, when appropriate as determined by the Director of Human Resources, travel expenses for prospective applicants for positions in the District, when the applicant makes a trip to Davenport at the request of the District.

These expenses shall be paid whether or not the applicant is selected for the position.

  • By action of the Board 10/11/76, 4/11/83, Revised 1/13/92; Revised 1/24/00; Reviewed 12/10/07; Reviewed 10/22/12

  • Edited 12/07


 

401.08

PERSONNEL–GENERAL

New Staff Positions

Administration will present all new recommendations for administrative positions and job classifications to the Board for approval.

The Board will not approve the administration’s recommendation for both a position and the person proposed to fill that position during the same board meeting.

  • By action of the Board 10/11/76, 4/11/83; Reviewed 1/13/92; Reviewed 11/23/98; Revised 1/10/05; Reviewed 2/14/11

  • Edited 1/05, 2/11

  • Reviewed 3/28/16

 

401.09

PERSONNEL–GENERAL

Required Forms

At the time of an employee being hired, the District requires the following documents to be on file with the Human Resource Office.

  1. Social Security Card

  2. W-4 Forms

  3. Completed Physical Examination Form

  4. 1-9 Form: Employment Examination Form and approved documentation as required by I-9.

  5. Criminal Records Check Request Forms

  6. Such other forms as requested by the Director of Human Resources

  • By the action of the Board 8/9/71, 1/9/76, 10/11/76, 4/11/83; Revised 1/13/92; 11/23/98; Revised 1/10/05; Reviewed 2/14/11

  • Edited 1/05, 2/11

  • Revised 3/28/16

 

401.10

PERSONNEL–GENERAL

Employee Medical Examination

Medical Examination requirements for new employees:

  1. All new employees are required to have a physical examination which will be at the employee’s expense unless otherwise stipulated in the negotiated agreement.
    A TB Test is also required of:
    – Prospective employees who have been out of the country within the year prior to employment;
    – Any new Children’s Village employee as a condition of accreditation requirements.

2.   Results of the initial physical examination must be recorded on the school medical forms.

3.   Employees may not commence work prior to the receipt and approval of the medical forms.

Medical Examination requirements for continuing employees:

In accordance with other agency requirements, some employees may be required to provide the District with a written report of a medical examination (at two-year intervals thereafter) by a physician certifying that such employee has the fitness to perform the tasks assigned.  Said medical examination shall be at the employee’s expense unless stipulated by   negotiated agreement.

All reports must be certified by a licensed physician and surgeon, osteopathic physician and surgeon, osteopath, or qualified doctor of chiropractic, licensed physician assistant, or advanced registered nurse practitioner.  Doctors of Chiropractic must indicate in writing that they are registered with the Department of Health in Des Moines as being qualified to give physicals.

It shall be the responsibility of the Human Resources Department to monitor employee medical examinations.

  • By action of the Board 10/11/76; Revised 4/11/83, 6/8/87; Reviewed 1/13/92; Revised 3/13/95, 11/23/98, Revised 4/12/10
  • Edited 11/98, 4/10; Revised 8/24/15

 

401.11

PERSONNEL–GENERAL

Final Salary Payment

Upon termination of an employee’s services with the District, all salary due the employee will be paid in full, providing all reports and records are completed and on file with the employee’s supervisor.

  • By action of the Board 10/11/76, 4/11/83, Reviewed 1/13/92, 11/23/98;Revised 1/10/05; Reviewed 2/14/11

  • Edited 1/05, 2/11

  • Reviewed 3/28/16

 

401.12

PERSONNEL–GENERAL

Workers’ Compensation

Compensation in case of accident while performing school duties is provided by the Board through Workers’ Compensation In accordance with applicable laws of the state of Iowa.

 

  • Cross References:  Administrative Regulation 401.12A
  • By action of the Board 10/11/76; Reviewed 9/19/77, 4/11/83, 1/13/92, 11/23/98; Revised 1/10/05; Revised 2/14/11
  • Edited 1/05, 2/11
  • Reviewed 3/28/16

 

401.13

PERSONNEL–GENERAL

Liability Insurance

The District is covered by a Comprehensive General Liability and Catastrophe Insurance policy, which includes all employees as “additional insured”.

This policy provides protection for any employee who may be accused of being responsible for any act resulting in bodily injury or property damage, so long as that employee was performing an assigned duty in the prescribed manner at the time the injury or damage occurred. It does not necessarily protect the employee when the employee is guilty of “gross negligence” as defined in the insurance policy in the performance of assigned duties.

  • By action of the Board 10/11/76, 9/19/77, 4/11/83; Reviewed 1/13/92, 11/23/98; Revised 1/10/05; Reviewed 2/14/11

  • Edited 1/05, 2/11

  • Reviewed 3/28/16

 

401.14

PERSONNEL–GENERAL

Life Insurance

The Board shall provide life insurance coverage for employees of the District as negotiated in current contracts or as provided annually by the Board.

  • By action of the Board 9/19/77, 1979; Revised 4/11/83, Reviewed 1/13/92, 11/23/98; Revised 1/10/05; Reviewed 3/28/11

  • Edited 1/05, 3/11

  • Reviewed 3/28/16

 

401.16

PERSONNEL–GENERAL

Medical Insurance

The Board shall make a medical insurance plan available to employees as negotiated in current contracts or as provided annually by the Board. The plan will be in accordance with the Affordable Care Act.

Each employee must accept or reject in writing the coverage made available.

  • By action of the Board 10/11/76, 9/19/77; Revised 4/11/83, Reviewed 1/13/92, 11/23/98; Revised 1/10/05; Reviewed 3/28/11

  • Edited 1/05, 3/11

  • Revised 3/28/16

 

401.17

PERSONNEL–GENERAL

Unemployment Insurance

Unemployment Insurance coverage shall be provided in accordance with the laws of the State of Iowa.

  • By action of the Board 9/19/77, 4/11/83, Reviewed 1/13/92, 11/23/98 ; Revised 1/05; Reviewed 3/28/11

  • Edited 1/05, 3/11

  • Reviewed 3/28/16

 

401.18

PERSONNEL–GENERAL

Bonding

The District shall bond school personnel who handle District money, as needed according to law.

  • Cross Reference: Administrative Regulation 401.18A

  • By action of the Board 10/11/76, 4/11/83, Reviewed 1/13/92, 11/23/98; Revised 1/10/05; Reviewed 3/28/11

  • Edited 1/05, 3/11

  • Reviewed 2/13/17

 

401.19 –Deleted 3/28/11


 

401.20

PERSONNEL–GENERAL

Suspension, Demotion, and Dismissal

The Superintendent or his designee on recommendation of the appropriate supervisor and/or Director of Human Resources, may for good cause suspend any employee without pay not to exceed thirty calendar days per recommendation in any twelve-month period. The Superintendent or his designee may discipline,  demote, or dismiss any employee for good cause subject to the provisions of Iowa law or any current collective bargaining agreement.

Employees covered under a collective bargaining agreement grievance procedure may pursue an appeal subject to the restrictions of the applicable procedure.

Employees not covered under Iowa Code Ch. 279 or a collective bargaining agreement grievance procedure may, within fifteen days of the effective date of the action, appeal to the Board for review. The decision of the Board in these cases shall be final.

  • Cross Reference:  Administrative Regulation 401.20A

  • By action of the Board 10/11/76; Revised 4/11/83; 1/9/84, Revised 1/13/92, Reviewed 11/23/98 ; Revised 11/22/04; Reviewed 5/10/10; Reviewed 8/24/15

  • Edited 11/04; 5/10; 1/9/12


 

401.21

PERSONNEL–GENERAL

Tax Sheltered Annuities

All district employees shall be eligible to elect to participate in a tax deferred compensation program under Section 403b of the Internal Revenue Code.  The Board authorizes the administration to make a payroll deduction for tax sheltered annuity premiums.

Where applicable, all requirements between employees in a collective bargaining unit and the Board regarding the tax sheltered annuities of such employees will be followed.

The administration shall develop guidelines for the implementation of the tax sheltered annuity procedure.

  • Iowa Code 20.9; 260C; 273; 294.159 (2009)
  • 1988 Op Att’y Gen. 38
  • 1976 Op Att’y Gen 462, 602
  • 1966 Op Att’y Gen 211, 220
  • Cross References: Administrative Regulation 401.21A
  • By action of the Board 10/11/76; Revised 4/11/83, Reviewed 1/13/92, 11/23/98; Revised 1/10/05; Revised 7/11/11
  • Edited 1/05, 7/11
  • Reviewed 3/27/17

 

401.22

PERSONNEL–GENERAL

IPERS Contributions

IPERS contributions shall be provided in accordance with the Code of Iowa.

  • Cross Reference:  Administrative Regulation 401.22A

  • By action of the Board 10/11/76; Revised 4/11/83, Reviewed 1/13/92, 11/23/98 ; Revised 1/10/05; Revised 3/28/11

  • Edited 1/05, 3/11

  • Reviewed 2/13/17

 

401.23

PERSONNEL–GENERAL

Private Use of Public Property

The private use of District property for personal gain or benefit to the detriment of the District is prohibited.

However, certain District property such as motor vehicles, computers, and general equipment may be assigned to employees on a full or part-time basis for the purpose of benefiting the school district. Such assignments must be approved by the Superintendent or superintendent’s designee. Any incidental personal gain from such an arrangement is subject to IRS regulations regarding personal compensation.

  • Legal Reference: Code of Iowa Chapter 721.2.5

  • Cross Reference; Policy 103.11 community Use of District Buildings, Sites & Equipment; Policy 103.13 Loan of School Equipment

  • By action of the Board 7/13/92; Revised 11/23/98; Revised 1/08/01; Reviewed 12/10/07

  • Edited 12/07; Reviewed 10/28/13


 

401.24

PERSONNEL–GENERAL

Resignation Notice

In order to resign in good standing, an employee shall give at least a two-week notice of the intention to resign.

Teachers are governed by contract provisions and state law.

  • By action of the Board 10/11/76, 4/11/83, Reviewed 1/13/92, 11/23/98; Revised 02/11/02 ; Revised 12/10/07; Reviewed 10/22/12.

  • Edited 12/07


 

401.25

PERSONNEL–GENERAL

Accrued Yearly Vacation

Upon separation, an employee is entitled to unused accrued vacation at the time of separation.  Unused accrued vacation will be paid out on the employee’s final paycheck and in accordance with bargaining unit contract language if applicable.

  • By action of the Board 10/11/76; Reviewed 4/11/83, 1/13/92, 11/23/98; Revised 1/10/05; Revised 7/11/11
  • Edited 1/05, 7/11
  • Reviewed 3/27/17

401.26

PERSONNEL–GENERAL

Activity/Athletic Passes (Previously Golden Pass) 

In an effort to encourage members of the community living within the Davenport Community School District to attend school activities, the board will sponsor the following passes: Golden Pass, Senior Citizen Pass and Employee Pass.

Golden Pass:  This pass is given to all retirees and retired School Board members in appreciation for their commitment to the District and our students. It provides the retiree and a guest free admission to school activities including plays, musicals, instrumental and vocal music concerts, and athletic events, except state level competitions and qualifying events.  The pass does not apply to extra costs, such as meals associated with an event.  It does not apply to events hosted by other school districts. The pass must be presented by the holder at the time of entry.

Senior Citizen Pass:  This pass will allow the card holder free admission to home athletic events, except state level competitions and qualifying events.  A senior citizen rate will be afforded to pass holders for other school activities including plays, musicals, instrumental and vocal music concerts constituting a 50% reduction in admission charges. The senior citizen pass or rate will not apply to events hosted by other school districts nor does it apply to extra costs such as meals associated with an event.

The pass is available at the Administration Service Center to residents who reside within the Davenport Community School District and are at least 62 years old. The pass must be presented by the holder at the time of entry.

Employee ID Pass:  This pass will allow District employees, their spouse/significant other and two children (12 years or younger) free admission to home athletic events.  Employee identification badges will serve as the pass.  The pass does not apply to plays, musicals, instrumental and vocal music concerts, state level competitions or qualifying events.  It also does not apply to events hosted by other school districts.

 

  • By action of the Board 10/11/76, 4/11/83, Reviewed 1/13/92; Revised 11/23/98; Revised 1/10/05; Revised 11/14/11
  • Edited 1/05, 11/11
  • Revised 4/13/15

 

401.27

PERSONNEL–GENERAL

Recognition for Service of Employees

The Board encourages the appropriate recognition of employees who retire or resign from the District.

  • By action of the Board 10/11/76, 1978, 4/11/83, 9/15/86; Reviewed 1/13/92;    Reviewed 1/26/98; Revised 11/24/03; Reviewed 5/10/10
  • Edited 11/03; 5/10; Revised 8/24/15


 

401.29

PERSONNEL–GENERAL

Expressions of Caring/Concern

The Board  is concerned about the welfare and health of its employees. Consequently, it authorizes the Superintendent and/or the Board Secretary to extend its concerns through symbols of caring (i.e., flowers, cards, books, condolence letters etc.) to employees/retired employees or their families during times of personal crisis. Any item selected shall not generally exceed $50.00.

  • By action of the Board 10/11/76, 4/11/83; Revised 11/13/95; Reviewed 11/23/98; Revised 1/10/05; Revised 3/28/11

  • Edited 1/05, 3/11

  • Revised 2/13/17

 

401.30

PERSONNEL–GENERAL

Agents or Salesmen

No agent, canvasser, advertiser, or other person shall, without permission of the Board and/or the Superintendent or superintendent designee, enter any school premises or use the District mail system for the purpose of soliciting contributions of money; selling tickets, merchandise, or other commodity; announcing in any manner any public entertainment to teachers or pupils; or for the purpose of securing the names or addresses of pupils.

  • By action of the Board 10/11/76; Revised 4/11/83, Revised 1/13/92; Reviewed 11/23/98; Revised 1/10/05; Reviewed 3/28/11

  • Edited 1/05, 3/11

  • Reviewed 2/13/17

401.32 -DELETED 8-22-16

PERSONNEL–GENERAL

Non-School Employment

 If outside employment interferes with an employee’s performance of duties, this may be cause for discipline or dismissal.

  • By action of the Board 10/11/76, 4/11/83, Reviewed 1/13/92, 11/23/98; Revised 1/10/05; Reviewed 3/28/11

  • Edited 1/05, 3/11

  • Deleted 8/22/16

 

401.33

PERSONNEL–GENERAL

Use of Protective Equipment

All employees of the District shall wear the proper clothing or use the proper protective equipment when specified by the District for safety purposes.

The administration will develop administrative regulations that will apply to the use of protective equipment for employees. Any procedures regarding violations or reprimands for probationary workers will be included in these procedures.

  • By action of the Board 10/11/76; Revised 4/11/83, Reviewed 1/13/92, 11/23/98; Revised 09/19/05; Reviewed 7/13/11

  • Edited 09/05, 7/11

  • Reviewed 3/27/17

 

401.34

PERSONNEL–GENERAL

Public Office: Campaigning and Serving

A District employee may be a candidate for or serve in a political office during the school year, provided, in the judgment of the administration, such candidacy, campaigning, or service, does not interfere with assigned duties. If in the judgment of the administration, such campaigning or service for or in political office interferes with the normal duties, the District employee will be required to take a leave of absence without pay for that semester or year.

  • By action of the Board 10/11/76, 4/11/83, Reviewed 1/13/92, 11/23/98; Revised 1/10/05; Reviewed 7/13/11

  • Edited 1/05, 7/11

  • Reviewed 3/27/17

 

401.35

PERSONNEL–GENERAL

Complimentary Tickets

                                                         (DELETED 1/10/05)

  • By action of the Board 10/11/76; Revised 4/11/83, Reviewed 1/13/92; Revised 2/7/94; Reviewed 11/23/98; Deleted 1/10/05

  • Edited 1/05


 

401.36

PERSONNEL–GENERAL

Safety Policy

The District shall provide the necessary active leadership and support in the development and maintenance of an adequate safety program for all employees, students, and patrons.

Director of Operations and building principals shall provide leadership in the following areas:

  1. Develop and maintain a program to prevent human and economic losses from personal injury and property damage.

  2. Develop and maintain a program to prevent or protect against losses from fire or explosion.

  3. Develop and maintain a program to prepare staff personnel to care for victims of an accident or sudden illness until professional medical help arrives.

  4. Develop and maintain a program to insure the security, protection, and well-being of students and staff and the property of our school district by the prevention and control of physical violence, misconduct, theft, or vandalism.

  5. Develop and maintain a District safety manual that includes procedures and directions with regard to safety issues. The manual will be reviewed by the District administration and the District Police Liaison for any changes that need to be updated or drills added that are appropriate. The manuals will be available in each building for use by the administration in handling safety in the buildings.

Complete cooperation in this vital program is expected of everyone.


 

401.37

PERSONNEL–GENERAL

Safety Committee         (Deleted 11/12/01)

  • By action of the Board 10/11/76; Revised 4/11/83, Reviewed 3/11/91; Revised 2/7/94; Deleted 11/12/01

  • Edited 7/97


 

401.38

PERSONNEL–GENERAL

Nepotism

More than one family member may be an employee of the District. In extraordinary circumstances, after consultation with the direct supervisor of those affected, the Superintendent may allow one individual to be supervised by another family member.

District employment by the Board of more than one individual in a family shall be made on the basis of the person’s qualifications, credentials, and records.

NOTE: Previously called Hiring and Assignment of Family Members

  • By action of the Board 10/11/76; Revised 4/11/83; Revised 12/10/90; Complete Revision with Title Change 1/22/96; Reviewed 11/23/98; Revised 09/19/05; Reviewed 7/13/11

  • Edited 09/05, 7/11

  • Revised 3/27/17

 

401.39

PERSONNEL–GENERAL

Dental/Vision Insurance

The Board  will provide dental/vision insurance coverage for employees as stipulated by their negotiated contract agreement or as approved by the Board.

  • By action of the Board 2/79; Revised 8/80, 4/11/83, Reviewed 1/13/92, 11/23/98; Revised 1/10/05; Reviewed 7/13/11

  • Edited 1/05, 7/11

  • Reviewed 3/27/17

 

401.40

PERSONNEL

Review of Personnel Records

An employee of the District may review his/her personnel record unless review of that record is prohibited.

To review the personnel file an employee should make written request to the Director of Human Resources. Files must be reviewed in the Human Resources Office, and materials may not be removed from the file by the employee. copies may be made for the employee at a reasonable charge determined by the administration.

  • Cross Reference: Board Policy #306.05 Public Examination of School District Records; Board Policy #401.06 Personnel Records

  • By action of the Board 4/8/85, Reviewed 1/13/92, 11/23/98; Revised 2/12/07; Reviewed 10/22/12

  • Edited 2/07


 

401.41

PERSONNEL–GENERAL

Communicable Diseases: Employees

Each instance of an employee with a communicable disease shall be considered on a case-by-case basis. The District’s medical services provider in conjunction with the employee’s personal physician and public health personnel, shall determine that the employee is free of transmissible infection and does not pose a risk to others in the course of performing duties. The Superintendent or superintendent’s designee shall consider the recommendation of the District’s medical services provider in making a final determination on the appropriate decision.

  • Cross Reference:  Administrative Regulation 401.41A

  • By action of the Board 9/15/86; Revised 10/14/96; Revised 8/12/02; Reviewed 12/10/07

  • Edited 12/07; Reviewed 10/28/13


401.42

PERSONNEL – GENERAL

 

Anti-Harassment Policy: Employees

It is the policy of the District to maintain a working environment free from discrimination and harassment.  The District is committed to providing its employees with a safe and civil working environment in which all members of the school community are treated with dignity and respect.  To that end, the District has in place policies, procedures, and practices prohibiting discrimination and harassment, as well as processes and procedures to address incidents of harassment.

Policy of Nondiscrimination.  The Davenport Community School District is an equal-opportunity employer and does not discriminate against applicants for employment or employees because of their age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or any other trait or characteristic protected by law.

Harassment Prohibited Harassment of employees is against federal and state law and against District policy.  The District prohibits harassment of employees based on the employee’s age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or any other trait or characteristic protected by law.

This policy applies to harassment of employees by students, employees, parents/guardians, or volunteers.  This policy also governs vendors or any others having business or contact with District employees.

This policy applies while employees are on property within the jurisdiction of the District; while on school-owned or school-operated vehicles; while attending or engaged in school-sponsored activities; and while away from school grounds if the misconduct directly affects the good order, efficient management and welfare of the school or school district.

Harassment Defined.  When looking at the totality of the circumstances, harassment mean any electronic, written, or verbal communication or physical act or conduct toward an employee that is based on the employee’s protected status as noted above that creates an objectively hostile school environment.  An objectively hostile school environment may be created if the communication, act or conduct:

  • Has the purpose or effect of creating an intimidating, hostile, or offensive work environment;
  • Has the purpose or effect of unreasonably interfering with an employee’s work performance; or
  • Otherwise adversely impacts an employee’s employment opportunities.

“Electronic” means any communication involving the transmission of information by wire, radio, optical cable, electromagnetic, or other similar means.  “Electronic” includes but is not limited to communication via electronic mail, internet-based communications, pager service, cell phones, electronic text messaging, or similar technologies.

Harassment may include, but is not limited to, the following behaviors and circumstances:

  • Repeated remarks of a demeaning nature;
  • Demeaning jokes, stories, or activities directed at the employee;
  • Unreasonable interference with an employee’s performance;
  • Name-calling, derogatory slurs, or wearing or possessing items depicting or implying hatred or prejudice of one of the protected classes noted above;
  • Requiring explicitly or implicitly that an employee submit to harassment as a term or condition of employment; or
  • Requiring submission to or rejection of such conduct as a basis for decisions affecting the employee.

 

Racial Harassment Defined.  By way of example of how the above applies to a specific protected trait, the District provides the following guidance regarding prohibited harassment based on race.

Racial harassment consists of physical or verbal conduct toward an employee that is based on that employee’s race that creates an objectively hostile working environment.  An objectively hostile working environment may be created if the communication, act or conduct:

  • Has the purpose or effect of creating an intimidating, hostile, or offensive work environment;
  • Has the purpose or effect of unreasonably interfering with an employee’s work performance; or
  • Otherwise adversely impacts an employee’s employment opportunities.

Examples of conduct that may constitute harassment based on race include:  graffiti containing racially offensive language; name-calling, jokes or rumors based on race; threatening or intimidating conduct directed at another because of the other’s race; notes or cartoons; racial slurs, negative stereotypes and hostile acts based on another’s race; written or graphic material containing racial comments or stereotypes that are posted or circulated and are aimed at degrading individuals based on race; a physical act or aggression or assault on another because of, or in a manner reasonably related to, race; and other kinds of aggressive conduct such as theft or damage to property that is motivated by race.  This conduct may also constitute harassment when based on any other protected status noted above.

 

Sexual Harassment Defined.  It is a violation of this policy for any person to harass an employee through conduct or communications of a sexual nature. Sexual harassment consists of unwelcome sexual advances, requests for sexual acts or favors, or other verbal or physical conduct of a sexual nature when:

  • Submission to the conduct is made either implicitly or explicitly a term or condition of an individual’s employment;
  • Submission to or rejection of the conduct is used as the basis for employment decisions affecting an individual (i.e., promotion, demotion or transfer); or
  • The conduct has the purpose or effect of substantially interfering with an employee’s work performance by creating an intimidating, hostile, or offensive working environment.

Sexual harassment may include, but is not limited to the following:

  • Requests or pressure for sexual activity;
  • Unwelcome touching; or
  • Other verbal or physical conduct of a sexual nature, such as inappropriate jokes or pictures, teasing related to sexual characteristics, unwanted discussions of sexual activities, or repeated remarks to a person with sexual or demeaning implications.

 

Reporting Instances of Harassment, including Sexual Harassment.  Employees who believe they are being harassed by other employees, students, parents/guardians, or volunteers or who have witnessed harassment, are strongly encouraged to report the conduct immediately to their Immediate Supervisor, the Building Principal, Assistant Building Principal, or the Human Resources Director.

Upon receipt of a report or complaint alleging harassment, the Immediate Supervisor, Building Principal or Assistant Building Principal shall immediately notify the Human Resources Director.  The Human Resources Director is located at 1606 Brady Street; Davenport, Iowa 52803; phone 563/336-3813.

The complainant may be required to complete a written form and to turn over copies of evidence of harassment including but not limited to letters, emails, and pictures.  The complainant and the accused’s confidentiality will be respected to the extent possible but confidentiality cannot be guaranteed given the necessity of the District to investigate the allegations of misconduct and to take corrective action when the alleged conduct has occurred.

 Investigation.  The Human Resources Director or his or her designee will investigate any and all complaints of harassment.  The investigation of the complaint will be undertaken promptly.  Both the complainant and accused will be given an opportunity to provide a statement.  The investigator will also interview others who may have knowledge of the alleged incident or the circumstances giving rise to the complaint and evaluate any information or documents relevant to the complaint.  This information may include emails, texts, videotapes, or any other physical evidence.

District employees, students, parents/guardians, and volunteers shall fully and fairly cooperate in the investigation.  The District will take action to stop the harassment, remedy the harassment, prevent recurrence, and take immediate interim measures to protect the complainant, if necessary.

Individuals who knowingly file false harassment complaints and any person who gives false statements in an investigation shall be subject to discipline by appropriate measures, up to and including termination.

Unless extenuating circumstances prevent otherwise, the investigation shall be completed no later than ten (10) school days from the receipt of the complaint.  The Director of Human Resources or his or her designee shall draft a written report upon completion of the investigation.  The report shall include a determination of whether the allegation has been substantiated as factual and whether there is a violation of this policy.

The investigator will consider the totality of circumstances presented in determining whether conduct objectively constitutes harassment.  In regard to complaints regarding a hostile environment, the investigator will determine if the alleged harassment is so severe, pervasive or persistent that it creates an abusive environment, when looked at both objectively (meaning that a “reasonable person” would find the environment hostile) and subjectively (meaning the affected individual felt the environment was hostile).  The investigator will examine the context, nature, scope, frequency, duration, history, and location of incidents, as well as the identity, number, and relationships of the persons involved.

A summary of the report, including a finding that the complaint was founded, unfounded, or inconclusive will be forwarded to the complainant and to the accused.

The Human Resources Director shall be responsible for maintaining the written reports for at least five (5) years.

If the complaint involves the Human Resources Director the investigation and report will be completed by the Equity Director

 

Corrective Action.  Acts of harassment may be grounds for discipline.  Upon receipt of the report of the Human Resources Director that a violation has occurred, the District will take prompt, appropriate formal or informal action to address, and where appropriate, remediate the violation.  Discipline may include suspension, expulsion or exclusion of a student, termination of an employee, and exclusion of a parent/guardian or volunteer from District activities or school premises.  In addition, the District may take action other than discipline to halt harassment including counseling, training, teacher-parent conferences, transfer, remediation, or other appropriate corrective action.

 

No Retaliation.  No person shall retaliate against any person because the person has filed a harassment complaint, assisted or participated in an investigation, or opposed conduct that violates this policy.  Any school employee found to have retaliated in violation of this policy shall be subject to measures up to and including termination of employment.  Any school volunteer or parent/guardian found to have retaliated in violation of this policy shall be subject to measures up to and including exclusion from school grounds.

Notification.  The District will annually publish this policy. Publication may occur by inclusion in handbooks, including those for students, employees, and volunteers; inclusion in registration materials; and/or inclusion on the school or District’s website.  A copy of this policy is available at the central administrative office at 1606 Brady Street, Davenport, Iowa 52803.

  • Cross Reference: Board Policy 401.42 Harassment: Personnel; 401.46 Student Abuse by Employees (includes reference to level I & II);  Administrative Regulation 504.10A, 504.10B, 504.10C
  • Legal References:  20 U.S.C. §§ 1221-1234i (2004); 29 U.S.C. § 794 (1994); 42 U.S.C. §§ 2000d-2000d-7 (2004); 42 U.S.C. §§ 12001 et.seq. (2004); Senate File 61, 1st Regular Session, 82nd General Assembly (2007); Iowa Code §§ 280.12; 280.28; 216.9; 280.3; 216.9 (2007); 281 I.A.C. 12.3(6).
  • Adopted by the Board: Adoption 10/10/05; Revised 10/08/07; Revised 09/29/08
  • Edited: 09/08; Revised 5/14//12

 


 

401.43
PERSONNEL–GENERAL

Verification of Criminal Conviction Records

In the interest of safety and the security of students, employees, and the property of the District, the Human Resource Department will take the necessary steps to obtain required criminal conviction checks from each and every jurisdiction in which an individual recommended for employment has resided during the last five years, or a longer period of time if required by law.

The administration will develop procedures for conducting the required background inquiries necessary to determine any criminal convictions or sexual offenses on record. The Human Resource Department may be allowed to request or perform additional background inquiries, if necessary, to determine all criminal convictions of an individual recommended for employment.

Information regarding convictions if any shall be reviewed and used to verify an applicant’s report of criminal conviction on his other application form, prior to any individuals beginning employment.

Any cost for obtaining a criminal “conviction check” shall be the responsibility of the District.

 

  • Legal References: Code of Iowa 279.13, 235A.15, 235B.6321
  • Cross References: Board Policy 401.06 Personnel Records; 401.08 New Staff Positions; 401.09 Required Forms; Administrative Regulation 401.43A
  • By action of the Board 7/9/87; Reviewed 1/13/92; Revised 3/11/96; Revised 10/28/96; Revised 12/09/02; Reviewed 12/10/07 with further consideration in 2007-2008
  • Edited 12/07
  • Revised 10/22/12

 

401.44

PERSONNEL

Employee Substance Abuse Policy

I. Definitions

For the purposes of this policy these terms are defined as follows:

A. Alcohol:Any beverage containing more than one-half of one percent of alcohol by volume including alcoholic liquor, wine, and beer.

B. Controlled Substance:A drug substance, or immediate precursor in schedules I through V, as found in Iowa Code 204.202 – 204.212.

C. Counterfeit Controlled Substance:A controlled substance which, or the container or labeling of which, without authorization, bears the trademark, trade name, or other identifying mark, imprint, number, or device, or any likeness thereof, of a manufacturer, distributor or dispenser other than the person who in fact manufactured, distributed or dispensed the substance.

D. "Reasonable Suspicion": Includes but is not limited to observable phenomena while at work, abnormal or erratic behavior while at work, a report of alcohol or drug use from a credible source or evidence that an employee caused an accident while at work.

E. Substance Abuse: The use of drugs or alcohol in violation of federal law or in violation of school policy.

F. Under the Influence: Can be measured by the employee’s impaired job performance resulting from substance abuse or a positive urinalysis result.

G. "Drug Test": Any blood, urine, saliva, chemical, or skin tissue test conducted for the purpose of detecting the presence of a chemical substance including alcohol in an individual.

II. Drug and Alcohol Use or Possession

A. The use, possession, sale, transfer, purchase, or being under the influence of alcohol (se Definitions Section 1.F) or illegal controlled substances or other intoxicants by employees at any time on District premises, or while on District business, is absolutely prohibited, and the employee is subject to disciplinary action up to and including termination.

B. Drugs prescribed by a certified doctor for a specific individual may be possessed and used as long as the drug does not impair the individual or the individual’s ability to perform the job safely.

C. Employees who report for duty or are on District property or are on District business while under the influence of any alcoholic beverage or illegally obtained drug, narcotic, or other illegal substance are subject to disciplinary action up to and including termination.

D.  Refusal to submit immediately to an alcohol or drug screening when requested by a supervisor or the Director/Associate Director of Human Resources Services may constitute insubordination and will be grounds for discipline up to and including termination.

III. Due Process

Disciplinary action taken against an employee for a violation of this policy shall be subject to Iowa law and procedures set forth in any applicable collective bargaining agreement. At the employee’s request, representation in accordance with the applicable labor agreement may be in attendance.

  • Cross Reference: Policy 401.47 Employee Substance Abuse Testing Policy

  • By action of the Board 3/14/88; Revised 6/14/93; Revised 10/4/99; Revised 12/20/04; Reviewed 5/10/10

  • Edited 12/04; 5/10


 

401.45

PERSONNEL

Professional Development

Professional development is a basic component in the continuing preparation of teachers, administrators, and other PreK-12 certificated and classified staff as they extend their professional or technical knowledge. The Board supports this commitment to the continued process of professional growth so that the skills and content background of all staff are consistent with the current best practices and translate into improved student learning in all areas.

As part of the budgeting process, the Board shall allocate sufficient funds to provide a reasonably comprehensive staff development program for all employees.

The Iowa Professional Development Model will be used as the structure for Davenport Community School’s Staff Development Plan. It will provide a structure for staff development that is focused, collaborative, and that directly supports the Comprehensive School Improvement Process goals for student achievement.

Employees shall also be encouraged to attend professional meetings at the regional, state, and national levels and to belong to professional organizations.

 

  • Legal References: Code of Iowa  Chapter 294.A  Educational Excellence Programs; Chapter 295  School Improvement Technology Programs; Iowa School Standards – Chapter 670-4.7
  • By action of the Board 7/17/89; Revised 5/27/97; Revised 8/11/03; Reviewed 5/10/10
  • Edited 8/03; 5/10; Reviewed 8/24/15

 

401.46

PERSONNEL

Student Abuse By Employees

Any school employee committing acts of physical or sexual abuse toward students, which includes inappropriate and intentional sexual behavior, is subject to disciplinary sanctions up to and including discharge.

It is the policy of the District to respond promptly to allegations of abuse of students by school employees by investigating or arranging for full investigation of any allegation, and to do so in a reasonably prudent manner. The processing of a complaint or allegation shall be handled confidentially to the maximum extent possible. All 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 Superintendent or superintendent’s designee shall prescribe procedures and regulations in accordance with the rules adopted by the State Board of Education to carry out this policy. To report student abuse by an employee, complaint forms are available on-line Complaint Against School Personnel Form  at each school and at the Achievement Service Center. Additional information may be obtained by contacting the school or the Achievement Service Center.

LEVEL I & II INVESTIGATORS  

To investigate allegations of abuse of students by school employees, the District shall appoint a Level I Investigator and an alternate, and shall arrange for a trained, experienced professional to serve as the Level II Investigator (a non-school employee). The Level I Investigator and alternate shall be provided training, at the District’s expense, in conducting an investigation.

The Level I Investigator and alternate appointment(s) and the list of Level II Investigators will be approved annually by the Board. The names and telephone numbers or other contact information of the Level I Investigator and alternate will be published annually in student handbooks, a local newspaper, and posted in each attendance center. 

  • Cross References:  Administrative Regulation 401.46A, Administrative Regulation 401.46B
  • Legal References: Iowa Code § 19B.12 (Sexual Harassment Prohibited), § 280.17 (Procedures for Handling Child Abuse Reports), § 709.15 (Sexual Exploitation by a School Employee); 281 Iowa Administrative Code 102
  • By action of the Board 6/11/90; Revised 5/27/97; Revised 12/09/02; Reviewed 12/10/07; Edited 12/07; Revised 11/26/12

 


 

401.47

PERSONNEL

Employee Substance Abuse Testing

A. The District may require current and prospective employees to submit to a “drug test” when one of the following conditions exists:

  1. The District has reasonable suspicion to believe that an employee’s faculties are impaired on the job.

  2. The employee is chosen as part of a system of random testing as required by state or federal law. Random testing may be done without further notice after employees have been initially notified of this possibility.

  3. The prospective employee is required to operate a DCSD vehicle or heavy equipment.

B.  PROCEDURES

  1. The Supervisor, after notifying the employee about the test and reviewing the procedure with the employee, must make arrangements with the Metropolitan Lab or CADS to arrange for screening as soon as possible.

  2. The Director or Supervisor must either accompany the employee to the screening site or see that transportation is provided and, after testing, see that the employee is taken home.  The employee will not be allowed to drive.

  3. A test sample from the employee will be withdrawn and analyzed by a laboratory or testing facility that has been approved under rules adopted by the Department of Public Health.  Testing shall occur immediately before, during or immediately after a regular work shift.  All costs for the test will be borne by the District.

  4. 4. If a test is conducted and the results indicate that the employee is under the influence of alcohol or a controlled substance, or indicate the presence of alcohol or a controlled substance, a second test using an alternative method of analysis may be conducted. When possible and practical, the second test shall use a portion of the same test sample withdrawn from the employee for use in the first test. Costs for the second test will be borne by the employee. If the results of the second test do not confirm the results of the first test, the District will reimburse the employee for the costs associated with the second test.

  5. If the results of a first test are positive, the District will notify the current employee by certified mail, return receipt requested.  If a test is confirmed positive for a prospective employee, the District will notify the prospective employee in writing of the confirmed positive results and provide the name and address of the medial review officer who made the report. An employee shall be accorded a reasonable opportunity to rebut or explain the results of a drug test.

C. The District prohibits the use of alcohol or illegal controlled substances during work hours and reserves the right to discipline employees up to and including discharge for the use of, or being under the influence of alcohol,  in possession of, or distributing  illegal controlled substances during work hours. For the purposes of this section, an employee is deemed to have used alcohol or be deemed under the influence of alcohol if the test confirms a level of .04 or higher.

D.  If an employee refused to submit to a drug test, the employee is subject to discipline, including discharge.

E. The District shall protect the confidentiality of the results of any drug test conducted on an employee. The results of the test may be recorded in the employee’s personnel records. However, if an employee whose test indicated the employee was under the influence of alcohol or a controlled substance, or indicated the presence of a controlled substance, has undergone substance abuse evaluation, and when treatment is indicated under the substance abuse evaluation, has successfully completed treatment for substance abuse, the employee’s personnel records shall be expunged of any reference to the test or its results when the employee leaves employment.

F. The District shall educate employees and prospective employees of the dangers of drug and alcohol use in the workplace by making available a resource file with the names of area drug and alcohol abuse programs and mental health providers, including the benefits and services of the District’s Employee Assistance Program.

  • Cross References: Policy 401.44 Employee Substance Abuse Policy,  Administrative Regulation 401.47A

  • By action of the Board 3/14/88; Revised 6/14/93; Revised 10/4/99; Revised 11/22/04; Reviewed 5/10/10

  • Edited 11/04; 5/10


 

401.48

PERSONNEL

Drug Free Workplace Policy

A. As a condition of employment, the employee will notify the District in writing of any drug statute conviction for a violation occurring in the workplace no later than five calendar days after such conviction.

B. Within 30 calendar days of receiving notice under the preceding paragraph “A,” the District shall take one of the following actions with respect to any employee who is so convicted:

  1. Take appropriate disciplinary action against such employee, which may include termination.

  2. Require such employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved by a federal, state, or local health, law enforcement, or other appropriate agency.

C. It is the intention of the District to comply fully with U. S. Department of Transportation regulations implementing the Omnibus Transportation Employee Testing Act of 1991 (including subsequent revisions or additions) and the laws of the State of Iowa as they may pertain to this area. Any employee covered by this act shall be subject to reasonable suspicion, post-accident, return-to-duty and follow-up alcohol and drug testing pursuant to procedures set out in this Federal law and federal regulations.

  • By action of the Board 6/14/93; Revised 12/19/95; Revised 1/24/00; Revised 11/22/04; Reviewed 5/10/10

  • Edited 11/04; 5/10


 

401.49

PERSONNEL

Violence in the Workplace

The District is committed to providing a safe, professional work environment that is free of violence, either by employee against employee or by third parties against employees.  Workplace violence, in any form and includes, but is not limited to, the following when such conduct is committed on District property, at a school activity or event, or in connection with a school activity or event:

  1. The offensive and/or unlawful touching by one person against another;
  2. Threats or bodily harm to another;
  3. The use of abusive language, threatening, or intimidating comments;
  4. The possession of unauthorized firearms or weapons while on school district property;
  5. Conduct detrimental to District personnel, which may cause undue disruption of work or endanger the safety of persons or property;
  6. Stalking;
  7. Causing or encouraging another to commit conduct as listed above.

Such conduct will be subject to disciplinary action, up to and including termination of employment.  Acts deemed violent, even if not specifically covered in board policies, may incur discipline including termination.  Employees who believe they have been subjected to violence in the workplace as defined in this policy should immediately terminate all contact and communication with the offending party and file a written complaint with the immediate supervisor or other appropriate administrator.  Allegations of workplace violence shall be investigated and if substantiated, disciplinary action shall be taken.  Initiating a complaint under this policy shall not cause any negative impact on complainants nor shall it affect their employment, compensation, or work assignments.

  • Legal References:  (Code of Iowa)  §708.6, 708.11, 724.4
  • By action of the Board 12/19/95; Reviewed 11/23/98; Revised 1/10/05; Revised 7/11/11
  • Edited 1/05, 7/11
  • Reviewed 5/17

 

401.50- Deleted 4/10/17

PERSONNEL–GENERAL

Publication of Articles


 

401.51

PERSONNEL–GENERAL

Organizations

It shall be the policy of the District to encourage employees to belong and be active in professional and community organizations.

 

  • By action of the Board 10/11/76; Revised 4/11/83; Reviewed 1/13/92; Revised 1/25/99; Revised 1/10/05; Reviewed 11/14/11
  • Edited 1/05, 11/11

 

401.55

PERSONNEL–GENERAL

Employee Dress Code

The Board believes that the professional conduct and appearance of our employees is fundamental to creating an environment conducive to learning.  With this in mind, the board expects our employees to dress in a manner which reflects the professional nature of their vocation.