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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