School BoardBoard Members Student Board Members Meetings Meeting Agendas Meeting Minutes Current Issues Goals Policies & District Administrative Regulations Election Information Legislative Advocacy | 
part b: policies in this section follow the complete index in a companion document
PERSONNEL--GENERAL
Employment Equity and Non-Discrimination It is the policy of the District to provide equal employment opportunities and to not discriminate against an employee or applicant for employment on the basis of gender, age, race, creed, color, sex, sexual orientation, gender identity, national origin, ancestry, religion, disability, actual or potential parental, family or marital status or any other status protected by relevant law. The District will strive to provide a fair and supportive environment for all employees regardless of their age, race, creed, color, sex, sexual orientation, gender identity, national origin, ancestry, religion, disability, actual or potential parental, family or marital status, or any other status protected by relevant law Persons filing an application with the District shall be given consideration for employment if they meet or exceed the qualifications set by the Board, administration, and the Iowa Department of Education for the position for which they apply. Once hired, employees must meet and maintain the competencies set for the positions. In employing personnel, the Board shall consider the qualifications, credentials, and records of the applicants without regard to age, race, creed, color, sex, sexual orientation, gender identity, national origin, ancestry, religion, disability, actual or potential parental, family or marital status, or any other status protected by relevant law In keeping with the law, the Board shall also consider the veteran status of applicants. The procedure for filing a discrimination complaint is outlined in Board Policy 103.02. Inquiries or grievances related to discrimination may be directed to the Director of Assessment, Equity and Records Services, Davenport Schools Administration Service Center, 1606 Brady Street, Davenport, Iowa 52803-4714; to the Director of the Iowa Civil Rights Commission, 211 East Maple Street, 2nd Floor, Des Moines 50319; or the Kansas City Office for Civil Rights, U.S. Department of Education, Office for Civil Rights, 8930 Ward Parkway, Suite 2037, Kansas City, Missouri 64114; Phone number 816.268.0550; FAX 816.823.1404. Telecommunication Devise for the Deaf is 800.437.0833. The E-mail address is OCR.KansasCity@ed.gov; Website is http://www.ed.gov/ocr. Inquires may also be directed to the Director, Iowa Department of Education, Grimes State Office Building, Des Moines, Iowa 50319.
PERSONNEL--GENERAL
Affirmative Action Plan It is the policy of the District to affirmatively recruit women and men of diverse racial/ethnic groups and persons with disabilities for job categories where they are underrepresented. The administration will conduct an Equity Review of the District in order that discrepancies in employment placement, educational opportunities, treatment, and advancement may be determined and will report its findings to the board. If discrepancies exist, corrective measures will be outlined and pursued. The development and maintenance of an Affirmative Action Plan is the responsibility of the Director of Human Resources. The plan will include methods for recruiting, employing, training, and promoting underrepresented group members within all levels of the District's work force. The Equity Review and the Affirmative Action Plan for the District will be reviewed at a minimum of every two years.
PERSONNEL--GENERAL
Code of Behavior The Board expects District employees to adhere to high professional standards as representatives of the school district. Conduct on the part of the employee that disrupts the educational process or adversely affects school relationships, at any time or place, is not allowed. Conduct adversely affecting the employee's ability to teach, guide, give counsel, or otherwise fulfill the duties required by the job may result in disciplinary action including, but not limited to, a written reprimand, suspension without pay, or termination of employment.
PERSONNEL--GENERAL
Hiring
All employees shall be employed under provisions of the School Laws of the State of Iowa and regulations of the District.
PERSONNEL--GENERAL
Vacancies It is the policy of the District to fill vacancies on the basis of skills, experience and education as applicable to the position. Posting and bidding procedures shall be in accordance with individual negotiated agreements, if applicable. The District is an Equal Opportunity Employer. The Superintendent, through recommendation of the Director of Human Resources, shall make appointments subject to the approval of the Board.
· By action of the Board 10/11/76; Revised 4/11/83, 1/13/92; Reviewed 11/23/98; Revised 1/10/05; Revised 2/14/11 · Edited 1/05, 2/11
PERSONNEL
Personnel Records
All personnel records shall be kept and preserved by the Human Resource Department and shall be housed in the administrative offices of the District. All personnel records shall be maintained pursuant to Iowa and Federal law and are only destroyed based upon approval obtained or granted by the State Records Commission.
PERSONNEL--GENERAL
Travel Expenses for Prospective Job Applicants
It shall be the policy of the District to provide, when appropriate as determined by the Director of Human Resources, travel expenses for prospective applicants for positions in the District, when the applicant makes a trip to Davenport at the request of the District. These expenses shall be paid whether or not the applicant is selected for the position.
PERSONNEL--GENERAL
New Staff Positions
Administration will present all new recommendations for administrative positions and job classifications to the Board for approval. The Board will not approve the administration's recommendation for both a position and the person proposed to fill that position during the same board meeting.
PERSONNEL--GENERAL
Required Forms
At the time of an employee being hired, the District requires the following documents to be on file with the Human Resource Office.
PERSONNEL--GENERAL
Employee Medical Examination Board policy regarding Medical Examination and check for tuberculosis is: Medical Examination requirements for new employees: 1. All new employees are required to have a physical examination, which will include a TB test only if the prospective employee has been out of the country for a year or more prior to applying for a position with the district. This examination is at the employee's expense unless otherwise stipulated in the negotiated agreement. 2. Results of the initial physical examination must be recorded on the school medical forms. 3. Employees may not commence work prior to the receipt and approval of the medical forms. Medical Examination requirements for continuing employees: In accordance with other agency requirements, some employees may be required to provide the District with a written report of a medical examination (at three-year intervals thereafter) by a physician certifying that such employee has the fitness to perform the tasks assigned. Said medical examination shall be at the employee's expense unless stipulated by negotiated agreement. All reports must be certified by a licensed physician and surgeon, osteopathic physician and surgeon, osteopath, or qualified doctor of chiropractic, licensed physician assistant, or advanced registered nurse practitioner. Doctors of Chiropractic must indicate in writing that they are registered with the Department of Health in Des Moines as being qualified to give physicals. It shall be the responsibility of the Human Resources Department to monitor employee medical examinations.
· By action of the Board 10/11/76; Revised 4/11/83, 6/8/87; Reviewed 1/13/92; Revised 3/13/95, 11/23/98, Revised 4/12/10 · Edited 11/98, 4/10
PERSONNEL--GENERAL
Final Salary Payment
Upon termination of an employee's services with the District, all salary due the employee will be paid in full, providing all reports and records are completed and on file with the employee's supervisor..
PERSONNEL--GENERAL Workers’ Compensation Compensation in case of accident while performing school duties is provided by the Board through Workers’ Compensation In accordance with applicable laws of the state of Iowa.
· Cross References: Administrative Regulation 401.12A · By action of the Board 10/11/76; Reviewed 9/19/77, 4/11/83, 1/13/92, 11/23/98; Revised 1/10/05; Revised 2/14/11 · Edited 1/05, 2/11
PERSONNEL--GENERAL
Liability Insurance
The District is covered by a Comprehensive General Liability and Catastrophe Insurance policy, which includes all employees as "additional insured".
This policy provides protection for any employee who may be accused of being responsible for any act resulting in bodily injury or property damage, so long as that employee was performing an assigned duty in the prescribed manner at the time the injury or damage occurred. It does not necessarily protect the employee when the employee is guilty of "gross negligence" as defined in the insurance policy in the performance of assigned duties.
PERSONNEL--GENERAL
Life Insurance
The Board shall provide life insurance coverage for employees of the District as negotiated in current contracts or as provided annually by the Board.
PERSONNEL--GENERAL
Medical Insurance
The Board shall make a medical insurance plan available to employees as negotiated in current contracts or as provided annually by the Board.
Each employee must accept or reject in writing the coverage made available.
PERSONNEL--GENERAL
Unemployment Insurance
Unemployment Insurance coverage shall be provided in accordance with the laws of the State of Iowa.
PERSONNEL--GENERAL
Bonding
The District shall bond school personnel who handle District money, as needed according to law.
401.19 --Deleted 3/28/11
PERSONNEL--GENERAL
Suspension, Demotion, and Dismissal
The Superintendent or his designee on recommendation of the appropriate supervisor and/or Director of Human Resources, may for good cause suspend any employee without pay not to exceed thirty calendar days per recommendation in any twelve-month period. The Superintendent or his designee may discipline, demote, or dismiss any employee for good cause subject to the provisions of Iowa law or any current collective bargaining agreement.
Employees covered under a collective bargaining agreement grievance procedure may pursue an appeal subject to the restrictions of the applicable procedure.
Employees not covered under Iowa Code Ch. 279 or a collective bargaining agreement grievance procedure may, within fifteen days of the effective date of the action, appeal to the Board for review. The decision of the Board in these cases shall be final.
PERSONNEL--GENERAL
Tax Sheltered Annuities
All district employees shall be eligible to elect to participate in a tax deferred compensation program under Section 403b of the Internal Revenue Code. The Board authorizes the administration to make a payroll deduction for tax sheltered annuity premiums. Where applicable, all requirements between employees in a collective bargaining unit and the Board regarding the tax sheltered annuities of such employees will be followed. The administration shall develop guidelines for the implementation of the tax sheltered annuity procedure. · Iowa Code 20.9; 260C; 273; 294.159 (2009) · 1988 Op Att’y Gen. 38 · 1976 Op Att’y Gen 462, 602 · 1966 Op Att’y Gen 211, 220 · Cross References: Administrative Regulation 401.21A · By action of the Board 10/11/76; Revised 4/11/83, Reviewed 1/13/92, 11/23/98; Revised 1/10/05; Revised 7/11/11 · Edited 1/05, 7/11
PERSONNEL--GENERAL
IPERS Contributions
IPERS contributions shall be provided in accordance with the Code of Iowa.
PERSONNEL--GENERAL
Private Use of Public Property
The private use of District property for personal gain or benefit to the detriment of the District is prohibited.
However, certain District property such as motor vehicles, computers, and general equipment may be assigned to employees on a full or part-time basis for the purpose of benefiting the school district. Such assignments must be approved by the Superintendent or superintendent's designee. Any incidental personal gain from such an arrangement is subject to IRS regulations regarding personal compensation.
PERSONNEL--GENERAL
Resignation Notice
In order to resign in good standing, an employee shall give at least a two-week notice of the intention to resign. Teachers are governed by contract provisions and state law.
PERSONNEL--GENERAL
Accrued Yearly Vacation Upon separation, an employee is entitled to unused accrued vacation at the time of separation. Unused accrued vacation will be paid out on the employee’s final paycheck and in accordance with bargaining unit contract language if applicable. · By action of the Board 10/11/76; Reviewed 4/11/83, 1/13/92, 11/23/98; Revised 1/10/05; Revised 7/11/11 · Edited 1/05, 7/11
policies 401.26 - 401.49 are in a companion document and can be accessed from the 401 Subdirectory |