The goal of the Board of Directors of the Eddyville-Blakesburg-Fremont Community School District is to provide an educational program of the highest standards possible within the limits and resources of the budget.  Success in attaining this goal is dependent in large measure upon the competency of the professional staff and of those who serve in direct supporting positions to the instructional program of the school.

It shall be the policy of the Board of Directors to recruit and retain the highest caliber of professional personnel and non-certified employees.

It shall be the policy of the Board of Directors to appoint all personnel in conjunction with the recommendations of the Superintendent.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 07/20/2020
REVISED: 02/08/2021 – APPROVED 03/15/2021

 

Iowa law places upon district school boards of directors the responsibility of establishing rules for their own governances, as well as that of individual directors, officers, employees, teachers and pupils; the care of schoolhouse grounds and the property of the corporation; providing aid in the enforcement of Board rules and requiring performance of duties imposed by law and the rules.

It is not the purpose of this Policy Manual to be a restatement of federal and state law and regulation imposing particular duties and prohibiting certain other behavior, but merely to be a guide to assist administrators, pupils and their parents, staff and the community at large in interacting with the school community.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 07/20/2020
REVISED: 02/08/2021 – APPROVED 03/15/2021

 

It is the policy of the Eddyville-Blakesburg-Fremont Community School District Board of Directors that the District and its personnel at all times comply with federal and state law and regulation.  Any section of this policy manual that is found to be out of compliance with federal and state law and/or regulation is deemed null and void, without affecting the validity of any other part of this manual.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 07/20/2020
REVISED: 02/08/2021 – APPROVED 03/15/2021

 

This school district is organized and known as Eddyville-Blakesburg-Fremont Community School District located in the counties of Mahaska, Keokuk, Monroe, Wapello and Davis, State of Iowa. 

Blakesburg Elementary School, 407 S. Wilson, Blakesburg, Iowa 52536, Grades PK-6

Eddyville Elementary School, 702 Vance Street, Eddyville, Iowa 52553, Grades PK-6

Fremont Elementary School, 525 E. Main Street, Fremont, Iowa 52561, Grades PK-6

Eddyville-Blakesburg-Fremont Junior-Senior High School (grades 7-12), 1301 Berdan Street, Eddyville, Iowa 52553

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 07/20/2020
REVISED: 02/08/2021 – APPROVED 03/15/2021

 

It is the policy of the Board of Directors that the Eddyville-Blakesburg-Fremont Community School District provide a qualified administrative, instructional, and operating staff and physical facilities that it can obtain within the limitations of the community’s ability and willingness to furnish financial support. 

It is the policy of the Board of Directors that its elementary schools and the junior/senior high school provide learning opportunities for all children of school age in the District consistent with the requirements of Iowa law.  In addition, the District supports providing educational and/or recreational programs through cooperative programming with other agencies and through self-supporting efforts by the program participants.

It is the policy of the Board of Directors that, so far as is educationally and economically feasible, students be treated as individuals with their own particular capabilities, aptitudes, and personalities and that students actively participate in the learning process. 

It is the function of the District to provide an educational process that gives students opportunities in a desirable learning atmosphere for obtaining the knowledge, experience, and skills, which careful individual study indicate, will prepare them to make a positive contribution to society and to themselves.

It is the policy of the Board of Directors that all students, regardless of whether they choose a vocation or further formal education, have satisfactorily completed a basic course of study as outlined in the current student handbook before being awarded a high school diploma.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 08/17/2020
REVISED: 02/08/2021 – APPROVED 03/15/2021

 

 

The Board and the District will not discriminate in its educational programs and/or activities on the basis of race, creed, color, gender, sex, national origin, religion, sexual orientation, gender identity, socioeconomic status, disability, age (except for permitting/prohibiting students to engage in certain activities), marital status or genetic information in accordance with state and federal laws, rules, and regulations.

 

The Board and the District will not discriminate in employment opportunities on the basis of age, race, creed, color, gender, sex, sexual orientation, gender identity, national origin, religion, disability or genetic information in accordance with state and federal laws, rules, and regulations.

 

Further, the Board and the District affirm the right of all students and staff to be treated with respect and to be protected from intimidation, discrimination, physical harm and harassment.

 

The Board requires all persons, agencies, vendors, contractors and other persons and organizations doing business with or performing services for the District to subscribe to all applicable federal and state laws, executive orders, rules and regulations pertaining to contract compliance and equal opportunity.

 

The District has adopted grievance procedures for processing complaints of discrimination. If you have questions or a grievance related to sex discrimination pursuant to Title IX, please contact Mary McCrea, Title IX Coordinator, 222 Walnut St, Eddyville, Iowa 52553, 641-969-4226, mary.mccrea@rocketsk12.org, or the U.S. Department of Education (attn. Assistant Secretary, Office for Civil Rights; 400 Maryland Avenue Southwest, Washington, DC 20202; 800-421-3481; OCR@ed.gov).  If you have questions or a grievance related to any other provision of this policy, please contact April Glosser, Equity Coordinator, 222 Walnut St, Eddyville, Iowa 52553, 641-969-4226, april.glosser@rocketsk12.org; to the Director of the Iowa Civil Rights Commission, 400 East 14th Street, Des Moines, Iowa 50319-1004, 1-800-457-4416; to the Office for Civil Rights Chicago Office, United States Department of Education, Citigroup Center, 500 W. Madison Street, Suite 1475, Chicago, Illinois 60661-4544, (312) 730-1560; or to the Equal Employment Opportunity Commission Chicago Office, 500 W. Madison Street, Suite 2000, Chicago, Illinois 60661, 1-800-669-4000.  Inquiries may also be directed to the Director, Iowa Department of Education, Grimes State Office Building, 400 East 14th Street, Des Moines, Iowa 50319-0146.

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019

REVIEWED: 08/17/2020

REVISED: 02/08/2021 – APPROVED 03/15/2021

REVISED: 06/17/2024 – APPROVED 07/15/2024

 

 

The District and the Board will not discriminate on the basis of age (except for permitting/ prohibiting students to engage in certain activities), race, color, national origin, religion, sex, disability, sexual orientation, gender identity or marital status (in programs), gender, socioeconomic status (in programs), creed, or genetic information (in employment) in admission or access to, or treatment in, its programs and activities and in employment practices, pursuant to Title IX of the Education Amendments of 1972, Title VI and Title VII of the Civil Rights Act of 1964, Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act, and other applicable state and federal laws.

Students, parents of students, employees, and applicants for employment in the District will have the right to file a formal complaint alleging discrimination under these Board policies and/or federal or state regulations requiring non-discrimination in programs and employment.  Formal complaints and informal reports regarding sex discrimination, including sexual harassment, will be subject to the Title IX grievance process (see the Title IX Grievance Procedure policy).

Level One - Principal, Immediate Supervisor or Personnel Contact Person
(Informal and Optional - may be bypassed by the grievant)

Level One is informal and optional and may be bypassed by the grievant, including in instances of sexual discrimination.  If a grievant chooses to participate in Level One, the grievant may choose to end the informal Level One process at any time.

Employees with a complaint of discrimination based upon their age, race, creed, color, gender, sexual orientation, gender identity, national origin, religion, disability or genetic information are encouraged to first discuss it with their immediate supervisor, with the objective of resolving the matter informally if the parties agree.  An applicant for employment with a complaint of discrimination based upon their age, race, creed, color, gender, sexual orientation, gender identity, national origin, religion, disability or genetic information are encouraged to first discuss it with the personnel contact person. 

A student, or a parent of a student, with a complaint of discrimination based upon their race, creed, color, gender, sexual orientation, marital status, gender identity, socioeconomic status, national origin, religion, disability, age (except for permitting/prohibiting students to engage in certain activities), or genetic information are encouraged to discuss it with the instructor, counselor, supervisor, building administrator, program administrator or personnel contact person directly involved, with the objective of voluntarily resolving the matter informally if the parties agree.

Level Two - Compliance Officer

If the grievance is not resolved at Level One and the grievant wishes to pursue the grievance, the grievant may formalize it by filing a complaint in writing on a Grievance Filing Form, which may be obtained from the Compliance Officer.  The grievant will state the nature of the grievance and the remedy requested.  The filing of the formal, written grievance at Level Two must be within fifteen (15) working days from the date of the event giving rise to the grievance or from the date the grievant could reasonably become aware of such occurrence.  The grievant may request that a meeting concerning the grievance be held with the Compliance Officer.  A minor student may be accompanied at that meeting by a parent or guardian.  The Compliance Officer will investigate the complaint and attempt to resolve it.  A written report from the Compliance Officer regarding action taken will be sent to the involved parties within a reasonable time after receipt of the grievance.

Level Three - Superintendent/Administrator

If the complaint is not resolved at Level Two, the grievant may appeal it to Level Three by presenting a written appeal to the Superintendent.  Within five (5) working days after the grievant receives the report from the Compliance Officer, the grievant may request a meeting with the Superintendent.  The Superintendent may request a meeting with the grievant to discuss the appeal.  A decision will be rendered by the Superintendent within a reasonable time after the receipt of the written appeal.  If, in cases of disability grievances at the elementary and secondary level, the issue is not resolved through the grievance process, the parents have a right to an impartial hearing to resolve the issue.

Level Four - Appeal to Board

If the grievant is not satisfied with the Superintendent's decision, the grievant can file an appeal with the Board within five (5) working days of the decision.  It is within the discretion of the Board to determine whether it will hear the appeal.

The District will take steps to prevent the recurrence of any discrimination and to correct its discriminatory effects on the complainant.

This procedure in no way denies the right of the complainant to file formal complaints with the Iowa Civil Rights Commission, the United States Department of Education Office for Civil Rights or Office of Special Education Programs, the Equal Employment Opportunity Commission or the Iowa Department of Education for mediation or rectification of civil rights complaints or to seek private counsel for complaints alleging discrimination.

The Compliance Officer is:

Superintendent of Eddyville-Blakesburg-Fremont CSD
222 Walnut St, Eddyville, IA 52553
641-969-4226
8:00 am to 4:30 pm

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 08/17/2020
REVISED: 02/08/2021 – APPROVED 03/15/2021

 

I,_____________________________________, am filing this grievance because

_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

(attached additional sheets as necessary)

 

Describe incident or occurrence as accurately as possible:

_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

 

Signature________________________________

Address_________________________________

Phone Number____________________________

If student, name____________________            Grade Level__________

Attendance center___________________

 

Name of Individual Alleging Discrimination or Non-Compliance

Name___________________________

Grievance Date___________________

State the nature of the complaint and the remedy requested.

_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

 

Indicate Principal's or Supervisor's response or action to above complaint.

_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

 

Signature of Principal or Supervisor_________________________________________

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 08/17/2020
REVISED: 02/08/2021 – APPROVED 03/15/2021

 

The District and the Board will not discriminate on the basis of age (except for permitting/ prohibiting students to engage in certain activities), race, color, national origin, religion, sex, disability, sexual orientation, gender identity or marital status (in programs), gender, socioeconomic status (in programs), creed, or genetic information (in employment) in admission or access to, or treatment in, its programs and activities and in employment practices, pursuant to Title IX of the Education Amendments of 1972, Title VI and Title VII of the Civil Rights Act of 1964, Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act, and other applicable state and federal laws.

 

I.          REPORTING SEX DISCRIMINATION

Any person may report sex discrimination, including sexual harassment, to the Title IX Coordinator. A report may be made whether or not the person reporting is the person alleged to be the victim of conduct that could constitute sex discrimination or sexual harassment. A report may be made in person, by mail, by telephone, by electronic mail, or by any other means that results in the Title IX Coordinator receiving the person’s verbal or written report. Such a report may be made at any time (including during non-business hours) by using the telephone number or electronic mail address, or by mail to the office address, to the following individual: Mary McCrea, Title IX Coordinator, 222 Walnut St, Eddyville, Iowa 52553, 641-969-4226, mary.mccrea@rocketsk12.org.

The District, through its Title IX Coordinator, will respond promptly, reasonably, and equitably to all reports of sex discrimination, including sexual harassment, occurring in its educational programs or activities and against a person in the United States.

For purposes of this procedure, “complainant” is defined as an individual who is alleged to be the victim of conduct that could constitute sexual harassment, and the term “respondent” is defined as an individual who has been reported to be the perpetrator of conduct that could constitute sexual harassment.

For purposes of this procedure, “sexual harassment” means conduct on the basis of sex that involves:

• A District employee conditioning District aid, benefits, or services on an individual’s participation in unwelcome sexual conduct;
• Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the recipient's education program or activity; or
• Sexual assault, dating violence, domestic violence, or stalking as defined by the statutes cited in 34 C.F.R. § 106.30.

For purposes of this procedure, “education program or activity” includes locations, events, or circumstances over which the District exercised substantial control over both the respondent and the context in which the sexual harassment occurs.

In response to any report of sex discrimination, the Title IX Coordinator will promptly contact the complainant to discuss the availability of supportive measures. Supportive measures are available with or without filing a formal complaint. The Title IX Coordinator will also consider the complainant’s wishes with respect to supportive measures, inform the complainant of the availability of supportive measures with or without the filing of a formal complaint, and explain to the complainant the process for filing a formal complaint.

 

II.        SUPPORTIVE MEASURES

The range of supportive measures available to complainants and respondents may include:

• counseling,
• extensions of deadlines or other course-related adjustments,
• modifications of work or class schedules,
• campus escort services,
• mutual restrictions on contact between the parties,
• changes in work or housing locations,
• leaves of absence,
• increased security and monitoring of certain areas of the campus,
• and other similar measures as deemed appropriate by the Title IX Coordinator after considering the wishes of complainant and the facts and circumstances of the complaint.

The District will maintain as confidential any supportive measures provided to the complainant or respondent, to the extent that maintaining such confidentiality would not impair the ability of the District to provide the supportive measures.

 

III.       SANCTIONS

Disciplinary sanctions cannot be imposed against a respondent unless a formal complaint is filed, and the grievance procedure described below is completed. Possible disciplinary sanctions that may be implemented following a determination of responsibility include but are not limited to any of the student disciplinary measures described in this Policy Handbook, up to and including expulsion.

 

IV.       GRIEVANCE PROCESS FOR FORMAL COMPLAINTS OF SEXUAL HARASSMENT

Title IX Grievance Process Generally

The District will apply this Title IX Grievance process whenever a formal complaint of sexual harassment is filed with the Title IX Coordinator. A “formal complaint of sexual harassment” is any document filed by a person alleging to be victim of conduct that could constitute sexual harassment (“complainant”) or signed by the Title IX Coordinator. It does not need to be filed in paper form. It also does not need to be signed by the complainant, but it must indicate that the complainant is the person filing the complaint.

The grievance process is designed to restore or preserve a complainant’s and respondent’s equal access to the District’s education programs and activities. Remedies may include supportive measures for the complainant as well as disciplinary sanctions against the respondent.

In investigating and resolving formal complaints under this grievance process, the District will observe the following requirements:

• The District shall evaluate all relevant evidence—including both inculpatory and exculpatory evidence. The District will not judge a person’s credibility based on their status as a complainant, respondent, or witness. Furthermore, the district will not require, allow, rely upon, or otherwise use questions or evidence that constitute, or seek disclosure of, information protected under a legally recognized privilege, unless the person holding such privilege has waived the privilege.

• The Title IX Coordinator and any person designated as an investigator, initial decision-maker, appellate decision-maker, or informal resolution facilitator will promote an impartial investigation and adjudication, will not have a conflict of interest with any party to the complaint, and will not hold a bias for or against any party to the complaint. They will not rely on sex stereotypes in performing their duties under this procedure. These persons shall also be appropriately trained regarding this grievance procedure, necessary technology, and applicable laws and regulations.

• The respondent to a formal complaint of sexual harassment is presumed not responsible for the alleged conduct until a determination regarding responsibility is made at the conclusion of the grievance process. The standard of proof for determining responsibility will be a preponderance of the evidence. This standard shall apply whether the respondent is a student or an employee.

• The District has prescribed procedural deadlines throughout the grievance process in order to ensure the reasonably prompt resolution of a complaint, including reasonably prompt resolution of any appeal and any informal resolution procedures. However, the District may permit a temporary delay of the grievance process or the limited extension of these deadlines for good cause. Good cause may include considerations such as the absence of a party, a party’s advisor, or a witness; concurrent law enforcement activity; or the need for language assistance or accommodation of disabilities. A written request for a delay or extension of such deadlines may be submitted to the Title IX Coordinator by either party prior to the lapse of the applicable deadline. Whether to grant an extension of time is a discretionary decision of the Title IX Coordinator and is not a basis for appeal.

Notice of Allegations

Within five (5) days after receiving of a formal complaint, the District will provide a written Notice of Allegations to the parties who are known. In addition to other information required by law, the Notice of Allegations will include a description of this grievance process, including any informal resolution process; the names of the parties involved in the incident; a statement of the conduct allegedly constituting sexual harassment; and the date and location of the alleged incident, if known.

Administrative Dismissal

The District will dismiss a formal complaint if, at any time following the receipt of a formal complaint, the District determines that: 

• the conduct alleged would not constitute “sexual harassment” as defined by this policy even if proved,
• the conduct alleged did not occur in the district’s educational program or activity,
• the conduct alleged did not occur against a person in the United States,
• the complainant notifies Title IX Coordinator in writing of desire to withdraw formal complaint,
• the respondent is no longer enrolled or employed by the District, or
• specific circumstances prevent the District from gathering evidence sufficient to reach a determination.

The District will promptly notify the parties of an administrative dismissal and the reason for the dismissal.

Informal Resolution

Some formal complaints may be resolved through an informal resolution process. If the parties agree to participate in an informal resolution process, the Title IX Coordinator work with parties to reach a mutually agreeable resolution without completing the full Title IX grievance procedure. The informal resolution process is voluntary process and may be attempted at any stage of this procedure prior to the issuance of a determination of responsibility. A party shall not be punished or disadvantaged in any way for declining to participate in an informal resolution process.

The manner of the informal resolution process will be determined on a case-by-case basis by the Title IX Coordinator, who will consider the suggestions of the parties. The informal resolution process may include but is not limited to a conference with the Title IX coordinator or a mediation facilitated by a trained third-party. Before an informal resolution process is commenced, the Title IX Coordinator will provide a written notice disclosing the manner of the informal resolution process, the effects of the process on the formal grievance procedure, and the rights of the parties to withdraw from the informal resolution process. The parties must then consent to the informal resolution process in writing.

At any time prior to agreeing to a resolution, any party has the right to withdraw from the informal resolution process and resume the grievance process with respect to the formal complaint.

Informal resolution is NOT available for formal complaints alleging an employee sexually harassed a student. Additionally, the District cannot facilitate an informal resolution between a complainant and respondent unless a formal complaint has been filed.

Investigation of the Complaint

It is the District’s duty to gather evidence sufficient to make a determination of responsibility with respect to each of the allegations described in the Notice of Allegations. The Title IX Coordinator or an impartial individual designated by the Title IX Coordinator will perform the investigation, which may include interviewing the parties and other witnesses; obtaining documents, data, or other materials; and reviewing any other evidence related to the allegations of the formal complaint. The investigator will not access or consider a party’s medical or mental health records without written consent from the party or the party’s parent, as required by law. The parties will be allowed an equal opportunity to provide additional evidence to the investigator or refer the investigator to additional witnesses.

The District shall not prohibit the parties from discussing the allegations of the formal complaint or gathering and presenting additional evidence to the investigator. Furthermore, either party is entitled to the presence of an advisor—who may or may not be an attorney—during any investigative interview or other grievance proceeding for which the party’s attendance is invited or required. The party and their advisor will be provided written notice of the date, time, and location of any such proceeding and reasonable time to prepare to participate. However, the District may, at its discretion, limit equally for both parties the extent of the advisor’s participation.

Unless additional time for a full and fair investigation is deemed necessary by the Title IX Coordinator, the investigator, or granted to a party upon a showing of good cause, the District will strive to complete its investigation within sixty (60) days after receiving of a formal complaint. At the conclusion of the investigation, the District will provide both parties and any advisors a copy of all evidence gathered by the District that is directly related to the allegations in the formal complaint for inspection and review. The evidence may be provided to the parties in electronic or paper form. Both parties will be allowed ten (10) days to submit a written response to the evidence gathered. After considering any written responses, the investigator will provide the parties and their advisors with a written Investigative Report that fairly summarizes the relevant evidence.

The parties will be allowed an additional ten (10) days to submit a written response to the Investigative Report prior to any determination of responsibility. The District will also allow each party an opportunity to submit written, relevant questions that a party wants asked of any party or witness; provide each party with the answers; and allow for additional, limited follow-up questions from each party. Questions about a complainant’s sexual predisposition or prior sexual behavior are not allowed unless such questions are offered to prove that someone other than the respondent committed the conduct alleged by the complainant, or if the questions concern specific incidents of the complainant’s prior sexual behavior with respect to the respondent and are offered to prove consent.

Determination of Responsibility

The Title IX Coordinator will designate a decision-maker to review the Investigative Report as well as any written responses, questions, and answers submitted with regard to the Investigative Report. The decision-maker must be a different person than the Title IX Coordinator and the investigator. The Title IX Coordinator shall designate an individual who has received appropriate training as the decision-maker for all Title IX grievances.

The decision-maker will issue a reasonably prompt written determination of responsibility regarding the allegations listed in the Notice of Allegations, which will include all information required by law. This determination will be based on the Investigative Report and any responses, questions, and answers submitted. The written determination will be provided simultaneously to both parties. The Title IX Coordinator will be responsible for effective implementation of any remedies imposed by the decision-maker.

Appeals

Either party may appeal a determination regarding responsibility or the administrative dismissal of a formal complaint by filing a written request for appeal with the Title IX Coordinator within five (5) days after receiving notice of the determination or dismissal. The request must state the basis for the appeal, which must be one of the following grounds:

• Procedural irregularity that affected the outcome of the matter;
• New evidence that was not reasonably available at the time the determination regarding responsibility or dismissal was made, that could affect the outcome of the matter;
• The Title IX Coordinator, investigator, or decision-maker had a conflict of interest or bias that affected the outcome of the matter.

An appeal that is not based on one of the foregoing grounds will be administratively dismissed. Likewise, an untimely appeal will be administratively dismissed unless there is good cause for the filing delay. Whether good cause exists is in the discretion of the Title IX Coordinator.

The Title IX Coordinator will notify the other party in writing that an appeal has been filed and will designate an appellate decision-maker to decide the appeal who must not be the complaint investigator, the Title IX Coordinator, or the same person who reached the determination regarding responsibility or dismissal below. The Title IX Coordinator shall designate an individual who has received appropriate training as the appellate decision-maker for all Title IX grievances.

Both parties will be allowed ten (10) days following the notice of appeal to submit a written statement to the appellate decision-maker supporting or opposing the outcome below. The appellate decision-maker will consider these statements as well as the Investigative Report and any questions, and answers submitted to the initial decision-maker. The appellate decision-maker will then issue a written decision describing the result of the appeal and the rationale in a reasonably prompt manner. The decision will be provided to the parties simultaneously.

 

V.        RECORDKEEPING AND CONFIDENTIALITY

For a period of seven (7) years, the District will retain the records of each sexual harassment investigation, including any written initial or appellate determination; any documentation regarding any disciplinary sanctions or remedies imposed; and any informal resolution and the result thereof. The District will also retain all materials used to train the District personnel involved in administering this grievance procedure. The District will also retain for a period of seven (7) years records of any actions, including supportive measures, taken in response to a report of sexual harassment that is not filed as a formal complaint.

The District will keep confidential the identity of any individual who has made a report or complaint of sexual harassment, any individual who has been reported for sexual harassment, any respondent, and any witness, except as necessary to carry out this grievance procedure and to satisfy the District’s duties under the Family Educational Rights and Privacy Act (FERPA) or any other applicable law.

 

VI.       RETALIATION

Intimidating, threatening, coercing, discriminating, or otherwise retaliating against any individual because they have made a report or complaint, testified, assisted, or participated or refused to participate in an investigation, proceeding, or hearing under this policy is prohibited.

 

 

REVIEWED: 02/08/2021 – APPROVED 03/15/2021

 

The District offers career and technical programs in the following areas of study:

 

_____              Agricultural, Food, and Natural Resources

 

_____              Arts, Communications, and Information Systems

 

_____              Applied sciences, technology, engineering, and manufacturing, including transportation, distribution, logistics, architecture, and construction.

 

_____              Health Sciences

 

_____              Human Services, including law, public safety, corrections, security, government, public administration, and education and training.      

 

_____              Business, Finance, Marketing and Management.

 

The District and the Board will not discriminate on the basis of age (except for permitting/prohibiting students to engage in certain activities), race, color, national origin, religion, sex, disability, sexual orientation, gender identity or marital status (in programs), gender, socioeconomic status (in programs), creed, or genetic information (in employment) in admission or access to, or treatment in, its programs and activities and in employment practices, pursuant to Title IX of the Education Amendments of 1972, Title VI and Title VII of the Civil Rights Act of 1964, Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act, and other applicable state and federal laws.

 

The District has adopted grievance procedures for processing complaints of discrimination. If you have questions or a grievance related to sex discrimination pursuant to Title IX, please contact Mary McCrea, Title IX Coordinator, 222 Walnut St, Eddyville, Iowa 52553, 641-969-4226, mary.mccrea@rocketsk12.org, or the U.S. Department of Education (attn. Assistant Secretary, Office for Civil Rights; 400 Maryland Avenue Southwest, Washington, DC 20202; 800-421-3481; OCR@ed.gov).  If you have questions or a grievance related to any other provision of this policy, please contact April Glosser, Equity Coordinator, 222 Walnut St, Eddyville, Iowa 52553, 641-969-4226, april.glosser@rocketsk12.org.

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019

REVIEWED: 09/14/2020

REVISED: 02/08/2021 – APPROVED 03/15/2021

REVISED: 06/17/2024 – APPROVED 07/15/2024

 

The District and the Board will not discriminate on the basis of age (except for permitting/prohibiting students to engage in certain activities), race, color, national origin, religion, sex, disability, sexual orientation, gender identity or marital status (in programs), gender, socioeconomic status (in programs), creed, or genetic information (in employment) in admission or access to, or treatment in, its programs and activities and in employment practices, pursuant to Title IX of the Education Amendments of 1972, Title VI and Title VII of the Civil Rights Act of 1964, Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act, and other applicable state and federal laws.

 

The District has adopted grievance procedures for processing complaints of discrimination. If you have questions or a grievance related to sex discrimination pursuant to Title IX, please contact Mary McCrea, Title IX Coordinator, 222 Walnut St, Eddyville, Iowa 52553, 641-969-4226, mary.mccrea@rocketsk12.org, or the U.S. Department of Education (attn. Assistant Secretary, Office for Civil Rights; 400 Maryland Avenue Southwest, Washington, DC 20202; 800-421-3481; OCR@ed.gov).  If you have questions or a grievance related to any other provision of this policy, please contact April Glosser, Equity Coordinator, 222 Walnut St, Eddyville, Iowa 52553, 641-969-4226, april.glosser@rocketsk12.org.

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019

REVIEWED: 09/14/2020

REVISED: 02/08/2021 – APPROVED 03/15/2021

REVISED: 06/17/2024 – APPROVED 07/15/2024

 

VISION: The vision of the Eddyville-Blakesburg-Fremont Community School District is to learn today for tomorrow’s world.

 

MISSION: The mission statement of the Eddyville-Blakesburg-Fremont Community School District is to provide a quality education which cultivates Iowa students to be collaborative and productive citizens.

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019

REVIEWED: 09/14/2020

REVISED: 02/08/2021 – APPROVED 03/15/2021

REVISED: 02/20/2023

REVISED: 05/15/2023

REVIEWED: 06/19/2023 – APPROVED: 07/17/2023

The Board of Directors believes that evaluation of the educational programs is important to maintain an accredited program.  Additionally, the Board of Directors believes evaluation will enhance the commitment to quality and transformation.

Periodic progress reports shall be made to the Board, at least annually.  The reports shall include, but not be limited to, the strengths and needs of the various educational programs.  The goals of the District will be developed into action plans for implementation on short, intermediate and long-term plans.

Every five (5) years the Board shall conduct a needs assessment, soliciting information from business, industry, labor, higher education and community members, regarding their expectations for adequate student preparation.  One purpose of this assessment is to assist the Board in developing and evaluating a statement of philosophy for the District.  The second purpose of this assessment is to determine the areas of student performance, knowledge and attitudes which are judged to be most crucial in meeting school or District goals.

In conjunction with the needs assessment of the District, the Board shall authorize the appointment of a committee, representing school district personnel, parents, students and community members, to make recommendations and assist the Board in determining the priorities of the District in addition to the basic skills areas of the education program. It shall be the responsibility of the Superintendent to ensure that the school district community is apprised of the Board’s policies, programs and goals and has an opportunity to express their thoughts and suggestions for the operation of the District.  The Superintendent shall report annually to the Board about the means used to keep the community informed.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED 09/14/2020
REVISED: 02/08/2021 – APPROVED 03/15/2021

 

113

LONG-RANGE NEEDS ASSESSMENT

Long-range needs assessment enables the school district to analyze assessment data, get feedback from the community about its expectations of students and determines how well students are meeting student learning goals.  The board will conduct ongoing and in-depth needs assessment, soliciting information from business, labor industry, higher education and community members regarding their expectations for adequate student preparation.

 

In conjunction with the in-depth needs assessment of the school district, the board will authorize the appointment of a committee, representing administrators, employees, parents, students, and community members, to make recommendations and assist the board in determining the priorities of the school district in addition to the basic skills areas of the education program.

 

The Eddyville Blakesburg Fremont Community School District will provide opportunities for local feedback on an ongoing basis in a variety of ways.  The school district reports to the community on the school’s website.  The School Improvement Advisory Committee will meet at least annually and will provide local feedback to the school district.  The School Improvement Advisory Committee makes recommendations to the superintendent.  Feedback is solicited from members.  Input is also sought from the community through parent-teacher conferences, advisory groups, grade level meetings, surveys, and person-to-person contacts.  The district shall utilize the Iowa School Performance Profile to disseminate information on state indicators, locally determined indicators, and locally established student learning goals. 

 

It is the responsibility of the superintendent to ensure the school district community is informed of students’ progress on state and locally determined indicators.  The superintendent will report annually to the board about the means used to keep the community informed. 

 

As a result of the board and committee’s work, the board will determine major educational needs and rank them in priority order; develop long-range goals and plans to meet the needs; establish and implement short-ranged and intermediate-ranged plans to meet the goals and to attain the desired levels of student performance; evaluate performance and results of school improvement projects; and annually report the school district’s progress made under the plan to the committee, community and the Iowa Department of Education.

 

REVIEWED: 11/18/2024 – APPROVED: 12/02/2024

The Eddyville-Blakesburg-Fremont Community School District board is authorized by and derives its organization from Iowa law.  The Board shall consist of seven (7) board members.  The District shall be divided into seven director districts as closely matched as possible by population as provided in Iowa law.  One director shall be elected from each director district.

The Board is organized for the purpose of setting policy and providing general direction for the District.  The Board shall hold its organizational meeting in each odd-numbered year at the first regular meeting following the canvass of votes.  The retiring Board shall transfer materials, including the Board policy manual, and responsibility to the new Board.

The organizational meeting allows the outgoing Board to approve minutes of its previous meetings; complete unfinished business; and review the school election results.  The retiring Board shall adjourn and the new Board shall then begin.  The Board Secretary will administer the oath of office to the newly elected Board members.  The Board Secretary will preside while the new Board elects the president and vice president of the new Board.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 10/19/2020

 

The Board of the Eddyville-Blakesburg-Fremont Community School District, acting on behalf of the District, shall have jurisdiction over school matters within the territory of the District.

The Board is empowered to make policy for its own governance, for employees, for students and for District facilities.  The Board is also empowered to enforce its policies.  The Board may, through its quasi-judicial power, conduct hearings and rule on issues and disputes confronting the District.

The Board has these powers and all other powers expressly granted to it in federal and state law as well as the powers that can be reasonably implied from the express powers.

Because all powers of the Board derived from the state statutes are granted in terms of action as a group, individual Board members exercise authority over district affairs only as they vote to take action at a legal meeting of the Board.  In other instances, an individual Board member, including the president, will have power only when the Board, by vote, has delegated authority.  The Board will make its members, the District staff, and the public aware that only the Board acting as a whole has authority to take official action.  Therefore, the Board may transact business only with a quorum present during a regular or special meeting.

Pursuant to the state statutes, any Board member shall not seek individually to influence the official functions of the District.  The Board and its members will deal with administrative services through the Superintendent and will not give orders to any subordinates of the Superintendent either publicly or privately, but may make suggestions and recommendations.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 10/19/2020

 

The Board is authorized to govern the District which it oversees.  As the governing board of the District, the Board has three duties to perform:  legislative duty, executive duty, and evaluative duty.

As a representative of the citizens of the District community, the Board is responsible for legislating policy for the District.  As a policy making body, the Board has jurisdiction to enact policy with the force and effect of law for the management and operation of the District.

It is the responsibility of the Board, under the Board’s executive duty, to select its chief executive officer, the Superintendent, to operate the District on the Board’s behalf.  The Board delegates to the Superintendent its authority to carry out Board policy, to formulate and carry out rules and regulations and to handle the administrative details in a manner which supports and is consistent with Board policy.

The Board has a responsibility to review the education program’s performance under its evaluative duty.  The Board regularly reviews the education program and ancillary services.  The review includes a careful study and examination of the facts, conditions, and circumstances surrounding the amount of funds received or expended and the education program’s ability to achieve the Board’s educational philosophy for the District.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 10/19/2020

 

The election of citizens to the Board takes place on the first Tuesday after the first Monday in November of odd-numbered years. Each school election is used to elect citizens to the Board to maintain a seven-member board and to address questions that are submitted to the voters.

Citizens of the District community seeking a seat on the Board must file their nomination papers with the Board Secretary consistent with the deadlines provided in Iowa law.

If a vacancy occurs on the Board, it shall be filled in accordance with law and Board policy.

All elections will be held as provided in Iowa law. It is the responsibility of the county commissioner of elections to conduct school elections.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 10/19/2020

 

Serving on the Board of Directors is an honor and privilege.  Its rewards are respect from the community, students, and employees and the satisfaction from knowing each Board member contributed to the success of the children in the school district community.  Only those who are willing to put forth the effort to care and to make a difference should consider running for a position on the Board.

Individuals who are willing to serve on the Board believe public education is important, support the democratic process, willingly devote time and energy to Board work, respect educators, and have the ability to examine the facts and make a decision.  The Board believes an individual considering a position on the Board should possess these characteristics.

Citizens wanting to run for a position on the Board must be a citizen of the District, eighteen (18) years of age or older, an eligible elector of the District, and free from a financial conflict of interest with the position.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 11/16/2020

 

Board members are officials of the state.  As a public official, each Board member must pledge to uphold the Iowa and the United States Constitution and carry out the responsibilities of the office to the best of the Board member’s ability.

Each newly elected Board member will take the oath of office prior to any action taken as a school official.  The oath of office is taken by each new Board member elected at the school election at or before the organizational meeting of the Board.  In the event of an appointment or special election to fill a vacancy, the new Board member will take the oath of office within ten days of the appointment or election.

Board members elected to offices of the Board will also take the same oath of office but replacing the office of Board member with the title of the office to which they were elected.

The oath of office is administered by the Board Secretary and does not need to be given at a Board meeting.  In the event the Board Secretary is absent, the oath is administered by another Board member.

Do you solemnly swear that you will support the Constitution of the United States and the Constitution of the state of Iowa, and that you will faithfully and impartially to the best of your ability discharge the duties of the office of _______________ (naming the office) in the Eddyville-Blakesburg-Fremont Community School District as now and hereafter required by law?

Board members elected at the regular election do not need to take the oath of office within ten (10) days.  However, those elected at a special election or appointed to fill a vacancy must take the oath of office within 10 days.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 11/16/2020

 

Board members elected for a full term at a regularly scheduled school election in November in odd numbered years serve for four years.  Board members appointed to fill a vacant position will serve until a successor is elected and qualified at the next regular school election, unless there is an intervening special election for the District, in which event a successor shall be elected at the intervening special election.  A Board member elected to fill a vacancy will serve out the unexpired term.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 11/16/2020

 

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

If a vacancy occurs prior to the expiration of a term of office, the vacancy will be filled by Board appointment within thirty (30) days of the vacancy.  The Board shall publish notice stating the Board intends to fill the vacancy by appointment, but the electors of the District have the right to file a petition requiring the vacancy be filled by a special election.

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

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

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 11/16/2020

 

A majority of the Board of Directors shall be necessary to constitute a quorum for the transaction of business. A majority vote of those present shall be necessary and sufficient to pass any motion or to take any action of the Board unless the vote of a greater number with respect to the particular subject matter shall be required by law or other Board policy.  A quorum need not be present to adjourn a meeting.

Any gathering of a majority of Board members, either formal or informational, in which deliberation of a policy matter takes place, is defined as a meeting.  All such meetings, unless specifically exempt from the Open Meetings Law, are required to have proper notification, public access, open Board discussion and voting by the Board members on the issues properly before the Board, and a public record of the proceeding in the form of written minutes.

All public Board meetings shall be conducted in accordance with the provisions of Iowa law.  The Board Secretary shall be responsible for public notification of all meetings, arranging for audio-recording (when necessary), and making minutes of all meetings and retaining appropriate minutes and records as required by law.

The minutes shall be kept on file as the permanent official records of school legislation for the District.  The Secretary shall be the authorized deputy of the Board to maintain the minutes and shall make them available to any citizen who wishes to examine them, during usual office hours of the District. 

The Board shall follow Parliamentary Procedures at a Glance, Revised, latest edition as modified by any subsequent policy or rule.

 

A.  ANNUAL MEETING

Each year after August 31 and prior to the organizational meeting of the Board in odd-numbered years, the Board will hold its annual meeting.

At the annual meeting, the Board will examine the financial books and settle the Secretary’s and Treasurer’s statements for the fiscal year ending the preceding June 30.  As part of the annual reports, the Treasurer will present affidavits from depository banks.  The Board may also appoint the Board’s legal counsel at the annual meeting.

 

B.  ORGANIZATIONAL MEETING

The Board will hold its organizational meeting in odd-numbered years at the first regular meeting following the canvass of votes.  Notice of the meeting’s place and time will be given by the Board Secretary to each member, member-elect, and the public. The purpose of the meeting is to transfer material and responsibility from the outgoing Board to the new Board.  At the meeting, the Board will elect a President and a Vice President who will hold office for one year.  Once elected, the President and Vice President will be entitled to vote on all matters before the Board.

 

B.  REGULAR MEETINGS

Regular meetings of the Board of Directors shall be held monthly.  The dates, time, and place of regular meetings of the Board of Directors shall be established at the organizational meeting of the Board of Directors in odd-numbered years and at the annual meeting in even-numbered years.  Public notice of the meetings will be given and the meetings shall be open to the public.

 

C.  CLOSED SESSIONS

Closed sessions take place as part of an open meeting. The item for discussion in the closed session will be listed as part of the tentative agenda on the public notice. The motion for a closed session, stating the purpose for the closed session, will be made and seconded during the open meeting. A minimum of two-thirds of the board, or all of the board members present, must vote in favor of the motion on a roll call vote. Closed sessions will be tape recorded and have detailed minutes kept by the board secretary. Final action on matters discussed in the closed session will be taken in an open meeting.

The minutes and the tape recording will restate the motion made in the open meeting, the roll call vote, the members present, and the time the closed session began and ended. The tape recordings and the written minutes will be kept for one year from the date of the meeting. Real estate related minutes and tapes will be made public after the real estate transaction is completed.

The detailed minutes and tape recording will be sealed and will not be public records open to public inspection. The minutes and tape recording will only be available to the board members or, opened upon court order in an action to enforce the requirements of the open meetings law. The board has complete discretion as to whom may be present at a closed session.

The reasons for which the Board of Directors may go into a closed meeting from an open meeting, include, but are not limited to, the following:

1. To review or discuss records which are required or authorized by state or federal law to be kept confidential or to be kept confidential as a condition for the District's possession or continued receipt of federal funds.

2. To discuss strategy with counsel in matters that are presently in litigation or where litigation is imminent where its disclosure would be likely to prejudice or disadvantage the position of the District in that litigation.

3. To discuss whether to conduct a hearing or to conduct hearings to suspend or expel a student, unless an open session is requested by the student or a parent or guardian of the student if the student is a minor.

4. To evaluate the professional competency of an individual whose appointment, hiring, performance or discharge is being considered when necessary to prevent needless and irreparable injury to that individual's reputation and that individual requests a closed session.

5. To discuss the purchase or sale of particular real estate only where premature disclosure could be reasonably expected to increase the price the governmental body would have to pay for that property or reduce the price the District would receive for that property.

 

D.  EXEMPT MEETINGS

Board meetings at which a quorum is not present, or gatherings of the board for purely ministerial or social purposes when there is no discussion of policy or no intent to avoid the purposes of the open meetings law, are exempt from the open meetings law requirements. Since gatherings of this type are exempt from the open meetings requirements, they can be held without public notice, be separate from an open meeting, be held without taping the gathering or taking minutes, and be held without a vote or motion. The board may also hold an exempt session for the following:

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

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

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

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

 

E.  SPECIAL MEETINGS

Special meetings may be called by the President, or by the Secretary upon request of a majority of the members of the Board. Public notice will be given of special meetings.

If the special meeting called is an emergency meeting and the Board cannot give public notice in its usual manner, the Board will give public notice of the meeting as soon as practical and possible in light of the situation. Emergency meetings will only be held when an issue cannot wait twenty-four (24) hours necessary for a special meeting. The reason for the emergency meeting and why notice in its usual manner could not be given will be stated in the minutes.

Only the purpose or issue for which the special meeting was called may be discussed and decided in the special meeting. The Board will strictly adhere to the agenda for the special meeting and action on other issues will be reserved for the next regular or special Board meeting.

 

F.  WORK SESSIONS

The Board may schedule work sessions and retreats in order to provide its members and the administration with opportunities to discuss, review, and plan.  The Board has the authority to hire an outside facilitator to assist it in work sessions.

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

 

G.  PUBLIC HEARINGS

Public hearings may be held on District matters at the discretion of the Board.  Public notice of a public hearing will be in the same manner as for a Board meeting except that the notice will be given at least ten days before the hearing is to be held unless it is impossible or impractical to do so.

At public hearings, citizens of the District who register at the door will be allowed to speak on the issue for which the public hearing is being held.  Others may be allowed to speak at the Board’s discretion.  Speakers are asked to keep their remarks as brief as possible.  Prior to the beginning of the hearing, speakers and spectators will be apprised of the rules of order to be followed regarding time limitations, questions, remarks, and rebuttals.  In no event will a speaker be allowed to take the time of another speaker.

The Board will conduct public hearings in an orderly fashion.  At the beginning of the hearing, statements, background materials, and public hearing rules and procedures will be presented by the Board President.  The Board President will recognize speakers.  A Board member may ask questions of the speakers after receiving permission from the Board President.  Only those speakers recognized by the chair will be allowed to speak.  Comments by others are out of order.  Individuals who interfere with or interrupt speakers, the Board or the proceedings will be asked to leave.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 12/21/2020

 

Public notice of regular or special meetings of the Board shall be provided by posting the agenda on a bulletin Board at the District office.  Notice shall be given at least twenty-four (24) hours prior to the beginning of each meeting and shall include the time, date, place, and tentative agenda.  Notice shall be provided to the news media who have requested it.  The news media list will be revised annually by the Board Secretary.

A special meeting may be called with less than twenty-four (24) hours notice when the Board is required to meet for good cause to take immediate action.  In that case, public notice of the meeting will be given as soon as practical and possible in light of the situation.  The media and others who have requested notice will be notified of the emergency meeting.  Attendance at a special meeting by the media or Board members will constitute a waiver of notice.

It is the responsibility of the Board Secretary to give public notice of Board meetings and work sessions.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 12/21/2020

 

Action by the Board regarding the affairs of the District may be taken only when a quorum, a majority of the Board members, is in attendance at the Board meeting.  Four (4) members shall constitute a quorum and are a sufficient number to transact business of the District.  The adjournment of a meeting may be executed without a quorum.  It is the responsibility of each Board member to attend Board meetings.  An affirmative vote of a majority of the votes cast shall be sufficient to pass a motion or take action unless law or Board policy requires a vote of a greater number.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 12/21/2020

 

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

Persons requesting to place an item on the agenda must make a request to the Superintendent prior to the drafting of the tentative agenda. The person making the request must state the person's name, address, purpose of the presentation, action desired, and pertinent background information. Requests from the public may be added to the tentative agenda at the discretion of the Superintendent after consultation with the Board President. Requests received after the deadline may only be added to the agenda for good cause.

The tentative agenda and supporting documents will be sent to the Board members two (2) days prior to the scheduled board meeting. These documents are the private property of the Board member. Persons wishing to view the tentative agenda and supporting documents may do so at the central administration office.

The Board will take action only on the items listed on the tentative agenda posted with the public notice.  If an added item is acted upon, the minutes of the Board meeting will state the reason justifying the immediate action.

It is the responsibility of the Board President and Superintendent to develop the agenda for each board meeting.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 12/21/202

 

The Board recognizes the importance of citizen participation in District matters. In order to assure citizens are heard and Board meetings are conducted efficiently and in an organized manner, the Board will set aside a specific time for public comment.

Citizens wishing to address the Board during public comment must notify the Board Secretary prior to the Board meeting. The Board President will recognize these individuals to make their comments at the appropriate time during public comment. Citizens wishing to present petitions to the Board may also do so at this time. The Board however, will only receive the petitions and not act upon them or their contents.

The Board has the discretion to limit the amount of time set aside for public participation. Normally, speakers will be limited to three (3) minutes. However, the Board President may modify this time limit, if deemed appropriate or necessary. Public comment is a time set aside for community input, but the Board will not discuss or take any action on any matter during public comment.

A public comment shall be limited to regular Board meetings and will not be routinely held during special board meetings.

The Board has a significant interest in maintaining the decorum of its meetings, and it is expected that members of the public and the Board will address each other with civility. The orderly process of the Board meeting will not be interfered with or disrupted by public comment. Only individuals recognized by the Board President will be allowed to speak. Comments by others are out of order. If disruptive, the individual causing disruption may be asked to leave the Board meeting. If such individuals do not leave voluntarily, they may be removed by proper authorities.  Defamatory comments may be subject to legal action.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 01/18/2021

 

The Board will keep and maintain permanent records of the Board including, but not limited to, records of the minutes of Board meetings and other required records of the Board.

A complete and accurate set of minutes of each regular and special Board meeting shall be kept to comply with all legal requirements.  Minutes of all of the regular meetings of the Board shall be kept showing the time, date, and place, the members present, action taken, the vote of each member, and the schedule of bills allowed will be attached. 

Minutes leading to a closed session shall include the vote of each member on the question of holding the closed session and the reason for the closed session, but the statement of such reason need not state in the minutes the name of any individual or the details of the matter discussed in the closed session.

This information will be available within two (2) weeks of the Board meeting and forwarded to the newspaper designated as the official newspaper for publication.  The information does not need to be published within two (2) weeks.  The schedule of bills allows may be published on a once monthly basis in lieu of publication with the minutes.  A copy of the minutes shall be sent to each member of the Board before the next regularly scheduled meeting.

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

A complete and accurate set of minutes will be made of each meeting and/or session of the Board as is required by law.  A complete and accurate set of minutes and complete audio recordings will be made of each closed session of the Board as required by law.  The Board Secretary will be custodian of the minutes and audio recordings from a closed session, which shall be maintained as required by law.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 01/18/2021

 

The Board recognizes situations may arise in the operation of the District which are of concern to parents and other members of the District community.

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

1. Matters should first be addressed to the teacher or employee.
    
2. Unsettled matters from (a) above or problems and questions about individual attendance centers should be addressed to the employee's building principal
3. Unsettled matters from (b) above or problems and questions concerning the District should be directed to the Superintendent.
4. If a matter cannot be settled satisfactorily by the Superintendent, it may then be brought to the Board for consideration. To bring a concern, the individual shall notify the Board President or Board Secretary in writing, who may bring it to the attention of the entire Board.

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

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 01/18/2021

 

The Board believes that individual Board members should not be placed in a situation of having to choose between the welfare of the public school system and personal financial interests.  The mere existence of a temptation to dereliction of duty creates a conflict of interest.

Board members must be able to make decisions objectively.  It shall be a conflict of interest for a Board member to receive direct compensation from the District, unless exempted in this policy, for anything other than the actual and necessary expenses, including travel, incurred in the performance of official duties.  A Board member shall not act as an agent for a school textbook or school supply company during the Board member's term of office.  It shall not be a conflict of interest for Board members to receive compensation from the District for contracts to purchase goods or services if the benefit to the Board member does not exceed $6,000 in a fiscal year and if the contracts are made by the Board, upon competitive bid in writing, publicly invited, and opened.

The conflict of interest provisions do not apply to a contract that is a bond, note or other obligation of a school corporation if the contract is not acquired directly from the school corporation, but is acquired in a transaction with a third party, who may or may not be the original underwriter, purchaser, or obligee of the contract, or to a contract in which a director has an interest solely by reason of employment if the contract was made by competitive bid, in writing, publicly invited and opened, or if the remuneration for employment will not be directly affected as a result of the contract and duties of employment do not involve any of the preparation or procurement of any part of the contract.  The competitive bid section of the conflict of interest provision does not apply to a contract for professional services not customarily competitively bid.

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

1. The outside employment or activity involves the use of the District’s time, facilities, equipment and supplies or the use of the District badge, uniform, business card or other evidence of office to give the board member or member of the board member’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 a board member.
    
2. The outside employment or activity involves the receipt of, promise of, or acceptance of more or other consideration by the Board member or the Board member’s immediate family from anyone other than the state or the District for the performance of any act that the Board member would be required or expected to perform as part of the Board member’s regular duties or during the hours in which the Board member performs service or work for the District.
    
3. The outside employment or activity is subject to the official control, inspection, review, audit, or enforcement authority of the Board member, during the performance of the Board member’s duties of office or employment.

If the outside employment or activity is employment or activity in (1) or (2) above, the Board member must cease the employment of or activity.  If the activity or employment falls under (3), then the Board member 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 shall be the responsibility of each Board member to be aware of an actual or potential conflict of interest.  It shall also be the responsibility of each Board member to take the action necessary to eliminate such a conflict of interest.  Should a conflict of interest arise, a Board member should not participate in any action relating to the issue from which the conflict arose.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 01/18/2021

 

Board of Director members, as public officials, should strive to perform all the duties of the office in an ethical manner.  In general, the Board members should operate within the following Code of Ethics established by the Iowa Association of School Boards and adopted by the Eddyville-Blakesburg-Fremont Board of Directors as guidelines for Board members.

Board members’ actions, verbal and nonverbal, reflect the attitude and the beliefs of the District.  Therefore, Board members must conduct themselves professionally and in a manner fitting to their position.  Each Board member shall follow the code of ethics stated in this policy.

As a school board member:

1. I will listen.
2. I will respect the opinion of others.
3. I will recognize the integrity of my predecessors and associates and the merit of their work.
4. I will be motivated only by an earnest desire to serve my school district and the children of my school district community in the best possible way.
5. I will not use the school district or any part of the school district program for my own personal advantage or for the advantage of my friends or supporters.
6. I will vote for a closed session of the board if the situation requires it, but I will consider “star chamber” or “secret” sessions of board members unethical.
7. I will recognize that to promise in advance of a meeting how I will vote on any proposition which is to be considered is to close my mind and agree not to think through other and points of view which may be presented in the meeting.
8. I will expect, in board meetings, to spend more time on education programs and procedures than on business details.
9. I will recognize that authority rests with the board in legal session and not with individual members of the board, except as authorized by law.
10. I will make no disparaging remarks, in or out of the board meeting, about other member of the board or their opinions.
11. I will express my honest and most thoughtful opinions frankly in board meetings in an effort to have decisions made for the best interests of the children and the education program. 
12. I will insist that the members of the board participate fully in board action and recommend that when special committees are appointed, they serve only in an investigative and advisor and advisory capacity.
13. I will abide by majority decisions of the board.
14. I will carefully consider petitions, resolutions and complaints and will act in the best interests of the school district.
15. I will not discuss the confidential business of the board in my home, on the street or in my office; the place for such discussion is the board meeting.
16. I will endeavor to keep informed on local, state and national educational developments of significance so I may become a better board member.

In meeting my responsibility to my school district community:

1. I will consider myself a trustee of public education and will do my best to protect it, conserve it, and advance it, giving to the children of my school district community the educational facilities that are as complete and adequate as it is possible to provide.
2. I will consider it an important responsibility of the board to interpret the aims, methods and attitudes of the school district to the community.
3. I will earnestly try to interpret the needs and attitudes of the school district community and do my best to translate them into the education program of the school district.
4. I will attempt to procure adequate financial support for the school district.
5. I will represent the entire school district rather than individual electors, patrons or groups.
6. I will not regard the school district facilities as my own private property but as the property of the people.

In my relationship with Superintendent and employees:

1. I will function, in meeting the legal responsibility that is mine, as a part of a legislative, policy-forming body, not as an administrative officer.
2. I will recognize that it is my responsibility, together with that of my fellow board members to see the school district is properly run and not to run it myself.
3. I will expect the school district to be administered by the best-trained technical and professional people it is possible to procure within the financial resources of the school district.
4. I will recognize the Superintendent as executive officer of the board.
5. I will work through the administrative employees of the board, not over or around them.
6. I will expect the Superintendent to keep the board adequately informed through oral and written reports.
7. I will vote to employ employees only after the recommendation of the Superintendent has been received.
8. I will insist that contracts be equally binding on teachers and the board.
9. I will give the Superintendent power commensurate with the Superintendent’s responsibility and will not in any way interfere with, or seek to undermine, the Superintendent’s authority.
10. I will give the Superintendent friendly counsel and advice.
11. I will present any personal criticism of employees to the Superintendent.
12. I will refer complaints to the proper administrative officer.

To cooperate with other school boards:

1. I will not employ a Superintendent, principal or teacher who is already under contract with another school district without first securing assurance from the proper authority that the person can be released from contract.
2. I will consider it unethical to pursue any procedure calculated to embarrass a neighboring board or its representatives.
3. I will not recommend an employee for a position in another school district unless I would employ the employee under similar circumstances.
4. I will answer all inquiries about the standing and ability of an employee to the best of my knowledge and judgment, with complete frankness.
5. I will associate myself with board members of other school districts for the purpose of discussing school district issues and cooperating in the improvement of the education program.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021

 

Board members shall not be held personally liable for actions taken in the performance of their duties and responsibilities vested in them by the laws of Iowa and the members of the school district community within the scope of their official duties.  In carrying out the duties and responsibilities of their office, Board members shall act in good faith.

The District will defend, save harmless, and indemnify Board members against tort claims or demands, whether groundless or otherwise, arising out of an alleged act or omission occurring within the scope of their duties, unless it constitutes a willful or wanton act or omission.  However, the District will not save harmless or indemnify Board members for punitive damages.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021

 

It is the responsibility of the board president to lead a well-organized Board in an efficient and effective manner. The Board President will set the tone of the Board meetings and, as the representative of the consensus of the Board, speak on behalf of the Board to the public.

The President of the Board is elected by a majority vote at the organizational meeting in odd-numbered years and at the annual meeting in even-numbered years, to serve a one-year term of office.

The President, in addition to presiding at the Board meetings, will take an active role in Board decisions by discussing and voting on each motion before the Board in the same manner as other Board members. Before making or seconding a motion, the Board President will turn over control of the meeting to either the Vice President or other Board member.

The Board President has the authority to call special meetings of the Board. Prior to Board meetings, the Board President will consult with the Superintendent on the development of the agenda for the meeting.

The Board President, as the chief officer of the District, will sign employment contracts and sign other contracts and District warrants approved by the Board and appear on behalf of the District in causes of action involving the District.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021

 

The Vice President shall serve in the absence of the President and shall perform such other duties as may be assigned by the President or the Board.  If the Board President is unable or unwilling to carry out the duties required, it is the responsibility of the Vice President to carry out the duties of the President. If the President is unable or unwilling to complete the President’s term of office, the Vice President will serve as President for the balance of the President’s term of office, and a new Vice President will be elected.

The Vice President is elected by a majority vote at the organizational meeting of in odd-numbered years and at the annual meeting in even-numbered years, to serve a one-year term of office.

The Vice President will accept control of a Board meeting from the President when the President wishes to make or second a motion. The Vice President will take an active role in Board decisions by discussing and voting on matters before the Board in the same manner as other Board members.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/202

 

It is the responsibility of the Board to annually appoint a Board Secretary-Treasurer.  A Board Secretary-Treasurer may be appointed from employees, other than a position requiring a teaching certificate, or from the public.  To finalize the appointment, the Board Secretary-Treasurer will take the oath of office during the meeting at which the individual was appointed or no later than ten days thereafter.  It is the responsibility of the Board to evaluate the Board Secretary-Treasurer annually.

It is the responsibility of the Board Secretary-Treasurer, as custodian of District records, to preserve and maintain the records and documents pertaining to the business of the Board; to keep complete minutes of special and regular Board meetings, including closed sessions; to keep a record of the results of regular and special elections; to keep an accurate account of school funds; to sign warrants drawn on the school funds after Board approval; and collect data on truant students.  The Board Secretary-Treasurer will also be responsible for filing the required reports with the Iowa Department of Education.

It is the responsibility of the Secretary-Treasurer to oversee the investment portfolio, to receive funds of the District, to pay out the funds for expenses approved by the Board, to maintain accurate accounting records for each fund, to report monthly regarding the investment portfolio and the status of each fund and to file required reports with the appropriate state agencies and other entities. It is also the responsibility of the Secretary-Treasurer to coordinate the financial records, the financial reports, the cash flow needs, and the investment portfolio of the District.

In the event the Board Secretary-Treasurer is unable to fulfil the responsibilities set out by the Board and the law, the Superintendent will assume those duties until the Board Secretary-Treasurer is able to resume the responsibility or a new Board Secretary-Treasurer is appointed.  The Board Secretary-Treasurer will give bond in an amount set by the Board.  The cost of the bond will be paid by the school district.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 03/15/2021

 

The Board of Directors will annually appoint legal counsel to represent the school district as necessary for its proper conduct of legal affairs of the District.  Counsel will attend regular and special meetings of the Board, either in person or by telephone when telephonic representation is feasible, when requested to do so and will be available for consultation as needed.

Because it is often necessary to consult legal counsel as part of background information to be used by the Board in making decisions, and because at times the school district may be involved in litigation or other legal matters, the Superintendent, Board President, and Board Secretary-Treasurer are authorized to seek counsel’s services as needed.  The Board is to be kept informed of legal matters that are other than routine and of any legal services that may involve unusual expense to the District. 

Legal counsel shall be available for consultation as needed.  Legal counsel shall be paid on an hourly/case basis, rather than a retainer basis.

Individual Board members may only contact school legal counsel when the full Board has given permission for such consultation.  Otherwise, the Board member is responsible for paying any legal fees that may result.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 03/15/2021

 

The Board may determine from time to time that Board committees may be required to assist the Board in its discharge of duties.  In addition to any legally required committees, the Board may appoint standing committees with specific charges. 

If the Board creates or appoints a committee, the Board and the committee will strive to follow all applicable federal and state laws.  The Board and the committee will strive to follow state open meetings and public records requirements.  The Board and the committee will also strive to follow state and federal requirements regarding gender balance on committees.

In no case shall a committee constitute a quorum of the Board of Directors.

Reports of Board committees shall be circulated in advance through the Superintendent's office, except in an emergency or as directed by the Board or president of the Board.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 03/15/2021

 

Whenever the Board deems it necessary, the Board may appoint a committee composed of citizens, employees or students to assist the Board. Committees formed by the Board are ad hoc committees.

An ad hoc committee may be formed by Board action which will outline the duties and purpose of the committee. The committee is advisory in nature and has no duty or responsibility other than that specifically stated in the Board action. The committee will automatically dissolve upon the delivery of its final recommendation to the Board or upon completion of the duties outlined in the Board action. The Board will receive the report of the committee for consideration. The Board retains the authority to make a final decision on the issue. The committee may be subject to the open meetings law.

The method for selection of committee members will be stated in the Board action. When possible, and when the necessary expertise required allows, the committee members will be representative of the District community and will consider the various viewpoints on the issue. The Board may designate a Board member and the Superintendent to serve on an ad hoc committee. The committee will select its own chairperson, unless the Board designates otherwise.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 03/15/2021

 

The Board shall develop and maintain a policy manual that provides a codification of its policy actions.   Board policy provides the general direction as to what the Board wishes to accomplish while allowing the Superintendent to implement Board policy.  Policies shall be reviewed on a regular basis to ensure relevance to current practices and compliance with the law.

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

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

The policies of the Board may be amended or revised by resolution adopted at any regular meeting, provided notice of such change shall have been given at a previous meeting. The Superintendent is authorized to submit written recommendations for revision of any existing policies as he deems necessary for the most efficient operation of the District. The Superintendent will notify all employees whenever revisions, additions or amendments are made. This notice procedure shall be required except for emergency situations, which shall be determined solely by the Board.

The Board shall give notice of proposed policy changes or adoption of new policies by placing the item on the agenda of two (2) Board meetings.  The proposed policy changes shall be available for the public and public comment will be allowed at both meetings prior to final Board action.  This notice procedure shall be required except for emergency situations.  If the Board adopts a policy in an emergency situation, a statement regarding the emergency and the need for immediate adoption of the policy shall be included in the minutes.  The Board shall have complete discretion to determine what constitutes an emergency situation.

The final action taken to adopt the proposed policy shall be approved by a simple majority vote of the Board.  The policy will be effective on the later of the date of passage or the date stated in the motion.

In the case of an emergency, a new or changed policy may be adopted by a majority vote of a quorum of the Board.  The emergency policy shall expire at the close of the third regular meeting following the emergency action, unless the policy adoption procedure stated above is followed and the policy is reaffirmed.

The Board shall, at least once every five years, review Board policy.  Each year, the Board may make a determination about the sections and/or series of the policy manual and the specific policies in the policy manual to be reviewed.  Once the policy has been reviewed, even if no changes were made, a notation of the date of review shall be made on the face of the policy statement.

It shall be the responsibility of the Superintendent to keep the Board informed as to legal changes at both the federal and state levels.  The Superintendent shall also be responsible for bringing proposed policy statement revisions to the Board’s attention.

If a policy is revised because of a legal change over which the Board has no control, the policy may be approved at one meeting at the discretion of the board.

The Board policy manual shall be housed in each District attendance center and in the central administration office.  Each Board member shall have a personal copy of the Board policy manual, either an electronic copy or a hard copy.  Persons wishing to review the Board policy manual shall contact the Board Secretary, who shall have a Board policy manual available for public inspection, either with an electronic copy or a hard copy.

It shall be the responsibility of the Board Secretary to ensure copies of new and revised policy statements are distributed to the custodians of Board policy manuals as soon as possible following the policy’s adoption.  Copies of changes in Board policy shall also be included in or attached to the minutes of the meetings in which the final action was taken to adopt the new or changed policy.

It shall be the responsibility of each Board member, during the Board member’s term of office, to keep the manual current and up-to-date and to surrender the manual to the Board Secretary at the conclusion of the Board member’s term of office.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 04/12/2021

 

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

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 04/12/2021

 

When there is no Board policy in existence to provide guidance on a matter, the Superintendent is authorized to act accordingly under the circumstances surrounding the situation, keeping in mind the educational philosophy of the District and the financial condition of the District.

It shall be the responsibility of the Superintendent to inform the Board of the situation and the action taken and to document the action taken when necessary.  The Superintendent shall draft a policy recommendation if deemed appropriate.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 04/12/2021

 

Administrative regulations may be necessary to implement Board policy. It is the responsibility of the Superintendent to develop administrative regulations.

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

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

It is the responsibility of the Superintendent to enforce administrative regulations.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 04/12/2021

 

Board members are encouraged to participate in on-going development opportunities that address the needs of the individual Board member on a topical basis.

The development opportunities include the following:

• Board President workshops
• IASB District Director meetings
• Legislative Meetings
• State convention and regional meetings of IASB
• National School Board Association Convention
• State institutes and conferences
• ABLE (Academy of Board Learning Experiences)

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 05/17/2021

 

Members of the Board of Directors shall serve without pay.  They shall be reimbursed for actual and necessary expenses incurred in the performance of their duties as members of the Board.

Prior to reimbursement of actual and necessary expenses, a Board member must submit a detailed receipt indicating the date, purpose, and nature of the expense for each claim item. Failure to provide a detailed receipt will make the expense non-reimbursable. Personal expenses will be reimbursed by a Board member to the District no later than ten (10) working days following the date of the expense. In exceptional circumstances, the Board may allow a claim without a proper receipt. Written documentation explaining the exceptional circumstances will be maintained as part of the District's record of the claim.

It is the responsibility of the Board Secretary to compile the expenses of Board members and bring them to the Board for audit and approval in the same manner as other claims of the District. It is the responsibility of the Board to determine through the audit and approval process of the Board whether the expenses incurred by a Board member are actual and necessary expenses incurred in the performance of their official duties.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 05/17/2021

 

After the Board determines that attendance at a national meeting or convention could be of benefit to the operation of the Board, the professional growth of an individual Board member, the District in general, and/or its students, the following procedures will be adhered to:

1.  Attendance shall be limited to two (2) Board members per national meeting/convention and individual members can attend no more than twice during their four-year term of office.  It is recommended that the Board President and Vice President attend each year unless they have previously attended a like meeting/convention during their four-year term of office.  When this occurs other Board members shall have the opportunity to attend on a rotating basis within the above guidelines.  During each member’s four-year term of office, it is recommended that they attend at least one such meeting/convention.

2.   After a decision has been made to attend and which members will be attending, a pre-convention meeting prior to departure will be held.  The purpose of such a meeting will be to examine the meeting/convention program in detail to determine which sessions to attend, what specific information to look for, and/or any specific questions/problems for which to seek solutions/possible alternatives.

3.   Each member shall make a formal report to the full Board upon return from the meeting/convention. It is suggested that the members attending such meetings/conventions compile a notebook to aid in reporting to the Board and for future reference.

4.   The costs to be reimbursed and/or allowed at District expense include; transportation, meals, lodging, applicable materials and/or equipment purchased, and tips.  No expenses shall be allowed/approved for friends or family who accompanied the Board members to the meeting/convention.  Receipts and vouchers shall be required prior to reimbursement and it is suggested that Board members keep a record of their expenses incurred while attending such meeting/convention.

5.   Entertainment, side trips, and other expenses incurred during free time will not be reimbursable by the school district to the Board members.

6.   In unusual or special circumstances the Board may waive the numbers limitation on members attending a particular convention.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 05/17/2021

 

Board members may receive a gift on behalf of the school district. Board members will not, either directly or indirectly, solicit, accept or receive a 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 District;
• Will be directly and substantially affected financially by the performance or non-performance of the Board member'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 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 a Board member'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 Board recipient;
• Items received from a charitable, professional, educational or business organization to which the Board member 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 a Board member 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 Board member has participation or presentation responsibilities;
• Plaques or items of negligible resale value given as recognition for public service;
• Nonmonetary items with a value of less than three dollars ($3.00) 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 to state, national or regional government organizations whose memberships and officers are primarily composed of state or local government officials or employees for purposes of a business or educational conference, seminar or other meeting;
• Items or services received by members or representatives of members as part of a regularly scheduled event that is part of a business or educational conference, seminar or other meeting that is sponsored and directed by any state, national or regional government organization in which the state of Iowa or a political subdivision of the state of Iowa is a member or received at such an event by members or representatives of members of state, national or regional government organizations whose memberships and officers are primarily composed of state or local government officials or employees;
• Funeral flowers or memorials to a church or non-profit organization;
• Gifts which are given to a public official for the public official's wedding or twenty-fifth or fiftieth wedding anniversary;
• Payment of salary or expenses by a Board member's employer or the firm in which the Board member is a member for the cost of attending a meeting of a subunit of an agency when the Board member whose expenses are being paid serves on a board, commission, committee, council or other subunit of the agency and the Board member is not entitled to receive compensation or reimbursement of expenses from the District;
• Gifts other than food, beverages, travel, and lodging received by a Board member 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 board member; 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, a board member as consideration for an appearance, speech or article. An honorarium does not include any of the following:

• Actual expenses of a Board member 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 Board member has participation or presentation responsibilities;
• A nonmonetary gift or series of nonmonetary gifts donated within thirty (30) days to a public body, an educational or charitable organization or the department of general services; or
• A payment made to a Board member for services rendered as part of a private business, trade or profession in which the Board member is       engaged if the payment is commensurate with the actual services rendered and is not being made because of the person's status as a Board member but, rather, because of some special expertise or other qualification.

It is the responsibility of each Board member to know when it is appropriate to accept or reject gifts or honorariums.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 05/17/2021

 

An orderly Board meeting allows the Board members to participate in the discussion and decision process on an issue confronting the District.  Rules of order for Board meetings allow District business and the relative information concerning the business to be brought to the attention of the Board.  They also allow the Board to discuss, act upon, and make a clear record of District business in a regular, ordered, reasonable, and consistent manner.

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

The Board shall follow Robert’s Rule of Order, Revised, latest edition as modified by this policy and subsequent rule.

The purpose of modified rules adopted by the Board are:

• To establish guidelines by which the business of the Board can be conducted in a regular and internally consistent manner;
• To organize the meetings so all necessary matters can be brought to the Board and decisions of the Board can be made in an orderly and reasonable manner;
• To insure members of the Board, concentrating on the substantive issues at hand, have the necessary information to make decisions, and to insure adequate discussion of decisions to be made; and,
• To insure meetings and actions of the Board are conducted so as to be informative to the staff and the public, and to produce a clear record of actions taken and decisions made.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 06/21/2020

 

It is the policy of the Board of Directors that Eddyville-Blakesburg-Fremont Community School District administrators provide educational leadership and implement the educational philosophy of the District.  They are responsible for the day-to-day operations of the District and to deal initially with all issues arising from those operations.  In carrying out these operations, the administrators are guided by Board policies, the law, the needs of the students, and the wishes of the citizens in the District community.

It is the responsibility of the administrators to implement and enforce the policies of the Board, to oversee employees, to monitor educational issues confronting the District, and to inform the Board about District operations.

While the Board holds the Superintendent ultimately responsible for these duties, the principals are more directly responsible for educational results, for the administration of the school facilities, and for the employees.

The Board and the administration shall work together to share information and decisions under the management team concept.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 06/21/2021

 

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

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

The Board is responsible for making the final decision in matters pertaining to the District. It is the responsibility of the Superintendent to develop guidelines for cooperative decision-making.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 06/21/2021

 

The Board considers all those who have a role in the recruitment or release of employees to be part of the management team.  The management team is headed by the Superintendent.  The Superintendent will convene meetings to discuss District policies, administrative procedures, and other business brought to the Superintendent's attention.

The management team will meet with the Board upon the Board's request or Superintendent's recommendation to review overall operations of the District and conditions affecting the management team.  The management team will have no relationship to the formal negotiating unit.  In the event a member or members of the management team are unable to resolve a problem, a committee of one Board member, one management team member, and the Superintendent will investigate the circumstances and make a recommendation.  If the recommendation does not settle the matter, the Board and the management team will meet to resolve the matter.  The Board may seek the advice of outside management consultants to assist in resolving the matter.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 06/21/2021

 

The Board will employ a Superintendent to serve as the chief executive officer of the Board, to conduct the daily operations of the District, and to implement Board policy with the power and duties prescribed by the Board and the law.

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

In choosing a Superintendent, the Board will also consider the District's educational philosophy, financial situation, organizational structure, education programs, and other factors deemed relevant by the Board.

The Board may contract for assistance in the search for a Superintendent.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 07/19/2021

 

The Board employs a Superintendent of schools to serve as the chief executive officer of the Board.  The Board delegates to the Superintendent the authority to implement Board policy and to execute decisions made by the Board concerning the internal operations of the District, unless specifically stated otherwise.  The Superintendent shall be vested with the necessary authority and be provided the appropriate personnel to carry out the responsibilities of the position.

The Superintendent shall be responsible for the implementation and execution of Board policy and the observance of Board policy by employees and students.  The Superintendent shall be responsible for overall supervision and discipline of employees and the education program.

The Superintendent shall attend all meetings of the Board.  The Superintendent may provide the Board with information, advice, and recommendations, but shall not vote.

In executing the above-stated duties, the Superintendent shall consider the financial situation of the District as well as the needs of the students.

The specific responsibilities of the Superintendent include, but are not limited to the following:

• Interprets and implements all Board policies and all state and federal laws relevant to education;
• Supervises, either directly or through delegation, all activities of the school system according to, and consistent with, the policies of the Board;
• Represents the Board as a liaison between the District and the community;
• Establishes and maintains a program of public relations to keep the public well-informed of the activities and needs of the District, effecting a wholesome and cooperative working relationship between the District and the community;
• Attends and participates in all meetings of the Board, except when the Superintendent’s employment or salary is under consideration, and makes recommendations affecting the District;
• Reports to the Board on such matters as deemed material to the understanding and proper management of the District or as the Board may request;
• Assumes responsibility for the overall financial planning of the District and for the preparation of the annual budget, and submits it to the Board for review and approval;
• Establishes and maintains efficient procedures and effective controls for all expenditures of District funds in accordance with the adopted budget, subject to the direction and approval of the Board;
• Files, or causes to be filed, all reports required by law;
• Makes recommendations to the Board for the selection of employees for the District;
• Makes and records assignments and transfers of all employees pursuant to their qualifications;
• Employs such employees as may be necessary, within the limits of budgetary provisions and subject to the Board’s approval;
• Recommends to the Board, for final action, the promotion, salary change, demotion, or dismissal of any employee;
• Prescribes rules for the classification and advancement of students, and for the transfer of students from one building to another in accordance with Board policies;
• Summons employees of the District to attend such regular and occasional meetings as are necessary to carry out the education program of the District;
• Supervises methods of teaching, supervision, and administration in effect in the schools;
• Attends such conventions and conferences as are necessary to keep informed of the latest educational trends;
• Accepts responsibility for the general efficiency of the school system, for the development of the employees, and for the educational growth and welfare of the students;
• Defines educational needs and formulates policies and plans for recommendation to the Board;
• Makes administrative decisions necessary for the proper functioning of the District;
• Responsible for scheduling the use of buildings and grounds by all groups and/or organizations;
• Acts as the purchasing agent for the Board, and establishes procedures for the purchase of books, materials and supplies;
• Approves vacation schedules for employees;
• Conducts periodic District administration meetings; and,
• Performs other duties as may be assigned by the Board.
• Supervises the establishment or modification of the boundaries of school attendance and transportation areas subject to approval of the Board.
• Directs studies of buildings and sites, taking into consideration population trends and the educational and cultural needs of the District in order to ensure timely decisions by the Board and the electorate regarding construction and renovation projects.

This list of duties shall not act to limit the Board’s authority and responsibility over the Superintendent.  In executing these duties and others the Board may delegate, the Superintendent shall consider the District’s financial condition as well as the needs of the students in the District.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 07/19/2021

 

The Board will conduct an ongoing evaluation of the Superintendent on the Superintendent's skills, abilities, and competence. Annually, the Board will formally evaluate the Superintendent. The goal of the Superintendent's formal evaluation is to ensure the education program for the students is carried out, promote growth in effective administrative leadership, clarify the Superintendent's role, clarify the immediate priorities of the Board, and develop a working relationship between the Board and the Superintendent.

The formal evaluation will be based on the following principles:

• The evaluation criteria shall be in writing, clearly stated, and mutually agreed upon by the Board and the Superintendent.
• The evaluation criteria will be related to the Superintendent’s job description.
• The formal evaluation process will be conducted annually at a time previously agreed upon.
• Each Board member shall have an opportunity to individually evaluate the Superintendent, and these individual evaluations will be complied into an overall evaluation by the entire Board.
• The Board may discuss its evaluation of the Superintendent. This discussion may take place in closed session upon a request for a closed session from the Superintendent.
• The individual evaluation by each Board member, if the individual Board members so desire, will not be reviewed by the Superintendent. However, Board members are urged to communicate their criticisms and concerns to the Superintendent.
• The Board President will develop a written summary of the individual evaluations, including both the strengths and the weaknesses of the  Superintendent, and place it in the Superintendent's personnel file to be incorporated into the next cycle of evaluations.

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

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 07/19/2021

 

The length of the contract for employment between the Superintendent and the Board is determined by the Board and stated in the Superintendent’s contract.  The contract will begin on July 1 and end on June 30.  The contract will state the terms of employment.

The first three (3) years of employment of a newly employed superintendent is considered a probationary period.  The Board may extend the probationary period for an additional year upon the consent of the Superintendent.  In the event of termination of a probationary or non-probationary Superintendent, the Board shall afford the Superintendent appropriate due process.  The Superintendent and Board may mutually agree to terminate the Superintendent’s contract.

If a Superintendent's contract is not being renewed by the Board, the contract will be extended automatically for additional one year periods beyond the end of its term until it is modified or terminated as mutually agreed to by the parties or until the Superintendent's contract is terminated consistent with statutory termination procedures.

It is the responsibility of the Board to provide the contract for the Superintendent. If the Superintendent wishes to resign, to be released from a contract or to retire, the Superintendent must comply with Board policies dealing with retirement, release or resignation.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 07/19/2021

 

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

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

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

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 08/16/2021

 

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

It is the responsibility of the Superintendent to arrange the Superintendent's schedule in order to enable attendance at various conferences and events.  If a conference or event requires the Superintendent to be absent from the office for more than three (3) days, requires overnight travel or involves unusual expense, the Superintendent will bring it to the attention of the Board President prior to attending the event.

The Superintendent will report to the Board after an event.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 08/16/2021

 

The administrative cabinet will be composed of all administrators in the District.

The administrative cabinet shall meet at regularly scheduled time periods to consider an agenda prepared by the Superintendent which shall include items suggested by members of the staff. Members of the staff required to be present at administrative cabinet meetings may sometimes vary according to needs and involvement.

 

 

REVIEWED: 11/18/2019 – APPROVED: 12/03/ 2019
REVIEWED: 08/16/2021

 

The District will have, in addition to the Superintendent, such other administrators as the Board believes, in its discretion, are necessary for the day to day operations of the District.

These administrators will work closely with the Superintendent in the day-to-day operations of the District.

It is the responsibility of these administrators to uphold Board policy, to instill a positive, cooperative environment with employees, and to share their expertise with each other and the Board under the management team concept.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 08/16/2021

 

The Board will employ building principals and other administrators, in addition to the Superintendent, to assist in the daily operations of the District.

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

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

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

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

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 09/20/2021

 

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

The first three (3) years of employment of a newly employed administrator shall be considered a probationary period.  The probationary period may be extended for an additional year upon the consent of the administrator.  In the event of termination of a probationary or non-probationary administrator, the Board shall afford the administrator appropriate due process.  The administrator and Board may mutually agree to terminate the administrator’s contract.

If an administrator’s contract is not being renewed by the Board, the contract will be extended automatically for additional one year periods beyond the end of its term until it is modified or terminated as mutually agreed to by the parties or until the administrator’s contract is terminated consistent with statutory termination procedures

It is the responsibility of the Superintendent to create a contract for each administrative position.

Administrators who wish to resign, to be released from a contract or to retire, must comply with Board policies regarding the areas of resignation, release or retirement.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 09/20/2021

 

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

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

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 09/20/2021

 

Administrators will be hired by the Board to assist the Superintendent in the day-to-day operations of the District.

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

• Cooperate in the general organization and plan of procedure in the school under the principal's supervision;
• Supervision of the teachers in the principal's attendance center;
• Maintain the necessary records for carrying out delegated duties;
• Work with the Superintendent in rating, recommending, and selecting supervised employees whenever possible;
• Work with the Superintendent in determining the education program to be offered and in arranging the schedules.  As much of the schedule as possible should be made before school closes for summer vacation.  In the matter of courses offered, the final approval rests with the Superintendent who is in turn responsible to the Board;
• Ensure that proper care is taken of all school books, supplies, materials, equipment, furniture, and facilities;
• Instruct teachers to make a complete annual inventory of all school property contained in their individual rooms.  This inventory is reviewed and filed with the Board Secretary;
• Investigate excessive cases of absence or tardiness of students and notify the parents or guardians of unexcused absence or tardiness.  All such cases should be reported to the Superintendent;
• Make such reports from time to time as the Superintendent may require;
• Maintain the regular schedule of school hours established by the Board and make no temporary changes in the schedule without the consent of the Superintendent;
• Promptly notify the Superintendent whenever ventilation, sanitation or heating of the building is unsatisfactory;
• Contribute to the formation and implementation of general policies and procedures of the school;
• Perform such other duties as may be assigned by the Superintendent.

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

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 09/20/2021

 

 

The Superintendent will conduct an ongoing process of evaluating the administrators on their skills, abilities, and competence.  At a minimum, the Superintendent will formally evaluate the administrators annually.  The goal of the formal evaluation process is to ensure that the educational program for the students is carried out, ensure student learning goals of the District are met, promote growth in effective administrative leadership for the District, clarify the administrator's role as defined by the Board and the Superintendent, ascertain areas in need of improvement, clarify the immediate priorities of the responsibilities listed in the job description, and develop a working relationship between the Superintendent and the administrator.

The Superintendent is responsible for designing an administrator evaluation instrument.  The formal evaluation will include written criteria related to the job description.  The Superintendent, after receiving input from the administrators, will present the formal evaluation instrument to the Board for approval.

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

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

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

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 10/18/2021

 

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

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

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 10/18/2021

 

Administrators, as part of the educational leadership in the District community, represent the views of the District.  Their actions, verbal and nonverbal, reflect the attitude and the beliefs of the District.  Therefore, administrators will conduct themselves professionally and in a manner fitting to their position.

Each administrator will follow the code of ethics stated in this policy.  Failure to act in accordance with this code of ethics or in a professional manner, in the judgment of the Board, will be grounds for discipline up to, and including, discharge.

The professional school administrator:

• Upholds the honor and dignity of the profession in actions and relations with students, colleagues, Board members, and the public;
• Obeys local, state, and national laws; holds to high ethical and moral standards; and gives loyalty to this country and to the cause of democracy and liberty;
• Accepts the responsibility to master and contribute to the growing body of specialized knowledge, concepts, and skills which characterize school administration as a profession;
• Strives to provide the finest possible educational experiences and opportunities to the members of the District community;
• Seeks to preserve and enhance the prestige and status of the profession when applying for a position or entering into contractual agreements;
• Carries out in good faith the policies duly adopted by the local Board and the regulations of state authorities and renders professional service;
• Disallows consideration of private gain or personal economic interest to affect the discharge of professional responsibilities;
• Recognizes public schools are the public's business and seeks to keep the public informed about their schools; and,
• Supports and practices the management team concept.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 10/18/2021

 

In the absence of the Superintendent, it is the responsibility of the other administrators to assume the Superintendent's duties. The succession of authority to the Superintendent is in this order: Jr/Sr High School Principal, Eddyville Elementary Principal, Blakesburg Elementary Principal, Fremont Elementary Principal.

If the absence of the Superintendent is temporary, the successor will assume only those duties and responsibilities of the Superintendent that require immediate action.  If the Board determines the absence of the Superintendent will be a lengthy one, the Board will appoint an acting superintendent to assume the responsibilities of the Superintendent.  The successor will assume the duties when the successor learns of the Superintendent's absence or when assigned by the Superintendent or the Board.

References to "Superintendent" in this policy manual will mean the "Superintendent or the Superintendent's designee" unless otherwise stated in the Board policy.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 10/18/2021

 

400
GENERAL PRINCIPLES, LICENSED EMPLOYEE QUALIFICATIONS, RECRUITMENT, SELECTION AND EVALUATION

Employees provide a variety of important services for the District.  All employees have an impact on the District environment by the dedication to their work and their actions.  As role models for the students, employees shall promote a cooperative, enthusiastic, and supportive learning environment for the students.

Licensed Employee Qualifications, Recruitment and Selection
In striving to achieve a quality educational program, the Board’s goal is to obtain and retain qualified and effective employees. The Board shall have the discretion to determine the number, the qualifications, and the duties of the positions and the District’s standards of acceptable performance.

Recruitment of staff members of the District shall be the responsibility of the Superintendent. In the discharge of this responsibility, the Superintendent shall make such use of other administrative and supervisory staff members as may be both practical and effective. It shall be the responsibility of the Superintendent to make recommendations to the Board prior to Board action.

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 in accordance with applicable laws and district policies regarding equal employment.  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.

All job openings shall be submitted to the Iowa Works website for posting on the online state job posting system. Additional announcements of the position may occur in a manner which the superintendent believes will inform potential applicants about the position.  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. The superintendent, however, 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.

Any final offer will be contingent upon the employee successfully passing background checks. The employee may be required by the District to sign a release for certain background checks. 

Licensed Employee Evaluation:
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 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.

Licensed employees will be required to:
●    Demonstrate the ability to enhance academic performance and support for and implementation of the school district's student achievement goals.
●    Demonstrate competency in content knowledge appropriate to the teaching position.
●    Demonstrate competency in planning and preparation for instruction.
●    Use strategies to deliver instruction that meets the multiple learning needs of students.
●    Use a variety of methods to monitor student learning.
●    Demonstrate competence in classroom management.
●    Engage in professional growth.
●    Fulfill professional responsibilities established by the school district.

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.

Board policies in this series shall apply to employees regardless of their position.

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 11/22/2021
REVISED: 11/20/2023 – APPROVED: 11/27/2023

The 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 District will not discriminate on the basis of age, race, creed, color, gender, sex, sexual orientation, gender identity, national origin, religion, disability or genetic information in its employment practices.

Individuals who file an application with the District will be given consideration for employment if they meet or exceed the qualifications set by the Board, administration and the Department of Education for the position for which they apply.  The District will take affirmative action in major job categories where women, men, minorities, and persons with disabilities are underrepresented.  In employing individuals, the Board shall consider the qualifications, credentials, and records of the applicants without regard to the applicant’s age, race, creed, color, gender, sex, sexual orientation, gender identity, national origin, religion, disability or genetic information.  In keeping with the law, the Board will consider the veteran status of applicants.

Prior to a final offer of employment for any position, the District will perform any background check required by law.  The District may determine on a case by case basis that, based on the duties, some positions within the District will require more through background checks.  Based upon the results of the background checks, the District will determine whether an offer will be extended and may withdraw a previously extended offer.

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.  Additionally, all persons, agencies, vendors, contractors, and other persons and organizations doing business with or performing services for the District are required to subscribe to all applicable federal, state, and local laws, executive orders, rules, and regulations pertaining to contract compliance and equal employment opportunity.

Advertisement and notices for vacancies within the District will contain the following statement: “The Eddyville-Blakesburg-Fremont Community School District is an equal employment opportunity employer.”  The statement will also appear on application forms.

The District has adopted grievance procedures for processing complaints of discrimination. If an employee or applicant for employment has questions or a grievance related to sex discrimination pursuant to Title IX, please contact Mary McCrea, Title IX Coordinator, 222 Walnut St, Eddyville, Iowa 52553, 641-969-4226, mary.mccrea@rocketsk12.org, or the U.S. Department of Education (attn. Assistant Secretary, Office for Civil Rights; 400 Maryland Avenue Southwest, Washington, DC 20202; 800-421-3481; OCR@ed.gov).  If an employee or applicant for employment has questions or a grievance related to any other provision of this policy, please contact the Superintendent, 222 Walnut St, Eddyville, Iowa 52553, 641-969-4226; to the Director of the Iowa Civil Rights Commission, 400 East 14th Street, Des Moines, Iowa 50319-1004, 1-800-457-4416; to the Office for Civil Rights Chicago Office, United States Department of Education, Citigroup Center, 500 W. Madison Street, Suite 1475, Chicago, Illinois 60661-4544, (312) 730-1560; or to the Equal Employment Opportunity Commission Chicago Office, 500 W. Madison Street, Suite 2000, Chicago, Illinois 60661, 1-800-669-4000.  Inquiries may also be directed to the Director, Iowa Department of Education, Grimes State Office Building, 400 East 14th Street, Des Moines, Iowa 50319-0146.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 11/22/2021

 

Employees will be required to submit to a pre-employment physical examination after an offer of employment has been made and before the beginning of service.  The District will provide the standard examination form to be completed by an appropriately licensed health care provider who performs the physical examination.  A written report of the physical examination shall be submitted to the District.  The date by which any such physical examination report shall be submitted to the District shall be determined by the Superintendent, but in no case shall be any less than five (5) business days prior to the first working day.

Bus drivers will be examined using all applicable state and federal criteria at the beginning of employment and every two years thereafter.

Fitness-for-duty examinations may be required following an absence from work due to illness, if there is a reasonable belief that the employee is unable to perform the essential functions of the job or if there is a reasonable belief that the employee poses a direct threat to the employee or others because of a health condition.  A direct threat occurs when an individual poses a significant risk of substantial harm to himself/herself or others and the risk cannot be reduced below the direct threat level through reasonable accommodations.

All information regarding the medical condition or history of an employee must be kept in files separate from the employee’s personnel records and treated as a confidential medical record subject to state and federal confidentiality laws.

The District will provide an examination form to be completed by the personal physician of the employee.  The District also reserves the right to request additional physical or mental evaluation as deemed by a licensed physician for job performance.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 11/22/2021

 

Some employees with a communicable disease, as defined by law, may be allowed to attend to their customary employment duties without creating a risk of transmission of the illness to students or other employees. There may be a greater risk of transmission of some communicable diseases for some employees with certain conditions than for other employees infected with the same disease. 

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 and/or direct threat of illness or transmission to students or other employees. The term communicable disease shall mean an infectious or contagious disease spread from person to person, or animal to person, or as defined by law. A direct threat occurs when an individual poses a significant risk of substantial harm to himself/herself or others and the risk cannot be reduced below the direct threat level through reasonable accommodations. 

An employee who is at work and who has a communicable disease that poses a direct threat, as defined above, shall report the condition to the Superintendent any time the employee is aware that the employee’s condition poses a direct threat. Any individual who has information that a District employee may have a communicable disease is encouraged to report the information to the Superintendent. 

Prevention and control of communicable diseases is included in the 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 Superintendent shall determine on a case-by-case basis whether the presence of an employee with a communicable disease in the District environment constitutes a direct threat. In making this determination, the Superintendent shall consider credible, objective evidence. If the Superintendent, after reviewing the credible, objective evidence, determines the employee’s presence may constitute a direct threat, the Superintendent will abide by HIPAA requirements and may request additional medical information from the employee’s physician (with the employee’s consent), or a physician chosen by the District, who may be a public health official, to confirm the Superintendent’s determination. 

The health risk to immuno-suppressed employees is determined by their personal physician. The health risk to others in the 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, or a physician chosen by the District, who may be a public health official. 

REVIEWED: 11/18/2019 – APPROVED 12/03/2019  
REVIEWED: 02/08/2021 – APPROVED 03/15/2021  
REVIEWED: 11/22/2021  
REVIEWED: 03/21/2022 – APPROVED 04/11/2022
 

 

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

If possible, an employee may administer emergency or minor first aid.  An injured employee will be turned over to the care of the employee’s family or qualified medical employees as quickly as possible.  The 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 (24) hours of the occurrence.  It is the responsibility of the employee’s immediate supervisor to file an accident report within twenty-four (24) hours after the employee reported the injury.

It is the responsibility of the employee to file claims, such as workers’ compensation, through the Board Secretary.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 12/20/2021

 

Employees’ use of their position with the District for financial gain is considered a conflict of interest with their positions 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 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 District’s time, facilities, equipment, and supplies or the use of the 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 purposed of this section, a person is not similarly situated merely by being related to an employee who is employed by the 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 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 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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 12/20/2021

 

The 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 District, personal information regarding the employee, salary records, evaluations, application for employment, references, and other items needed to carry out Board policy.

Employee personnel files are 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 District 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.  Employees will not be allowed access to the employment references written on behalf of the employee.  The District may charge a reasonable fee for each copy made, as allowed under law.  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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 12/20/2021

 

Generally, transportation of students must be in a motor vehicle owned by the District and driven by an employee.  In some cases, it may be more economical or efficient for the District to allow a District employee to transport the students in the employee’s motor vehicle.  Transportation of a student in a private motor vehicle must be done only with permission of the Superintendent, except in emergency situations when the health or well-being of the student or others is at risk.

Employees who transport students for school purposes must have the permission of the Superintendent and must further provide to the Superintendent, for copying, a current driver’s license and proof of insurance.

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.

The District assumes no responsibility or liability for injury or accident caused by an employee who is transporting a student for other than school purposes.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 12/20/2021

 

District credit cards may be issued and/or made available to employees and officers only for the time period and purpose for which they are needed.  The Superintendent, in consultation with the Board, will determine which employees and officers will be issued and/or provided use of District credit cards and the time period that they are needed.  Prior to issuing and/or providing use of a District credit card to an employee of officer, the employee or officer will be instructed regarding the use of District credit cards and they will provide a written acknowledgement that they understand their responsibilities in regard to the use of District credit cards.  Employees and officers will return District issued and/or provided credit cards back to the District at the end of the time period for which they have been issued and/or provided a District credit card or upon separation of employment.  Use of District issued credit cards is a privilege and the Superintendent may withdraw the privilege of using District issued credit cards at any time.

Employees and officers may use 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 District transportation vehicles used for transporting students to and from school and for District-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.  Purchase orders will be used whenever possible, along with District issued checks, and credit cards will only be used when the business will not accept a District purchase order.

Employees and officers using a 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 shall be reimbursed to the District no later than ten working days following use of the District’s credit card.  In exceptional circumstances, the Superintendent or Board may allow a claim without proper receipt.  Written documentation explaining the exceptional circumstances shall be maintained as part of the District’s record of the claim.

The District may maintain a District credit card for actual and necessary expenses incurred by employees and officers in the performance of their duties.  The Superintendent may maintain a District credit card for actual and necessary expenses incurred in the performance of the Superintendent’s duties.  The transportation director may maintain a District credit card for fueling District transportation vehicles in accordance with Board policy.

It is the responsibility of the Superintendent to determine whether the District credit card use is for appropriate District business.  It is the responsibility of the Board to determine through the audit and approval process of the Board whether the District credit card use by the Superintendent and the Board is for appropriate District business.

Failure to comply with this policy may subject an employee or officer to disciplinary action, which may include suspension and/or termination of employment.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 01/17/2022

 

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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 01/17/2022

 

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 employees who are mandatory reporters are required to report alleged incidents of child abuse they become aware of within the scope of their professional duties.

When a mandatory reporter suspects a student is the victim of child abuse, the mandatory reporter 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 (48) 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 have taken the course within the previous three (3) years.  The course will be retaken at least every three (3) years.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 01/17/2022

 

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 District under the direction and control of the District.

Employees found in violation of this policy will be subject to disciplinary action up to and including discharge.

The District will respond promptly to allegations of abuse of students by 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 District has appointed a Level I investigator and alternate Level I investigator.  The 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 District.  The names of the investigators are listed in the student handbook, published annually in the local newspaper, and posted in all District facilities.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 01/17/2022

 

The Board authorizes the development of a comprehensive hazardous chemical communication program for the 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 shall be 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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 02/21/2022

 

The District is committed to maintaining a working environment that is free from harassment because of an individual’s age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information.  The District prohibits any and all forms of harassment because of an individual’s age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information.

It shall be a violation of this regulation for any teacher, administrator, or other District personnel to harass a teacher, administrator, or other District personnel through conduct or communication of a sexual nature or regarding an individual’s age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information, as defined by this policy. For purposes of this regulation, other District personnel could include Board members, school employees, agents, volunteers, contractors, or persons subject to the supervision and control of the District.

It shall also be a violation of this policy for any teacher, administrator or other District personnel to tolerate sexual harassment or harassment because of an individual’s age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information by a teacher, administrator, other District personnel, or by any third parties who are participating in, observing, or otherwise engaging in activities under the direction of the District. Any teacher, administrator, or other District personnel who has knowledge or belief that an individual has or may have been the victim of prohibited harassment is required to immediately report the alleged acts to an appropriate District official designated by this policy. Failure to report the harassing conduct could result in discipline, up to and including termination, for the teacher, administrator, or other school personnel who failed to report.

Sexual harassment includes, but is not be limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

• submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
• submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
• such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Other types of harassment may include, but not be limited to, unwelcome jokes, stories, pictures or objects that are offensive, tend to alarm, annoy, abuse or demean an individual because of their age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information.

The District has adopted grievance procedures for processing complaints of discrimination, including harassment. If you have questions or a grievance related to sexual harassment pursuant to Title IX, please contact Mary McCrea, Title IX Coordinator, 222 Walnut St, Eddyville, Iowa 52553, 641-969-4226, mary.mccrea@rocketsk12.org, or the U.S. Department of Education (attn. Assistant Secretary, Office for Civil Rights; 400 Maryland Avenue Southwest, Washington, DC 20202; 800-421-3481; OCR@ed.gov).  If you have questions or a grievance related to any other provision of this policy, including any other form of harassment, please contact the Superintendent, 222 Walnut St, Eddyville, Iowa 52553, 641-969-4226.

Individuals whose behavior is alleged to be in violation of this policy will be subject to the investigation procedure which may result in discipline, up to and including, discharge or other appropriate action.  Other individuals whose behavior is alleged to be in violation of this policy will be subject to appropriate sanctions as determined and imposed by the Superintendent or Board.  Upon receiving a complaint, the investigator will follow the appropriate grievance procedures outlined in these policies and as required by state and federal law.

No one will retaliate against an employee or student because they have filed a harassment complaint, assisted or participated in a harassment investigation, proceeding or hearing regarding a harassment charge or because they have opposed language or conduct that violates this policy.

It is the responsibility of the Board members, administrators, licensed and classified employees, and others having business or other contact with the District to act appropriately under this policy.  It is the responsibility of the Superintendent and investigator to inform and educate employees or students and others involved with the District about harassment and the District’s policy prohibiting harassment.

This policy and accompanying regulations will only apply when an employee is the victim of an alleged harasser or an employee is the alleged harasser.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 02/21/2022

 

The Board expects the District and its employees to remain substance free.  No employee shall unlawfully manufacture, distribute, dispense, possess, use or be under the influence of in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance or alcoholic beverage as defined by federal or state law. Workplace includes District facilities, District premises or District vehicles.  Workplace also includes non-District property if the employee is at any District sponsored; District approved or District related activity, event or function, such as field trips or athletic events where students are under the control of the District or where the employee is engaged in District business.

If an employee is charged with or convicted of a violation of any criminal alcohol or drug offense in any setting, the employee shall notify the employee’s supervisor of the conviction within five (5) days of the conviction.

The Superintendent will make the determination whether to require the employee to undergo substance abuse treatment or to discipline the employee.  An employee who violates the terms of this policy may be subject to discipline up to and including termination.  An employee who violates this policy may be required to successfully participate in a substance abuse treatment program approved by the Board.  If the employee fails to successfully participate in a program, the employee 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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 02/21/2022

 

Employees who operate District vehicles are subject to drug and alcohol testing if a commercial driver's license is required to operate the District vehicle and the District vehicle transports sixteen or more persons including the driver or the District 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 District vehicle.

The employees operating a District vehicle as described above are subject to pre-employment drug testing and random, reasonable suspicion and post-accident drug and alcohol testing, conducted in accordance with state and federal law.  Employees operating District vehicles shall not perform a safety-sensitive function within eight hours of using alcohol.  Employees governed by this policy shall be subject to the drug and alcohol testing program beginning the first day they operate or are offered a position to operate District 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 District contact persons:  the school nurse, Superintendent or transportation director at nurse's office, District office or bus garage.

Employees who violate the terms of this policy may be subject to discipline up to and including termination.  Employees who violate this policy may be required to successfully participate in a substance abuse evaluation and, if recommended, a substance abuse treatment program at their sole cost and expense, as a condition of continued employment.  Employees who fail to or refuse to participate may be subject to discipline up to and including termination.

The Superintendent shall 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 its supporting administrative regulations and forms to employees operating District vehicles.  The Superintendent shall 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.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 02/21/2022

 

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.

It will be the responsibility of the building principal to counsel employees assigned to their attendance center on appearance and conduct when the employee’s individual appearance may have a negative impact on the learning environment.  Employees who do not follow this policy will be subject to disciplinary action, up to and including termination.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 03/21/2022

 

Licensed Employees

A. Resignation Prior to Executing an Individual Contract

A licensed employee who wishes to resign from his/her continuing contract prior to executing an individual contract for the following year shall submit a written resignation to the Superintendent.  The resignation shall be in writing and shall state the employee’s intent to resign and final date of employment.  The licensed employee shall ensure the resignation is filed with the Board Secretary.    The resignation must be filed not later than the last day of the current school year or the date specified by the board for return of the contract, whichever date occurs first.

 

B. Resignation after Executing an Individual Contract

The Board expects that all signed, fully executed contracts with licensed employees will be performed as stated.  Release from a fully executed contract following a resignation request from a licensed employee is at the sole discretion of the Board.

A licensed employee who wishes to resign from his/her continuing contract after executing an individual contract shall give thirty (30) days written days’ notice to the Board Secretary.  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 shall have sole discretion to determine what constitutes unusual and extreme circumstances.

Release from a contract shall be contingent upon finding a suitable replacement.  Licensed employees requesting release from a contract after it has been signed will be required to pay the Board the cost of advertising for a suitable replacement.  Upon written mutual agreement between the employee and the Superintendent or, in the case of the Superintendent, a designee of the Board, the costs may be deducted from the employee’s salary.  Payment of these costs shall be a condition for release from the contract at the discretion of the Board.  Failure of the licensed employee to pay these expenses will result in the employee not being released from the employee’s contract.

The Superintendent is authorized to file a complaint with the Iowa Board of Educational Examiners against any licensed employee who leaves their employment with the District without proper release from their contract from the Board.  Should such an instance arise, the resignation of the licensed employee may be accepted under protest so that replacement staff may be hired without jeopardizing the legal rights of the District.

The Board may require a licensed employee 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, but unsuccessful, effort to find a replacement and the licensed employee is continuing to be employed by the District.

 

Non-Licensed Employees

A non-licensed employee who wishes to resign shall submit a written resignation to the Superintendent or the Superintendent’s designee.  The resignation shall be in writing and shall state the employee’s intent to resign and the final date of employment.  The resignation must be submitted not later than thirty (30) days prior to the final date of employment.

The Superintendent or the Superintendent’s designee will refer the resignation to the board with a recommendation.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 03/21/2022

 

Employees will perform their assigned job, respect and follow Board policy, and obey the law.  The Superintendent is authorized to suspend an employee pending Board action on a discharge, for investigation of charges against the employee, and for disciplinary purposes. It is within the discretion of the Superintendent to suspend an employee with or without pay.  In the event of a suspension, appropriate due process will be followed.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 03/21/2022

 

Materials created by employees and the financial gain there from are the property of the District if District materials and time were used in their creation and/or such materials were created in the scope of the employee’s employment.  The employee must seek prior written approval of the Superintendent concerning such activities.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 03/21/2022

 

Every effort will be made by the licensed employees to help students with learning problems before recommending that the parents engage a tutor.  Since there are exceptional cases when tutoring will help students overcome learning deficiencies, tutoring by licensed employees may be approved by the Superintendent.

Licensed employees may only tutor students other than those for whom the teacher is currently exercising teaching, administrative or supervisory responsibility unless approved by the Superintendent.

Tutoring for a fee may not take place within District facilities or during regular school hours unless approved by the Superintendent.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 04/11/2022

 

The Board recognizes the need for substitute teachers.  Substitute teachers will be licensed to teach in Iowa.

It is the responsibility of the building principal to maintain a list of substitute teachers who may be called upon to replace regular contract licensed employees.  Individuals whose names do not appear on this list will not be employed as a substitute without specific approval of the Superintendent.  It is the responsibility of the building principal to fill absences with substitute teachers immediately.

Substitute teachers will provide a copy of their teaching certificate and transcripts to the Board Secretary to be placed in their personnel file.

Payment of substitute teachers shall be based on the following provisions:

1. Substitute teachers shall be paid for their services at a daily rate set by the Board annually.
    
2. A long-term substitute teacher is defined as a substitute for ten (10) consecutive days for a specific teacher.  The long-term substitute teacher will be paid the per diem rate of 1/190th of the 1 BA lane of the current salary schedule beginning with the first day of service.  The long-term substitute teacher will assume all duties including, but not limited to, curriculum development, instructional planning, and unit development along with regular teaching duties.
    
3. Substitute teachers do not qualify for sick leave, other leaves or insurance.  However, if a long-term substitute teacher is absent due to illness, the substitute will not be paid for those days, but the substitute teacher’s measure of consecutive days worked can be maintained at the Superintendent’s discretion.
    
4. Payments made to substitute teachers will be subject to all legally required withholdings.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 04/11/2022

 

It is within the discretion of the Board to offer an education program during the summer recess.  Licensed employees who volunteer or who are appointed to deliver the summer education program are compensated in addition to their regular duties during the school academic year, unless such arrangements are made prior to determining the employee’s compensation for the year.

Should the Board determine a summer education program is necessary, licensed employees will be given the opportunity to volunteer for the positions available.  If the Board determines a course must be offered and no licensed employee volunteers for the position, the Board will make the necessary arrangements to fill the position.   The Board will consider applications from volunteers of current licensed employees in conjunction with other applications.

It is the responsibility of the Superintendent to make a recommendation to the Board regarding the need for and the delivery of the summer education program.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 04/11/2022

 

The Board encourages the use of community resources and citizens to assist in furthering the educational program of the District   Volunteers are an essential and valuable component of the District’s mission to provide a high quality education to its students.

The District encourages the use of volunteers to:

• Support and enhance the District’s programs.
• Enrich the District’s curriculum and broaden student learning opportunities.
• Assist students of varying abilities.
• Provide students with individual attention.
• Provide employees with more time to work with students.

All volunteers must adhere to volunteer guidelines outlined by the District and the attendance center in which they serve.  Any volunteer who works directly with students or assists staff on a regular basis; who supervises and/or chaperones students or who acts as a primary authority figure must complete District volunteer information and disclosure statements and submit to a background check.

Volunteers will serve under the direct supervision of staff members.

Volunteers will comply with all District rules and regulations and the law.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 04/11/2022

 

The Superintendent or designee shall obtain or cause to be obtained all substitute classified personnel.  The Board shall determine the pay rate for substitute classified employees annually.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 05/16/2022

 

The Board recognizes situations may arise in the operation of the District which are of concern to parents and other members of the 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 consistent with the following:

1. Matters concerning an individual employee should first be addressed to the employee.
    
2. Unsettled matters from (A) above or problems and questions about individual attendance centers should be addressed to the employee’s building principal or immediate supervisor.
    
3. Unsettled matters from (B) above or problems and questions concerning the District should be directed to the Superintendent.
    
4. If a matter cannot be settled satisfactorily by the Superintendent, the individual may ask that it be brought to the Board. To ask that a concern regarding an employee be addressed by the Board, the individual must notify the Board President in writing of the concern. The Board President may bring it to the attention of the entire Board by placing it on the agenda or the individual may be able to address the complaint with the Board at the beginning of a meeting in accordance with Board policy.

It is within the discretion of the Board to address complaints from the members of the District community and the Board will only consider doing so if a complaint is in writing, signed, and the individual bringing the complaint has complied with this policy.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 05/16/2022

 

Unpaid family and medical leave will be granted up to twelve (12) weeks per year for qualifying leave to assist employees in balancing family and work life.  For purposes of this policy, year is defined as a rolling twelve (12) month period measured backward from the date an employee uses any family and medical leave.  Requests for family and medical leave shall be made to the Superintendent or designee.

Paid leave available to the employee will run concurrently with the family and medical leave, as outlined in the family and medical leave administrative rules.

Employees eligible for family and medical leave must comply with the family and medical leave administrative rules prior to starting family and medical leave.

Employees shall be required to complete all necessary family and medical leave act documentation in order for any leave to be approved as family and medical leave.  The required documentation shall be as outlined in this policy and as required by the Department of Labor.  All documentation and forms shall be made available in the administrative offices of each building.  If an employee fails to complete and return all necessary Family and Medical Leave Act documentation, and the leave is such that would be covered as approved family and medical leave, the District may designate the leave as approved family and medical leave.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 05/16/2022

 

Nepotism is patronage bestowed or favoritism shown on the basis of family relationship.  More than one family member may be an employee of the District.  The decision to employ more than one individual in a family shall be made on the basis of each individual’s qualifications and credentials.

No District employee shall be involved in hiring a family member.  No District employee shall serve in a supervisory capacity over one of their family members employed by the District.  No District employee shall attempt to influence the evaluation or conditions of employment of the employee’s family member with anyone who serves in a supervisory capacity over that family member.

Family members for purposes of this policy include husbands, wives, mothers, fathers, mothers-in-law, fathers-in-law, sisters, brothers, sisters-in-law, brothers-in-law, daughters, sons, daughters-in-law, and sons-in-law.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 05/16/2022

 

The Board understands the desire of students, parents, and others to give gifts to show appreciation of an employee.  Rather than giving gifts, the Board encourages, as more welcome and appropriate, communicating to the employee in writing expressing gratitude and appreciate or making a donation of a gift to benefit the District rather than an individual employee.

Employees may receive a gift on behalf of the District.  Employees shall not, either directly or indirectly, solicit, accept or receive any gift, series of gifts or an honorarium unless the donor does not meet the definition of a restricted donor stated below or the gift or honorarium does not meet the definition of gift or honorarium stated below.  However, employees may receive nonmonetary gifts of a value less than $3.00 if the donor does not intend to influence the employee's professional judgment.

A restricted donor is defined as a person or other entity which:

1. 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 District;
2. Is engaged in activities which are regulated or controlled by the District;
3. 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
4. Is a lobbyist or a client of a lobbyist with respect to matters within the 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, a gift does not include any of the following:

1. Contributions to a candidate or a candidate’s committee;
2. Informational 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;
3. 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;
4. An inheritance;
5. Anything available or distributed to the general public free of charge without regard to the official status of the employee;
6. Items received from a bona fide 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;
7. 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;
8. Plaques or items of negligible resale value given as recognition for public service of an employee;
9. Food and beverages provided at a meal that is part of a bona fide event or program at which the recipient is being honored for public service;
10. Non-monetary items with a value of three dollars ($3.00) or less that are received from any one donor during one calendar day;
11. Items or services solicited or given to a state, national or regional government organization in which the state of Iowa or a political subdivision of the state is a member for purposes of a business or educational conference, seminar or other meeting or solicited by or given 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;
12. Items or services received by members or representatives of members at 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;
13. Funeral flowers or memorials to a church or nonprofit organization;
14. Gifts which are given to an employee for the employee’s wedding or twenty-fifth or fiftieth wedding anniversary;
15. Payment of salary or expenses by the 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 state or political subdivision of the state for attending the meeting;
16. Gifts of food, beverages, travel, or lodging received by a public official or public employee if all of the following apply: (1)  the public official or public employee is officially representing an agency in a delegation whose sole purpose is to attract a specific new business to locate in the state, encourage expansion or retention of an existing business already established in the state, or to develop markets for Iowa businesses or products; (2)  the donor of the gift is not the business or businesses being contacted; and (3)  the public official or public employee plays a significant role in the presentation to the business or businesses on behalf of the public official’s or public employee’s agency.
17. 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.
18. 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:

1. 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;
2. A nonmonetary gift or series of nonmonetary gifts donated within thirty days to a public body, an educational or charitable organization or the Iowa department of general services; or
3. A payment made to an employee for services rendered as part of a private business, trade or profession in which the employee is engaged if the payment is commensurate with the actual services rendered and is not being made because of the person’s status as an employee of the district, but, rather, because of some special expertise or other qualification.

It shall be the responsibility of each employee to know when it is appropriate to accept or reject gifts or an honorarium.  An employee who violates this policy may be subject to disciplinary action up to and including termination.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 06/20/2022

 

The District may issue cell phones to employees when there is a valid District related business purpose for the employee to have access to a cell phone.  Prior to issuing an employee a District cell phone, the District will evaluate the employee’s job assignment and responsibilities and determine whether the employee should be issued a District cell phone.  If the District determines an employee will be issued a District cell phone, the District will determine the appropriate cell phone and cell phone plan for the employee.

An employee’s use of a District cell phone will be limited to District business.  Personal use of District cell phones will only be allowed on a limited and infrequent basis. 

Employees who are issued District cell phones may not use them at any time while they are operating motor vehicles or equipment.  Employees who are involved in an accident and/or charged with violations of the law resulting from the use of a District cell phone while operating motor vehicles or equipment will be solely responsible for all liability that results from such actions, including, but not limited to all damages, costs, fees, and fines.

Any District cell phone issued to an employee is District property and all communications over and activity conducted on any District cell phone is subject to being monitored and reviewed by the District.  An employee who has been issued a District cell phone is expected to protect it from loss, damage or theft and will be responsible for any damages or charges that result from the employee’s failure to exercise due care.  If an employee is issued a District cell phone and it is lost or stolen, the employee must notify the District so that service can be discontinued.  An employee shall notify the District if a District cell phone the employee has been issued malfunctions. 

Upon separation from employment or at any time upon request, the employee may be asked to produce a District cell phone issued to the employee for return or inspection. Employees unable to present a District issued cell phone in good working condition within twenty-four (24) hours of being asked to produce it may be required to bear the cost of replacing the cell phone.

Employees shall restrict use of personal cell phones to break periods or lunch periods.  Personal cell phones shall be turned off during business hours.  Employees shall not conduct District business with their personal cell phones.

An employee’s failure to comply with this policy may subject the employee to disciplinary action up to and including termination of employment.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 06/20/2022

 

The Eddyville Blakesburg Fremont Community School District expects its employees to model responsible and appropriate conduct, both at school and away from school. Employee use of social media, including social networking websites such as Facebook, Twitter, and Instagram; personal web pages or blogs; and electronic messaging, including texting, are subject to the requirements of applicable law, District policies, and sound professional and ethical behavior for District employees within the District community.  Employees who fail to comply with this policy or who otherwise engage in inappropriate use of social media may be subject to disciplinary action, up to and including termination. If an employee has any questions about the application of this policy, the employee should consult the employee’s supervisor.

 

Professional Use of Social Media

An employee using social media in the employee’s professional capacity as an employee of the District and/or pursuant to the employee’s official duties should be truthful regarding their identity and thoughtful and respectful when engaging in the use of social media. Employees using social media in their professional capacity should adhere to the following guidelines:

1. Employees may use professional web pages that are created through the District and used solely for school-related purposes. Notify parents of your intention to use social media to communicate with students and the intended purpose of such communications. All professional, legal, and ethical expectations for appropriate communications and relationships must be followed.
2. If you are participating on a social networking website, web page, and/or blog for District-related business, you may do so only with the prior approval of your supervisor.
3. Accurately identify yourself and your position with the District in all social media communications. Do not use an alias or engage in anonymous social media communications.
4. Any District identifying information (i.e. Eddyville Blakesburg Fremont Community School District, www.rocketsk12.org, etc.) associated with you, your name, and/or your email creates the impression you are acting in your capacity as a District employee and/or acting on behalf of the District and, as such, you are expected to conduct yourself in a legal, ethical, and professional manner.
5. Any information shared via social media regarding the business of the District, whether using personal or District technology may be considered a public record.
6. All information communicated through or maintained on the District’s technology is subject to the District’s acceptable use policy and is subject to being monitored or inspected at any time.
7. Do not submit or post confidential information about the District, its students, alumni or employees, including student photos without prior permission. You should assume that most information about a student is required to be kept confidential by both federal law and/or state law.
8. Be aware that even if you intend for a communication on social media to be private, communications on social media are not truly private. To minimize unintended disclosure of information, you should set and maintain your social networking privacy settings at the most restrictive level.
9. Internet search engines can find information years after it was originally posted.  Comments can be forwarded or copied and archival systems can save information even if you delete a post or use a private message. You should assume that a message or image which is posted or communicated can never be completely deleted.
10. Spell check and grammar check your content before you submit or post messages, and correct any mistakes as soon as you can. Remember that you are writing for publication, even if it is just for a social networking website. Refrain from making unsubstantiated statements and avoid careless comments, such as “research shows” unless you also provide full citations of the research.
11. Only provide your official District e-mail address and/or telephone number as a way to communicate with students or parents regarding District business.
12. Limit communications with individual students on social media to school related issues such as class lessons, grades, and missed assignments and copy parents and/or other appropriate staff members on all communications with students.
13. Do not communicate with students using one to one text messages, private chats, direct messages, and/or other one to one communications.

Personal Use of Social Media

The District recognizes the use of social media for personal purposes and acknowledges that its employees have the right under the law to express themselves on matters of public concern. However, the District also has the right to regulate the speech of employees in certain circumstances, such as when the personal use of social media interferes with the employee’s ability to perform his/her duties or affects the District’s ability to efficiently provide educational services. Accordingly, it is essential that employees conduct themselves in such a way that their personal use of social media does not adversely affect their position with the District or the District. Employees using social media for such purposes should adhere to the following guidelines:

1. If you are participating on a social networking website, web page, and/or blog for personal use, you may identify yourself as an employee of the District. However, if you do, you must state that you are expressing your own opinion, not that of the District, and you will be fully responsible for your actions.
2. If you identify yourself as a District employee, your actions will reflect not only on you but on the District as well.
3. Do not submit or post information concerning the District using an identity other than your own.
4. Do not use the District’s school logos or mascots, photographs, any other such graphic representations or images or link any personal page on a social networking website or other personal web page to any District website or material.
5. If you submit or post information or comments that are not related to the District, your activities may still result in professional consequences. Such actions include, but are not limited to, posting of photographs or information which violates federal or state law and regulations and/or District policies and rules.
6. Be aware that you do not have control of what others may submit or post on social networking websites; therefore, be aware that your conduct in your private life may affect your professional life. Be vigilant about what others post about you or on your page and, if necessary, take steps to remove comments that are inappropriate and/or reflect poorly on you and/or the District.
7. Carefully consider whether to interact with and/or whether to provide personal contact information to students currently enrolled in the District on social media.
8. You should refrain from providing your personal contact information to students currently enrolled in the District.
9. During the work day, you should refrain from participating on any personal social media, regardless of whether such participation is through District or personal technology.
10. Employees are encouraged to post positive information about the District.  Employees should exercise appropriate discretion concerning posting, agreeing or liking negative comments about the District, its employees, staff, and/or students.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVIEWED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 06/20/2022

 

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.

 

Employees required to travel in their personal vehicle between school district buildings to carry out the duties of their position may be reimbursed at the current Iowa Department of Administrative Services mileage rate. 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.

 

REVIEWED: 07/15/2024 – APPROVED: 08/19/2024

 

 

It is the goal of the Board to develop a healthy social, intellectual, emotional, and physical self-concept in the students enrolled in the school district.  Each student attending school will have the opportunity to use it and its education program and services as a means for self-improvement and individual growth.  In so doing, the students are expected to conduct themselves in a manner that assures each student the same opportunity.

The Board supports the delivery of the education program and services to students free of discrimination on the basis of age, color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender, gender identity, genetic information, disability, or socioeconomic status.  This concept of equal educational opportunity serves as a guide for the Board and employees in making decisions relating to school district facilities, employment, selection of educational materials, equipment, curriculum, and regulations affecting students.

In the delivery of the education program, students will treat the employees with respect and students will receive the same in return.  Employees have the best interests of the students in mind and will assist them in school-related or personal matters if they are able to do so.  Students should feel free to discuss problems, whether school-related or personal, with the guidance counselor or other employees.

Board policies, rules and regulations affect students while they are on school district property or on property within the jurisdiction of the school district; while on school owned and/or operated school or chartered vehicles; while attending or engaged in school activities; and while away from school grounds if misconduct will directly affect the good order, efficient management, and welfare of the school district.

Board policy refers to the term "parents" in many of the policies.  The term parents for purposes of this policy manual means the legal parents, the legal guardian or custodian of a student, and students who have reached the age of majority or are otherwise considered an adult by law.

Inquiries by students regarding compliance with equal educational opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, shall be directed to the Affirmative Action/Equity Coordinator by writing to the Superintendent, Eddyville-Blakesburg-Fremont Community School District, 222 Walnut St., Eddyville, Iowa 52553, 641-969-4226.  Inquiries by students related to sex discrimination, including sexual harassment, pursuant to Title IX should be directed to Mary McCrea, Title IX Coordinator, 222 Walnut St, Eddyville, Iowa 52553, 641-969-4226, mary.mccrea@rocketsk12.org.

Inquiries by students regarding compliance with equal educational opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, may also be directed in writing to the Director of the Office for Civil Rights Chicago Office, United States Department of Education, Citigroup Center, 500 West Madison Street, Suite 1475, Chicago, Illinois 60661-4544 or Iowa Department of Education, Grimes State Office Building, Des Moines Iowa 50319.  This inquiry or complaint to the federal or state 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 administrative office and the administrative office in each attendance center.

 

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019
REVISED: 02/08/2021 – APPROVED 03/15/2021
REVIEWED: 06/20/2022

 

Children who are residents of the school district community will attend the school district without paying tuition.

The residence of a student means the place, abode or dwelling of the student.  Generally, the legal dwelling of minors is the same as their parents.  However, a student may establish a dwelling with someone other than the parents and attend public school in the school district without paying tuition if the primary purpose for residing in the school district is not for the purpose of obtaining a free public education.  Further, students who have reached the age of majority and who are still eligible to attend an Iowa secondary school may declare their residence independent of the residence of the parents.

Each case involving the bona fide residence of a student will be decided upon its individual merits by the Superintendent.

Students who have attained legal age may continue the education program without payment of tuition as long as they are eligible to attend an Iowa public school and are residents of the school district.

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019

REVISED: 02/05/2021 – APPROVED 03/15/2021

REVIEWED: 07/18/2022

Non-Resident Students

Students who are eligible to attend an Iowa public school but who are not legal residents of the school district may be admitted into the school district at the discretion of the Superintendent upon application and payment of tuition.  The tuition rate is the current per-pupil cost of the school district as computed by the Board Secretary and as authorized by the Iowa Department of Education.

Resident students whose families move from the school district after the start of a semester and who wish to complete the semester in the school district may be permitted to attend without the payment of tuition at the discretion of the Superintendent and approval of the Board.  Students who plan to open enroll to the non-resident District may complete the school year without approval of the Superintendent or Board.  These students, other than students in grades eleven and twelve, must have the recommendation of the principal.

Students in grades eleven or twelve who are no longer residents of the school district, but were residents in the preceding school year, may continue to attend school until they graduate without the payment of tuition.  These students may be required to identify an adult, who resides in the school district, identified for purposes of administration.

Non-resident students who are eligible to attend an Iowa public school and who have evidence they will become legal residents of the school district by October 1 may be allowed to attend without the payment of tuition.

 

International Students in Student Foreign Exchange Programs

Qualified international students may be enrolled and attend school without charge for tuition if they are part of an approved Student Foreign Exchange Program.  The principal must give final approval before any such student can enroll.  Before being able to participate in athletics, the student must have on file an approved physical examination.  The examination form provided by the IHSAA and IGHSAU must be used.

Programs or activities for which foreign exchange students are not eligible are: Driver Education and National Honor Society.

For those items not specifically mentioned above, a foreign exchange student has the same rights and responsibilities of all other students.

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019

REVISED: 02/05/2021 – APPROVED 03/15/2021

REVIEWED: 07/18/2022

 

 

Parents within the school district who have children over age six and under age sixteen by September 15, in proper physical and mental condition to attend school, will have the children attend the school district at the attendance center designated by the Board.  Students will attend school the number of days school is in session in accordance with the school calendar.  Students of compulsory attendance age will attend school a minimum of 175 days.  Students not attending the minimum days must be exempted by this policy as listed below or be referred to the county attorney.  Exceptions to this policy include children who:

• have completed the requirements for graduation in an accredited school or have obtained a high school equivalency diploma;
• are attending religious services or receiving religious instruction;
• are attending an approved or probationally approved private college preparatory school;
• are attending an accredited non-public school; or,
• are receiving competent private instruction.

It is the responsibility of the parent of a child to provide evidence of the child's mental and physical inability to attend school or of the child's qualifications for one of the exceptions listed above.

The principal will investigate the cause for a student's truancy.  If the principal is unable to secure the truant student's attendance, the principal should discuss the next step with the Superintendent.  If after intervention on the part of the principal and Superintendent, the student is still truant, the principal will refer the matter over to the county attorney.

The school will participate in mediation if requested by the county attorney.  The Superintendent will represent the school district in mediation.  The school district will monitor the student's compliance with the mediation agreement and will report violations of the mediation agreement to the county attorney.

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019

REVISED: 02/05/2021 – APPROVED 03/15/2021

REVIEWED: 07/18/2022

 

When it is determined that a student in grades K-6 is in violation of the District’s Attendance Policy and Procedures, the principal will check the Department of Human Services records to determine whether the student’s family is receiving Family Investment Program (FIP) benefits.  If the student’s family is receiving FIP benefits, the principal will notify DHS.  DHS is then responsible for the Attendance Cooperation Process (ACP).

If the student’s family is not receiving FIP benefits, the principal will initiate the ACP.  The parents will be contacted to participate in the ACP.  The principal may also invite juvenile court officers, the county attorney, other school officials and others deemed appropriate.  If others are invited who do not have access to the student’s records either by law or a Juvenile Justice Agency Information Sharing Agreement, parental consent is needed for them to participate in the ACP.

The purpose of the ACP is to determine the cause of the student’s nonattendance, arrive at an agreement between the parties to solutions addressing the nonattendance and initiate referrals to any other services that may be necessary.  Any agreement reached will be reduced to writing.  The agreement is to include all terms agreed to and future responsibilities of all parties.  All parties must sign the agreement and failure to sign by the parents is considered a violation of the process and initiates the next level.

If the parents do not participate in the ACP, if the parties do not enter into an Attendance Cooperation Agreement (ACA) or if the parents violate a term of the ACA, the student is deemed truant.  For FIP students and non-FIP students, the school district notifies the county attorney when students are truant.  When a FIP student is deemed truant, DHS is again notified and DHS then initiates the process whereby FIP benefits are reduced.

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019

REVISED: 02/05/2021 – APPROVED 03/15/2021

REVIEWED: 07/18/2022

 

Children in the school district community will be allowed to enroll in the District's regular education program beginning at age five.  The child must be age five on or prior to September 15 to participate in the District's kindergarten program.  The child must be age six on or prior to September 15 to begin the first grade of the education program.

The Board will require evidence of age and residency in the form of a birth certificate or other evidence before the student may enroll in the District's education program.  It is within the discretion of the Superintendent to determine what is satisfactory evidence for proof of age.

Prior to enrollment, the child must provide the administration with their health and immunization certificate.  Failure to provide this information within the time period set by the Superintendent is reason for suspension, expulsion or denying admission to the student.  Homeless students may be exempted from this requirement.

 

REVIEWED: 11/18/2019 - APPROVED 12/03/2019

REVISED: 02/05/2021 – APPROVED 03/15/2021

REVIEWED:08/15/2022