part b: policies in this section follow the complete index in a companion document

Board Policy	Administrative Regulation
401.26 Golden Pass (Revised 1/10/05)	401.26A
401.27 Recognition for Service of Employees (Revised 11/24/03)
401.28 Employee Discount for Adult Education Courses (Deleted 10/8/01)
401.29 Expressions of Caring/Concern (Revised 1/10/05)
401.30 Agents or Salesmen (Revised 1/10/05)
401.31 Advertising in the Schools (Deleted 2/22/99)
401.32 Non-School Employment (Revised 1/10/05)
401.33 Use of Protective Equipment (Revised 9/19/05)
401.34 Public Office: Campaigning and Serving (Revised 1/10/05)
401.35 Complimentary Tickets (Deleted 1/10/05)	401.35A
401.36 Safety Policy (Revised 3/13/06)	401.36A
401.37 Safety Committee
401.38 Nepotism (Revised 09/19/05)
401.39 Dental/Vision Insurance (Revised 1/10/05)
401.40 Review of Personnel Records (Revised 2/12/07)
401.41 Communicable Diseases-Employees (Reviewed 12/10/07)	401.41A
401.42 Harassment: Personnel (Revised 2/23/04)	401.42A
401.43 Verification of Criminal Conviction Records (Reviewed 12/10/07)	401.43A
401.44 Employee Substance Abuse Policy (Revised 12/20/04)
401.45 Professional Development (Revised 8/11/03)
401.46 Student Abuse by Employees (Reviewed 12/10/07)	401.46A
401.47 Employee Substance Abuse Testing (See 401.44 & 401.48) (Revised 11/22/04)	401.47A
401.48 Drug Free Workplace Policy (See 401.44 & 401.47) (Revised 11/22/04)
401.49 Violence in the Workplace (Revised 1/10/05)
401.50 Publication of Articles (Revised 1/10/05)
401.51 Organizations (Revised 1/10/05)

401.01

PERSONNEL--GENERAL

Employment Equity and Non-Discrimination

It is the policy of the District to provide equal employment opportunities and not to discriminate on the basis of gender, race, color, national origin or ancestry, ethnicity, religion, creed, age, marital status, sexual orientation or disability in its programs, activities, or its employment and personnel policies.

The District will strive to provide a fair and supportive environment for all employees regardless of their gender, race, color, national origin, ethnicity, religion, creed, age, marital status, sexual orientation or disability. Harassment of a sexual nature or with demeaning intent related to gender, race, color, national origin or ancestry, ethnicity, religion, creed, age, marital status, sexual orientation or disability, made from one employee to another or from an employee to a student or patron or vice versa, is a violation of this policy.

Persons filing an application with the District shall be given consideration for employment if 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 gender, race, color, national origin or ancestry, ethnicity, religion, creed, age, marital status, sexual orientation or disability. In keeping with the law, the Board shall 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 the Director of Assessment, Equity and Records Services, Davenport Schools Administration 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; Davenport Municipal code 2.58.10 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
• Edited 5/05

401.02

PERSONNEL--GENERAL

Affirmative Action Statement

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 Board, in compliance with regulations of Title IX, will conduct an assessment of the District in order that discrepancies in employment placement, educational opportunities, treatment, and advancement may be determined. 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 Assessment, Equity and Records Services. The plan will include methods for recruiting, employing, training, and promoting underrepresented group members within all levels of the District's work force.

The Affirmative Action Plan for the District will be reviewed at a minimum of every two years in compliance with regulations by the Board.

• Cross References to other policies: Board Policy 401.01 Employment Equity and Non Discrimination; 103.02 Complaints 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
• Edited 4/05

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 the 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.

• Legal Reference: Iowa Code §§ 279.13, 279.15; Board of Directors of Lawton -- Bronson Comm. Sch. Dist. v. Davies, 489 N.W.2d 19 (Iowa 1992); Briggs vs. Board of Directors of Hinton Com. Sch. Dist., 282 N.W.2d 740 (Iowa 1979); Erb. v. Iowa State Bd. of Public Instr., 216 N.W. 2d 339 (Iowa 1974).

• Cross Reference: Board Policy 401.42 Harassment Personnel; 401.44 Employee Substance Abuse; 401.46 Student Abuse by Employees; 401.48 Drug Free Workplace; 401.49 Violence in the Workplace

• Adopted by the Board: 09/19/05

• Edited: 09/05

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

• Edited 1/05

401.05

PERSONNEL--GENERAL

Vacancies

It is the policy of the District to fill vacancies on the basis of merit and fitness and, insofar as possible, when in the interest of the District, to promote employees to higher positions. Posting and bidding procedures shall be in accordance with individual negotiated agreements if applicable. The District is an Equal Opportunity Employer M/F. *

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

*M/F -- Minorities and Females

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

• Edited 1/05

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.

• Cross Reference: Board Policy 306.01 Board of Directors' Records

• Legal References: Iowa Code Ch. 7A § 304.8

• By action of the Board: 7/20/76, 2/14/83; Reviewed 10/14/91; Revised 1/24/00; Revised 2/12/07

• Edited 2/07

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

• 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

• Edited 1/05

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. Insurance Forms

4. Completed Physical Examination Form

5. 1-9 Form: Employment Examination Form

6. Criminal Records Check Request Forms

7. 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

• Edited 1/05

401.10

PERSONNEL--GENERAL

Employee Medical Examination

Board policy regarding Medical Examination and check for tuberculosis is:

Medical Examination requirements for new employees:

1. All new employees are required to have a physical examination, which includes a check for tuberculosis, by their physicians prior to employment. This examination is at the employee's expense unless otherwise stipulated in the negotiated agreement.

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.

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 assure compliance with this policy.

• 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 10/10/05

• Edited 10/05

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

• Edited 1/05

401.12

PERSONNEL--GENERAL

Workmen's Compensation

Compensation in case of accident while performing school duties is provided by the Board through Workmen's Compensation. This provides compensation for loss of time and for medical expenses when treated by the district-approved physician.

• Cross Reference: 401.12A

• 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

• Edited 1/05

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

• Edited 1/05

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

• Edited 1/05

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.

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

• Edited 1/05

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

• Edited 1/05

401.18

PERSONNEL--GENERAL

Bonding

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

• Cross Reference: 401.18A

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

• Edited 1/05

401.19

PERSONNEL--GENERAL

Substandard Performance Penalty

At the discretion of the Superintendent, an established increment may be withheld from any employee whose work is not up to the standard expected of that employee.

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

• Edited 1/05

401.20

PERSONNEL--GENERAL

Suspension, Demotion, and Dismissal

The Superintendent 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 may 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

• Edited 11/04

401.21

PERSONNEL--GENERAL

Tax Sheltered Annuities

 District employees may participate in tax sheltered annuity plans in addition to those set forth in negotiated contracts or provided annually by the Board.

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

• Cross Reference: 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

• Edited 1/05

401.22

PERSONNEL--GENERAL

IPERS Contributions

IPERS contributions shall be provided in accordance with Chapter 97B, 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

• Edited 1/05

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

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

• Edited 12/07

401.25

PERSONNEL--GENERAL

Accrued Yearly Vacation

Upon separation an employee is entitled to accrued earned yearly vacation.

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

• Edited 1/05

policies 401.26 - 401.49 are in a companion document and can be accessed from the 401 Subdirectory