The Chariton Community School 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 school district will take affirmative action in major job categories where women, men, minorities and persons with disabilities are underrepresented.  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.

The board will appoint an affirmative action coordinator.  The affirmative action coordinator shall have the responsibility for drafting the affirmative action plan.  The affirmative action plan shall be reviewed by the board at least every two years.

Individuals who file an application with the school district will be given consideration for employment if they meet or exceed the qualifications set by the board, administration, and Iowa Department of Education for the position for which they apply.  In employing individuals, the board shall consider the qualifications, credentials, and records of the applicants without regard to race, color, creed, sex, national origin, religion, age, sexual orientation, gender identity or disability.  In keeping with the law, the board shall consider the veteran status of applicants.

Prior to a final offer of employment for any teaching position the school district will perform the background checks required by law.  The district may determine on a case-by-case basis that, based on the duties, other positions within the district will also require background checks.  Based upon the results of the background checks, the school district will determine whether an offer will be extended.  If the candidate is a teacher who has an initial license from the BOEE then the requirement for a background check is waived.

Advertisements and notices for vacancies within the district shall contain the following statement:  "The Chariton Community School District is an equal employment opportunity/affirmative action employer."  The statement shall also appear on application forms.

Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, shall be directed to the Affirmative Action Coordinator by writing to the Affirmative Action Coordinator, Chariton Community School District, 140 East Albia Road PO Box 738, Chariton, Iowa, 50049; or by telephoning 515-774-5967.

Inquiries by employees or applicants for employment regarding compliance with equal employment 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 Region VII office of Civil Rights, U.S. Department of Education, 310 W. Wisconsin Ave., Ste. 800, Milwaukee, Wisconsin, 53203-2292, (414) 291-1111 or the Iowa Civil Rights Commission, 211 E. Maple, Des Moines, Iowa, 50309, (515) 281-4121 or 1-800-457-4416, http://www.state.ia.us/government/crc/index.html.  This inquiry or complaint to the federal 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 central administrative office and the administrative office in each attendance center.

Legal Reference:

29 U.S.C. 621-634 (1988). 42 U.S.C. 2000e et seq. ( 1988). 42 U.S.C. 12101 et seq. (Supp. 1990) Iowa Code 19B; 20; 35C; 73; 216; 279.8 (2005). 281 I.A.C. 12.4; 95.

Cross Reference:

102      Equal Educational Opportunity

405.3  Harassment

405.2  Licensed Employee Qualifications, Selection, Recruitment

411.2  Classified Employee Qualifications, Selection, Recruitment

Approved  August 13, 2007    

Reviewed  December 9, 2019  

Revised July 9, 2007

 

The District may secure and maintain credit cards for actual and necessary business expenses incurred by Board of Directors, administrators, and other employees in the performance of their duties.

Board members, administrators and other employees using a District credit card must submit detailed documentation in addition to a credit card receipt indicating the date, purpose and nature of the expense for each claim item.  Failure to provide proper receipts shall make the expense a personal expense.  Personal expense shall be reimbursed to the District no later than ten (10) working days following use of the District’s credit card.  In exceptional circumstances, the superintendent or designee and Board may allow a claim without proper receipt.  However written documentation explaining the exceptional circumstances shall be maintained as part of the District’s record of the claim.

It shall be the responsibility of the superintendent to determine whether the school district credit card use is for appropriate school business.  It shall be the responsibility of the Board to determine through the audit and approval process of the Board whether the school district credit card use by the superintendent and the Board is for appropriate business.

The superintendent shall be responsible for developing administrative regulations regarding actual and necessary expenses and use of a school district credit card.  The administrative regulations shall include the appropriate forms to be filed for obtaining a credit card.

Legal Reference: Iowa Constitution, Article III, 31. Iowa Code  279.8, .29, .30 (2005).

218 I.A.C. 12.3 (1).

Cross Reference: 216.3   Board of Directors Compensation and Expenses

401.7   Employee Travel Compensation

 

Approved  August 13, 2007    

Reviewed  December 9, 2019    

Revised July 9, 2007

 

Computers are a powerful and valuable education and research tool and, as such, are an important part of the instructional program. In addition, the school district depends upon computers as an integral part of administering and managing the schools’ resources, including the compilation of data and recordkeeping for personnel, students, finances, supplies and materials. This policy outlines the board’s expectations in regard to these different aspects of the school district’s computer resources. Employees must conduct themselves in a manner that does not disrupt from or disrupt the educational process and failure to do so will result in discipline, up to and including, discharge. 

General Provisions

The superintendent is responsible for designating a Technology Coordinator who will oversee the use of school district computer resources. The Technology Coordinator will prepare in-service programs for the training and development of school district staff in computer skills, appropriate use of computers and for the incorporation of computer use in subject areas.

The superintendent, working with appropriate staff, shall establish regulations governing the use and security of the school district’s computer resources. The school district will make every reasonable effort to maintain the security of the system. All users of the school district’s computer resources, including students, staff and volunteers, shall comply with this policy and regulation, as well as others impacting the use of school equipment and facilities. Failure to comply may result in disciplinary action, up to and including discharge, as well as suspension and/or revocation of computer access privileges.

Usage of the school district’s computer resources is a privilege, not a right, and that use entails responsibility. All information on the school district’s computer system is considered a public record. Whether there is an exception to keep some narrow, specific content within the information confidential is determined on a case by case basis. Therefore, users of the school district’s computer network must not expect, nor does the school district guarantee, privacy for e-mail or use of the school district’s computer network including web sites visited. The school district reserves the right to access and view any material stored on school district equipment or any material used in conjunction with the school district’s computer network.

The superintendent, working with the appropriate staff, shall establish procedures governing management of computer records in order to exercise appropriate control over computer records, including financial, personnel and student information. The procedures will address:  

 passwords, system administration, separation of duties, remote access, data back-up (including archiving of e-mail), record retention, and disaster recovery plans.

Social Networking or Other External Web Sites

For purposes of this policy any web site, other than the school district web site or school district sanctioned web sites, are considered external web sites. Employees shall not post confidential or proprietary information, including photographic images, about the school district, its employees, students, agents or others on any external web site without consent of the superintendent. The employee shall adhere to all applicable privacy and confidentiality policies adopted by the school district when on external web sites. Employees shall not use the school district logos, images, iconography, etc. on external web sites. Employees shall not use school district time or property on external sites that are not in direct-relation to the employee’s job. Employees, students and volunteers need to realize that the Internet is not a closed system and anything posted on an external site may be viewed by others, all over the world. Employees, students and volunteers who don’t want school administrators to know their personal information, should refrain from exposing it on the Internet. Employees should not connect with students via external web sites without consent of the superintendent.  Employees, who would like to start a social media site for school district sanctioned activities, should contact the superintendent. 

It is the responsibility of the superintendent to develop administrative regulations implementing this policy.

 

Legal Reference: Iowa Code § 279.8 (2011).

281 I.A.C. 13.35, .26

 

Cross Reference: 104 Anti-Bullying/Harassment

306 Administrator Code of Ethics 

401.11 Employee Orientation

407 Licensed Employee Termination of Employment

413 Classified Employee Termination of Employment

605 Instructional Materials

 

Approved     April 10, 2012    

Reviewed    December 9, 2019           

Revised                   

 

General

The following rules and regulations govern the use of the school district's computer network system, employee access to the Internet, and management of computerized records:

 Employees will be issued a school district e-mail account. Passwords must be changed periodically. 

 Each individual in whose name an access account is issued is responsible at all times for its proper use.

 Employees are expected to review their e-mail regularly throughout the day, and shall reply promptly to inquiries with information that the employee can reasonably be expected to provide.

 Communications with parents and/or students must be made on a school district computer, unless in the case of an emergency, and should be saved and the school district will archive the e-mail records according to procedures developed by the Technology Coordinator.

 Employees may access the Internet for education-related and/or work-related activities.

 Employees shall refrain from using computer resources for personal use, including access to social networking sites.

 Use of the school district computers and school e-mail address is a public record. Employees cannot have an expectation of privacy in the use of the school district’s computers.

 Use of computer resources in ways that violate the acceptable use and conduct regulation, outlined below, will be subject to discipline, up to and including discharge.

 Use of the school district’s computer network is a privilege, not a right.  Inappropriate use may result in the suspension or revocation of that privilege.

 Off-site access to the school district computer network will be determined by the superintendent in conjunction with appropriate personnel. 

 All network users are expected to abide by the generally accepted rules of network etiquette. This includes being polite and using only appropriate language. Abusive language, vulgarities and swear words are all inappropriate.

 Network users identifying a security problem on the school district's network must notify appropriate staff. Any network user identified as a security risk or having a history of violations of school district computer use guidelines may be denied access to the school district's network.

Prohibited Activity and Uses

The following is a list of prohibited activity for all employees concerning use of the school district's computer network. Any violation of these prohibitions may result in discipline, up to and including discharge, or other appropriate penalty, including suspension or revocation of a user's access to the network.

 Using the network for commercial activity, including advertising, or personal gain.

 Infringing on any copyrights or other intellectual property rights, including copying, installing, receiving, transmitting or making available any copyrighted software on the school district computer network.

 Using the network to receive, transmit or make available to others obscene, offensive, or sexually explicit materiaL 

 Using the network to receive, transmit or make available to others messages that are racist, sexist, and abusive or harassing to others.

 Use of another’s account or password.

 Attempting to read, delete, copy or modify the electronic mail (e-mail) of other system users.

 Forging or attempting to forge e-mail messages.

 Engaging in vandalism. Vandalism is defined as any malicious attempt to harm or destroy school district equipment or materials, data of another user of the school district’s network or of any of the entities or other networks that are connected to the Internet. This includes, but is not limited to, creating and/or placing a computer virus on the network.

 Using the network to send anonymous messages or files.

 Revealing the personal address, telephone number or other personal information of oneself or another person.

 Intentionally disrupting network traffic or crashing the network and connected systems.

 Installing personal software or using personal disks on the school district’s computers and/or network without the permission of the technology coordinator.

 Using the network in a fashion inconsistent with directions from teachers and other staff and generally accepted network etiquette.

Other Technology Issues

Employees with personal cell phones should not be using the phones for school district business. Employees should contact students and their parents through the school district computer or phone unless in the case of an emergency or with prior consent of the principal. Employees should not release their cell phone number, personal e-mail address, etc. to students or their parents. Employees, who are coaches or sponsors of activities, may create a text list of students and parents in order to communicate more effectively as long as the texts go to all students and the principal is included in the text address list.

 

 

Reviewed December 9, 2019

Employees' use of their position within the school district for financial gain shall be considered a conflict of interest and may subject employees to disciplinary action.

Employees have access to information and a captive audience that could result in the employee receiving personal or financial gain.  No employee may solicit other employees or students for personal or financial gain without the approval of the superintendent.  If the approval of the superintendent is given, the employee must conduct the solicitations within the conditions set forth by the superintendent.  Further, the superintendent may, upon five days written notice, require the employee to cease such solicitations as a condition of continued employment.

Employees shall not act as an agent or dealer for the sale of textbooks or other school supplies.  Employees shall 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 shall 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 school district.

It shall 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 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 school district's time, facilities, equipment and supplies or the use of the school 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 purposes of this section, a person is not "similarly situated" merely by being related to an employee who is employed by the school 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 school 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 which the employee performs service or work for the school 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 in (1) or (2) above, the employee must cease the employment 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 shall be the responsibility of each employee to be aware of and take the necessary action to eliminate a potential conflict of interest should it arise.

Legal Reference: Iowa Code 20.7; 68B; 279.8; 301.28 (2005).

Cross Reference: 203     Board of Directors’ Conflict of Interest

405.3   Gifts to Employees

405.5   Employee Outside Employment

Approved  July 11, 2005    

Reviewed  December 9, 2019 

Revised November 9, 2009

 

More than one family member may be an employee of the school district.  It shall be within the discretion of the superintendent to allow one family member employed by the school district to supervise another family member employed by the school district subject to the approval of the board.

The employment by the board of more than one individual in a family shall be on the basis of their qualifications, credentials and records.

Legal Reference: Iowa Code 20; 71; 277.27; 279.8 (2005).

Cross Reference: 405.2   Licensed Employee Qualifications, Recruitment, Selection

411.2   Classified Employee Qualifications, Recruitment, Selection

Approved  July 11, 2005    

Reviewed  December 9, 2019 

Revised

 

Complaints of employees against fellow employees should be discussed directly between employees.  If necessary, complaints shall be brought directly to the immediate supervisor, principal or superintendent and shall be made in a constructive and professional manner.  Complaints shall never be made in the presence of other employees, students or outside persons.

A formal grievance procedure is contained in the master contract between the employee's licensed bargaining unit and the board.  This policy shall not apply to a complaint that has been or could be filed at the employee's discretion under the master contract grievance procedure.

Legal Reference: Iowa Code 20.7, .9; 279.8 (2005).

Cross Reference: 307   Communications Channels

Approved  July 11, 2005    

Reviewed  December 9, 2019

Revised November 9, 2009

 

The school district shall 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 shall include, but not be limited to, records necessary for the daily administration of the school district, salary records, evaluations, application for employment, references, and other items needed to carry out board policy.  Employee personnel files are school 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 school officials.

Employees may have access to their personnel files, with the exception of letters of reference. They may copy items from their personnel files at a time mutually agreed upon between the superintendent and the employee.  The school district may charge a reasonable fee for each copy. 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 shall be the responsibility of the superintendent to keep employees' personnel files current.  The board secretary shall be the custodian of employee records.

It shall be the responsibility of the superintendent to develop administrative regulations for the implementation of this policy.

Legal Reference: Iowa Code chs. 20; 21; 22; 91B (2005).

Cross Reference: 402.1   Release of Credit Information

403      Employees’ Health and Well-Being

708      Care, Maintenance of District Records

Approved  December 9, 2019

Reviewed  June 8,2015      

Revised November 9, 2009

 

Generally, transportation of students shall be in a motor vehicle owned by the school district and driven by an employee.  In some cases, it may be more economical or efficient for the school district to allow an employee of the school district to transport the students in the employee's motor vehicle.

Employees who transport students for school purposes must have the permission of the superintendent.

This policy statement applies to transportation of students for school purposes.

Legal Reference: Iowa Code chs. 285; 321 (2005).

Cross Reference:      

401.7   Employee Travel Compensatio

711      Transportation

904.1   Transporting of Students in Private Vehicles

Approved  July 11, 2005    

Reviewed  December 9, 2019    

Revised November 9, 2009

 

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 shall include, but not be limited to, transportation and/or mileage costs, lodging expenses, meal expenses and registration costs.

Travel Outside the School District

Travel outside of the school district must be pre-approved.  Pre-approval shall include an evaluation of the necessity of the travel, the reason for the travel and an estimate of the cost of the travel to qualify as approved school district business.  Travel outside the school district by employees, other than the superintendent, shall be approved by the superintendent.

Expense will be reimbursed at the Iowa statutory reimbursement rate per mile if the employee received pre-approval for the travel in a non school vehicle.   Receipts indicating the date, purpose and nature of the expense for each claim item must be provided.  In exceptional circumstances, the superintendent may allow a claim without proper receipt.  Written documentation explaining the exceptional circumstances shall be maintained as part of the school district's record of the claim.  Personal expenses, including mileage, in excess of that required for the trip shall be reimbursed by the employee to the school district no later than 10 working days following the date of the expense.

Reimbursement for actual and necessary expenses for travel outside the school district will be limited to the pre-approved expenses.  Pre-approved expenses for registration shall be limited to the actual cost of the registration.

Travel Within the School District

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 Iowa statutory reimbursement rate cents per mile.  It shall be the responsibility of the superintendent to approve travel within the school district by employees.  It shall be 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 shall 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 shall be responsible for developing administrative regulations regarding actual and necessary expenses, in-school district travel allowances and assignment of school district vehicles.  The administrative regulations shall 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 and within the school district.

Legal Reference: Iowa Constitution, Article III, 31. Iowa Code 70A9-.11 (2005). 1980 Op. Att’y. Gen. 512.

Cross Reference: 216.3    Board of Directors Compensation and Expenses

401.6    Transporting of Students by Employees

401.10  Credit Cards

904.1    Transporting Students in Private Vehicles

Approved  July 11, 2005    

Reviewed  December 9, 2019    

Revised November 9, 2009

 

The board recognizes and appreciates the service of its employees.  Employees who retire or resign may be honored by the board, administration and staff in an appropriate manner.

If the form of honor thought appropriate by the administration and employees involves unusual expense to the school district, the superintendent shall seek prior approval from the board.

Legal Reference: Iowa Constitution, Article III, 31. Iowa Code  279.8 (2005).  1980 Op. Att’y Gen. 102.

Cross Reference: 407   Licensed Employee Termination of Employment

413   Classified Employee Termination of Employment

Approved  July 11, 2005    

Reviewed  December 9, 2019     

Revised

 

Employees shall not engage in political activity upon property under the jurisdiction of the board.  Activities including, but not limited to, posting of political circulars or petitions, the distribution of political circulars or petitions, the collection of or solicitation for campaign funds, solicitation for campaign workers, and the use of students for writing or addressing political materials, or the distribution of such materials to or by students are specifically prohibited.  Employees are not to discuss personal political preferences in any class or extra curricular setting.

Violation of this policy may be grounds for disciplinary action.

Legal Reference: Iowa Code 55; 279.8 (2005).

Cross Reference: 409.5   Employee Political Leave

Approved  July 11, 2005    

Reviewed  December 9, 2019 

Revised November 9, 2009