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
