EMPLOYEES
Series 400
400
Role of and Guiding Principles for Employees
401
Employees and Internal Relations
401.1
Equal Employment Opportunity
401.2
Employee Conflict of Interest
401.3
Nepotism
401.4
Employee Complaints
401.5
Employee Records
401.5-R1
Employee Records Regulation
401.6
Transporting of Students by Employees
401.6-R1
Employee Permission to Transport Students in Personal Vehicle
401.7
Employee Travel Compensation
401.7-R1
Employee Travel Compensation
401.8
Recognition for Service of Employees
401.9
Employee Political Activity
401.10
Credit Cards
401.10-E1
Credit Card Check Out
401.11
Employee Orientation
401.12
Employee Involvement in Decision Making
402
Employees and Outside Relations
402.1
Release of Credit Information
402.2
Child Abuse Reporting
402.2-R1
Child Abuse Reporting Regulation
402.3
Abuse of Students by School District Employees
402.3-R
Abuse of Students by School District Employees Regulation
402.3-E
Abuse of Students by School District Employees Report Form
402.3-E2
Abuse of Students by School District Employees Investigation
402.4
Gifts to Employees
402.5
Public Complaints about Employees
402.5-E1
Public Complaints about Employees Grievance Form
402.6
Employee Outside Employment
402.7
Participation in Community Life
403
Employees' Health and Well-Being
403.1
Employee Physical Examinations
403.2
Employee Injury on the Job
403.3
Communicable Diseases - Employees
403.3-R
Universal Precautions Regulation
403.3-E
Hepatitis B Vaccine Information and Record
403.4
Hazardous Chemical Disclosure
403.6
Substance-Free Workplace
403.6-R
403.6-E
Substance-Free Workplace Regulation
Substance-Free Workplace Notice to Employees
403.6-E1
403.7
403.7-R1
403.7-R2
403.7-E1
403.7-E2
403.7-E3
403.7-E4
403.7-E5
Substance-Free Workplace Acknowledgment Form
Drug and Alcohol Testing Program
Drug and Alcohol Testing Program Regulation
Drug and Alcohol Testing Program Definitions
Drug and Alcohol Testing Program Notice to Employees
Drug and Alcohol Testing Program Acknowledgment Form
Drug and Alcohol Testing Consent for Release of Information
Drug and Alcohol Test Notification Form
Certification of Previous Employers Requiring a Commercial
Driver's License
Drug and Alcohol Reasonable Suspicion Observation
Drug and Alcohol Testing Program Pre-employment Drug Test
Acknowledgment Form
Random Testing Driver Change List Form Iowa Drug and Alcohol
Testing Program
Drug and Alcohol Testing Program Referral to Substance Abuse
Professional Acknowledgment Form
Post-Accident Drug and Alcohol Testing Instructions to Drivers
Drug and Alcohol Testing Program Worksheet
AED and CPR Training, Use and Procedure in School
Automated External Defibrillator (AED) Event Summary
403.7-E6
403.7-E7
403.7-E8
403.7-E9
403.7-E10
403.7-E11
403.8
403.8-E1
404
404-R1
404-R2
405
406
Employee Conduct and Appearance
Code of Professional Conduct and Ethics Regulation
Code of Rights and Responsibilities Regulation
Licensed Employees - General
405.1
Licensed Employee Defined
405.2
Licensed Employee Qualifications, Recruitment, Selection
405.3
Licensed Employee Individual Contracts
405.4
Licensed Employee Continuing Contracts
405.5
Licensed Employee Work Day
405.6
Licensed Employee Assignment
405.7
Licensed Employee Transfers
405.8
Licensed Employee Evaluation
405.8-E
Teacher Evaluation Plan Handbook
405.9
Licensed Employee Probationary Status
405.10
Public Employee Rights
Licensed Employee Compensation and Benefits
406.1
406.2
406.3
406.4
406.5
406.6
406.7
406.7-R
406.7-E1
406.7-E2
406.8
406.9
407
407.1
407.2
407.3
407.4
407.5
407.6
Licensed Employee Termination of Employment
Licensed Employee Resignation
Licensed Employee Contract Release
Licensed Employee Retirement
Licensed Employee Suspension
Licensed Employee Reduction in Force
Grievance Procedures for Certified Personnel
408.1
408.2
408.3
Licensed Employee Professional Growth
Licensed Employee Professional Development
Licensed Employee Publication or Creation of Materials
Licensed Employee Tutoring
408
409
Licensed Employee Salary Schedule
Licensed Employee Salary Schedule Advancement
Licensed Employee Continued Education Credit
Licensed Employee Compensation for Extra Duty
Licensed Employee Group Insurance Benefits
Licensed Employee Tax Shelter Programs
Voluntary Early Retirement
Voluntary Early Retirement Benefits
Voluntary Early Retirement Request Form
Designation of Beneficiary
Minimum Standards-School Clubs-To Receive Pay as Sponsor
Free Admissions
Licensed Employee Vacations and Leaves of Absence
409.1
Licensed Employee Vacation - Holidays - Personal Leave
409.2
Licensed Employee Personal Illness Leave
409.3
Licensed Employee Family and Medical Leave
409.3-E1
Licensed Employee Family and Medical Leave Notice to Employees
409.3-E2
Licensed Employee Family and Medical Leave Request Form
409.3-E3
Licensed Employee Family and Medical Leave Certification Form
409.4
Licensed Employee Bereavement Leave
409.5
Licensed Employee Political Leave
409.6
Licensed Employee Jury Duty Leave
409.7
Licensed Employee Military Service Leave
409.8
Licensed Employee Unpaid Leave
410
410.1
410.2
410.3
410.4
Other Licensed Employees
Substitute Teachers
Student Teachers
Truancy Officer
Education Aide
411
411.1
411.2
411.3
411.4
411.5
411.6
411.7
411.8
412
Classified Employee Compensation and Benefits
412.1
Classified Employee Compensation
412.1-R
Wage and Fringe Benefits for Support Personnel
412.2
Classified Employee Wage and Overtime Compensation
412.3
Classified Employee Group Insurance Benefits
412.4
Classified Employee Tax Shelter Programs
413
413.1
413.2
413.3
413.4
413.5
414
Classified Employees - General
Classified Employee Defined
Classified Employee Qualifications, Recruitment, Selection
Classified Employee Contracts/Payroll Update Sheets
Classified Employee Licensing/Certification
Classified Employee Assignment
Classified Employee Transfers
Classified Employee Evaluation
Classified Employee Probationary Status
Classified Employee Termination of Employment
Classified Employee Resignation
Classified Employee Retirement
Classified Employee Suspension
Classified Employee Dismissal
Classified Employee Reduction in Force
Classified Employee Vacations and Leaves of Absence
414.1
Classified Employee Vacations-Holidays-Personal Leave
414.2
Classified Employee Personal Illness Leave
414.3
Classified Employee Family and Medical Leave
414.3-E1
Classified Employee Family and Medical Leave Notice to Employees
414.3-E2
Classified Employee Family and Medical Leave Request Form
414.3-E3
Classified Employee Family and Medical Leave Certification Form
414.4
Classified Employee Family Illness Bereavement Leave
414.5
Classified Employee Political Leave
414.6
Classified Employee Jury Duty Leave
414.7
Classified Employee Military Service Leave
414.8
Classified Employee Unpaid Leave
414.9
Classified Employee Professional Purposes Leave
414.10
Personal Leave
419
419.1
Classified Employee
Grievance Procedures for Support Personnel
419.2
420
Substitutes for Support Personnel
Job Descriptions
420.1
Certificated Personnel Job Description
420.2
Education Aides
420.3
Dean of Students
420.4
Secretaries
420.5
Board Secretary-Treasurer
420.6
School Nurse
420.7
Food Service Director Job Description
420.7-R1
Food Service Director Duties
420.8
School Lunch Cooks
420.9
Transportation and Grounds Director
420.10
State of Iowa Juvenile Court School Liaison Worker/Attendance and
Discipline Assistant Job Description
420.11
Superintendent’s Secretary
420.12
Vocational Education Programs Coordinator
420.13
Equity Coordinator
420.14
Athletic Directors (7-8 and 9-12)
420.15
Head Coach, Assistant Coach, Middle School Coach
420.16
Job Description for Performing Arts Center (PAC)
420.17
Building/Maintenance Staff Functional Job Description
420.17-E1
Prework Screen Consent Form
420.17-E2
Prework Screen NF Custodial/Maintenance Staff
420.18
Building Cleaners Functional Job Description
420.19
Technology Assistant Duties
420.20
District Adult-Community Education Director
420.21
Curriculum Director
420.22
Elementary Instructional Coach
420.23
Secondary Instructional Coach
420.24
Technology Integrationist
420.25
Model Teacher
420.26
Mentor Teacher
420.27
Director of Building Maintenance
Final Reading on the reviewed #400 - #403.6 series was completed February 15, 2016.
Final Reading on the reviewed #403.6 – #410.1 series was completed March 14, 2016.
Final Reading on the reviewed #410.2 - #420.27 series was completed April 11, 2016.
Final Reading on the reviewed #400 - #410.1 series was completed March 11, 2011.
Final Reading on the reviewed #411.1 - #420.20 series was completed April 11, 2011.
Code No. 400
ROLE OF AND GUIDING PRINCIPLES FOR EMPLOYEES
This series of the board policy manual is devoted to the board's goals and objectives for employees
in the performance of their jobs. Employees provide a variety of important services for the children
of the school district community. They may be teaching or assisting in the classroom, working in the
office, maintaining the facilities, driving or repairing the school buses, or cooking lunches. Each
employee plays a vital role in providing an equal opportunity for a quality education for students
commensurate with the students' individual needs. While the teachers have the most direct impact
on the formal instruction of students, all employees have an impact on the school environment by
their 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.
In striving to achieve a quality education program, the board's goal is to obtain and retain qualified
and effective employees. The board shall have complete discretion to determine the number, the
qualifications, and the duties of the positions and the school district's standards of acceptable
performance. It shall be the responsibility of the superintendent to make recommendations to the
board in these areas prior to board action. The board recognizes its duty to bargain collectively with
duly certified collective bargaining units. The board shall strive to fulfill this duty.
Board policies in this series relating to general employees shall apply to employees regardless of
their position as a licensed employee, classified employee or substitute. Board policies relating to
licensed employees shall apply to positions that require a teaching license or administrator's
certificate or other professional license, certificate or endorsement, unless administrative positions
are specifically excluded from the policy. Classified employees' policies included in this series shall
apply to positions that do not require a teaching or administrators contract.
Approved: Feb. 19, 1990
Reviewed: May 20, 1996
Revised: February 15, 2016
Code No. 401.1
EQUAL EMPLOYMENT OPPORTUNITY
The North Fayette 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 will have
the responsibility for drafting the affirmative action plan. The affirmative action plan will 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 will consider the
qualifications, credentials, and records of the applicants without regard to race, color, national origin,
gender, disability, age, religion, creed, sexual orientation and gender identity. In keeping with the
law, the board shall consider the veteran status of applicants.
Prior to a final offer of employment for any 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 North Fayette Community School District is an EEO/AA." The statement will 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, North Fayette Community School District, PO Box 73, West Union, Iowa 52175;
or by telephoning 563/422-3851.
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, 532032292, (414) 291-1111 or the Iowa Civil Rights Commission, 400 E. 14th Street, Des Moines, Iowa,
50319, (515) 281-4121 or (800) 457-4416. 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.
Code 401.1
Page 2
EQUAL EMPLOYMENT OPPORTUNITY
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.
Cross Reference:
102
104
405.2
411.2
Approved: Feb. 19, 1990
Equal Educational Opportunity
Bullying/Harassment
Licensed Employee Qualifications, Recruitment, Selection
Classified Employee Qualifications, Recruitment, Selection
Reviewed: August 20, 2007
Revised: March 21, 2011
Code No. 401.2
EMPLOYEE CONFLICT OF INTEREST
Employees' use of their position with the school district for financial gain shall be considered a
conflict of interest with their position 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 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, 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 during 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 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
Code No. 401.2
Page 2
EMPLOYEE CONFLICT OF INTEREST
•
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.
Cross Reference:
203
Board of Directors' Conflict of Interest
402.4 Gifts to Employees
402.6 Employee Outside Employment
Approved: May 20, 1996
Reviewed: ______________
Revised: ____________
Code No. 401.3
NEPOTISM
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.
Cross Reference:
405.2 Licensed Employee Qualifications, Recruitment Selection
411.2 Classified Employee Qualifications, Recruitment Selection
Approved: May 20, 1996
Reviewed: _____________
Revised: ______________
Code No. 401.4
EMPLOYEE COMPLAINTS
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 that formal grievance procedure.
Cross Reference:
307 Communication Channels
Approved: May 20, 1996
Reviewed: ______________
Revised: _____________
Code No. 401.5
EMPLOYEE RECORDS
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, and
copy items from their personnel files at a time mutually agreed upon between the superintendent
and the employee at 0.10 per page/maximum $5.00. However, employees will not be allowed
access to the employment references written on behalf of the employee. 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.
Cross Reference:
402.1 Release of Credit Information
403
Employees' Health and Well-Being
708
Care, Maintenance and Disposal of School District Records
Approved: May 20, 1996
Reviewed: _____________
Revised: _____________
Code No. 401.5-R1
EMPLOYEE RECORDS REGULATION
Employee Personnel Records Content
1.
Employee personnel records may contain the following information:
•
•
•
•
•
•
•
•
•
2.
Personal information including, but not limited to, name, address, telephone number,
emergency numbers, birth date and spouse.
Individual employment contract.
Evaluations.
Application, resume and references.
Salary information.
Copy of the employee's license or certificate, if needed for the position.
Educational transcripts.
Assignment.
Records of disciplinary matters.
Employee health and medical records shall be kept in a file separate from the employee's
personnel records. Health and medical records may contain, but are not limited to:
•
•
•
•
•
•
•
Medical professional signed physical form.
Sick or long-term disability leave days.
Worker's compensation claims.
Reasonable accommodation made by the school district to
employee's disability.
Employee's medical history.
Employee emergency names and numbers.
Family and medical leave request forms.
accommodate the
Applicant File Records Content
Records on applicants for positions with the school district shall be maintained in the central
administration office. The records shall include, but not be limited to:
•
•
•
•
•
Application for employment.
Resume.
References.
Evidence of appropriate license or certificate, if necessary for the position for which
the individual applied.
Affirmative action form, if submitted.
Record Access
Only authorized school officials shall have access to an employee's records without the written
consent of the employee. Authorized school officials may include, but not be limited to, the
superintendent, building principal, or board secretary. In the case of a medical emergency, the
school nurse or other first aid or safety personnel may have access to the employee's health or
Code No. 401.5-R1
Page 2
EMPLOYEE RECORDS REGULATION
medical file without the consent of the employee. Board members will generally only have access to
an employee's personnel file without the consent of the employee when necessary for the
conducting of board business.
Confidential records include, but are not necessarily limited to, birth dates, addresses, gender,
employment applications, performance evaluations and individual test scores.
Employee Record Retention
All employee records, except payroll and salary records, shall be maintained for a minimum of seven
years after termination of employment with the district. Applicant records shall be maintained for
one year after the position was filled. Payroll and salary records shall be maintained for a minimum
of three years after payment.
Approved: May 20, 1996
Reviewed: ______________
Revised: April 10, 2000
Code No. 401.6
TRANSPORTING OF STUDENTS BY EMPLOYEES
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 permission will be an exception, and only allowed in rare circumstances, when
other transportation is not feasible.
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.
Cross Reference:
401.7 Employee Travel Compensation
711
Transportation
904.1 Transporting of Students in Private Vehicles
Approved: May 20, 1996
Reviewed: ____________
Revised: March 21, 2011
Code No. 401.6-R1
EMPLOYEE PERMISSION TO TRANSPORT STUDENTS IN PERSONAL VEHICLE
Name of Employee: _______________________________________________________________
Purpose of transporting students in personal vehicle: _____________________________________
________________________________________________________________________________
________________________________________________________________________________
Number of students to be transported: _________________________________________________
Date of trip: ______________________________________________________________________
Destination: ______________________________________________________________________
Request:
Approved ______
Denied ______
_______________________________________________
Superintendent of Schools
Approved: February 15, 2016
Reviewed: ______________
Revised: ___________________
Code No. 401.7
EMPLOYEE TRAVEL COMPENSATION
Employee traveling on behalf of the school district and performing approved school district business
will be reimbursed for their actual and necessary expenses subject to the maximum and criteria of
this policy. Reimbursement for expenses will be allowed only if the employee received authorization
for the expenses from an administrator prior to the expenditure.
It shall be the responsibility of the administrator to determine whether the requested trip is
appropriate school district business for which actual and necessary expenses should be reimbursed
to the employee.
The school district may pay the transportation costs for travel between school buildings during the
performance of their duty.
Mileage reimbursement will be determined by the state rate.
The maximum reimbursement for meals will be $34.00 per day. No alcohol costs will be reimbursed.
Tips are the responsibility of the employee.
Request for reimbursement must be approved by the administration and audited prior to approval by
the board of education. Requests for payment must be received by the last day of the month
following the month in which expenses were incurred.
Hotel accommodations must be approved by administration and shall be at the most cost effective
and convenient possible.
Cross Reference:
216.3 Board of Directors’ Member Compensation and Expenses
401.10 Credit Cards
711
Transportation
Approved: February 15, 2016
Revised: _________________
Approved: ________________
Code 401.7-R1
EMPLOYEE TRAVEL COMPENSATION
This policy is formulated so that necessary and desirable travel by individuals may be provided in
the best interest of the school district and of the employee. The North Fayette Community School
District will pay mileage under the following conditions:
a.
Travel required or strongly recommended by the school district will be reimbursed in full for
all legitimate expenses.
b.
The school district reserves the right to designate the type or maximum cost of
transportation, housing and meal allowances to be reimbursed.
c.
No reimbursement or allowance will be provided for any summer school attendance which
extends for any length of time and which carries regular course credit.
d.
Staff members are expected to use the school owned vehicle for approved travel. If a
vehicle is not available, staff members should then make arrangements to use their own
vehicle and they will be entitled to claim mileage expense. Mileage may not be approved if
the school owned vehicle was available but not used. A credit card is available for longer
trips. Arrangements for vehicle use will be arranged through the transportation supervisor,
by the staff member making the request.
e.
Certified personnel are covered under Article 6, Wages, Section I, of the North Fayette
Community School Master Contract.
f.
The local District deems it desirable to be represented at the Elementary and Secondary
Principal's National Convention. One Principal may be provided the opportunity to attend the
appropriate National Convention each year. The attendance shall be rotated so all Principals
will be given equal opportunity for the professional experience. The Superintendent may be
permitted to attend one National Convention or Conference each year. Administrators
attending will be reimbursed for actual expense when submitted and approved by the Board
of Education.
g.
If no school vehicle is available at the attendance center, reimbursement for mail pick up will
be $2.00 per day for assigned personnel.
h.
Additional items not clearly covered may be added with board approval to this policy as the
need for such revision arises.
i.
Alcohol and tips will not be reimbursed.
Mileage Criteria:
a.
Verified travel upon receipt of "Request of Out-of-District Travel Reimbursement."
b.
School personnel who must travel within the district from outlying attendance centers to fulfill
assigned duties may submit request for travel reimbursement one-way.
c.
Employees who may be requested to use their own automobiles in the performance of their
duties and employees who are assigned to more than one (1) building per day shall be
reimbursed for all such travel as follows:
1.
Assigned travel between buildings in West Union shall be reimbursed a total
of ninety-five and no/100 Dollars ($95.00) upon submission in May of a
proper travel voucher to the Board Secretary.
Approved: May 21, 1990
Reviewed: May 20, 1996
Revised: March 21, 2011
February 15, 2016
Code No 401.8
RECOGNITION FOR SERVICE OF EMPLOYEES
School employees who serve faithfully and well, including board members and all those on the
payroll with regular duties, may be awarded lapel pins or buttons or other awards upon the
completion of each five year increments of service to the school district.
This award began with the close of the 1958-59 school year and includes service spent in the
present school district or in any of the contiguous districts which became part of the North Fayette
Community School District through reorganization. Additional awards or honors may be provided at
the discretion of the Board of Education.
Plaques to all employees, certified and non-certified, who have served the district for a minimum of
10 years, and retired. Plaques to board members who served at least one full term (4 years). Other
considerations for plaques to be by board approval. Other rules for plaques equivalent to pins.
Approved: Feb. 19, 1990
Reviewed: May 20, 1996
Revised: November 11, 2013
Code No. 401.9
EMPLOYEE POLITICAL ACTIVITY
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.
Violation of this policy may be grounds for disciplinary action.
Cross Reference:
409.5 Licensed Employee Political Leave
414.5 Classified Employee Political Leave
Approved: May 20, 1996
Reviewed: _____________
Revised: _______________
Code No. 401.10
CREDIT CARDS
Employees may use school 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 school district
transportation vehicles used for transporting students to and from school and for school-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.
Employees and officers using a school 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 are reimbursed to the school district no later than ten working days following use of
the school district’s credit card. In exceptional circumstances, the superintendent or board may
allow a claim without proper receipt. Written documentation explaining the exceptional
circumstances is maintained as part of the school district’s record of the claim.
The school district may maintain a school district credit card for actual and necessary expenses
incurred by employees and officers in the performance of their duties. The superintendent may
maintain a school district credit card for actual and necessary expenses incurred in the performance
of the superintendent's duties. The transportation director may maintain a school district credit card
for fueling school district transportation vehicles in accordance with board policy.
It is the responsibility of the superintendent to determine whether the school district credit card use is
for appropriate school business. It is 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 school business.
The superintendent is responsible for developing administrative regulations regarding actual and
necessary expenses and use of a school district credit card. The administrative regulations will
include the appropriate forms to be filed for obtaining a credit card.
Cross Reference:
216.3 Board of Directors' Member Compensation and Expenses
401.7 Employee Travel Compensation
Approved: May 20, 1996
Reviewed: December 19, 2005
Revised: December 19, 2005
CodeNo.401.10-E1 Card
#
Date
Check
Out
Total
Amount
Date
Check
In
CreditCardCheckOut
EmployeeSignature
Purpose
EmployeeSignature
Receipts
Turned
In
Code No. 401.11
EMPLOYEE ORIENTATION
Employees must know their role and duties. New certified employees will be required to participate
in two days of orientation for new teachers. The employee’s immediate supervisor should provide
the new employee with a review of the employee’s responsibilities and duties. Payroll procedures
and employee benefit programs and accompanying forms will be explained to the employee by the
Board Secretary. Regular employees ineligible for the school district’s group health plan will be
given information regarding where they can obtain health care or health care insurance.
It is the responsibility of the superintendent to assure an orientation program meets all state and
federal regulations.
Cross Reference:
404
406
412
Employee Conduct and Appearance
Licensed Employee Compensation and Benefits
Classified employee Compensation and Benefits
Approved: December 19, 2005
Reviewed: March 21, 2011
Revised: February 15, 2016
Code No. 401.12
EMPLOYEE INVOLVEMENT IN DECISION MAKING
North Fayette Valley Schools believe in collaborative decision – making and open communications
between employees, administration and school boards. Several avenues exist for employee
involvement, which includes, but is not limited to:
District Wide
• NFV SIAC (School Improvement Advisory Committee)
• NFV District Leadership Team
• NFV Teacher Leadership School Based Review Council (SBRC)
• NFV District Wellness Committees
• NFV Facilities Committees
Building Specific
• Building Lead Teams
• Pre-school Advisory Committees
• Project Lead The Way Advisory Committee
• Other committees created and/or assigned by a building principal for staff input
Employees having suggestions for changes or improvements in administrative procedure or policy
may take such suggestions administration or to representative members of these committees. Input
from employees regarding the students, the education program and other school district operations
will be considered.
Employees are encouraged to attend school board meetings. Employees shall be available to
provide information and assist in providing recommendations to the board upon request. Employees
may be requested to make a presentation to the board. The administration, in its discretion, may
consult with employees about proposed changes in the education program and operations of the
school district.
It shall be the responsibility of the superintendent to develop avenues for communication between
the board and the employees. These avenues of communication will not be construed as denying
the right of any employee to appeal an action or decision of the superintendent to the board.
Approved: February 15, 2016
Reviewed: _______________
Revised: _______________
Code No. 402.1
RELEASE OF CREDIT INFORMATION
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 not be released without prior written notice from the employee. Confidential information about
the employee will be released to an inquiring creditor with a written authorization from the employee.
It shall be the responsibility of the board secretary or superintendent to respond to inquiries from
creditors.
Cross Reference:
401.5 Employee Records
Approved: May 20, 1996
Reviewed: ______________
Revised: _____________
Code No. 402.2
CHILD ABUSE REPORTING
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 licensed employees are required as mandatory reporters, to report alleged
incidents of child abuse they become aware of within the scope of their professional duties. The
definition of child abuse is in the accompanying regulation.
When a mandatory reporter suspects a student is the victim of child abuse, the mandatory reporter
shall 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 shall also be notified.
Within forty-eight hours of the oral report, the mandatory reporter shall file a written report with the
Iowa Department of Human Services.
Within six months of their initial employment, mandatory reporters shall take a two-hour training
course involving the identification and reporting of child abuse. The course shall be re-taken at least
every five years.
Cross Reference:
402.3 Abuse of Students by School District Employees
502.9 Interviews of Students by Outside Agencies
507 Student Health and Well-Being
Approved: May 20, 1996
Reviewed: _____________
Revised: ______________
Code No. 402.2-R1
CHILD ABUSE REPORTING REGULATION
Iowa law requires licensed employees to report to the Iowa Department of Human Services (DHS)
instances of suspected child abuse which they become aware of within the scope of their
professional duties.
The law further specifies that a licensed employee who knowingly or willfully fails to report a
suspected case of child abuse is guilty of a simple misdemeanor and that the licensed employee
may be subject to civil liability for damages caused by the failure to report.
Employees participating in good faith in the making of a report or in a judicial proceeding that may
result from the report, are immune from liability.
Child Abuse Defined
"Child abuse" is defined as:
•
•
•
•
Any nonaccidental physical injury, or injury which is at variance with the history given
of it, suffered by a child as the result of the acts or omissions of a person responsible
for the care of the child.
The commission of a sexual offense with or to a child . . . as a result of the acts or
omissions of the person responsible for the child. . . . Sexual offense includes sexual
abuse, incest and sexual exploitation of a minor.
The failure on the part of a person responsible for the care of a child to provide for the
adequate food, shelter, clothing or other care necessary for the child's welfare when
financially able to do so or when offered financial or other reasonable means to do so.
A parent or guardian legitimately practicing religious beliefs who does not provide
specified medical treatment for a child for that reason alone shall not be considered
abusing the child.
The acts or omissions of a person responsible for the care of a child which allow,
permit or encourage the child to engage in acts prohibited pursuant to Iowa Code,
section 725.1 which deals with prostitution.
Any mental injury to a child’s intellectual or psychological capacities evidenced by an observable
and substantial impairment in the child’s ability to function within the child’s normal range of
performance and behavior as the result of the acts or omissions of a person responsible for the care
of the child, if the impairment is diagnosed by a licensed physician or qualified mental health
professional.
An illegal drug is present in a child’s body as a direct and foreseeable consequence of the acts of
omissions of the person responsible for the care of the child.
The person responsible for the care of a child has, in the presence of the child, as defined in section
232.2, subsection 6, paragraph “p”, manufactured a dangerous substance, as defined in section
232, subsection 6, paragraph “p”, or in the presence of the child possesses a product containing
ephedrine, its salts, optical isomers, salts of optical isomers, pseudoephedrine or its salts, with the
intent to use the product as a precursor or an intermediary to a dangerous substance.
Code No. 402.2-R1
Page 2
CHILD ABUSE REPORTING REGULATION
The commission of bestiality in the presence of a minor under section 717C.1 by a person who
resides in a home with a child, as a result of the acts of omissions of a person responsible for the
care of the child.
Teachers in public schools are not "persons responsible for the care of the child" under this
definition.
Reporting Procedures
Licensed employees, including teachers and school nurses, are required to report, orally, within
twenty-four hours to the Iowa Department of Human Services (DHS) when the employee reasonably
believes a child has suffered from abuse within the scope of employment. Within forty-eight hours of
an oral report, a written report must be filed with DHS.
Each report should contain as much of the following information as can be obtained within the time
limit. However, the law specifies a report will be considered valid even if it does not contain all of the
following information:
•
•
•
•
•
•
•
name, age, and home address of the child;
name and home address of the parents, guardians or other persons believed to be
responsible for the care of the child;
the child's present whereabouts if not the same as the parent's or other person's
home address;
description of injuries, including evidence of previous injuries;
name, age, and condition of other children in the same home;
any other information considered helpful; and,
name and address of the person making the report.
Board policy states it is not the responsibility of employees to prove that a child has been abused or
neglected. Employees should not take it upon themselves to investigate the case or contact the
family of the child. The DHS is responsible for investigating the incident of alleged abuse.
Approved: May 20, 1996
Reviewed: December 19, 2005
Revised: December 19, 2005
Code No. 402.3
ABUSE OF STUDENTS BY SCHOOL DISTRICT EMPLOYEES
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 school district under the
direction and control of the school district. Employees found in violation of this policy will be subject
to disciplinary action up to and including discharge.
The school district will respond promptly to allegations of abuse of students by school 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 school district has appointed a Level I investigator and alternate Level I investigator. The
school 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 school district. The names of the investigators shall be listed in
the student handbook, published annually in the local newspaper and posted in all school facilities.
The superintendent is responsible for drafting administrative regulations to implement this policy.
Cross Reference:
402.2 Child Abuse Reporting
403.5 Harassment
503.5 Corporal Punishment
Approved: May 20, 1996
Reviewed: _____________
Revised: _____________
Code No. 402.3-E1
ABUSE OF STUDENTS BY SCHOOL DISTRICT EMPLOYEES REPORT FORM
Complaint of Injury to or Abuse of a Student by a School District Employee
Please complete the following as fully as possible. If you need assistance, contact the Level I
investigator in your school.
Student's name and address: ___________________________________________
__________________________________________________________________
Student's telephone number: ____________________________
Student's school: ____________________________________________________
Name and place of employment of employee accused of abusing student:
___________________________________________________________________________
___________________________________________________________________________
Allegation is of ______________ physical _______________ sexual abuse*
Please describe what happened. Include the date, time and where the incident took place, if known.
If physical abuse is alleged, also state the nature of the student's injury.
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
______________________________________________________________________________
Were there any witnesses to the incident or are there students or persons who may have information
about this incident? ____ yes ____ no
If yes, please list by name, if known, or classification (for example: "third grade class," "fourth
period geometry class"): _________________________________________________________
_____________________________________________________________________________
*Parents of children who are in pre-kindergarten through sixth grade and whose children are the
alleged victims of or witnesses to sexual abuse have the right to see and hear any interviews of their
children in this investigation. Please indicate "yes" if the parent/guardian wishes to exercise this
right:
_____ Yes
_____ No
Telephone Number _____________________
Code No. 402.3-E1
Page 2
ABUSE OF STUDENTS BY SCHOOL DISTRICT EMPLOYEES REPORT FORM
Complaint of Injury to or Abuse of a Student by a School District Employee
Has any professional person examined or treated the student as a result of the incident? _____ yes
_____ no _____ unknown
If yes, please provide the name and address of the professional(s) and the date(s) of
examination or treatment, if known: _________________________________________________
________________________________________________________________________________
____________________________________________________________________________
Has anyone contacted law enforcement about this incident? _____ yes _____no
Please provide any additional information you have which would be helpful to the investigator.
Attach additional pages if needed. __________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
Your name, address and telephone number: _________________________________________
_____________________________________________________________________________
Relationship to student: __________________________________________________________
____________________________
Complainant Signature
________________________________
Witness Signature
____________________________
Date
________________________________
Witness Name (please print)
________________________________
Witness Address
Be advised that you have the right to contact the police or sheriff's office, the county attorney, a
private attorney, or the State Board of Educational Examiners (if the accused is a licensed
employee) for investigation of this incident. The filing of this report does not deny you that
opportunity.
You will receive a copy of this report (if you are the named student's parent or guardian) and a copy
of the Investigator's Report within fifteen calendar days of filing this report unless the investigation is
turned over to law enforcement.
Code No. 402.3-E2
ABUSE OF STUDENTS BY SCHOOL DISTRICT EMPLOYEES
Report of Level I Investigation
Student's name: _____________________________________________________
Student's age: ______ Student's grade: __________________________________
Student's address: ___________________________________________________
Student's school: ____________________________________________________
Name of accused school employee __________________ Building _____________
Name and address of person filing report: _________________________________
__________________________________________________________________
Name and address of student's parent or guardian, if different from person filing report: ____________________________________________________________________
____________________________________________________________________
Date report of abuse was filed: __________
_____ physical ______ sexual*
Describe the nature, extent and cause of the student's injury, if any and if known: (Attach additional
pages if needed). ________________________________________________
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
_____________________________________________________
Describe your investigation: Attach additional pages if needed. (Please do not use student
witnesses' full names.) ___________________________________________
_______________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
___________________________________
*Were parent(s) or guardian(s) advised of their right to see and hear any interview of their prekindergarten through sixth grade children who are alleged victims of or a witness in a sexual abuse
investigation?
_____ Yes _____ No
Was the right exercised? _____ Yes _____No
Report of Level I Investigation
Were audio tapes made of any interviews? _____ yes _____ no
Code No. 402.3-E2
Page 2
ABUSE OF STUDENTS BY SCHOOL DISTRICT EMPLOYEES
Were video tapes made of any interviews? _____ yes _____ no
Was any action taken to protect the student during or as a result of the investigation?
_____ yes _____ no
If yes, describe:
_____ student excused from school _____ school employee placed on administrative or other leave
_____ student assigned to different class _____ other (please specify)
Level I investigator's conclusions:
____
The complaint is being dismissed for lack of jurisdiction.
____
Physical abuse was alleged, but no allegation of injury was made.
_____ Physical abuse was alleged, but no evidence of physical injury exists and the nature of the
alleged incident makes it unlikely an injury, as defined in the rules, occurred.
____
Sexual abuse was alleged, but the alleged actions of the school employee, even if true,
would not meet the definition of sexual abuse in the rules.
____
Alleged victim was not a student at the time of the incident.
____
Alleged school employee is not currently employed by this school district.
____
Alleged incident did not occur on school grounds, on school time, at a school-sponsored
activity, nor in a school-related context.
____
The complaint has been investigated and concluded at Level I as unfounded.
____
Complaint was withdrawn.
____
Insufficient evidence exists that an incident of abuse, as defined in the rules, took
place.
Report of Level I Investigation
____
The complaint has been investigated at Level I and is founded.
____
The investigation is founded at Level I and is being turned over to Level II for further
investigation.
Code No. 402.3-E2
Page 3
ABUSE OF STUDENTS BY SCHOOL DISTRICT EMPLOYEES
____
Investigation of the complaint was deferred at Level I and referred to law enforcement at this
time.
____
The investigation is concluded at Level I because the accused school employee has
admitted the violation, has resigned, or has agreed to relinquish any teaching license held.
Current status of investigation:
____
Closed. No further investigation is warranted.
____
Closed and referred to school officials for further investigation as a personnel matter.
____
Deferred to law enforcement officials.
____
Turned over to Level II investigator.
Other comments: _________________________________________________________________
________________________________________________________________________________
I have given a copy of the report of abuse and of this investigative report to the employee named in
the report, the employee's supervisor, and the student's parent or guardian and informed the person
filing the report of the options of contacting law enforcement, private counsel, or the State Board of
Educational Examiners, if the accused school employee holds an Iowa teacher's certificate or
license.
____________________________
Name of investigator (please print)
________________________________
Investigator's place of employment
____________________________
Signature of investigator
________________________________
Date
Code No. 402.3-R1
ABUSE OF STUDENTS BY SCHOOL DISTRICT EMPLOYEES REGULATION
An individual who has knowledge an employee has physically or sexually abused a student may
immediately report it to Stephanie Wagner who is the school district's Level I investigator.
"Employee" means one who works for pay or as a volunteer under the direction and control of the
school district. The report shall be written, signed and witnessed by a person of majority age. The
witness may be the Level I investigator. The reporter is the individual filing the report. The report
shall contain the following:
•
•
•
•
•
•
The full name, address, and telephone number of the person filing.
The full name, age, address, and telephone number, and attendance center of the
student.
The name and place of employment of the employee who allegedly committed the
abuse.
A concise statement of the facts surrounding the incident, including date, time, and
place of occurrence, if known.
A list of possible witnesses by name, if known.
Names and locations of persons who examined, counseled or treated the student for
the alleged abuse, including the dates on which those services were provided, if
known.
Upon request, the Level I investigator may assist the reporter in completing the report. An
incomplete report shall not be rejected unless the missing information would render the investigation
futile or impossible. An employee receiving a report of alleged abuse of a student by an employee
shall pass the report to the investigator and shall keep the report confidential to the maximum extent
possible. In performing the investigation, the investigator shall have access to the educational
records of the alleged student victim as well as access to the student for interviewing purposes.
In order for the school district to have jurisdiction over the acts and to constitute a violation of the
law, acts of the employee must be alleged to have occurred on school grounds, on school time, at a
school-sponsored activity, or in a school-related context. However, the student need not be a
student in the school district. The student can be from another school district. To be investigable,
the written report must include basic information showing that the victim of the alleged abuse is or
was a student at the time of the incident, that the alleged act of the employee resulted in injury or
otherwise meets the definition of abuse in these rules, and that the person responsible for the act is
currently an employee. If the report is not investigable due to lack of jurisdiction, the investigator
shall dismiss the complaint and inform the reporter of other options available. Other options
available to the reporter include contacting law enforcement authorities, private counsel, or the
Board of Educational Examiners in the case of a licensed employee.
If the Level I investigator believes the student is in imminent danger if continued contact is permitted
between the employee and the student, the Level I investigator may:
•
temporarily remove the student from contact with the employee;
•
temporarily remove the employee from service; or,
•
take other appropriate action to ensure the student's safety.
The Level I investigator shall have access to the educational records of the student and access to
the student for purposes of interviewing the student about the report.
Code No. 402.3-R1
Page 2
ABUSE OF STUDENTS BY SCHOOL DISTRICT EMPLOYEES REGULATION
Physical Abuse Allegations
When physical abuse is reported, the Level I investigator shall make copies of the report and give a
copy to the person filing the report, the students' parents and the immediate supervisor of the
employee named in the report. The employee named in the report shall not receive a copy of the
report until the employee is initially interviewed.
The Level I investigator shall use discretion in handling the information received regarding an
investigation of abuse by an employee, and those persons involved in the investigation shall not
discuss information regarding the complaint outside the investigation. The entire investigative
procedure will be thoroughly explained, including the confidential nature of the proceedings, to the
student and other persons involved in the investigation.
Within five days of receipt of an investigable report, the Level I investigator shall complete an
informal investigation. The informal investigation shall consist of interviews with the student, the
employee and others who may have knowledge of the alleged incident. If the Level I investigator
determines that the allegations in the report are founded and that immediate and professional
investigation is necessary, the Level I investigator may defer further investigation and contact
appropriate law enforcement officials, the student's parents and the person filing the report. Within
fifteen days of receipt of the report, the Level I investigator shall complete a written investigative
report, unless the investigation was temporarily deferred.
The written investigative report shall include:
1.
2.
3.
4.
5.
6.
7.
8.
9.
The name, age, address and attendance center of the student named in the report.
The name and address of the student's parent or guardian and the name and address of the
person filing the report, if different from the student's parent or guardian.
The name and work address of the employee named in the report as allegedly responsible
for the abuse of the student.
An identification of the nature, extent and cause, if known, of any injuries or abuse to the
student named in the report.
A general review of the investigation.
Any actions taken for the protection and safety of the student.
A statement that, in the investigator's opinion, the allegations in the report are either:
•
Unfounded. (It is not likely that an incident, as defined in these rules, took place), or
•
Founded. (It is likely that an incident took place.)
The disposition or current status of the investigation.
A listing of the options available to the parents or guardian of the student to pursue the
allegations. These options include, but are not limited to:
•
Contacting law enforcement officials.
•
Contacting private counsel for the purpose of filing a civil suit or complaint.
•
Filing a complaint with the board of educational examiners if the employee is a
licensed employee.
Code No. 402.3-R1
Page 3
ABUSE OF STUDENTS BY SCHOOL DISTRICT EMPLOYEES REGULATION
The investigator shall retain the original and provide a copy of the written investigative report to the
school employee named in the report, the employee's supervisor and the student's parent or
guardian. The person filing the report, if not the student's parent or guardian, shall be notified only
that the Level I investigation has been concluded and of the disposition or anticipated disposition of
the case.
It is the responsibility of the Level I investigator to determine whether it is more likely than not that an
incident of abuse as defined in the rules took place between the student and employee. The Level I
investigator does not make the determination of whether the use of physical contact was appropriate
or whether any of the exceptions apply. That is the responsibility of the Level II investigator. Upon
completion of the report, if the Level I investigator determines the allegations of physical abuse are
founded and serious, the Level I investigator shall notify law enforcement authorities. If the
allegations are founded but the physical abuse is not of a serious nature, the Level I investigator
shall refer the case on to the Level II investigator.
The Level II investigator shall review the Level I investigator's final investigative report and conduct
further investigation. The Level II investigative report shall state the conclusion as to the occurrence
of the alleged incident, the applicability of exceptions, the reason for the contact or force used, and
recommendations regarding the need for further investigation. In determining the applicability of the
exceptions or the reasonableness of the contact or force used, the Level II investigator will use the
following definitions:
Physical abuse is non-accidental physical injury to the student as a result of the action of an
employee. Injury occurs when evidence of it is still apparent at least twenty-four hours after
its occurrence. The following do not constitute physical abuse, and no employee is
prohibited from:
a.
Using reasonable and necessary force, not designed or intended to cause
pain:
(1)
(2)
(3)
(4)
(5)
(6)
(7)
b.
To quell a disturbance or prevent an act that threatens physical harm to any
person.
To obtain possession of a weapon or other dangerous object within a pupil's
control.
For the purposes of self-defense of defense of others as provided for in Iowa
Code 704.3.
For the protection of property as provided for in Iowa Code
704.4, .5.
To remove a disruptive pupil from class, or any area of school premises or
from school-sponsored activities off school premises.
To prevent a student from the self-infliction of harm.
To protect the safety of others.
Using incidental, minor, or reasonable physical contact to maintain order and control.
In determining the reasonableness of the contact or force used, the following factors shall be
considered:
Code No. 402.3-R1
Page 4
ABUSE OF STUDENTS BY SCHOOL DISTRICT EMPLOYEES REGULATION
a.
b.
c.
d.
e.
The nature of the misconduct of the student, if any, precipitating the physical
contact by the school employee.
The size and physical condition of the student.
The instrumentality used in making the physical contact.
The motivation of the school employee in initiating the physical contact.
The extent of injury to the student resulting from the physical contact.
"Reasonable force" is that force and no more which a reasonable person, in like circumstances,
would judge to be necessary to prevent an injury or loss and can include deadly force if it is
reasonable to believe that such force is necessary to avoid injury or risk to one's life or safety or the
life or safety of another, or it is reasonable to believe that such force is necessary to resist a like
force or threat.
Upon completion of the Level II investigation, the Level I investigator shall forward copies of the
Level II investigative report to the employee, the employee's immediate supervisor and the student's
parent. The Level I investigator shall notify the person filing the report of the current status of the
case.
If the Level II investigator's report or law enforcement officials conclude abuse occurred, or the
employee admits the violation, or the employee has surrendered the employee's certificate or
license, the Level I investigator shall file a complaint with the State Board of Educational Examiners.
The Level I investigator shall also arrange for counseling services for the student if the student or
student's parents request counseling services.
Sexual Abuse
Sexual abuse is defined as including sexual acts involving a student, acts that encourage the
student to engage in prostitution, as well as inappropriate, intentional sexual behavior or sexual
harassment by the employee toward a student. "Sexual harassment" is defined as unwelcome
sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature
when:
1.
Submission to the conduct is made either implicitly or explicitly a term or condition of the
student's education or benefits;
2.
Submission to or rejection of the conduct is used as the basis for academic decisions
affecting that student; or
3.
The conduct has the purpose or effect of substantially interfering with a student's academic
performance by creating an intimidating, hostile or offensive education environment.
When sexual abuse is reported, the Level I investigator shall make copies of the report and give a
copy to the person filing the report, the students' parents and the immediate supervisor of the
employee named in the report. The employee named in the report shall not receive a copy of the
report until the employee is initially interviewed. The designated investigator shall not interview the
school employee named in a report of sexual abuse until after a determination is made that
jurisdiction exists, the alleged victim has been interviewed and a determination made that the
investigation will not be deferred.
Code No. 402.3-R1
Page 5
ABUSE OF STUDENTS BY SCHOOL DISTRICT EMPLOYEES REGULATION
The investigator shall notify the parent, guardian or legal custodian of a student in prekindergarten
through grade six, of the date and time of the interview and of the right to be present or to see and
hear the interview or send a representative in the parent's place. The Level I investigator shall
interview the student as soon as possible, but in no case later than five days from the receipt of a
report or notice of the allegation of sexual abuse. The Level I investigator may record the interview
electronically.
The Level I investigator shall exercise discretion in the investigative process to preserve the privacy
interests of the individuals involved. To the maximum extent possible, the investigator shall maintain
the confidentiality of the report.
It is the responsibility of the Level I investigator to determine whether it is more likely than not that an
incident took place between the employee and the student. If the Level I investigator believes the
employee committed a sex act with a student or sexually exploited a student, the Level I investigator
shall defer the Level I investigation and immediately notify law enforcement officials, the student's
parents and the person filing the report.
If the Level I investigator determines an incident occurred, while not an illegal sex act with a student
or sexual exploitation of a student, but where the employee engaged in inappropriate, intentional
sexual behavior, further investigation is warranted. If further investigation is warranted, the Level I
investigator may proceed to interview the employee and other individuals who may have knowledge
of the circumstances contained in the report. Prior to interviewing other individuals who may have
knowledge of the circumstance contained in the report, the Level I investigator shall provide notice of
the impending interview of student witnesses or the student who is in prekindergarten through grade
six, to their parent, guardian, or legal custodian, and may provide notice to the parent or guardian of
older students, prior to interviewing those students. The Level I investigator shall, if founded,
arrange for the Level II investigator to further investigate the allegations.
Within fifteen days of receipt of the report or notice of alleged sexual abuse, the Level I investigator
shall complete a written investigative report unless the investigation was temporarily deferred. The
written investigative report shall include:
1.
2.
3.
4.
5.
6.
7.
8.
9.
The name, age, address and attendance center of the student named in the report.
The name and address of the student's parent or guardian and the name and address of the
person filing the report, if different from the student's parent or guardian.
The name and work address of the school employee named in the report as allegedly
responsible for the abuse of the student.
An identification of the nature, extent and cause, if known, of any injuries or abuse to the
student named in the report.
A general review of the investigation.
Any actions taken for the protection and safety of the student.
A statement that, in the investigator's opinion, the allegations in the report are
either:
•
Unfounded. (It is not likely that an incident, as defined in these rules, took place), or
•
Founded. (It is likely that an incident took place.)
The disposition or current status of the investigation.
A listing of the options available to the parents or guardian of the student to pursue the
allegations. These options include, but are not limited to:
Code No. 402.3-R1
Page 6
ABUSE OF STUDENTS BY SCHOOL DISTRICT EMPLOYEES REGULATION
•
•
•
Contacting law enforcement officials.
Contacting private counsel for the purpose of filing a civil suit or complaint.
Filing a complaint with the board of educational examiners if the school employee is
certificated.
The investigator shall retain the original and provide a copy of the investigative report to the school
employee named in the report, the school employee's supervisor and the named student's parent or
guardian. The person filing the report, if not the student's parent or guardian, shall be notified only
that the Level I investigation has been concluded and of the disposition or anticipated disposition of
the case.
If the allegations are founded, the Level I investigation shall refer the case to the Level II
investigator. The Level II investigator shall review the Level I investigator's final investigative report
and conduct further investigation if necessary. The Level II investigative report shall state
conclusively as to the occurrence of the alleged incident, conclusively as to the nature of the sexual
abuse and recommendations regarding the need for further investigation. Upon completion of the
Level II investigation, the Level I investigator shall forward copies of the Level II investigative report
to the employee, the employee's immediate supervisor and the student's parent. The Level I
investigator shall notify the person filing the report of the current status of the case.
If the Level II investigator's report or law enforcement officials conclude sexual abuse occurred, or
the employee admits the violation, or the employee has surrendered the employee's certificate or
license, the Level I investigator shall file a complaint on behalf of the district after obtaining the
superintendent's signature with the State Board of Educational Examiners. The Level I investigator
shall also arrange for counseling services for the student if the student or student's parents request
counseling services.
In cases involving founded physical or sexual abuse by a licensed employee, the board shall notify
the Board of Educational Examiners. Information of unfounded abuse at Level I or Level II shall not
be kept in the employee's personnel file. If the Level I investigative report is founded but Level II is
unfounded, then the Level I report shall be removed from the employee's permanent file.
It shall be the responsibility of the board to annually identify a Level I and Level II investigator. The
board shall also designate annually an alternate Level I investigator, preferably of the opposite sex
of the designated Level I investigator, to whom reports may also be made. The names and
telephone numbers of the Level I investigator and the alternate Level I investigator shall be included
in employee handbooks, student handbooks, annually published in the local newspaper, and
prominently displayed in all school buildings.
Code No. 402.4
GIFTS TO EMPLOYEES
Employees may receive a gift on behalf of the school 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 "restricted donor" stated below or the gift or honorarium does not meet the
definition of gift or honorarium stated below.
A "restricted donor" is defined as a person or other entity which:
•
•
•
Is seeking to be, or is a party to, any one or any combination of sales, purchases,
leases or contracts to, from or with the school district;
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
Is a lobbyist or a client of a lobbyist with respect to matters within the school district's
jurisdiction.
A "gift" is the giving of anything of value in return for which something of equal or greater value is not
given or received. However, "gift" does not include any of the following:
•
•
•
•
•
•
•
•
•
•
Contributions to a candidate or a candidate's committee;
Information material relevant to 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;
Anything received from a person related within the fourth degree by kinship or
marriage, unless the donor is acting as an agent or intermediary for another person
not so related;
An inheritance;
Anything available or distributed to the general public free of charge without regard
to the official status of the employee;
Items received from a 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;
Plaques or items of negligible resale value given as recognition for public service;
Nonmonetary items with a value of less than three dollars that are received from any
one donor during one calendar day;
Items or services solicited or given to a state, national or regional organization in
which the state of Iowa or a school district is a member for purposes of a business or
educational conference, seminar or other meeting or solicited by or given for the
same purposes to state, national or regional government organizations whose
memberships and officers are primarily composed of state or local government
officials or employees for purposes of a business or educational conference, seminar
or other meeting;
Items or services received by members or representatives of members as part of a
regularly scheduled event that is part of a business or educational conference,
Code No. 402.4
Page 2
GIFTS TO EMPLOYEES
•
•
•
•
•
seminar or other meeting that is sponsored and directed by any state, national or
regional government organization in which the state of Iowa or a political subdivision
of the state of Iowa is a member or received at such an event by members or
representatives of members of state, national or regional government organizations
whose memberships and officers are primarily composed of state or local government
officials or employees;
Funeral flowers or memorials to a church or nonprofit organization;
Gifts which are given to an employee for the employee's wedding or twenty-fifth or
fiftieth wedding anniversary;
Payment of salary or expenses by the school 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 school district for attending the meeting; or
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 ceremonial presentation or as a result of a custom of the other
country and is of personal value only to the employee.
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:
•
•
•
•
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;
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
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.
Code No. 402.4
Page 3
GIFTS TO EMPLOYEES
It shall be the responsibility of each employee to know when it is appropriate to accept or reject gifts
or an honorarium.
Cross Reference:
217 Gifts to Board of Directors
401.2 Employee Conflict of Interest
704.4 Gifts-Grants-Bequests
Approved: May 20, 1996
Reviewed:_____________
Revised: _______________
Code No. 402.5
PUBLIC COMPLAINTS ABOUT EMPLOYEES
The board recognizes situations may arise in the operation of the school district which are of
concern to parents and other members of the school 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. Prior to board action however, the
following should be completed:
a.
Matters concerning an individual student, teacher, or other employee should first be
addressed to the teacher or employee.
b.
Unsettled matters from (a) above or problems and questions about individual
attendance centers should be addressed to the employee's building principal for
licensed employees and the superintendent for classified employees within ten (10)
working days of the occurrence.
c.
Unsettled matters regarding licensed employees from (b) above or problems and
questions concerning the school district should be directed to the superintendent
within five (5) working days of addressing the issue in (b) above.
d.
If a matter cannot be settled satisfactorily by the superintendent, it may then be
brought to the board at the first possible board meeting after visiting with the
superintendent. The complainant may bring the complaint to the attention of the
board by making a request to be placed on the board agenda or bringing the
complaint to the attention of the board during the public audience portion of a board
meeting. In order for a complainant to bring a complaint to the attention of the board,
the complaint shall be in writing, be signed by the complainant, and explain the
process followed by the complainant prior to bringing the complaint to the board.
It is within the discretion of the board to address complaints from the members of the school district
community, and the board will only do so if they are in writing, signed, and the complainant has
complied with this policy.
Cross Reference:
210.8 Board Meeting Agenda
213
Public Participation in Board Meetings
Approved: May 20, 1996
Reviewed: September 19, 2005
Revised: March 21, 2011
Code No. 402.5-E1
PUBLIC COMPLAINTS ABOUT EMPLOYEES GRIEVANCE FORM
The board recognizes situations may arise in the operation of the school district which are of
concern to parents and other members of the school 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….
GRIEVANCE FORM:
Date filed with District (D/M/Y) __________________________________________
Name of filing party ___________________________________________________
Address: ___________________________________________________________
__________________________________________________________
__________________________________________________________
LEVEL OF GRIEVANCE: Check appropriate box
_____ Level One – Staff member
_____ Level Two – Principal
_____ Level Three – Superintendent
_____ Level Four – School Board
Phone ______________________________________________________________
Date of Grievance Occurred _________________________________________________________
A. Name of Complained Staff Member, Student, Administrator or Policy ______________________
________________________________________________________________________________
B. Statement of Grievance _________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
Code No. 402.5-E1
Page 2
PUBLIC COMPLAINTS ABOUT EMPLOYEES GRIEVANCE FORM
C. Remedy Requested ____________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
Name (please print) __________________________________
Signature ___________________________________________
Date _______________________________________________
Code No. 402.6
EMPLOYEE OUTSIDE EMPLOYMENT
The board believes the primary responsibility of employees is to the duties of their position within the
school district as outlined in their job description. The board considers an employee's duties as part
of a regular, full-time position as full-time employment. The board expects such employees to give
the responsibilities of their positions in the school district precedence over any other employment.
It shall be the responsibility of the superintendent to counsel employees, whether full-time or parttime, if, in the judgment of the superintendent and the employee's immediate supervisor, the
employee's outside employment interferes with the performance of the employee's duties required in
the employee's position within the school district.
The board may request the employee to cease the outside employment as a condition of continued
employment with the school district.
Cross Reference:
401.2 Employee Conflict of Interest
408.3 Licensed Employee Tutoring
Approved: May 20, 1996
Reviewed:____________
Revised: ________________
Code No. 402.7
PARTICIPATION IN COMMUNITY LIFE
Members of the school district community shall be treated with respect by employees. The board
encourages active participation by employees in community activities and events.
It shall be the responsibility of employees as they participate in various community groups and
events, to make a conscientious effort to make the school district and its events a real part of the
community. Employees shall take advantage of their participation in the community and school
district can join forces for the betterment of the school district and the community.
The Board of Directors specifically prohibits exertion of pressure on staff members to affiliate with
organizations or to participate in activities that are unacceptable to the staff member as an
individual. Freedom of choice will be protected, but the Board does assume that participation in any
activity will be in keeping with the overall goals and objectives of our educational program.
Approved: August 20, 1990
Reviewed: March 21, 2011
Revised: February 15, 2016
Code No. 403.1
EMPLOYEE PHYSICAL EXAMINATIONS
Good health is important to job performance. Employees shall present evidence of good health, in
the form of a physical examination report, prior to their employment with the school district.
School bus drivers will present evidence of good health every other year in the form of a physical
examination report unless otherwise required by law or medical opinion. Employees whose physical
or mental health, in the judgment of the administration, may be in doubt shall submit to additional
examinations, when requested to do so, at the expense of the school district.
The cost of the initial examination will be paid by the employee. The form, indicating the employee
is able to perform the duties for which the employee was hired must be returned prior to payment of
salary. Any costs of physicals for bus drivers should be submitted to insurance. Costs not covered
by insurance up to $75.00 will be reimbursed. The school district will provide the standard
examination form to be completed by the personal physician of the employee. Employees identified
as having reasonably anticipated contact with blood or infectious materials shall receive the
Hepatitis B vaccine or sign a written waiver stating that they will not take the vaccine.
It is the responsibility of the superintendent to write an exposure control plan to eliminate or minimize
district occupational exposure to blood borne pathogens. The plan for designated employees will
include, but not be limited to, scope and application, definitions, exposure control, methods of
compliance, Hepatitis B vaccination and postexposure evaluation and follow-up, communication of
hazards to employees, and record keeping.
The requirements stated in the master contract between employees in that certified collective
bargaining unit and the board regarding physical examinations of such employees are followed.
Note: All school district employees, on initial hire, must present a form which states that
employees are physically able to perform the employee’s duties. Bus drivers must present
the form at initial employment and every other year thereafter, unless required by law or
medical opinion.
Cross Reference:
403
Approved: October 16, 2006
Employees' Health and Well-Being
Reviewed: October 16, 2006
Revised: December 19, 2005
February 16, 2016
Code No. 403.2
EMPLOYEE INJURY ON THE JOB
When an employee becomes seriously injured on the job, the building principal shall 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 shall be
turned over to the care of the employee's family or qualified medical employees as quickly as
possible. The school district is not responsible for medical treatment of an injured employee.
It shall be the responsibility of the employee injured on the job to inform the superintendent within
twenty-four hours of the occurrence. It shall be the responsibility of the employee's immediate
supervisor to file an accident report within twenty-four hours after the employee reported the injury.
It shall be the responsibility of the employee to file claims, such as workers' compensation, through
the board secretary.
Cross Reference:
403
Employees' Health and Well-Being
409.2 Licensed Employee Personal Illness Leave
414.2 Classified Employee Personal Illness Leave
Approved: May 20, 1996
Reviewed: _____________
Revised: ______________
Code No. 403.3
COMMUNICABLE DISEASES - EMPLOYEES
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 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.
Prevention and control of communicable diseases shall be included in the school district's
bloodborne pathogens exposure control plan. The procedures shall include scope and application,
definitions, exposure control, methods of compliance, universal precautions, vaccination, postexposure evaluation, follow-up, communication of hazards to employees and record keeping. This
plan shall be Reviewed: annually by the superintendent and school nurse.
The health risk to immunodepressed employees shall be determined by their personal physician.
The health risk to others in the school district environment from the presence of an employee with a
communicable disease shall be determined on a case-by-case basis by the employee's personal
physician, a physician chosen by the school district or public health officials.
An employee who is at work and who has a communicable disease which creates a substantial risk
of harm to a student, coworkers or others at the workplace shall report the condition to the
Superintendent any time the employee is aware that the disease actively creates such risk.
Health data of an employee is confidential and it shall not be disclosed to third parties. Employee
medical records shall be kept in a file separate from their personal file.
It shall be the responsibility of the superintendent, in conjunction with the school nurse, to develop
administrative regulations stating the procedures for dealing with employees with a communicable
disease.
Cross Reference:
401.5 Employee Records
403.1 Employee Physical Examinations
507.3 Communicable Diseases - Students
Approved: May 20, 1996
Reviewed: _____________
Revised: February 15, 1999
Code No. 403.3-E1
HEPATITIS B VACCINE INFORMATION AND RECORD
The Disease
Hepatitis B is a viral infection caused by the Hepatitis B virus (HBV) which causes death in 1-2% of
those infected. Most people with HBV recover completely, but approximately 5-10% become
chronic carriers of the virus. Most of these people have no symptoms, but can continue to transmit
the disease to others. Some may develop chronic active hepatitis and cirrhosis. HBV may be a
causative factor in the development of liver cancer. Immunization against HBV can prevent acute
hepatitis and its complications.
The Vaccine
The HBV vaccine is produced from yeast cells. It has been extensively tested for safety and
effectiveness in large scale clinical trials.
Approximately 90 percent of healthy people who receive two doses of the vaccine and a third dose
as a booster achieve high levels of surface antibody (anti-HBs) and protection against the virus. The
HBV vaccine is recommended for workers with potential for contact with blood or body fluids. Full
immunization requires three doses of the vaccine over a six-month period, although some persons
may not develop immunity even after three doses.
There is no evidence that the vaccine has ever caused Hepatitis B. However, persons who have
been infected with HBV prior to receiving the vaccine may go on to develop clinical hepatitis in spite
of immunization.
Dosage and Administration
The vaccine is given in three intramuscular doses in the deltoid muscle. Two initial doses are given
one month apart and the third dose is given six months after the first.
Possible Vaccine Side Effects
The incidence of side effects is very low. No serious side effects have been reported with the
vaccine. Ten to 20 percent of persons experience tenderness and redness at the site of injection
and low grade fever. Rash, nausea, joint pain, and mild fatigue have also been reported. The
possibility exists that other side effects may be identified with more extensive use.
CONSENT OF HEPATITIS B VACCINATION
I have knowledge of Hepatitis B and the Hepatitis B vaccination. I have had an opportunity to ask
questions of a qualified nurse or physician and understand the benefits and risks of Hepatitis B
vaccination. I understand that I must have three doses of the vaccine to obtain immunity. However,
as with all medical treatment, there is no guarantee that I will become immune or that I will not
experience side effects from the vaccine. I give my consent to be vaccinated for Hepatitis B.
______________________________________________
Signature of Employee (consent for Hepatitis B vaccination)
________________
Date
______________________________________________
Signature of Witness
________________
Date
Code No. 403.3-E1
Page 2
HEPATITIS B VACCINE INFORMATION AND RECORD
REFUSAL OF HEPATITIS B VACCINATION
I understand that due to my occupational exposure to blood or other potentially infectious materials I
may be at risk of acquiring the Hepatitis B virus infection. I have been given the opportunity to be
vaccinated with Hepatitis B vaccine at no charge to myself. However, I decline the Hepatitis B
vaccination at this time. I understand that by declining this vaccine, I continue to be at risk of
acquiring Hepatitis B, a serious disease. If in the future I continue to have occupational exposure to
blood or other potentially infectious materials and I want to be vaccinated with the Hepatitis B
vaccine, I can receive the vaccination series at no charge to me.
_____________________________________________ ________________
Signature of Employee (refusal for Hepatitis B vaccination) Date
_____________________________________________ ________________
Signature of Witness
Date
I refuse because I believe I have (check one)
_____ started the series
______ completed the series
RELEASE FOR HEPATITIS B MEDICAL INFORMATION
I hereby authorize _________________________ (individual or organization holding Hepatitis B
records and address) to release to the _________________
Community School District,
my Hepatitis B vaccination records for required employee records.
I hereby authorize release of my Hepatitis B status to a health care provider, in the event of an
exposure incident.
_____________________________________________
Signature of Employee
________________
Date
_____________________________________________
Signature of Witness
________________
Date
Code No. 403.3-E1
Page 3
HEPATITIS B VACCINE INFORMATION AND RECORD
CONFIDENTIAL RECORD
_______________________________________
Employee Name (last, first, middle)
_____________________
Social Security No.
Job Title: _______________________________________________________
Hepatitis B Vaccination Date
1 _______________________
Lot Number
_________
Site
________
2 _______________________
_________
________
Administered by
__________________
__________________
3 _______________________
_________
________
__________________
Additional Hepatitis B status information:
________________________________________________________________________________
________________________________________________________________________________
Post-exposure incident: (Date, time, circumstances, route under which exposure occurred)
________________________________________________________________________________
________________________________________________________________________________
Identification and documentation of source individual:
________________________________________________________________________________
Source blood testing consent:
________________________________________________________________________________
Description of employee's duties as related to the exposure incident:
________________________________________________________________________________
________________________________________________________________________________
Copy of information provided to health care professional evaluating an employee after an exposure
incident:
________________________________________________________________________________
Attach a copy of all results of examinations, medical testing, follow-up procedures, and health care
professional's written opinion.
Training Record: (date, time, instructor, location of training summary)
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
____________________________________________________________________________
Code No. 403.3-R1
UNIVERSAL PRECAUTIONS REGULATION
Universal precautions (UP) are intended to prevent transmission of infection, as well as decrease
the risk of exposure for employees and students. It is not currently possible to identify all infected
individuals, thus precautions must be used with every individual. UP pertain to blood and other
potentially infectious materials (OPIM) containing blood. These precautions do not apply to other
body fluids and wastes (OBFW) such as saliva, sputum, feces, tears, nasal secretions, vomitus and
urine unless blood is visible in the material. However, these OBFW can be sources of other
infections and should be handled as if they are infectious. The single most important step in
preventing exposure to and transmission of any infection is anticipating potential contact with
infectious materials in routine as well as emergency situations. Based on the type of possible
contact, employees and students should be prepared to use the appropriate precautions prior to the
contact. Diligent and proper hand washing, the use of barriers, appropriate disposal of waste
products and needles, and proper decontamination of spills are essential techniques of infection
control. All individuals should respond to situations practicing UP followed by the activation of the
school response team plan. Using common sense in the application of these measures will enhance
protection of employees and students.
I. Hand Washing
Proper hand washing is crucial to preventing the spread of infection. Textured jewelry on the hands
or wrists should be removed prior to washing and kept off until completion of the procedure and the
hands are rewashed. Use of running water, lathering with soap and using friction to clean all hand
surfaces is key. Rinse well with running water and dry hands with paper towels.
•
•
•
•
Hands should be washed before physical contact with individuals and after contact is
completed.
Hands should be washed after contact with any used equipment.
If hands (or other skin) come into contact with blood or body fluids, hands should be
washed immediately before touching anything else.
Hands should be washed whether gloves are worn or not and, if gloves are worn,
after the gloves are removed.
II. Use of Protective Barriers
•
•
•
Barriers anticipated to be used at school include disposable gloves, absorbent
materials and resuscitation devices. Their use is intended to reduce the risk of
contact with blood and body fluids as well as to control the spread of infectious
agents from individual to individuals.
Gloves should be worn for touching blood or body fluids containing visible blood,
mucous membranes or non-intact skin and for handling items or surfaces soiled with
blood or body fluids that contain visible blood. Gloves should be changed after each
individual contact. NOTE: Gloves are recommended for cleaning any body fluid spill
(i.e., vomitus, urine or feces) because these body fluids commonly transmit other
infections (Hepatitis A, salmonella).
Masks and protective eyewear prevent exposure of the mucous membranes of the
eye, nose or mouth. They should be worn if the procedure or care given is likely to
produce droplets of blood or fluids contaminated with blood.
Code 403.3-R1
Page 2
UNIVERSAL PRECAUTIONS REGULATION
•
•
Hands, skin surfaces and clothing should be washed thoroughly and as soon as
possible if they become contaminated with blood or body fluids containing visible
blood.
Precautions should be taken to prevent injuries caused by needles or other sharp
instruments or devices.
a.
when cleaning instruments.
b.
during disposal of needles. Needles should not be recapped, bent or broken
by hand or removed from disposable syringes.
c.
needles and sharps should be immediately placed in puncture resistant
containers which are located as close as practical to use area.
III. Cleaning and Decontaminating Spills of Blood
All spills of fluids containing visible blood should be promptly cleaned up using an EPA-Approved:
germicide or a 1:100 solution of household bleach in the following manner while wearing gloves.
a.
Visible blood should be first removed with disposable towels or other appropriate
means that will ensure against direct contact with blood.
b.
If splashing is anticipated, protective eyewear should be worn along with an
impervious gown or apron which provides an effective barrier to splashes.
c.
The area should then be decontaminated with an appropriate germicide.
d.
Hands should be washed following removal of gloves.
e.
Soiled cleaning equipment should be cleaned and decontaminated or placed in an
appropriate container and disposed according to school policy.
f.
Non-reusable contaminated items should be placed in a plastic bag and disposed as
conventional garbage.
g.
Plastic bags should be available for removal of contaminated items from the site of
the spill.
IV. Disposal of Waste
Blood, OPIM, OBFW, used gloves, barriers and absorbent materials should be placed in a plastic
bag and disposed of in the usual procedure. When the blood or OPIM is liquid, semi-liquid or caked
with dried blood, it is not absorbed in materials, and is capable of releasing the substance if
compressed, special disposal as regulated waste is required. A band-aid, towel, sanitary napkin or
other absorbed waste that does not have the potential of releasing the waste if compressed would
not be considered regulated waste. It is anticipated schools would only have regulated waste in the
case of a severe incident. Needles, syringes and other sharp disposable objects should be placed
in special puncture-proof containers and disposed of as regulated waste. Bodily wastes such as
urine, vomitus or feces should be disposed of in the sanitary sewer system.
V. Laundry
Laundry with blood or OPIM should be handled as little as possible with a minimum of agitation. It
should be bagged at the location. If it has the potential of releasing the substance when compacted,
regulated waste guidelines should be followed. Employees who have contact with this laundry
should wear protective barriers.
Code 403.3-R1
Page 3
UNIVERSAL PRECAUTIONS REGULATION
VI. Exposure
An exposure to blood or OPIM through contact with broken skin, mucous membrane or by needle or
sharp stick requires immediate washing, reporting and follow-up.
•
•
•
Always wash the exposed area immediately with soap and water.
If a mucous membrane splash (eye or mouth) or exposure of broken skin occurs,
irrigate or wash the area thoroughly.
If a cut or needle stick injury occurs, wash the area thoroughly with soap and water.
The exposure should be reported immediately, the parent or guardian is notified, and the person
exposed contacts a physician for further health care.
Approval: May 20, 1996
Reviewed: ______________
Revised: February 15, 1999
Code No. 403.4
HAZARDOUS CHEMICAL DISCLOSURE
The board authorizes the development of a comprehensive hazardous chemical communication
program for the school district to disseminate information about hazardous chemicals in the
workplace.
Each employee shall 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, shall be included in the employee's orientation. When an additional hazardous
substance enters the workplace, information about it shall be distributed to all employees, and
training shall be conducted for the appropriate employees. The superintendent shall maintain a file
indicating when which hazardous substances are present in the workplace and training and
information sessions take place.
Employees who will be instructing or otherwise working with students shall disseminate information
about the hazardous chemicals with which they will be working as part of the instructional program.
It shall be the responsibility of the superintendent to develop administrative regulations regarding
this program.
Cross Reference:
403 Employees' Health and Well-Being
804 Safety Program
Approved: May 20, 1996
Reviewed: _____________
Revised: ______________
Code No. 403.6
SUBSTANCE-FREE WORKPLACE
The board expects the school 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, barbituate, marijuana or any other
controlled substance or alcoholic beverage as defined by federal or state law. "Workplace" includes
school district facilities, school district premises or school district vehicles. "Workplace" also
includes nonschool property if the employee is at any school-sponsored, school-Approved: or
school-related activity, event or function, such as field trips or athletic events where students are
under the control of the school district or where the employee is engaged in school business.
If an employee is convicted of a violation of any criminal drug offense committed in the workplace,
the employee shall notify the employee's supervisor of the conviction within five 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 shall be responsible for publication and dissemination of this policy to each
employee. In addition, the superintendent shall 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.
It is the responsibility of the superintendent to develop administrative regulations to implement this
policy.
Cross Reference:
502.3 Smoking-Drinking-Drugs
Approved: August 16, 1993
Reviewed: ______________
Revised: May 20, 1996
Code No. 403.6-E1
SUBSTANCE-FREE WORKPLACE NOTICE TO EMPLOYEES
EMPLOYEES ARE HEREBY NOTIFIED it is a violation of the Substance-Free Workplace policy for
an employee to unlawfully manufacture, distribute, dispense, possess, use, or be under the
influence of in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbituate,
marijuana or any other controlled substance or alcohol, as defined in Schedules I through V of
section 202 of the Controlled Substances Act (21 U.S.C. 812) and as further defined by regulation at
21 C.F.R. 1300.11 through 1300.15 and Iowa Code Chapter 204.
"Workplace" is defined as the site for the performance of work done in the capacity as a employee.
This includes school district facilities, other school premises or school district vehicles. Workplace
also includes nonschool property if the employee is at any school-sponsored, school-Approved: or
school-related activity, event or function, such as field trips or athletic events where students are
under the control of the school district or where the employee is engaged in school business.
Employees who violate the terms of the Substance-Free Workplace policy may be required to
successfully participate in a substance abuse treatment program Approved: by the board. The
superintendent retains the discretion to discipline an employee for violation of the Substance-Free
Workplace policy. If the employee fails to successfully participate in such a program the employee
shall be subject to discipline up to and including termination.
EMPLOYEES ARE FURTHER NOTIFIED it is a condition of their continued employment that they
comply with the above policy of the school district and will notify their supervisor of their conviction of
any criminal drug statute for a violation committed in the workplace, no later than five days after the
conviction.
Code No. 403.6-E1
SUBSTANCE-FREE WORKPLACE ACKNOWLEDGMENT FORM
I, _____________________________, have read and understand the Substance-Free Workplace
policy. I understand that if I violate the Substance-Free Workplace policy, I may be subject to
discipline up to and including termination or I may be required to participate in a substance abuse
treatment program. If I fail to successfully participate in a substance abuse treatment program, I
understand I may be subject to discipline up to and including termination. I understand that if I am
required to participate in a substance abuse treatment program and I refuse to participate, I may be
subject to discipline up to and including termination. I also understand that if I am convicted of a
criminal drug offense committed in the workplace, I must report that conviction to my supervisor
within five days of the conviction.
_____________________________ ___________________________
(Signature of Employee)
(Date)
Code No. 403.6-R1
SUBSTANCE-FREE WORKPLACE REGULATION
A superintendent who suspects an employee has a substance abuse problem shall follow these
procedures:
1.
Identification - the superintendent shall document the evidence the superintendent has which
leads the superintendent to conclude the employee has violated the Substance-Free
Workplace policy. After the superintendent has determined there has been a violation of the
Substance-Free Workplace policy, the superintendent shall discuss the problem with the
employee.
2.
Discipline - if, after the discussion with the employee, the superintendent determines there
has been a violation of the Substance-Free Workplace policy, the superintendent may
recommend discipline up to and including termination or may recommend the employee seek
substance abuse treatment. Participation in a substance abuse treatment program is
voluntary.
3.
Failure to participate in referral - if the employee refuses to participate in substance abuse
treatment program or if the employee does not successfully complete a substance abuse
treatment program, the employee may be subject to discipline up to and including
termination.
4.
Conviction - if an employee is convicted of a criminal drug offense committed in the
workplace, the employee must notify the employer of the conviction within five days of the
conviction.
Approved: August 16, 1993
Reviewed: May 20, 1996
Revised:______________
Code No. 403.7
DRUG AND ALCOHOL TESTING PROGRAM
Employees who operate school vehicles are subject to drug and alcohol testing if a commercial
driver's license is required to operate the school vehicle and the school vehicle transports sixteen or
more persons including the driver or the school 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 school vehicle.
The employees operating a school vehicle as described above are subject to pre-employment drug
testing and random, reasonable suspicion, and post-accident drug and alcohol testing. Employees
operating school vehicles shall not perform a safety-sensitive function within four 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 school 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 school district contact person, the
superintendent or transportation director at 319/422-3851.
Employees who violate the terms of this policy are subject to discipline up to and including
termination.
It is the responsibility of the superintendent to develop administrative regulations to implement this
policy in compliance with the law. The superintendent shall inform applicants of the requirement for
drug and alcohol testing in notices or advertisements for employment.
The superintendent shall also be responsible for publication and dissemination of this policy and its
supporting administrative regulations to employees operating school 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.
This policy and the accompanying administrative regulations require the school district to designate
a school district contact person for the drug and alcohol testing program. The title of the person
designated should be entered in paragraph two.
This person will answer questions from employees and others about the program, receive the test
results and receive the identification numbers of the drivers who were selected for random testing
and notify those drivers. If different persons will be doing these jobs, the policy and accompanying
regulations must clearly explain which person handles which part of the drug and alcohol testing
program.
Cross Reference:
403.6 Substance-Free Workplace
409.2 Licensed Employee Personal Illness Leave
414.2 Classified Employee Personal Illness Leave
Approved: _____________
Reviewed: ________________
Revised February 15, 1999
Code No. 403.7-R1
DRUG AND ALCOHOL TESTING PROGRAM REGULATION
This administrative regulation supports the Drug and Alcohol Testing Program policy. It also
establishes and explains the requirements of the school district's drug and alcohol testing program
required for employees operating school vehicles. Note the Drug and Alcohol Testing Program
Definitions, Code No. 403.7-R2.
A.
B.
C.
Questions regarding the drug and alcohol testing program policy, its supporting
administrative regulations or the drug and alcohol testing program may be directed to the
school district contact person, the superintendent or transportation director at 319/4223851.
Covered Drivers.
1.
A driver is covered by the drug and alcohol testing program if the driver:
a.
Drives a vehicle transporting sixteen or more persons, including the driver,
OR drive a vehicle weighing over twenty-six thousand one pounds; and
b.
Required to hold a commercial driver's license for the driver position.
2.
Covered drivers include:
a.
Applicants seeking a position as a driver.
b.
Full time, regularly employed drivers;
c.
Casual, intermittent, occasional or substitute drivers;
d.
Leased drivers and independent, owner-operator contractors who are either
directly employed by or under lease to a school district or who operate a
school vehicle at the direction of or with the consent of a school district.
3.
Drivers are subject to the drug and alcohol testing program and its requirements
throughout the year, including the times when school is not in session or when the
driver is on leave.
Prohibited Driver Conduct.
1.
Drivers shall not report to duty or remain on duty with a 0.04 breath alcohol
concentration or greater.
2.
Drivers shall not report for duty or remain on duty when using any drug except: a. a.
a.
When a licensed medical practitioner has advised the driver that the drug
does not adversely affect the driver's ability to safely operate a school vehicle;
and
b.
The school district is informed in writing of the medication and licensed
medical practitioner’s opinion.
3.
Drivers shall not use alcohol at least four hours prior to, or during the performance of
a safety-sensitive function.
4.
Drivers shall not possess alcohol while on duty. This includes possessing
prescriptions and over-the-counter medicines containing alcohol unless the
packaging seal is unbroken.
5.
Drivers required to take a post-accident alcohol test shall not use alcohol within eight
hours following the accident or prior to undergoing a post-accident alcohol test,
whichever comes first.
6.
Drivers shall not refuse to submit to a drug or alcohol test. A refusal to test is
considered a positive test requiring the driver to bear the personal and financial
responsibility to undergo a substance abuse evaluation as a condition of continued
employment and subjecting the driver to discipline up to and including termination.
Code No. 403.7-R1
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DRUG AND ALCOHOL TESTING PROGRAM REGULATION
7.
D.
Drivers shall not report for duty or remain on duty performing a safety-sensitive
function if the driver has a positive drug test result.
Alcohol Breath Testing Procedures.
1.
Driver's breath or saliva is tested for alcohol.
2.
The screening alcohol test is conducted with an evidentiary breath testing device or a
saliva testing device.
a.
The screening breath alcohol or saliva test determines whether the driver's
alcohol concentration is less than 0.02.
(1)
A screening alcohol test result of less than 0.02 breath alcohol
concentration allows the driver to continue to perform a safetysensitive function.
(2)
A screening alcohol test result of 0.02 alcohol concentration or greater
requires a confirmation test.
3.
The confirmation alcohol test is conducted only by an evidentiary breath alcohol
testing device to determine whether the driver can continue to perform a safetysensitive function.
(1)
A confirmation alcohol test result of less than 0.02 alcohol
concentration allows the driver to continue to perform a safetysensitive function.
(2)
A confirmation alcohol test result of 0.02 alcohol concentration but less
than 0.04 alcohol concentration requires the driver to cease performing
a safety-sensitive function for twenty-four hours.
(3)
A confirmation alcohol test result of 0.04 breath alcohol concentration
or greater requires the driver to cease performing a safety-sensitive
function and undergo a substance abuse evaluation.
3.
Alcohol testing is conducted at collection sites which provide privacy to the driver and
contain the necessary equipment, personnel and materials.
a.
Alcohol testing is conducted at a designated collection site unless the situation
requires another location.
b.
In the event privacy cannot be assured, privacy will be provided to the extent
practical.
4.
Screening alcohol testing steps.
a.
Once the driver is notified to submit to an alcohol test, the driver must
complete the Alcohol/Drug Test Notification Form and proceed immediately to
the collection site. Collection site personnel contact the superintendent or
transportation director immediately when a driver does not arrive at the
specified time. Failure to arrive at the collection site in a timely manner is
considered a refusal to test.
b.
Upon arrival, the driver must provide a photo identification. Repeated failure
of the driver to product a photo identification is considered insubordination as
well as a refusal to test.
c.
The testing procedure is explained to the driver by the collection site person.
d.
The breath alcohol technician (BAT) or saliva test technician (SST) and the
screening test technician (STT), and the driver complete and sign the
appropriate sections of the alcohol testing form.
e.
Evidentiary breath device procedures.
Code No. 403.7-R1
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DRUG AND ALCOHOL TESTING PROGRAM REGULATION
(1)
5.
The driver forcefully blows into the mouthpiece for at least six seconds
or until an adequate amount of breath has been obtained.
(2)
The breath alcohol test is stopped when the driver fails twice to provide
an adequate amount of breath. In that case:
(a)
A refusal of the driver to try a second time to provide adequate
breath is considered a refusal to test.
(b)
A physician analyzes the driver's inability to provide adequate
breath.
(c)
Failure to provide adequate breath is considered a refusal to
test unless the physician determines a medical condition
caused the failure to provide adequate breath.
(3)
The results of the screening alcohol test are shared with the driver.
f.
Salvia alcohol testing device procedures.
(1)
The driver and the SST review the expiration date of the saliva alcohol
testing device, and if the date is valid, the packaging is opened.
(2)
The driver or SST places the swab in the driver's mouth until the swab
is completely saturated. If the alcohol test is started again, only the
SST may place the swab in the driver's mouth.
(3)
The saliva alcohol testing device is activated with the saturated swab
in place.
(4)
The saliva alcohol test is stopped when the driver fails twice to provide
an adequate amount of saliva. In the case:
(a)
The school district is informed.
(b)
The driver must submit to a breath alcohol test immediately.
(5)
The saliva testing device results are read two minutes, and no later
than fifteen minutes, after the saliva testing device was activated.
(6)
The results of the screening alcohol test are shared with the driver.
g.
The driver and breath alcohol technician or saliva test technician must sign the
alcohol testing form following completion of the alcohol test. Failure to sign
the form after the alcohol test is not considered a refusal to test. However, in
the remarks section of the form, the BAT or STT notes the driver's refusal to
sign.
h.
Screening alcohol test results.
(1)
An alcohol test result of less than 0.02 alcohol concentration is
reported to the school district in a confidential manner and the driver
may continue to perform a safety-sensitive function.
(2)
An alcohol test result of 0.02 alcohol concentration or more requires a
confirmation alcohol test between fifteen and thirty minutes after the
screening test.
(3)
The BAT or STT provides the superintendent or transportation director
with a copy of the alcohol testing form if written communication was
not used to report the test results.
i.
Potentially incomplete or invalid alcohol tests are repeated with corrected
procedures.
Confirmation alcohol testing steps.
a.
The driver is instructed to not eat, drink, put any object or substance in his or
her mouth, and to the extent possible, not belch during the fifteen-minute
Code 403.7-R1
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DRUG AND ALCOHOL TESTING PROGRAM REGULATION
b.
c.
d.
e.
f.
g.
h.
i.
j.
k.
l.
waiting period to avoid accumulation of mouth alcohol leading to an artificially
high reading.
The confirmation alcohol test is done between fifteen and twenty minutes of
the screening alcohol test whether or not the driver followed the requirements.
If a different collection site is used, the driver must under the observation of
the collection site person or school district person while in transit to the
confirmation alcohol testing site or while waiting for the confirmation alcohol
test.
If a different collection site person conducts the confirmation alcohol test, the
driver must again provide photo identification.
The testing procedure is explained to the driver by a BAT.
The BAT and the driver complete and sign the appropriate sections of the
alcohol testing form.
(1)
Refusal of the driver to sign the form prior to the confirmation alcohol
test is considered a refusal to test.
(2)
The school district is notified immediately of the refusal to sign.
(3)
With a written request, drivers may access and copy their drug and
alcohol test records in accordance with the board policy related to
employee records. A driver is not denied access to these records for
failure to pay fees associated with other records.
The driver forcefully blows into the evidentiary breath testing device
mouthpiece for at least six seconds or until an adequate amount of breath has
been obtained.
The confirmation alcohol test results, which are the final and official test
results, are shared with the driver.
The driver and BAT must sign the alcohol testing form following completion of
the alcohol test. Failure to sign the form after the alcohol test is not
considered a refusal to test. However, in the remarks section of the form, the
BAT notes the driver's refusal to sign.
The BAT informs the superintendent or transportation director of the results of
the test in a confidential manner.
(1)
An alcohol test result of less than 0.02 alcohol concentration is
reported to the school district in a confidential manner and the driver
may continue to perform a safety-sensitive function.
(2)
The breath alcohol technician notifies the superintendent or
transportation director immediately of confirmation alcohol test results
of 0.02 alcohol concentration or more.
(3)
The collection site person provides the superintendent or
transportation director with a copy of the alcohol testing form if written
communication was not used to report the test results.
Potentially incomplete or invalid breath alcohol tests are repeated with
corrected procedures.
The breath alcohol test is stopped when the driver fails twice to provide an
adequate amount of breath. In that case:
(1)
A physician analyzes the driver's inability to provide adequate breath.
Code No. 403.7-R1
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DRUG AND ALCOHOL TESTING PROGRAM REGULATION
(2)
(3)
E.
Failure to provide adequate breath is considered a refusal to test
unless the physician determines a medical condition caused the failure
to provide adequate breath.
A refusal of the driver to try a second time to provide adequate breath
is considered a refusal to test.
Drug Testing Procedures.
1.
Driver's urine is tested for marijuana, cocaine, opiates, amphetamines and
phencyclidine.
2.
A split specimen urine drug test, often called "split sample test," is used to conduct
the drug test.
a.
A negative drug test result allows the driver to continue to perform a safety
sensitive function.
b.
A positive drug test result on the primary sample requires the driver to be
removed from performing a safety-sensitive function.
c.
A positive drug test result on the primary sample allows the driver an
opportunity to request the split sample be tested by another certified
laboratory only for the specific drug found in the primary sample. A negative
drug test result on the split sample results in a negative drug test result.
d.
A positive drug test result requires the driver to bear the personal and financial
responsibility to undergo a substance abuse evaluation as a condition of
continued employment.
3.
Drivers taking medication at a licensed medical practitioner’s direction may perform a
safety-sensitive function if the licensed medical practitioner determines there is not an
adverse effect on performing a safety-sensitive function and the school district is
informed in writing of the medication and licensed medical practitioner’s opinion.
4.
Drug testing is conducted at collection sites which provide privacy to the driver and
where the necessary equipment, personnel and materials are located.
a.
Drug testing is conducted at a designated collection site unless the situation
requires another location. Public restrooms can be used as collection sites in
exceptional circumstances.
b.
In the event privacy cannot be assured, privacy is provided to the extent
practical. However, direct observation if allowed if:
(1)
Reasons exist to believe the driver may alter or substitute the
specimen.
(2)
The driver presents a specimen with a temperature outside the
allowed range and does not provide an oral body temperature or the
oral body temperature varies from the specimen provided.
(3)
The last specimen provided by the driver was determined by the
laboratory to not meet specific gravity and urine creatinine
concentration criteria.
(4)
The collection site person observes conduct of the driver to substitute
or adulterate the specimen.
(5)
The driver has previously been determined to have used a drug
without medical authorization and the particular test is for follow-up
testing upon or after return to duty.
Code 403.7-R1
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DRUG AND ALCOHOL TESTING PROGRAM REGULATION
c.
5.
Direct observation is approved by the supervisor of the collection site person
or the designated school district representative. Non-medical personnel
performing direct observation must be of the same gender as the driver.
Drug testing steps.
a.
The school district contact person makes arrangements with the collection site
for the test.
b.
Once the driver is notified to submit to a drug test, the driver must complete
the Alcohol/Drug Test notification Form and proceed immediately to the
collection site. The collection site person contacts the superintendent or
transportation director immediately when a driver does not arrive at the
specified time. Failure to arrive at the collection site in a timely manner is
considered a refusal to test.
c.
Upon arrival, the driver must provide a photo identification. Repeated failure of
the driver to produce a photo identification is considered insubordination as
well as a refusal to test. The driver may require the collection site person to
provide proof of identification.
d.
The driver may keep his or her wallet but must remove any unnecessary outer
garments, purses, briefcases and similar items at the request of the collection
site person.
e.
Immediately prior to providing a urine specimen, the driver must wash his or
her hands.
f.
The driver must then provide forty-five milliliters of urine and deliver it
immediately to the collection site person.
(1)
Drivers who cannot provide an adequate amount of urine receive
instructions for drinking water and trying again.
(2)
The drug test is stopped when the driver fails twice to provide an
adequate amount of urine.
(3)
Failure to provide adequate urine is considered a refusal to test unless
the physician determines a medical condition caused the failure to
provide adequate urine.
g.
The specimen is kept in view of the driver and the collection site person.
h.
Upon receipt of the specimen, the collection site person immediately, and in
no event later than four minutes from the time of urination, measures the
temperature of the specimen.
i.
The driver may volunteer to have his or her oral temperature taken to provide
evidence against alteration or substitution if there is some question about the
temperature of the specimen.
j.
The collection site person inspects the specimen for color and other signs of
contaminants and notes any unusual findings in the remarks section of the
chain of custody form.
k.
Another specimen is required as soon as possible under direct observation if
adulteration or substitution is suspected by the collection site person.
Specimens suspected of adulteration or substitution are also sent to
laboratory for testing.
l.
The specimen is divided into the primary and the split specimen, sealed and
labeled. The label is initialed by the driver.
Code No. 403.7-R1
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DRUG AND ALCOHOL TESTING PROGRAM REGULATION
m.
6.
7.
The driver is required to read and sign the statement on the chain of custody
form certifying the specimens are the driver's.
n.
The collection site person is required to note on the chain of custody form any
unusual behavior or appearance of the driver and any failure to cooperate.
o.
The collection site person completes the chain of custody form and the driver
signs the form indicating the collection is complete. Failure of the driver to
sign the form after the drug test is not considered a refusal to test. However,
the collection site person notifies the school district contact person and notes
the driver’s failure to sign on the form.
p.
The specimens are packaged for shipping to the laboratory and are shipped
immediately or placed in secure storage until they can be shipped.
Laboratory.
a.
The laboratory used by the school district's drug and alcohol testing program
is certified by the U.S. Department of Health and Human Services (DHHS).
Certified laboratories meet the testing procedures, personnel and record
keeping requirements of the law.
c.
Upon arrival of the specimen at the laboratory, the split specimen is stored
and the primary specimen is tested.
1.
A positive drug test result on the initial test of the primary specimen
requires a confirmation drug test of the primary specimen.
(2)
The split specimen is discarded if the primary specimen has a negative
drug test result.
Medical Review Officer (MRO).
a.
The MRO may release drug testing records of a driver to unauthorized
individuals only with the written consent of the driver.
b.
The MRO keeps a record of negative drug test results and reports negative
drug test results to the school district, usually within two working days.
c.
The primary role of the MRO is to review and interpret positive drug test
results to determine whether a legitimate explanation exists for the positive
drug test result.
(1)
After reviewing the chain of custody form and the laboratory drug test
results, the MRO contacts the driver to discuss the positive drug test
result prior to notifying the school district and to ask whether the driver
requests a drug test of the split sample. The driver's request for a drug
test of the split sample must be made within seventy-two hours of
talking with the MRO.
(2)
Upon request of the driver, the split specimen is sent to a second
certified laboratory to test only for drug found in the primary specimen.
(3)
The MRO contacts the superintendent or transportation director for
assistance if the driver cannot be reached.
(4)
The superintendent or transportation director must confidentially
inform the driver to contact the MRO.
(5)
Upon contacting the driver, the superintendent or transportation
director must inform the MRO that the driver was contacted.
(6)
Drivers who cannot be contacted are placed on temporary medically
unqualified status or medical leave.
Code No. 403.7-R1
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DRUG AND ALCOHOL TESTING PROGRAM REGULATION
d.
e.
f.
The MRO may verify a positive drug test without talking to the driver if:
(1)
The driver declines the opportunity to discuss the positive drug test.
(2)
The driver fails to contact the MRO within five days after the
superintendent or transportation director has contacted the driver.
(3)
MRO verification of positive drug test results under these
circumstances can be challenged by the driver if the driver presents
the MRO with information documenting a serious illness, injury or other
circumstances unavoidably preventing the driver from timely contacting
the MRO.
The MRO, based on this additional information, may
find a legitimate explanation for the positive drug test result and
declare the drug test negative.
The driver is notified of the drugs found in a positive drug test result by the
MRO, the superintendent or transportation director or by certified mail to the
driver's last known address.
The school district receives a written report of the negative and positive drug
test results from the MRO.
F.
Substance Abuse Professional.
1.
A substance abuse evaluation by a substance abuse professional is the personal and
financial responsibility of the driver as a condition of continued employment when a
driver has:
(1)
A positive drug test;
(2)
A positive alcohol test of 0.04 alcohol concentration or greater; or
(3)
Otherwise violates the drug and alcohol testing program policy, its supporting
documents or the law.
2.
The substance abuse evaluation determines what assistance, if any, the driver needs
in resolving problems with alcohol misuse and/or drug use.
3.
A list of available substance abuse professionals to provide assistance to bus drivers
is available through the superintendent or transportation director.
G.
Pre-employment Testing.
1.
Drivers shall submit to a drug test if a job offer is made. The job offer is contingent
upon:
a.
A negative drug test result; and
b.
A signed written statement authorizing former employers to release all
information on the driver related to drugs and alcohol.
2.
Prior to allowing a driver to perform a safety-sensitive function, and no later than
fourteen days after performing a safety-sensitive function, the information must be
obtained, or a good faith effort must have been made to obtain the information about
the driver during the preceding two years from the date of the application:
a.
The following information must be obtained about the driver for the two year
period preceding the date of the application.
(1)
An alcohol test results of 0.04 breath alcohol concentration or greater;
(2)
Positive drug test results; and
(3)
Refusals to be tested.
Code No. 403.7-R1
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DRUG AND ALCOHOL TESTING PROGRAM REGULATION
b.
c.
d.
e.
f.
The information must be obtained, or a good faith effort made to obtain, the
information if the driver is currently performing and will continue to perform a
safety-sensitive function.
The information must be obtained or a good faith effort made to obtain the
information if the driver performed a safety-sensitive function and is no longer
employed by the school district.
The information does not need to be obtained if the driver did not perform a
safety-sensitive function and is no longer employed by the school district.
The school district may obtain information held by the prior employer for the
two-year period preceding the date of application even if the information came
from other employers.
A good faith effort requires the school district to request and hopefully receive,
the information prior the driver driving and no later than fourteen days after
first driving by taking the following steps:
(1)
Obtain the driver’s written consent immediately after a conditional
employment offer if made.
(2)
Send a completed consent for Release of Information signed by the
driver to prior employers via certified mail.
(3)
Contact the prior employers’ drug and alcohol testing program
managers about the status of the request if no response is received
within reasonable period.
(4)
Take appropriate action (i.e., follow-up with a SAP, terminate
employment ) if the information received, whether prior to or after the
fourteen day period, requires.
(5)
Document and maintain the documentation of the steps taken to obtain
the information when it is not received or the prior employer refuses to
submit the information.
H.
Random Testing.
1.
Annually, ten percent of the average number of drivers are selected for random
alcohol tests and fifty percent of the average number of drivers are selected for
random drug tests.
2.
The drivers' identification numbers are selected by a scientific method giving each
driver an equal chance to be selected.
3.
Random tests are unannounced and spread throughout the year.
4.
Drivers selected for random alcohol testing are notified just before, during or just
after performing a safety-sensitive function. The school district documents why
some, if any, drivers were selected but not notified.
5.
Drivers selected for random drug testing are notified at any time. The school district
must document why some, if any, drivers were selected but not notified.
6.
Once the driver is notified of being selected for a random test, the driver must
proceed immediately to the collection site. However, drivers performing a safetysensitive function must safely stop and proceed to the collection site as soon as
possible.
I.
Reasonable Suspicion Testing.
Code No. 403.7-R1
Page 10
DRUG AND ALCOHOL TESTING PROGRAM REGULATION
1.
2.
3.
J.
A driver may be required to submit to a reasonable suspicion drug test at any time.
A driver may be required to submit to a reasonable suspicion alcohol test just
before, during or just after the driver performs a safety-sensitive function or just
before, during or just after the time the driver is required to be in compliance with the
drug and alcohol testing program policy, its supporting administrative regulations or
the law.
a.
A reasonable suspicion alcohol test is performed within two hours and no later
than eight hours of determining reasonable suspicion.
b.
If the alcohol test is not given within two hours, the reasons for the delay must
be documented.
c.
If the alcohol test is not given within eight hours, attempts to test are stopped
and the reason for not testing must be documented.
A reasonable suspicion test request is made by an employee who received training to
determine reasonable suspicion. The reasons for the reasonable suspicion must be
documented within twenty-four hours or prior to the release of the test results. If
more than one employee trained to determine reasonable suspicion observes the
driver, that employee must also document their reasons.
Post-accident Testing.
1.
Drivers are subject to both post-accident drug and alcohol testing as soon as possible
after an accident in which:
a.
A fatality, other than the driver, occurred.
b.
The driver was cited and bodily injury occurred to a person who, as a result
of the injury, required immediate medical treatment away from the scene of
the accident; or
c.
The driver was cited and one or more motor vehicles incurred disabling
damage as a result of the accident, requiring a motor vehicle to be transported
away from the scene by a tow truck or other vehicle.
(1)
“Disabling damage” excludes damage which precludes the departure
of a motor vehicle from the scene of the accident in its usual manner in
daylight after simple repairs. It includes damage to motor vehicles that
could have been driven but would have been further damaged if so
driven.
(2)
“Disabling damage” excludes damage which can be remedied
temporarily at the scene of the accident without special tools or parts.
a.
Tire disablement without other damage even if no spare tire is
available.
b.
Headlight or taillight damage.
c.
Damage to turn signals, horn or windshield wipers which make
them inoperative.
2.
Drivers must remain readily available for post-accident testing.
a.
Drivers who leave the scene or who do not remain readily available are
deemed to have refused to test.
b.
Necessary medical treatment cannot and should not be denied to a driver
waiting to complete post-accident drug and alcohol tests.
3.
Alcohol testing requirements.
Code No. 403.7-R1
Page 11
DRUG AND ALCOHOL TESTING PROGRAM REGULATION
a.
4.
5.
The alcohol test is administered within two hours and no later than eight hours
of the accident.
b.
The reasons for administering the test later than two hours after the accident
must be documented.
c.
The reasons for not administering the test within eight hours of the accident
must be documented.
d.
Drivers are prohibited from consuming alcohol for eight hours after the
accident or until the alcohol test is completed.
Drug testing requirements.
a.
The drug test is administered as soon as possible and no later than 32 hours
after the accident.
b.
The reasons for not administering the test must be documented.
Results of drug or alcohol testing conducted by law enforcement officers or other
officials on the scene with independent authority to conduct such tests are presumed
valid if the testing conforms with the law. The school district must receive a copy of
the results to use them.
K.
Return-to-duty/Follow-up Testing.
1.
Prior to returning to duty after a positive drug test, a positive alcohol test of 0.04
alcohol concentration or greater, or otherwise violating the drug and alcohol testing
program policy, its supporting regulations or the law, the driver bears the personal
and financial responsibility.
a.
Be re-evaluated by a substance abuse professional to determine that the
driver has properly followed any treatment program prescribed.
b.
Submit to the tests required by the substance abuse professional. The
substance abuse professional may require a return-to-duty test for drugs,
alcohol or both.
c.
Have a negative return-to-duty drug test and/or an alcohol test result of less
than 0.02 alcohol concentration before the driver can return to duty and
perform a safety-sensitive function.
2.
After returning to duty, the driver is subject to a minimum of six unannounced followup tests within twelve months for alcohol, drugs or both, as determined by the
substance abuse professional.
a.
The substance abuse professional can terminate the follow-up testing
requirement after the first six tests have been completed or continue the
follow-up testing for up to sixty months from the date of the driver's return to
duty.
b.
Alcohol follow-up testing is done just before, during or just after performing a
safety-sensitive function.
c.
Drug follow-up testing is done any time.
L.
School district responsibilities.
1.
Provide drivers with information on the drug and alcohol testing requirements of the
drug and alcohol testing program policy, its supporting administrative regulations and
the law, including the driver's obligations.
Code No. 403.7-R1
Page 12
DRUG AND ALCOHOL TESTING PROGRAM REGULATION
2.
3.
4.
5.
6.
7.
8.
M.
Supervisors of drivers or employees designated to determine reasonable suspicion
must receive sixty minutes of training on alcohol misuse and sixty minutes of training
on drug use. The training must address the physical, behavioral, speech and
performance indicators of probable alcohol misuse and drug use. The reasonable
suspicion training certificate must be maintained by the school district until the
employee leaves employment of the school district or is no longer authorized to make
a reasonable suspicion determination.
Provide drivers with instructions prior to the driver operating school vehicle to enable
the driver to comply with the drug and alcohol testing requirements.
Disallow drivers to report to work or perform a safety-sensitive function when the
school district has actual knowledge of a driver's drug use whether or not a drug test
was conducted.
Disallow drivers to report to work or perform a safety-sensitive function when the
school district has actual knowledge of a driver with 0.02 alcohol concentration or
greater whether or not an alcohol test was conducted.
Ensure, through the school district's drug and alcohol testing program service
provider, that the quality assurance plan, developed by the manufacturer and
approved by the National Highway Traffic Safety Administration (NHTSA) for the
evidentiary testing device or saliva alcohol testing device used for alcohol testing of
its drivers, describes the inspection, maintenance and calibration requirements and
intervals for the device.
Ensure, through the school district's drug and alcohol testing program service
provider, that the collection site person using an evidentiary breath testing device is a
certified breath alcohol technician (BAT).
Ensure, through the school district’s drug and alcohol testing program service
provider, that the collection site person using a saliva alcohol testing device is a
certified BAT or saliva test technician (STT).
Consequences of violating the drug and alcohol testing program policy, its supporting
documents or the law.
1.
Each violation is dealt with based on the circumstances surrounding the violation.
The following consequences may result from a violation.
a.
Drivers may be disciplined up to and including termination.
b.
Drivers may not be permitted to perform safety-sensitive functions.
c.
Drivers may be advised of the resources available to them in evaluating and
resolving problems associated with the misuse of alcohol or use of drugs.
d.
Drivers refusing to submit to drug and/or alcohol testing are considered
insubordinate and are subject to termination.
e.
Drivers/applicants who refuse to submit to or cooperate with the drug and/or
alcohol testing process and requirements shall be disqualified from further
consideration.
f.
Drivers, as a condition of continued employment, may bear the personal and
financial responsibility for undergoing a substance abuse evaluation, to
determine what assistance if any, the driver needs in resolving problems
associated with the misuse of alcohol or use of drugs and be required to follow
any recommended substance abuse treatment program.
Code No. 403.7-R1
Page 13
DRUG AND ALCOHOL TESTING PROGRAM REGULATION
g.
2.
N.
Prior to returning to duty, the driver is required to have a negative drug
and/or alcohol test result and be subject to the follow-up drug and/or alcohol
testing determined necessary based on the circumstances surrounding the
incident.
h.
Drivers refusing to submit to drug and/or alcohol testing are considered
insubordinate and are subject to discipline up to and including termination.
Nothing in the drug and alcohol testing program policy, its supporting administrative
regulations or the law relating to drug and alcohol testing limits or restricts the right of
the board or superintendent to discipline, up to and including termination, a driver for
conduct which violates the school district's policies, supporting administrative
regulations and procedures.
Drug and alcohol testing records.
1.
Drug and alcohol testing records are stored in locked files at limited access locations
separate and apart from the driver's general personnel records.
2.
The records are released only with the written consent of the driver. Only those
records specifically authorized for release may be released. However:
a.
Records may be released to appropriate government agencies without a
written consent.
b.
Records may be released to appropriate school district employees without
written consent.
c.
School districts may, without a driver’s written consent, make a driver's drug
and alcohol test records available to a decision maker in a lawsuit, grievance
or other proceeding initiated by or on behalf of the driver and arising from the
result of an alcohol or drug test under the drug and alcohol testing program
policy, its supporting regulations or the law or from the school district's
determination that the driver violated the drug and alcohol testing program, its
supporting regulations, or the law.
3.
With a written request, drivers may access and copy their drug and alcohol test
records in accordance with the board policy related to employee records. A driver is
not denied access to these records for failure to pay fees associated with other
records.
4.
The following records of the school district's drug and alcohol testing programs are
maintained for the time period indicated.
a.
One year:
(1)
Records of negative and canceled drug test results and alcohol test
results of less than 0.02 breath alcohol concentration.
(2)
Records related to the drug and alcohol testing process.
(3)
Records related to a driver's test results.
(4)
Records related to other violations of the law.
(5)
Records related to substance abuse evaluations.
b.
Two years:
(1)
Records related to the alcohol and drug collection process, except
calibration of evidentiary breath testing devices, and training.
c.
Five years:
(1)
Alcohol test results of 0.02 breath alcohol concentration and greater;
Code No. 403.7-R1
Page 14
DRUG AND ALCOHOL TESTING PROGRAM REGULATION
(2)
(3)
(4)
(5)
(6)
(7)
5.
Verified positive drug test results;
Documentation of refusals to take required alcohol and/or drug tests;
Evidentiary breath testing device calibration documentation;
Driver substance abuse evaluations and referrals; and
Annual calendar year summary.
Records related to the administration of the drug and alcohol testing
program.
d.
Forever or as designated below.
(1)
Reasonable suspicion training certificates must be retained two years
after the employee is no longer authorized to make a reasonable
suspicion determination.
(2)
Records related to the education and training of drivers must be
retained two years after the employee ceases to perform a safety
sensitive function.
The following records of a school district collection site for saliva alcohol testing are
maintained for the time period indicated.
a.
Two years.
(1)
Records related to the alcohol collection process.
b.
Five years.
(1)
Collector copy of Chain of Custody Form for Controlled Substance
Testing.
(2)
Collector copy of Breath Alcohol Test Form.
(3)
Quality assurance plan, if any.
(4)
Quality control check sheet.
c.
Records related to the education and training of STT’s must be retained two
years if the employee ceased to perform the duties of an STT.
Approved: ______________
Reviewed: ________________
Revised: February 15, 1999
Code No. 403.7-R2
DRUG AND ALCOHOL TESTING PROGRAM DEFINITIONS
Air blank - a reading by an evidentiary breath testing device (EBT) of ambient air containing nonalcohol.
Alcohol - the intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight
alcohols including methyl and isopropyl alcohol.
Alcohol concentration (or content) - the alcohol in a volume of breath expressed in terms of grams of
alcohol per two hundred ten liters of breath as indicated by an evidentiary breath alcohol test or
saliva testing devise.
Alcohol use - the consumption of any beverage, mixture or preparation, including any medication,
containing alcohol.
BAC - breath alcohol concentration.
Breath Alcohol Technician (BAT) - an individual who instructs and assists drivers in the alcohol
testing process and operates an evidentiary breath testing device.
Canceled or invalid test - in drug testing it is a drug test that has been declared invalid by a Medical
Review Officer or a specimen that has been rejected for testing by a laboratory. In alcohol testing it
is a test that is deemed to be invalid under the law. A canceled test drug or alcohol test is neither a
positive nor a negative test.
Chain of Custody - procedures to account for the integrity of each urine specimen by tracking its
handling and storage from point of specimen collection to final disposition of the specimen. With
respect to drug testing, these procedures require that an appropriate drug testing custody form be
used from time of collection to receipt by the laboratory and that upon receipt by the laboratory an
appropriate laboratory chain of custody form(s) account(s) for the sample or sample aliquots within
the laboratory.
Collection site - a place where drivers present themselves for the purpose of providing body fluid or
a tissue sample to be analyzed for specific drugs or breath alcohol concentration.
Confirmation test - for alcohol testing it is a second test following a screening test with a result of
0.02 breath alcohol concentration or greater that provides quantitative data of alcohol concentration.
For drug testing it is a second analytical procedure (GC/MS) to identify the presence of a specific
drug or metabolite which is independent of the initial test and which uses a different technique and
chemical principle from that of the initial test in order to ensure reliability and accuracy.
Controlled substances/Drugs - marijuana, cocaine, opiates, amphetamines and phencyclidine.
Driver - any person who operates a school vehicle. This includes, but is not limited to: full time,
regularly employed drivers; casual, intermittent or occasional drivers; leased drivers and
independent, owner-operator contractors who are either directly employed by or under lease to the
Code No. 403.7-R2
Page 2
DRUG AND ALCOHOL TESTING PROGRAM DEFINITIONS
school district or who operate a school vehicle at the direction of or with the consent of the school
district. For the purposes of pre-employment/pre-duty testing only, the term "driver" includes
applicants for drivers of school vehicle positions.
Initial test (or screening test) - in drug testing it is an immunoassay screen to eliminate "negative"
urine specimens from further consideration. In alcohol testing it is an analytic procedure to
determine whether a driver may have a prohibited concentration of alcohol in a breath or saliva
specimen.
Licensed medical practitioner – a person who is licensed, certified and/or registered, in accordance
with applicable federal, state, local or foreign laws and regulations, to prescribe controlled
substances and other drugs.
Medical review officer (MRO) - a licensed physician (medical doctor or doctor of osteopathy)
responsible for receiving laboratory results generated by an employer's drug testing program who
has knowledge of substance abuse disorders and has appropriate medical training to interpret and
evaluate a driver's confirmed positive test result together with the driver's medical history and any
other relevant bio-medical information.
Non-suspicion-based post-accident testing - testing of a driver after an accident without regard to
whether there is any reasonable suspicion of drug usage, reasonable cause to believe the driver has
been operating the school vehicle while under the influence of drugs, or reasonable cause to believe
the driver was at fault in the accident and drug usage may have been a factor.
Performing a safety-sensitive function - a driver is considered to be performing a safety-sensitive
function during any period in which the driver is actually performing, ready to perform, or
immediately available to perform any safety- sensitive function.
Random Selection Process - when drug and alcohol tests are unannounced and every driver has an
equal chance of being selected for testing.
Reasonable suspicion - when the school district believes the appearance, behavior, speech or body
odors of the driver are indicative of the use of drugs or alcohol.
Refusal to test - when a driver (1) fails to provide adequate breath or saliva for alcohol testing
without a valid medical explanation after he or she has received notice of the requirement for breath
testing in accordance with the provisions of the law, (2) fails to provide adequate urine for drug
testing without a valid medical explanation after he or she has received notice of the requirement for
urine testing in accordance with the provisions of the law, or (3) engages in conduct that clearly
obstructs the testing process. A refusal to test is treated as a positive drug test result or an alcohol
test result of 0.04 breath alcohol concentration or greater.
Safety-sensitive function - all time from the time when a driver begins to work or is required to be in
readiness to work until the time the driver is relieved from work and all responsibility for performing
work.
Code No. 403.7-R2
Page 3
DRUG AND ALCOHOL TESTING PROGRAM DEFINITIONS
Saliva test technician (STT) – an individual who has successfully completed U.S. DOT approved
training for saliva alcohol testing who instructs and assists drivers in the initial (screening) alcohol
testing process and operates a non-evidentiary breath testing or saliva testing device.
School vehicle - a vehicle owned, leased, and/or operated at the direction or with the consent of the
school district which transports sixteen or more persons, including the driver, or weighs over twentysix thousand one pounds and requires the driver to have/possess a commercial driver's license in
order to operate the vehicle.
Split specimen/split sample - the division of the urine specimen into thirty milliliters in a specimen
bottle (the primary sample) and into at least fifteen milliliters in second specimen bottle (the split
sample).
Substance abuse professional (SAP) - a licensed physician (medical doctor or doctor of osteopathy)
or a licensed or certified psychologist, social worker, employee assistance professional, or addiction
counselor (certified by the National Association of Alcoholism and Drug Abuse Counselors
Certification Commission) with knowledge of, and clinical experience in, the diagnosis and treatment
of alcohol and controlled substances-related disorders.
Approved: _______________
Reviewed: _________________
Revised: January 15, 1995
Code No. 403.7-E1
DRUG AND ALCOHOL TESTING PROGRAM NOTICE TO EMPLOYEES
EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE HEREBY
NOTIFIED they are subject to the school district's drug and alcohol testing program for preemployment drug testing and random, reasonable suspicion, post-accident, return-to-duty and
follow-up drug and alcohol testing as outlined in the Drug and Alcohol Testing Program policy, its
supporting administrative regulations and the law.
Employees who operate school vehicles are subject to drug and alcohol testing if a commercial
driver's license is required to operate the school vehicle and the school vehicle transports sixteen or
more persons including the driver or the school vehicle weighs twenty-six thousand, one pounds or
more. For purposes of the drug and alcohol testing program, "employees" include applicants who
have been offered a position to operate a school vehicle. The employees operating a school vehicle
shall be subject to the drug and alcohol testing program beginning the first day they operate or are
offered a position to operate a school vehicle and continue to be subject to the drug and alcohol
testing program.
It is the responsibility of the superintendent to inform employees of the drug and alcohol testing
program requirements. Employees with questions regarding the drug and alcohol testing
requirements shall contact the school district contact person, the superintendent or transportation
director.
EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE FURTHER
NOTIFIED that employees violating this policy, its supporting administrative regulations or the law
may be subject to discipline up to and including termination. Employees violating this policy, its
supporting administrative regulations or the law may be required to successfully participate in a
substance abuse evaluation and, if recommended, a substance abuse treatment program.
Employees required to participate in and who fail to or refuse to successfully participate in a
substance abuse evaluation or recommended substance abuse treatment program may be subject
to discipline up to and including termination.
EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE FURTHER
NOTIFIED it is a condition of their continued employment to comply with the Drug and Alcohol
Testing Program policy, its supporting administrative regulations and the law. It is a condition of
continued employment for employees operating a school vehicle to notify their supervisor of any
prescription medication they are using. Drug and alcohol testing records about a driver are
confidential and are released in accordance with this policy, its supporting administrative regulations
or the law.
EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE FURTHER
NOTIFIED that employees violating this policy, its supporting administrative regulations or the law
may be subject to discipline up to and including termination. Employees violating this policy, its
supporting administrative regulations or the law may be required to successfully participate in a
substance abuse evaluation and, if recommended, a substance abuse treatment program.
Employees required to participate in and who fail to or refuse to successfully participate in a
substance evaluation or recommended substance abuse treatment program may be subject
Code No. 403.7-E1
Page 2
DRUG AND ALCOHOL TESTING PROGRAM NOTICE TO EMPLOYEES
to discipline up to and including termination. A second violation of this policy will result in
termination.
Iowa law also requires the school district to provide substance abuse evaluation and treatment if
recommended by the substance abuse professional with the costs apportioned according to the
employee benefit plan. If there is no employee benefit plan, then the school district must pay for the
costs of the evaluation and treatment.
Code No. 403.7-E2
DRUG AND ALCOHOL TESTING PROGRAM ACKNOWLEDGMENT FORM
I,
, have received a copy, read and understand the Drug and
Alcohol Testing Program policy and its supporting administrative regulations. I consent to submit to
the drug and alcohol testing program as required by the Drug and Alcohol Testing Program policy,
its supporting administrative regulations and the law.
I also understand that I must inform my supervisor of any prescription medication I use. I further
understand that drug and alcohol testing records about me are confidential and may be released in
accordance with this policy, its supporting administrative regulations or the law.
__________________________
(Signature of Employee)
__________________________
(Date)
I understand that if I violate the Drug and Alcohol Testing Program policy, its supporting
administrative regulations or the law, I may be subject to discipline up to and including termination or
I may be required to successfully participate in a substance abuse evaluation and, if recommended,
a substance abuse treatment program. If I am required to and fail to or refuse to successfully
participate in a substance abuse evaluation or recommended substance abuse treatment program, I
understand I may be subject to discipline up to and including termination. I understand that if I test
positive for drugs or have an alcohol test result of 0.04 breath alcohol concentration or greater a
second time I will be terminated.
Code No. 403.7-E3
CONSENT FOR RELEASE OF INFORMATION
Name ___________________________
Social Security Number ___________________
(print)
The following records should be on file prior to, and must be no later than 14 days of, your
performing a safety-sensitive function for the school district. Without these records from your prior
employers you will be unable to perform a safety-sensitive function for the school district and will no
longer be employed by the school district at the expiration of the 14-day period.
I authorize release of the following records related to my participation in a U.S. DOT approved
and/or other drug and alcohol testing program for the prior two years:
§ Alcohol test results of 0.04 breath alcohol concentration or greater;
§ Positive drug test results;
§ Refusals to be tested for drugs or alcohol;
§ Substance abuse evaluations;
§ Recommended treatment by a substance abuse professional;
§ Completion of treatment recommended by a substance abuse professional; and
§ Other information related to violations of U.S. DOT drug and alcohol regulations.
Signature: ________________________________
Date: __________________________
RECORDS TO BE RELEASED FROM: ________________________________________________
Company Name: __________________________________________________________________
Address: _______________________________________________________________________
Telephone/other:__________________________________________________________________
RECORDS TO BE RELEASED TO: ___________________________________________________
School District Contact Person: ______________________________________________________
Address: ________________________________________________________________________
Requested information enclosed
I certify, to the best of my knowledge, the company named above has a U.S. DOT drug and alcohol
testing program conforming to U.S. DOT requirements in place and the above named individual
participated in such program from ________________(date) to _________________
(date) and, within the two years preceding this request, had no alcohol test results of 0.04 breath
alcohol concentration or greater, no positive drug test results, no refusals to be tested for drugs or
alcohol, no substance abuse professional evaluations, no recommended treatment for substance
abuse, or other violations related to the U.S. DOT drug and alcohol regulations.
______________________________
Named/Signature/Title
___________________________
Date
Code No. 403.7-E4
DRUG/ALCOHOL TEST NOTIFICATION FORM
Date ___________________
_____________________________
Name (print)
_______________________
Social Security Number
The above named employee is to have the following test done:
___ Drug
___ Alcohol
Type of Test: __ x__ Random
___ Both Drug and Alcohol
___ Pre-employment (drug only)
____Post-accident
Time Sent by District_________School District Contact Person (Phone) __563/422-3851___
Time Arrived at Collection Site_______Collection Site Person _________________________
Time Test Was Completed_________Collection Site Person __________________________
I understand I am to go directly to the collection site located at: ________________________
__________________________________________________________________________
(address of collection site)
I understand a positive drug test result or an alcohol test result of .04 alcohol concentration or
greater
_____________________________
Employee's Signature
____________________
Date
Code No. 403.7-E5
CERTIFICATION OF PREVIOUS EMPLOYERS REQUIRING A COMMERCIAL DRIVER'S
LICENSE
_______________________________
Name
_________________________
Social Security Number
I certify that I have been employed by the following employers during the two years prior to the date
stated below and that I was required to possess a commercial driver's license (CDL) during the term
of my employment.
Company _______________________________________________________
Address ________________________________________________________
City/State/Zip ____________________________________________________
Company _______________________________________________________
Address ________________________________________________________
City/State/Zip ____________________________________________________
Company _______________________________________________________
Address ________________________________________________________
City/State/Zip ____________________________________________________
Company _______________________________________________________
Address ________________________________________________________
City/State/Zip ____________________________________________________
______________________________
Signature
____________________________
Date
Code No. 403.7-E6
DRUG AND ALCOHOL REASONABLE SUSPICION OBSERVATION
_________________________________
Employee's Name
__________________________
Date of Observation
Time of Observation: From _______ a.m./p.m. to _______ a.m./p.m.
Location: ___________________________________________________
Observed personal behavior: (check all appropriate items)
Speech:
Balance:
___ Normal
___ Incoherent
___ Confused
___ Slurred
___ Whispering
___ Silent
___ Normal
___ Swaying
___ Staggering
___ Falling
___ Swaying
___ Falling
Walking and Turning: ___ Normal ___ Stumbling
Awareness:
___ Arms raised for balance
___ Reaching for support
___ Normal
___ Paranoid
___ Confused
___ Sleepy or Stupor
Odor:
___ Normal
___ Alcohol
___ Lack of coordination
___ Burned rope
Other observed behavior/odor: _____________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Reasonable suspicion of current use or impaired by _____ alcohol ______ drugs.
Above behavior witnessed by:______________________________________________________
___________________________________
Signed
__________________________________
Signed (optional)
________________________
Date
________________________
Date
This form must be completed by each trained employee observing the driver suspected of drug use
and/or alcohol misuse by behavior, speech and/or odor while on duty, the earlier of within 24 hours
or the determination of reasonable suspicion or prior to receiving the test results. The observations
must be specific, contemporaneous and articulable concerning the appearance, behavior, speech
and body odor of the driver.
Code No. 403.7-E7
DRUG AND ALCOHOL TESTING PROGRAM
PRE-EMPLOYMENT DRUG TEST ACKNOWLEDGMENT FORM
I, _________________________, have been informed of the requirement to submit to a drug test
prior to being employed by the school district to perform a safety-sensitive function. I consent to
submit to the drug and alcohol testing program as required by the Drug and Alcohol Testing
Program policy, its supporting administrative regulations and the law.
I understand that the results of my drug test will be shared with the school district. I also understand
that if I have a positive drug test result, I will not be considered further for employment with the
school district.
I further understand that the drug and alcohol testing records and information about me is
confidential, and may be released at my request or in accordance with the law.
___________________________
(Signature of Applicant)
_______________________
(Date)
Code No. 403.7-E8
RANDOM TESTING DRIVER CHANGE LIST FORM
IOWA DRUG AND ALCOHOL TESTING PROGRAM
School District Contact Person: ______________________________ Date: ___________________
School District: __________________________________ Phone: __________________________
Address: ________________________________________________________________________
Social Security Number and Name (first and last). Example 111-22-3333, John Doe.
Additions
Deletions
SSN
Name
________________________________
SSN
Name
______________________________
________________________________
______________________________
________________________________
______________________________
________________________________
______________________________
________________________________
______________________________
________________________________
______________________________
________________________________
______________________________
Please list all qualified drivers who must be tested under the federal regulations. Make copies of this
form if you need additional space. Changes must be made in writing. Telephone changes cannot
be accepted.
Changes for a month must be received the last business day of the prior month to be effective for
the month. Random list updates cannot be data entered for a new month if this form is received on
or after the first of the new month.
Please fax or mail to: Medical Enterprises
`
200 Essex Ct.
Omaha NE 68114
FAX: 402/393-8946
Code No. 403.7-E-9
DRUG AND ALCOHOL TESTING PROGRAM REFERRAL
TO SUBSTANCE ABUSE PROFESSIONAL ACKNOWLEDGMENT FORM
I, __________________________, understand I have violated the Drug and Alcohol Testing
Program policy, its supporting administrative regulations and the law by having a
____ Positive drug test result
____ Alcohol test result of 0.04 alcohol breath
concentration or greater.
I understand in order to continue my employment, I must be evaluated by a substance abuse
professional who shall determine what assistance, if any, I need in resolving problems associated
with drug use and/or alcohol misuse. I consent to submit to an evaluation by a substance abuse
professional and I understand that my failure to cooperate with and complete the substance abuse
evaluation may subject me to discipline up to and including termination.
I also understand that in order to continue my employment, I must successfully complete the
substance abuse professional's recommended substance abuse treatment program, if any. I
consent to successfully complete any recommended substance abuse treatment program, and I
understand that my failure to successfully participate and complete the recommended substance
abuse treatment program, if any, may subject me to discipline up to and including termination.
I further understand that in order to continue my employment, I must authorize the release to the
school district any records related to my substance abuse evaluation and recommended substance
abuse treatment program in the possession of or accessible by the substance abuse professional. I
consent to authorize the release of the substance abuse professional's records related to my
substance abuse evaluation and recommended substance abuse treatment program, if any, to the
school district and I understand that my failure to release these records may subject me to discipline
up to and including termination.
______________________________________
Signature of Employee
_________________________
Date
Code No. 403.7-E10
POST-ACCIDENT DRUG AND ALCOHOL TESTING INSTRUCTIONS TO DRIVERS
The following instructions have been reviewed by the drivers subject to the drug and alcohol testing
program. These instructions must be kept in the school vehicle for reference in the event of an
accident. The driver operating the school vehicle is responsible to carry out the instructions.
1.
Take action to maintain the safety and health of the persons being transported in the school
vehicle.
2.
Report the accident to the following person as soon as practicable following the accident and
follow any directions given to the driver.
Contact person: Transportation Director
North Fayette Community School District
School phone: 319/422-5555 or 319/422-3851 ext. 5
Home phone:
319/422-7068
Back-up contact person: Superintendent
3.
Determine whether any of the following have occurred, and if so, post-accident drug and
alcohol testing must be done.
a.
The driver was cited and bodily injury occurred to a person who, as a result of the
injury, required immediate medical treatment away from the scene of the accident.
b.
The driver was cited and one or more motor vehicles incurred disabling damage as a
result of the accident, requiring a vehicle to be transported away from the scene by a
tow truck or other vehicle.
c.
A fatality, other than the driver, occurred.
4.
Consume no alcohol for eight hours or prior to submitting to a post-accident alcohol test,
whichever occurs first, following an accident meeting the criteria in "3" above.
5.
Remain available to submit to a post-accident alcohol test within two hours and no later than
eight hours after the accident.
6.
Remain available to submit to a post-accident drug test as soon as possible after the
accident and no later than 32 hours after the accident.
7.
Failure to remain available for post-accident drug and alcohol testing is considered a refusal
to test and may subject the driver to discipline up to and including termination.
8.
Seek appropriate medical attention despite the need to remain available to submit to a postaccident drug and alcohol tests.
9.
Using the Transportation Emergency Assistance Program developed by the Iowa Pupil
Transportation Association, contact the nearest school district transportation director for
assistance.
10.
Obtain the name, badge number and telephone number of the law enforcement officer if the
law enforcement officer conducts a post-accident drug and/or alcohol test. If possible, obtain
Code No. 403.7-E10
Page 2
POST-ACCIDENT DRUG AND ALCOHOL TESTING INSTRUCTIONS TO DRIVERS
copies of any alcohol and drug test results conducted by the law enforcement officer. Since
these test results are generally unacceptable to meet the school district's requirements for
post-accident drug and alcohol testing, the driver must remain available for post-accident
drug and alcohol testing by a trained collection site person.
11.
Complete the School Bus Accident Report form issued by the Iowa Department of Education
as soon as possible.
12.
Document failure to submit to a post-accident alcohol test:
a.
Document why the driver was not alcohol tested within two hours after the accident.
b.
Document why the driver was not alcohol tested within eight hours after the accident.
c.
A copy of the documentation must be submitted to the superintendent or
transportation director upon return to the school district.
13.
Document failure to submit to a post-accident drug test:
a.
Document why the driver was not drug tested within 32 hours after the accident.
b.
A copy of the documentation must be submitted to the superintendent or
transportation director upon return to the school district.
Code No. 403.7-E11
DRUG AND ALCOHOL TESTING PROGRAM WORKSHEET
Section I:
General requirements:
Determine qualifying drivers in the drug and alcohol testing program. (Driver must meet first
and third OR second and third).
Drive or may drive a vehicle transporting 16 or more persons, including the driver;
Drive or may drive vehicles weighing over 26,001 pounds requiring a commercial
driver license; and
Drive full time, part-time, occasionally, under a lease or under a contract with an
independent contractor or otherwise drive with the consent of the school district.
Total drivers meeting the qualifications above in the drug and alcohol testing program.
Regularly employed drivers
Substitute drivers
Others who are available to drive.
Determine delivery method of drug and alcohol testing program. Iowa Drug and Alcohol
Testing Program (IDATP). (Contact IASB for information.)
The superintendent is the school district contact person and the back-up school district
contact person is the transportation director.
Draft board policy and supporting administrative regulations and forms.
Hold meeting to inform drivers about the federal regulations and board policy, its supporting
administrative regulations and forms.
Inform drivers that time involved with drug and alcohol testing is on-duty time and
they will be paid.
Inform drivers that their records related to drug and alcohol testing are confidential
records and will only be released with appropriate authorization.
Adopt board policy, its supporting administrative regulations and forms.
Section II.
Record keeping.
Obtain limited access secure storage files separate and apart from the drivers' general
personnel records.
Create individual driver drug and alcohol testing file.
Policy sign off sheet. (403.7-E2)
Agreement to participate in the program. (403.7-E2)
Pre-employment drug and alcohol testing related information. (Applicable only to
drivers hired after Jan. 1, 1996). (403.7-E5)
Pre-employment release of prior employer drug and alcohol testing related
information. (Applicable only to drivers hired after Jan.1, 1996). (403.7-E3)
Pre-employment drug test authorization. (Applicable only to drivers hired after Jan. 1,
1996. (403.7-E7)
Code No. 403.7-E11
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DRUG AND ALCOHOL TESTING PROGRAM WORKSHEET
Copy of Drug/Alcohol Test Notification form. (403.7-E4)
Copy of drug test chain of custody form.
Copy of alcohol test form.
Refusals to test.
Substance abuse professional evaluation and treatment records.
Other information pertinent to the driver.
Supervisor and/or driver training sign-off sheets.
Create files for other drug and alcohol testing related information.
Accident information.
Random selection lists.
Positive drug test results.
Positive alcohol test results.
Negative drug tests results.
Negative alcohol tests results.
Change list of all driver adds/deletes from the drug and alcohol testing program.
(403.7-E8)
Section III.
Release of Drug and Alcohol Testing Related Records.
Generally, a driver’s drug and alcohol testing records are released only with the permission
of the driver.
Driver may have prompt access to and copies of their drug and alcohol testing records.
Request for access must be in writing.
Copying fees for the records must be in accordance with board policy.
Drug and alcohol testing records are available to subsequent employers with the driver's
written authorization.
Without the driver's written permission, the driver's drug and alcohol test records are made
available to a decision maker in a lawsuit, grievance or other proceeding initiated by or on
behalf of the driver, and arising from the results of a drug or alcohol test under the federal
regulations or from the school district's determination that the driver violated the federal
regulations.
Section IV.
Pre-employment testing.
Include the requirement of a drug test in any advertising, posting or other notice of the driver
position.
Inform the applicant at the first personal interview of the requirement for a drug test
Applicant completes the Pre-employment Drug Test Acknowledgement form. (403.7-E7)
Applicant completes the Consent for Release of Information form. (403.7-E3)
Code No. 403.7-E11
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DRUG AND ALCOHOL TESTING PROGRAM WORKSHEET
Applicant completes Certification of Previous Employers Requiring a Commercial Driver's
License. (403.7-E5)
Applicant completes the Drug/Alcohol Test Notification Form. (403.7-E4)
Obtain information required on the Consent for Release of Information form. (403.7-E3)
Received prior to the applicant performing a safety-sensitive function.
Received within fourteen days of the applicant performing a safety-sensitive function.
(Recommended only when absolutely necessary.)
Applicant obtains the pre-employment drug test.
Receive pre-employment drug test results.
Negative drug test allows the applicant to begin to perform a safety-sensitive function.
Positive drug test removes the applicant from further consideration for the driver
position.
Forward the pre-employment drug test results to the applicant upon the applicant's request.
File all documentation
If not hired, file with the applicant's application.
If hired, file with the applicant's drug and alcohol related personnel file.
Section V: Alcohol Test Results.
Receive alcohol test results from collection site person.
By telephone using a password system with written results to follow by mail (or other
means).
By a secure electronic means.
By secure fax.
Alcohol test result is less than 0.02 breath alcohol concentration.
Driver may continue to perform a safety-sensitive function.
Alcohol test result is 0.02 to 0.0399 breath alcohol concentration.
School district transport driver to home or other location.
Driver may not perform a safety-sensitive function for twenty-four hours.
Make arrangements for substitute, if necessary.
No action may be taken against the driver under the federal regulations.
Repeated offenses must be reported to superintendent for disciplinary action up to
and including termination.
Document incident and file.
Alcohol test result is 0.04 or greater breath alcohol concentration.
School district transport driver to home or other location.
Code No. 403.7-E11
Page 4
DRUG AND ALCOHOL TESTING PROGRAM WORKSHEET
Driver may not perform a safety-sensitive function until evaluated by a substance
abuse professional and completed the recommended substance abuse treatment
program, if any.
Make arrangements for substitute, if necessary.
Place driver on leave pending the substance abuse professional's evaluation.
Make arrangements with a (substance abuse professional/employee assistance
program) including the requirement that the driver sign a release of the driver's
records held by and accessible to the substance abuse professional.
Driver signs the Drug and Alcohol Testing Program Referral to Substance Abuse
Professional Acknowledgement form agreeing to release the driver's records held by
and accessible to the substance abuse professional. (403.7-E9)
Maintain contact with the substance abuse professional for updates on the driver's
progress and cooperation.
Driver returns to work after completing the substance abuse professional's
recommended substance abuse treatment program, if any, and having an alcohol test
result of less than 0.02 breath alcohol concentration.
Reports of the driver's failure to cooperate and/or complete the treatment, if any must
be reported to the superintendent for disciplinary action up to and including
termination.
No action may be taken against the driver under Iowa law the first positive alcohol
test as long as the driver cooperates with the substance abuse professional and
completes the recommended substance abuse treatment program, if any.
Repeated offenses must be reported to the superintendent for discipline up to and
including termination.
Document the incident and driver's progress.
Section VI: Positive Drug Test Results.
Receive drug test results from the medical review officer.
By telephone using a password system with written results to follow by mail (or other
means).
By secure electronic means to be printed for filing.
By secure fax.
Drug test result is negative.
Driver may continue to perform a safety-sensitive function.
Drug test result is positive.
Driver may not perform a safety-sensitive function until has been evaluated by a
substance abuse professional and completed the treatment, if any.
Make arrangements for substitute, if necessary.
Place driver on leave pending the substance abuse professional's evaluation.
Make arrangements with a (substance abuse professional/employee assistance
program) including the requirement that the driver sign a release of the driver's
records held by and accessible by the substance abuse professional.
Code No. 403.7-E11
Page 5
DRUG AND ALCOHOL TESTING PROGRAM WORKSHEET
Driver signs the Drug and Alcohol Testing Program Referral to Substance Abuse
Professional Acknowledgement form agreeing to release the driver's records held by
and accessible to the substance abuse professional. (403.7-E9)
Maintain contact with the substance abuse professional for updates on the driver's
progress and cooperation.
Driver returns to work after completing the substance abuse professional's
recommended substance abuse treatment program, if any, and having a negative
drug test result.
Reports of the driver's failure to cooperate and/or complete the recommended
substance abuse treatment program, if any, must be reported to the superintendent
for disciplinary action up to and including termination.
No action may be taken against the driver under Iowa law for the first positive drug
test as long as the driver cooperates with the substance abuse professional and
completes the recommended substance abuse treatment program, if any.
Repeated offenses must be reported to the superintendent for discipline up to and
including termination.
Document the incident and driver's progress.
Section VII: Random Drug and Alcohol Testing.
Receive the random selection list from IDATP.
Determine the date and time a random selection driver will be notified and make
appointments at the collection site.
Notify selected drivers or, if unavailable, selected alternate drivers.
Notify the required number of drivers on the random selection list prior to the end of the
month.
Vary notification each month, including day, week and time of day to ensure drivers do not
know the random testing is completed for the month and now they are free to misuse alcohol
or use drugs until the next month.
Notified drivers sign the Drug/Alcohol Test Notification form. (403.7-E4)
Driver proceeds to collection site.
Document, if necessary, reasons why any driver on the random selection list was not notified
and attach documentation to the random selection list.
Go to Section V, Alcohol Test Results, or Section VI, Positive Test Results, for appropriate
action based on test results.
Code No. 403.7-E11
Page 6
DRUG AND ALCOHOL TESTING
Section VIII: Reasonable Suspicion Testing.
Reasonable suspicion trained employee documents specific, contemporaneous, articulable
observations of the driver's behavior, speech or body odors on the Reasonable Suspicion
Observation form. (403.7-E6)
A second reasonable suspicion trained employee, if at all possible, documents specific,
contemporaneous, articulable observations of the driver's behavior, speech or body odors on
the Reasonable Suspicion Observation form. (403.7-E6)
Driver is removed from performing a safety-sensitive function pending the drug and/or
alcohol test results.
Driver completes Drug/Alcohol Testing Notification form. (403.7-E4)
Driver is transported to the collection site.
Complete and file documentation of Reasonable Suspicion Observation form immediately
and no later than within twenty-four hours or prior to receiving the test results. (403.7-E6)
Section IX: Post-Accident Testing.
Instruct driver on procedures to follow in the event of an accident.
Place summary of instructions in each school vehicle with the Iowa Pupil Transportation
Association's Transportation Assistance Manual for reference by driver in the event of an
accident. (403.7-E10)
Receive notice of accident from driver.
Determine whether post-accident testing must be done. (If any of the following are present,
post-accident testing must be done.)
The driver was cited and bodily injury occurred to a person who, as a result of the
injury, required immediate medical treatment away from the scene of the accident.
The driver was cited and one or more motor vehicles incurred disabling damage as a
result of the accident, requiring a vehicle to be transported away from the scene by a
tow truck or other vehicle.
A fatality, other than the driver, occurred.
Remind the driver of the requirement to remain available for drug and alcohol testing and to
not consume alcohol for eight hours after the accident.
Code No. 403.7-E11
Page 7
DRUG AND ALCOHOL TESTING PROGRAM WORKSHEET
Contact the nearest school district transportation director for the location of their collection
site using the Iowa Pupil Transportation Association's Transportation Emergency Assistance
Manual.
Make arrangement for the driver to be tested for alcohol within two hours and no later than
eight hours after the accident.
The reason for failing to have an alcohol test after two hours but prior to eight hours
after the accident must be documented and filed.
The reason for failing to have an alcohol test prior to eight hours after the accident
must be documented and filed.
Make arrangement for the driver to be drug tested as soon as possible and no later than
thirty-two hours after the accident.
The reason for failing to have a drug test after thirty-two hours after the accident must
be documented and filed.
Code No. 403.8
AED AND CPR TRAINING,
USE AND PROCEDURE IN SCHOOL
Operating Procedures:
Unless otherwise directed, the following procedures for emergency response to cardiac arrest will be
followed:
1. Stay with the victim.
2. Call for a school based volunteer responder.
3. Call (or send someone) to activate 911 and get AED. Report to dispatcher the patient’s
status (unresponsive, not breathing, no pulse). Inform dispatcher if CPR is being
performed and if AED is being used.
4. Administer CPR until AED arrives. AEDs must only be used in medically appropriate
circumstances and in accordance with training.
5. Continue as per CPR/AED training.
6. In cases of student emergency, notify parent/guardian as soon as possible at the first
sign of an emergency. If trained school based volunteer responder is involved with the
life-saving procedure, personnel not administering emergency treatment should contact
the parent/guardian.
7. As soon as possible after activation of the AED, the school nurse or in the absence of the
school nurse a school based volunteer responder, will notify an administrator of the
event.
8. The school nurse or school based volunteer responder will complete an event summary
form following activation of the AED during an emergency. The form will then be
forwarded to the principal.
AED/CPR Training and Implementation:
• The school nurse will make an annual request for volunteers for the school-based responder
list.
• All coaches and directors of extra-curricular events will be encouraged to be trained in
CPR/AED procedures
• CPR/AED training will be provided by certified CPR/AED trainers.
• Training will be scheduled with consideration to staff availability and time, teacher in service
days, before and after school, etc.
• The school nurse will maintain copies of the school-based volunteer responders’ CPR/AED
certifications and will notify staff of recertification dates.
• The school nurse will maintain a current list of school-based volunteer responders certified in
CPR/AED. A listing will be provided to the principal, secretaries and superintendent.
•The superintendent is responsible for developing administrative regulations regarding AED's
in the school.
Good Samaritan Law
Iowa does have a Good Samaritan Law that reads as follows:
Code No. 403.8
Page 2
AED AND CPR TRAINING,
USE AND PROCEDURE IN SCHOOL
I.C.A. §613.17. Emergency assistance in an accident. A person, who in good faith renders
emergency care or assistance without compensation, shall not be liable for any civil damages for
acts or omissions occurring at the place of an emergency or accident or while the person is in transit
to or from the emergency or accident or while the person is at or being moved to or from an
emergency shelter unless such acts or omissions constitute recklessness. For purposes of this
section, if a volunteer fire fighter, a volunteer operator or attendant of an ambulance or rescue squad
service, a volunteer paramedic, a volunteer emergency medical technician, or a volunteer registered
member of the national ski patrol system receives nominal compensation not based upon the value
of the services performed, that person shall be considered to be receiving no compensation. The
operation of a motor vehicle in compliance with section 321.231 by a volunteer fire fighter, volunteer
operator, or attendant of an ambulance or rescue squad service, a volunteer paramedic, or volunteer
emergency medical technician shall be considered rendering emergency care or assistance for
purposes of this section. For purposes of this section, a person rendering emergency care or
assistance includes a person involved in a workplace rescue arising out of an emergency or
accident.
Approved: July 14, 2014
Reviewed: ______________
Revised: _________________
Code No. 403.8-E1
AUTOMATED EXTERNAL DEFIBRILLATOR (AED) EVENT SUMMARY
Name and Title of person completing this report:______________________________________
Date report was completed:___________________________________
Type of Event: □ AED brought to scene of emergency, but not applied to victim
□ AED was applied to victim
Victim was:
□ as student
□ staff person
□ visitor
□ unknown
AED was activated by: □ school nurse □ school staff ______________ □ other ____________
Name of victim, if known: _____________________________________ DOB:_____________
Date and time the event began: ____________________ Time EMS activated:_____________
The school nurse □ was □ was not in the building at the time of the event
An administrator □ was □ was not in the building at the time of the event
Describe events in chronological order:_____________________________________________
____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________
Information for this report was obtained from the following individuals/agencies: ____________
____________________________________________________________________________
School Nurse:______________________________________
Date:___________________
School Administrator:_______________________________
Date:___________________
Please attach all applicable documentation (incident reports, etc.) to this form.
Code No. 404
EMPLOYEE CONDUCT AND APPEARANCE
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 shall conduct themselves in a professional manner. Employees shall 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.
Licensed employees of the school district shall follow the code of ethics for their profession as
established by the Iowa Board of Educational Examiners.
It shall be the responsibility of the building principals to counsel employees assigned to their facility
on appearance and conduct when the individual appearance may have a negative impact on the
learning environment.
Cross Reference:
305
403.5
403.6
407
413
Approved: May 20, 1996
Administrator Code Of Ethics
Harassment
Substance-Free Workplace
Licensed Employee Termination of Employment
Classified Employee Termination of Employment
Reviewed: ______________
Revised: March 14, 2016
Code No. 404-R1
CODE OF PROFESSIONAL CONDUCT AND ETHICS REGULATION
CHAPTER 25
282 – 25.1(272) Scope of standards.
This code of professional conduct and ethics constitutes mandatory minimum standards of practice
for all licensed practitioners as defined in Iowa Code chapter 272. The adherence to certain
professional and ethical standards is essential to maintaining the integrity of the education
profession.
282 – 25.2(272) Definitions.
Except where otherwise specifically defined by laws:
“Administrative and supervisory personnel” means any licensed employee such as superintendent,
associate superintendent, assistant superintendent, principal, associate principal, assistant
principal or other person who does not have as a primary duty the instruction of pupils in the
schools.
“Board” means the Iowa board of educational examiners.
“Discipline” means the process of sanctioning a license, certificate or authorization issued by the
board.
“Ethics” means a set of principles governing the conduct of all persons governed by these rules.
“Fraud” means knowingly providing false information or representations on an application for
licensure or employment, or knowingly providing false information or representations made in
connection with the discharge of duties.
“License” means any license, certificate or authorization granted by the board.
“Licensee” means any person holding a license, certificate or authorization granted by the board.
“Practitioner” means an administrator, teacher or other school personnel, who provides
educational assistance to students and who holds a license, certificate or other authorization
issued by the board.
“Responsibility” means a duty for which a person is accountable by virtue of licensure.
“Right” means a power, privilege or immunity secured to a person by law.
“Student” means a person, regardless of age, enrolled in a prekindergarten through grade 12
school, who is receiving direct or indirect assistance from a person licensed by the board.
“Teacher” means any person engaged in the instructional program for prekindergarten through
grade 12 children including a person engaged in teaching, administration and supervision,
and who is required by law to be licensed for the position held.
282 – 25.3(272) Standard of professional conduct and ethics.
Licensees are required to abide by all federal, state and local laws applicable to the fulfillment of
professional obligations. Violation of federal, state or local laws in the fulfillment of professional
obligations constitutes unprofessional and unethical conduct which can result in disciplinary action
by the board. In addition, it is hereby deemed unprofessional and unethical for any licensee to
violate any of the following standards of professional conduct and ethics:
25.3(1) Standard I – conviction of crimes, sexual or other immoral conduct with or toward a
student, and child and dependent adult abuse. Violation of this standard includes:
a. Fraud. Fraud in the procurement or renewal of a practitioner’s license.
b. Criminal convictions. The commission of or conviction for a criminal offense as
defined by Iowa law or the laws of any other state or of the United States,
provided that the offense is relevant to or affects teaching or administrative
Code No. 404-R1
Page 2
CODE OF PROFESSIONAL CONDUCT AND ETHICS REGULATION
performance.
(1) Disqualifying criminal convictions. The board shall deny an application for licensure
and shall revoke a previously issued license if the applicant or licensee has, on or after
July 1, 2002 been convicted of, has pled guilty to, or has been found guilty of the
following offenses, regardless of whether the judgment of conviction or sentence was
deferred:
1. Any of the following forcible felonies included in Iowa Code § 702.11: child
endangerment, assault, murder, sexual abuse or kidnapping;
2. Any of the following criminal sexual offenses, as provided in Iowa Code Ch. 709,
involving a child:
• First -, second – or third-degree sexual abuse committed on or with a person
who is under the age of 18;
• Lascivious acts with a child;
• Assault with intent to commit sexual abuse;
• Indecent contact with a child;
• Sexual exploitation by a counselor;
• Lascivious conduct with a minor; or
• Sexual exploitation by a school employee;
3. Incest involving a child as prohibited by Iowa Code § 726.2;
4. Dissemination and exhibition of obscene material to minors as prohibited by
Iowa Code § 728.2; or
5. Telephone dissemination of obscene material to minors as prohibited by Iowa
Code § 728.15.
2. Other criminal convictions and founded child abuse. In determining whether a person
should be denied a license or whether a licensee should be disciplined based upon any
other criminal conviction, including a conviction for an offense listed in 25.3(1)”b”(1)
which occurred before July 1, 2002, or a founded report of abuse of a child, the board
shall consider:
1. The nature and seriousness of the crime or founded abuse in relation to the
position sought;
2. The time elapsed since the crime or founded abuse was committed;
3. The degree of rehabilitation which has taken place since the crime or founded
abuse was committed;
4. The likelihood that the person will commit the same crime or founded abuse was
committed;
5. the number of criminal convictions or founded abuses committed; and
6. Such additional factors as may in a particular case demonstrate mitigating
circumstances or heightened risk to public safety.
c Sexual involvement or indecent contact with a student. Sexual involvement
includes, but is not limited to, the following acts, whether consensual or
nonconsensual; fondling or touching the inner thigh, groin, buttocks, anus or
breasts of a student; permitting or causing to fondle or tough the practitioner’s
inner thigh, groin, buttocks, anus or breasts; or the commission of any sex act
as defined in Iowa Code § 702.17.
d. Sexual exploitation of a minor. The commission of or any conviction for an
Code No. 404-R1
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CODE OF PROFESSIONAL CONDUCT AND ETHICS REGULATION
offense prohibited by Iowa Code § 728.12, Iowa Code Ch. 709 or 18 U.S.C. §
2252A(a)(5)(B).
e. Student abuse. Licensees shall maintain professional relationships with all
students, both inside and outside the classroom. The following acts or behavior
constitutes unethical conduct without regard to the existence of a criminal
charge or conviction:
1. Committing any act of physical abuse of a student;
2. Committing any act of dependent adult abuse on a dependent adult student;
3. Committing or soliciting any sexual or otherwise indecent act with a student or
any minor;
4. Soliciting, encouraging or consummating a romantic or otherwise
inappropriate relationship with a student;
5. Furnishing alcohol or illegal or unauthorized drugs or drug paraphernalia to
any student or knowingly allowing a student to consume alcohol or illegal or
unauthorized drugs in the presence of the licensee; or
6. Failing to report any suspected act of child or dependent adult abuse as
required by state law.
25.3(2) Standard II – alcohol or drug abuse. Violation of this standard included;
a. Being on school premises or at a school-sponsored activity involving students
while under the influence of, possessing, using or consuming illegal or
unauthorized drugs or abusing legal drugs.
b. Being on school premises or at a school-sponsored activity involving students
while under the influence of, possessing, using or consuming alcohol.
25.3(3) Standard III – misrepresentation, falsification of information. Violation of this
standard includes:
a. Falsifying or deliberately misrepresenting or omitting material information
regarding professional qualifications, criminal history, college credit, staff
development credit, degrees, academic award or employment history when
applying for employment or licensure.
b. Falsifying or deliberately misrepresenting or omitting material information
regarding compliance reports submitted to federal, state and other governmental
agencies.
c. Falsifying or deliberately misrepresenting or omitting material information
submitted in the course of an official inquiry or investigation.
d. Falsifying any records or information submitted to the board in compliance with
the license renewal requirements imposed under 282 – Chapter 17.
e. Falsifying or deliberately misrepresenting or omitting material information
regarding the evaluation of students or personnel, including improper
administration of any standardized tests, including, but not using inappropriate
accommodations or modifications for such tests.
25.3(4) Standard IV – misuse of public funds and property. Violation of this standard
includes:
Code 404.R-1
Page 4
CODE OF PROFESSIONAL CONDUCT AND ETHICS REGULATION
a. Failing to account properly for funds collected that were entrusted to the
practitioner in an educational context.
b. Converting public property or funds to the personal use of the practitioner.
c. Submitting fraudulent requests for reimbursement of expenses or for pay.
d. Combining public or school-related funds with personal funds.
e. Failing to use time or funds granted for the purpose for which they were intended.
25.3(5) Standard V – violations of contractual obligations.
a. Violation of this standard includes:
(1) Signing a written professional employment contract while under contract
with another school, school district or area education agency.
(2) Asking a practitioner to sign a written professional employment contract
before the practitioner has been unconditionally released from a current
contract. An administrator shall make a good faith effort to determine whether
the practitioner has been released from the current contract.
(3) Abandoning a written professional employment contract before the
practitioner has been unconditionally released from a current contract. An
administrator shall make a good faith effort to determine whether the
practitioner has been released from the current contract.
(4) As an employer, executing a written professional employment contract with
a practitioner, which requires the performance of duties that the practitioner is
not legally qualified to perform.
(5) As a practitioner, executing a written professional employment contract,
which requires the performance of duties that the practitioner is not legally
qualified to perform.
b. In addressing complaints based upon contractual obligations, the board shall
consider factors beyond the practitioner’s control. For purposes of enforcement
of this standard, a practitioner will not be found to have abandoned an existing
contract if:
(1) The practitioner obtained a release from the employing board before
discontinuing services under the contract; or
(2) The practitioner provided notice to the employing board no later than the
latest of the following dates:
1. The practitioner’s last work day of the school year;
2. The date set for return of the contract as specified in statute; or
3. June 30.
25.3(6) Standard VI-unethical practice toward other members of the profession, parents,
students and the community. Violation of this standard includes:
a. Denying the student, without just cause, access to varying points of view.
b. Deliberately suppressing or distorting subject matter for which the educator
bears responsibility.
c. Failing to make reasonable effort to protect the health and safety of the student
or creating conditions harmful to student learning.
d. Conducting professional business in such a way that the practitioner repeatedly
Code No. 404-R1
Page 5
CODE OF PROFESSIONAL CONDUCT AND ETHICS REGULATION
f.
g.
h.
i.
j.
k.
l.
m.
n.
o.
exposes students of other practitioners to unnecessary embarrassment, or
disparagement.
Engaging in any act of illegal discrimination, or otherwise denying a student or
practitioner participation in the benefits of any program on the grounds of race,
color, religion, age, sex, disability, marital status, national origin or membership in
a definable minority.
Accepting gifts from vendors or potential vendors where there may be the
appearance of or an actual conflict of interest.
Intentionally disclosing confidential information including, but not limited to,
unauthorized sharing of information concerning student academic or disciplinary
records, health and medical information, assessment or testing results, or family
income. Licensees shall comply with state and federal laws and local school
board policies relating to the confidentiality of student records, unless disclosure
is required or permitted by law.
Refusing to participate in a professional inquiry when requested by the board.
Aiding, assisting or abetting an unlicensed person in the completion of acts for
which licensure is required.
Failing to self-report to the board within 60 days any founded child abuse report,
or any conviction for a criminal offense listed in 25.3(1)”b”(1) which requires
revocation of the practitioner’s license.
Delegating tasks to unqualified personnel.
Failing to comply with federal, state and local laws applicable to the fulfillment of
professional obligations.
Allowing another person to use one’s practitioner license for any purpose.
Performing services beyond the authorized scope of practice for which the
individual is licensed or prepared.
25.3(7) Standard VII – compliance with state law governing student loan obligations and
child support obligations. Violation of this standard includes:
a. Failing to comply with 282 – Chapter 9 concerning repayment of student loans.
b. Failing to comply with 282 – Chapter 10 concerning child support obligations.
25.3(8) Standard VIII – incompetence. Violation of this standard includes, but is not
limited to:
a. Willfully or repeatedly departing from or failing to conform to the minimum
standards of acceptable and prevailing educational practice in the state of Iowa.
b. Willfully or repeatedly failing to practice with reasonable skill and safety.
Approved: May 20, 1996
Reviewed: December 19, 2005
Revised: December 19, 2005
Code No. 404-R2
CODE OF RIGHT AND RESPONSIBILITIES REGULATION
CHAPTER 26
282 – 26.1(272) Purpose. The code of professional conduct and ethics in 282 – Chapter 25
defines unprofessional and unethical conduct justifying disciplinary sanction. The board
acknowledges that the discharge of professional obligations should occur in recognition of certain
fundamental rights and responsibilities. Accordingly, the board recognizes the following rights and
responsibilities of all educators licensed under Iowa Code Ch. 272 and agrees that the exercise of
these rights and responsibilities may present mitigating facts and circumstances in the board’s
evaluation of allegations of unprofessional or unethical conduct.
282 – 26.2(272) Rights. Educators licensed under Iowa Code Ch. 272 have the following rights:
1. The educator has a right to be licensed and endorsed under professional standards
established and enforced by the board.
2. The educator has a right to refuse assignments for which the educator is not legally
authorized, in terms of holding a valid Iowa license with the appropriate
endorsements(s) and approval(s).
3. The educator has a right, subject to board and administrator authority, to exercise
professional judgment in the evaluation, selection and use of teaching methods and
instructional materials appropriate to the needs, abilities and background of each
student.
282 – 26.3(272) Responsibilities. Educators licensed under Iowa Code Ch. 272 have the
following responsibilities:
1. The educator has a responsibility to maintain and improve the educator’s professional
competence.
2. The educator has a responsibility to accept only those assignments for which the
educator is legally authorized.
3. The educator has a responsibility to provide conditions that are conducive to teaching
and student learning.
4. The educator shall protect students from conditions harmful to learning or to health or
safety.
5. The educator shall not, without just cause, deny a student access to varying points of
view.
6. The educator shall not use professional relationships with students for personal
advantage.
7. The educator shall not discriminate against any student on the grounds of national or
ethnic origin, religion, age, sex, disability, membership in a definable minority, or
marital status, nor grant any discriminatory consideration or advantage.
8. The educator shall accord just and equitable treatment to all members of the
profession.
9. The educator shall keep in confidence personally identifiable information regarding a
student or the student’s family members that has been obtained in the course of
professional service, unless disclosure is required by law or is necessary for the
personal safety of the student or others.
10. The educator who has reasonable basis to believe that a student has been abused, as
defined by law, shall make all reports required by law and the Iowa Administrative
Code and which are necessary to ensure the safety and well-being of the student.
Code No. 404-R2
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CODE OF RIGHTS AND RESPONSIBILITIES REGULATION
11. In the administration of discipline, the educator shall treat all students with respect and
in compliance with all policies of the school district served by the educator.
12. The educator shall provide accurate, truthful and complete information to the board
and to the local education system concerning all licensure transactions.
13. The educator shall not refuse to participate in a professional inquiry, when requested
by the board.
14. The educator shall not require or direct another educator to violate any provisions of
the code of professional conduct and ethics or any rights of a student, parent,
educator or citizen.
15. The educator shall not delegate assigned tasks to unqualified personnel.
These rules are intended to implement Iowa Code § 272.2(1)”a.”
Approved: December 19, 2005
Reviewed: _______________
Revised: ________________
Code No. 405.1
LICENSED EMPLOYEE DEFINED
Licensed employees, including administrators, are those employees required to hold an appropriate
license from the Iowa Department of Education for their position as required by the Board of
Educational Examiners or others with professional licenses. Licenses required for a position will be
considered met if the employee meets the requirements established by the Iowa Department of
Education.
It shall be the responsibility of the superintendent to establish job specifications and job descriptions
for licensed employees' positions, other than the position of the superintendent. Job descriptions
may be Approved: by the board.
Licensed employees must present evidence of current license to the board secretary prior to
payment of salary each year.
Cross Reference:
405.2 Licensed Employee Qualifications, Recruitment Selection
410.1 Substitute Teachers
411.1 Classified Employee Defined
Approved: February 19, 1990
Reviewed: ____________
Revised: May 20, 1996
Code No. 405.2
LICENSED EMPLOYEE QUALIFICATIONS, RECRUITMENT, SELECTION
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 without regard to race, color, national origin,
gender, disability, age, religion, creed, sexual orientation and gender identity. 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.
Announcement of the position shall be in a manner which the superintendent believes will inform
potential applicants about the position. Applications for employment may be obtained from and
completed applications shall be returned to the school district administrative office. Whenever
possible, the preliminary screening of applicants shall 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. However, the superintendent 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.
The requirements stated in the Master Contract between employees in that certified collective
bargaining unit and board regarding qualifications, recruitment and selections of such employees is
followed.
Cross Reference:
401.1 Equal Employment Opportunity
405
Licensed Employees - General
410.1 Substitute Teachers
Note: Employment – Dealing with the press. “Contract(s) has-have been offered. The district is
withholding the name(s) until the candidate(s) for the position has-have been ratified by the
Board of Directors.”
Approved: February 19, 1990
Reviewed: August 20, 2007
Revised: March 21, 2011
Code No. 405.3
LICENSED EMPLOYEE INDIVIDUAL CONTRACTS
The board will enter into a written contract with licensed employees, other than administrators,
employed on a regular basis.
Each contract will be for a period of one year, beginning on July 1 and ending on June 30.
It shall be the responsibility of the superintendent to complete the contracts for licensed employees
and present them to the board for approval. The contracts, after being signed by the board
president, shall be filed with the board secretary.
Cross Reference:
405.2 Licensed Employee Qualifications, Recruitment, Selection
405.4 Licensed Employee Continuing Contracts
407
Licensed Employee Termination of Employment
Approved: February 19, 1990
Reviewed: May 20, 1996
Revised: March 8, 2016
Code No. 405.4
LICENSED EMPLOYEE CONTINUING CONTRACTS
Contracts entered into with licensed employees, other than an administrator, will continue from year
to year unless the contract states otherwise, is modified by mutual agreement between the board
and the employee, or the contract is terminated by the board.
The first three years of a new licensed employee’s contract shall be a probationary period unless the
employee has already successfully completed the three-year probationary period. New employees
who have successfully completed a probationary period in a previous school district will serve a oneyear probationary period. The probationary period may be extended for an additional year upon the
consent of the licensed employee. In the event of termination of the employee’s contract during this
period, the board shall afford the licensed employee appropriate due process. The action of the
board will be final.
Licensed employees whose contracts will be recommended for termination by the board will receive
notice prior to April 30. The superintendent shall make a recommendation to the board for the
termination of the licensed employee's contract.
Licensed employees who wish to resign, to be released from a contract, or to retire must comply
with board policies in those areas.
Cross Reference:
405.3 Licensed Employee Individual Contracts
405.9 Licensed Employee Probationary Status
407
Licensed Employee Termination of Employment
Approved: February 19, 1990
Reviewed: ____________
Revised: February 15, 1999
Code No. 405.5
LICENSED EMPLOYEE WORK DAY
The work day for licensed employees shall begin each day of the school year at a time established
by the superintendent. Licensed employees who are employed only during the academic year shall
have the same work day as other licensed employees. "Day" is defined as one work day regardless
of full-time or part-time status of an employee.
Licensed employees are to be in their assigned school building during the work day. Advance
approval to be absent from the school building must be obtained from the principal.
The building principal is authorized to make changes in the work day in order to facilitate the
education program. These changes shall be reported to the superintendent.
The work day outlined in this policy is a minimum work day. Nothing in this policy prohibits licensed
employees from working additional hours outside the work day.
The requirements stated in the Master Contract between employees in that certified collective
bargaining unit and the board regarding work day of such employees shall be followed.
Cross Reference:
200.2 Powers of the Board of Directors
Approved: May 20, 1996
Reviewed: _____________
Revised:_______________
Code No. 405.6
LICENSED EMPLOYEE ASSIGNMENT
Determining the assignment of each licensed employee is the responsibility of and within the sole
discretion of the board. In making such assignments the board shall consider the qualifications of
each licensed employee and the needs of the school district.
It shall be the responsibility of the superintendent to make recommendations to the board regarding
the assignment of licensed employees.
The requirements stated in the Master Contract between employees in that certified collective
bargaining unit and the board regarding assignment of such employees shall be followed.
Cross Reference:
200.2 Powers of the Board of Directors
Approved: February 19, 1990
Reviewed: ____________
Revised: May 20, 1996
Code No. 405.7
LICENSED EMPLOYEE TRANSFERS
Determining the location where an employee's assignment will be carried out is the responsibility
and within the sole discretion of the board. In making such assignments the board shall consider the
qualifications of each licensed employee and the needs of the school district.
A transfer may be initiated by the employee, the principal, or the superintendent.
It shall be the responsibility of the superintendent to make recommendations to the board regarding
the transfer of licensed employees.
The requirements stated in the Master Contract between employees in that certified collective
bargaining unit and the board regarding transfers of employees shall be followed.
Cross Reference:
405.2 Licensed Employee Qualifications, Recruitment, Selection
405.6 Licensed Employee Assignment
Approved: February 19, 1990
Reviewed: ____________
Revised: May 20, 1996
Code No. 405.8
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 three each year.
The requirements stated in the Master Contract between employees in that certified collective
bargaining unit and the board regarding evaluation of such employees will be followed.
Cross Reference:
405.2
405.9
302.5R1
Approved: February 19, 1990
Licensed Employee Qualifications, Recruitment, Selection
Licensed Employee Probationary Status
Chapter 83 Teacher and Administrator Quality Programs
Reviewed: _____________
Revised: September 15, 2008
Code No. 405.8-E1
NORTH FAYETTE COMMUNITY SCHOOLS
TEACHER EVALUATION PLAN
HANDBOOK
for
Tier I
Tier II
Tier III
Code No. 405.8-E1
NFCSD Professional Learning Community
Vision and Beliefs: The Theory Behind the Plan
We are a professional learning community totally
focused on teaching and learning.
Standards
As professionals we are specifically focused on:
Creativity/compassion
Collaboration
Teaching/
Learning
Focus
Communication
•
Competence
Standards: We use teaching and learning standards to focus on
research based instruction and have professional dialogue on research
based student learning
• Competence: We focus upon best practice to increase student
achievement/performance and increase our professional practice.
• Communication: We use and share student achievement/
performance data to focus our professional dialogue.
•
Creativity and Compassion: We are passionate about our ability to
create conditions that create enthusiasm for student and adult learning.
North Fayette Evaluation Cycle
EVALUATION PROCEDURE (from Master Contract italics are administrative
clarifications)
Beginning teachers will be assigned a mentor as per Iowa code 284.5. At no time should the
mentor be required to provide information to the evaluator regarding the evaluation of his/her
mentee. Within six weeks after the beginning of each school year, the administrative staff shall
acquaint the teachers with the evaluation procedures to be observed.
Tier 1 (Beginning Teacher)
Teachers in their first or second year of the profession and who hold an initial license shall be
considered Tier 1 teachers. The cycle for Tier 1 shall consist of both formal and informal
observations, initiated by the evaluator. The evaluator shall conduct a minimum of three formal
observations and minimum of three walkthroughs. At least one of the formal observations shall
also include a pre-observation conference and post-observation conference between the
evaluator and teacher. A Tier 1 teacher may be placed in Tier 1 for a third year at the
discretion of the evaluator as per Code of Iowa 284.8(2).
Teachers in Tier 1 will be involved in a minimum of one summative conference in year one. In
year two teachers in Tier 1 will be involved in a comprehensive review. A comprehensive review
includes submission of a portfolio. A teacher in their third year of probation pursuant to Iowa
Teaching Standards and District Student Achievement Goals shall be evaluated using the same
methods as in Tier 1, at least one time each year. Each teacher in Tier 1 shall be required to
develop an individual career development plan. This plan will be submitted after the
comprehensive evaluation in year two.
Tier 2 (Career Teachers)
Tier 2 is for licensed teachers who have earned standard teaching licenses and are not in Tier 3.
Teachers who have successfully completed a probationary period in another district and who
have received a standard teaching license are considered career teachers and shall be
evaluated at least one time in their first year of employment in the district. This evaluation will
include a minimum of one formal observation with pre and post conference. Career Teachers
new to the district will undergo a comprehensive review with a portfolio in year two of
employment.
Each teacher in Tier 2 shall be required to develop an individual career development plan every
three years. This plan may be a 1, 2 or 3 year plan and may be Reviewed: and Revised:
annually with collaboration of the evaluator. Career teachers new to the district will submit a
career development plan to begin their second year.
During year one of the cycle, each staff member shall create an individual career development
plan which shall reflect continuing professional growth in the areas of the Iowa Teaching
Standards and Criteria and be aligned with the district’s comprehensive school improvement
plan.
During the first two years of the cycle, the evaluator and teachers shall meet and discuss the
progress of the teacher on the Individual Career Development Plan and on the Iowa Teaching
Standards and Criteria. Each year of the three-year cycle, the evaluator shall conduct
walkthroughs. The evaluator may formally observe the teacher, at any time the evaluator
determines. Within fifteen (15) school days of the classroom formal observation(s), the person
making the observation and the teacher being evaluated shall meet to discuss the
observation(s).
The evaluator shall hold a summative evaluation a minimum of at least one time in year three
of the cycle. The summative observation(s) shall include a pre-observation and a postobservation conference and shall occur by April 15 of the observation year(s). Subsequent to
the summative formal written evaluation, the evaluator and the employee shall meet to discuss
the summative written evaluation within three (3) weeks of the submission of any formal
evaluation.
The teacher shall provide evidence in a portfolio linking artifacts to the Iowa Teaching
Standards and Criteria. In year three, the completion of the Individual Career Development Plan
will occur. After the teacher and evaluator have discussed the teacher’s progress and outcomes
on the Individual Career Development Plan, the evaluator shall provide the teacher with a
written review and the three-year summative review.
Tier 3 (Intensive Assistance)
The school district will provide an Intensive Assistance Level as pursuant to the Code of Iowa
284.8(2).
For more information see the North Fayette Community Schools Teacher Evaluation Handbook.
The evaluation forms used for Tiers I, II, and III are included in this book. If you do not have a
copy please ask Vicki Gamm to print one for you.
Code No. 405.8-E1
PRE-OBSERVATION FORM
Name:
Pre-Conference Date:
Grade/Subject:
Administrator:
Date and Time of Observation:
1.
Briefly describe the students in this class, including those with special needs.
2.
What are the goals for the lesson? What do you want the student to learn?
3.
How do these goals support the district’s curriculum?
4.
How do you plan to assess student achievement of the goals? What procedures will you
use: (Attach any tests or performance tasks, with rubrics or scoring guides.)
5.
How do you plan to engage students in the content? What will you do? What will the
students do?
6.
What difficulties do students typically experience in this area, and how do you plan to
anticipate these difficulties?
7.
What instructional materials or other resources, if any will you use? (Attach sample
materials you will be using in the lesson.)
8.
What Iowa teaching standards/criteria will be demonstrated in the observation?
9.
Teacher comments pertaining to observation setting: List any items you might want to
call to the attention of the administrator.
_____________________________
Teacher’s Signature/Date
_____________________________
Administrator’s Signature/Date
Code No. 405.8-E1
POST-OBSERVATION REFLECTION FORM
Name:
Grade/Subject:
Observation Date:
Post-conference Date:
School:
Time:
Time:
1.
As I reflect on the lesson, to what extent were students productively engaged?
2.
Did the students learn what I intended? Were my instructional goals met? How do I
know?
3.
Did I alter my goals or instructional plan as I taught the lesson? If so, why?
4.
If I had the opportunity to teach this lesson again to this same group of students, what
would I do differently? Why?
5.
Provide several samples of student work related to this lesson. The samples should
reflect the full range of student ability in your class and include the feedback you provide
to students on their papers.
6.
List the Iowa Teaching Standards/Criteria that were related to this lesson.
______________________________
Teacher’s signature/date
______________________________
Administrator’s signature/date
North Fayette Community School District
Comprehensive Evaluation Summative Evaluation Form
Tier I
Teacher:
Folder #:
Evaluator:
Folder #:
School Name:
Grade Level:
Subjects:
Year: 1
2
3
Directions:
In the narrative under each standard, the evaluator should incorporate and address each criterion.
Mark observed [O] and/or portfolio [P] for evidence when applicable.
1. CONSISTENTLY DEMONSTRATES ABILITY TO ENHANCE ACADEMIC PERFORMANCE
AND SUPPORT FOR AND IMPLEMENTATION OF THE SCHOOL DISTRICT'S STUDENT
ACHIEVEMENT GOALS.
O P The teacher:
a. Provides evidence of student learning to students, families, and staff.
b. Implements strategies supporting student, building, and district goals.
c. Uses student performance data as a guide for decision making.
d. Accepts and demonstrates responsibility for creating a classroom culture that supports
the learning of every student.
e. Creates an environment of mutual respect, rapport, and fairness.
f. Participates in and contributes to a school culture that focuses on improved student
learning.
g. Communicates with students, families, colleagues, and communities effectively and
accurately.
Evidence to support attainment of or failure to meet standard:
Textbox will accordingly adjust size as you type.
Mark one:
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix
A-1.
2. CONSISTENTLY DEMONSTRATES COMPETENCE IN CONTENT KNOWLEDGE
APPROPRIATE TO THE TEACHING POSITION.
O P The teacher:
a. Understands and uses key concepts, underlying themes, relationships, and different
perspectives related to the content area.
b. Uses knowledge of student development to make learning experiences in the content
area meaningful and accessible for every student.
c. Relates ideas and information within and across content areas.
d. Understands and uses instructional strategies that are appropriate to the content area.
Evidence to support attainment of or failure to meet standard:
Textbox will accordingly adjust size as you type.
Mark one:
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix
A-2.
3. CONSISTENTLY DEMONSTRATES COMPETENCE IN PLANNING AND PREPARING FOR
INSTRUCTION.
O P The teacher:
a. Uses student achievement data, local standards and the district curriculum in planning
for instruction.
b. Sets and communicates high expectations for social, behavioral, and academic success
of all students.
c. Uses student developmental needs, background, and interests in planning for
instruction.
d. Selects strategies to engage all students in learning.
e. Uses available resources, including technologies, in the development and sequencing
of instruction.
Evidence to support attainment of or failure to meet standard:
Textbox will accordingly adjust size as you type.
Mark one:
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix
A-3.
4. CONSISTENTLY USES STRATEGIES TO DELIVER INSTRUCTION THAT MEETS THE
MULTIPLE LEARNING NEEDS OF STUDENTS.
O P The teacher:
a. Aligns classroom instruction with local standards and district curriculum.
b. Uses research-based instructional strategies that address the full range of cognitive
levels.
c. Demonstrates flexibility and responsiveness in adjusting instruction to meet student
needs.
d. Engages students in varied experiences that meet diverse needs and promote social,
emotional, and academic growth.
e. Connects students' prior knowledge, life experiences, and interests in the instructional
process.
f . Uses available resources, including technologies, in the delivery of instruction.
Evidence to support attainment of or failure to meet standard:
Textbox will accordingly adjust size as you type.
Mark one:
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix
A-4.
5. CONSISTENTLY USES A VARIETY OF METHODS TO MONITOR STUDENT LEARNING.
O P The teacher:
a. Aligns classroom assessment with instruction.
b. Communicates assessment criteria and standards to all students and parents.
c. Understands and uses the results of multiple assessments to guide planning and
instruction.
d. Guides students in goal setting and assessing their own learning.
e. Provides substantive, timely, and constructive feedback to students and parents.
f. Works with other staff and building and district leadership in analysis of student
progress.
Evidence to support attainment of or failure to meet standard:
Textbox will accordingly adjust size as you type.
Mark one:
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix
A-5.
6. CONSISTENTLY DEMONSTRATES COMPETENCE IN CLASSROOM MANAGEMENT.
O P The teacher:
a. Creates a learning community that encourages positive social interaction, active
engagement, and self-regulation for every student.
b. Establishes, communicates, models and maintains standards of responsible student
behavior.
c. Develops and implements classroom procedures and routines that support high
expectations for learning.
d. Uses instructional time effectively to maximize student achievement.
e. Creates a safe and purposeful learning environment.
Evidence to support attainment of or failure to meet standard:
Textbox will accordingly adjust size as you type.
Mark one:
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix A6.
7. CONSISTENTLY ENGAGES IN PROFESSIONAL GROWTH.
O P The teacher:
a. Demonstrates habits and skills of continuous inquiry and learning.
b. Works collaboratively to improve professional practice and student learning.
c. Applies research, knowledge, and skills from professional development opportunities to
improve practice.
d. Establishes and implements professional development plans based upon the teacher
needs aligned to the Iowa Teaching Standards and district/building student achievement goals.
Evidence to support attainment of or failure to meet standard:
Textbox will accordingly adjust size as you type.
Mark one:
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix
A-7.
8. CONSISTENTLY FULFILLS PROFESSIONAL RESPONSIBILITIES ESTABLISHED BY THE
SCHOOL DISTRICT.
O P The teacher:
a. Adheres to board policies, district procedures, and contractual obligations.
b. Demonstrates professional and ethical conduct as defined by state law and individual
district policy.
c. Contributes to efforts to achieve district and building goals.
d. Demonstrates an understanding of and respect for all learners and staff.
e. Collaborates with students, families, colleagues, and communities to enhance student
learning.
Evidence to support attainment of or failure to meet standard:
Mark one:
Textbox will accordingly adjust size as you type.
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix
A-8.
The teacher is a first year Beginning Teacher.
The teacher meets or exceeds all eight Iowa Teaching Standards and is recommended for
a standard license.
The teacher fails to meet the Iowa Teaching Standards.
The teacher is being recommended for a third year before a license decision is made.*
Administrator Comments:
Teacher Comments:
Evaluator’s Signature:
Evaluation Period:
Date:
Pre-evaluation:
Observation:
Post-evaluation:
Follow-up:
Teacher’s Signature:
_____________________________________________ Date: ______________
*The district must contact the Board of Educational Examiners to extend the provisional license for a third year. There will
be a form provided by the Board of Educational Examiners for the evaluator to use to communicate the decision made on
nd
each 2 year teacher. This form will be available in the spring of 2003.
North Fayette Community School District
Comprehensive Evaluation Summative Evaluation Form
Tier II
Teacher:
Folder #:
Evaluator:
Folder #:
School Name:
Grade Level:
Subjects:
Year: 1
2
3
Directions:
In the narrative under each standard, the evaluator should incorporate and address each criterion.
Mark observed [O] and/or portfolio [P] for evidence when applicable.
1. CONSISTENTLY DEMONSTRATES ABILITY TO ENHANCE ACADEMIC PERFORMANCE
AND SUPPORT FOR AND IMPLEMENTATION OF THE SCHOOL DISTRICT'S STUDENT
ACHIEVEMENT GOALS.
O P The teacher:
a. Provides evidence of student learning to students, families, and staff.
b. Implements strategies supporting student, building, and district goals.
c. Uses student performance data as a guide for decision making.
d. Accepts and demonstrates responsibility for creating a classroom culture that supports
the learning of every student.
e. Creates an environment of mutual respect, rapport, and fairness.
f. Participates in and contributes to a school culture that focuses on improved student
learning.
g. Communicates with students, families, colleagues, and communities effectively and
accurately.
Evidence to support attainment of or failure to meet standard:
Textbox will accordingly adjust size as you type.
Mark one:
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix
A-1.
2. CONSISTENTLY DEMONSTRATES COMPETENCE IN CONTENT KNOWLEDGE
APPROPRIATE TO THE TEACHING POSITION.
O P The teacher:
a. Understands and uses key concepts, underlying themes, relationships, and different
perspectives related to the content area.
b. Uses knowledge of student development to make learning experiences in the content
area meaningful and accessible for every student.
c. Relates ideas and information within and across content areas.
d. Understands and uses instructional strategies that are appropriate to the content area.
Evidence to support attainment of or failure to meet standard:
Textbox will accordingly adjust size as you type.
Mark one:
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix
A-2.
3. CONSISTENTLY DEMONSTRATES COMPETENCE IN PLANNING AND PREPARING FOR
INSTRUCTION.
O P The teacher:
a. Uses student achievement data, local standards and the district curriculum in planning
for instruction.
b. Sets and communicates high expectations for social, behavioral, and academic success
of all students.
c. Uses student developmental needs, background, and interests in planning for
instruction.
d. Selects strategies to engage all students in learning.
e. Uses available resources, including technologies, in the development and sequencing
of instruction.
Evidence to support attainment of or failure to meet standard:
Textbox will accordingly adjust size as you type.
Mark one:
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix
A-3.
4. CONSISTENTLY USES STRATEGIES TO DELIVER INSTRUCTION THAT MEETS THE
MULTIPLE LEARNING NEEDS OF STUDENTS.
O P The teacher:
a. Aligns classroom instruction with local standards and district curriculum.
b. Uses research-based instructional strategies that address the full range of cognitive
levels.
c. Demonstrates flexibility and responsiveness in adjusting instruction to meet student
needs.
d. Engages students in varied experiences that meet diverse needs and promote social,
emotional, and academic growth.
e. Connects students' prior knowledge, life experiences, and interests in the instructional
process.
f . Uses available resources, including technologies, in the delivery of instruction.
Evidence to support attainment of or failure to meet standard:
Textbox will accordingly adjust size as you type.
Mark one:
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix
A-4.
5. CONSISTENTLY USES A VARIETY OF METHODS TO MONITOR STUDENT LEARNING.
O P The teacher:
a. Aligns classroom assessment with instruction.
b. Communicates assessment criteria and standards to all students and parents.
c. Understands and uses the results of multiple assessments to guide planning and
instruction.
d. Guides students in goal setting and assessing their own learning.
e. Provides substantive, timely, and constructive feedback to students and parents.
f. Works with other staff and building and district leadership in analysis of student
progress.
Evidence to support attainment of or failure to meet standard:
Textbox will accordingly adjust size as you type.
Mark one:
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix
A-5.
6. CONSISTENTLY DEMONSTRATES COMPETENCE IN CLASSROOM MANAGEMENT.
O P The teacher:
a. Creates a learning community that encourages positive social interaction, active
engagement, and self-regulation for every student.
b. Establishes, communicates, models and maintains standards of responsible student
behavior.
c. Develops and implements classroom procedures and routines that support high
expectations for learning.
d. Uses instructional time effectively to maximize student achievement.
e. Creates a safe and purposeful learning environment.
Evidence to support attainment of or failure to meet standard:
Textbox will accordingly adjust size as you type.
Mark one:
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix A6.
7. CONSISTENTLY ENGAGES IN PROFESSIONAL GROWTH.
O P The teacher:
a. Demonstrates habits and skills of continuous inquiry and learning.
b. Works collaboratively to improve professional practice and student learning.
c. Applies research, knowledge, and skills from professional development opportunities to
improve practice.
d. Establishes and implements professional development plans based upon the teacher
needs aligned to the Iowa Teaching Standards and district/building student achievement goals.
Evidence to support attainment of or failure to meet standard:
Textbox will accordingly adjust size as you type.
Mark one:
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix
A-7.
8. CONSISTENTLY FULFILLS PROFESSIONAL RESPONSIBILITIES ESTABLISHED BY THE
SCHOOL DISTRICT.
O P The teacher:
a. Adheres to board policies, district procedures, and contractual obligations.
b. Demonstrates professional and ethical conduct as defined by state law and individual
district policy.
c. Contributes to efforts to achieve district and building goals.
d. Demonstrates an understanding of and respect for all learners and staff.
e. Collaborates with students, families, colleagues, and communities to enhance student
learning.
Evidence to support attainment of or failure to meet standard:
Textbox will accordingly adjust size as you type.
Mark one:
Meets
Standard
Does Not
Meet Standard
Additional documentation/artifacts applicable to this standard are attached as Appendix
A-8.
The teacher meets or exceeds all eight Iowa Teaching Standards.
The teacher is recommended for the Intensive Assistance Plan.
The teacher fails to meet the Iowa Teaching Standards.
Administrator Comments:
Teacher Comments:
Evaluator’s Signature:
Evaluation Period:
Date:
Pre-evaluation:
Observation:
Follow-up:
Teacher’s Signature:
Date:
Post-evaluation:
Textbox will accordingly adjust as you type.
North Fayette Community School District
Intensive Assistance Plan
Plan of Assistance – Assistance Phase
Teacher:
Date:
Specific Concern(s) Related to the following Iowa Teaching Standards:
Plan (Methods/Strategies):
Proposed Timeline:
Indicators of Progress:
Resources/Support Needed:
Next Meeting Date:
Administrator Signature:
*Teacher Signature:
Date:
Date:
*Signature of the teacher does not indicate that the teacher agrees with the content of the review, only that they have received a copy.
Textbox will accordingly adjust as you type.
North Fayette Community School District
Intensive Assistance Plan
Final Summary – Assistance Phase
Teacher:
Date:
Information and Evidence Documenting Evaluator’s Recommendation:
Evaluator’s Recommendation:
The problem is resolved and the teacher is recommended for removal from the Intensive
Assistance Awareness Phase and returns to Tier II.
Progress is noted and the recommendation is to extend the timeline for the Assistance
Phase of Intensive Assistance.
The problem is unresolved, progress is not noted. The recommendation is for nonrenewal of contract.
Administrator Signature:
Date:
*Teacher Signature:
Date:
*Signature of the teacher does not indicate that the teacher agrees with the content of the review, only that they have received a copy.
Code No. 405.9
LICENSED EMPLOYEE PROBATIONARY STATUS
The first three years of a new licensed employee's contract shall be a probationary period unless the
employee has already successfully completed the probationary period in an Iowa school district.
New employees who have successfully completed a probationary period in a previous Iowa school
district will serve a one-year probationary period. For purposes of this policy, an employee will have
met the requirements for successfully completing a probationary period in another Iowa school
district if, at the teacher’s most recent performance evaluation, the teacher received at least a
satisfactory or better evaluation and the individual has not engaged in conduct which would
disqualify the teacher for a continuing contract.
Only the board, in its discretion, may waive the probationary period. The board may extend the
probationary period for one additional year with the consent of the licensed employee. The board
will make the decision to extend or waive a licensed employee's probationary status based upon the
superintendent's recommendation. During this probationary period the board may terminate the
licensed employee's contract at year-end or discharge the employee in concert with corresponding
board policies.
Licensed employees may also serve a probationary period based upon their performance. Such
probationary period shall be determined on a case-by-case basis in light of the circumstances
surrounding the employee's performance as documented in the employee's evaluations and
personnel file.
Cross Reference:
405.4 Licensed Employee Continuing Contracts
405.8 Licensed Employee Evaluation
Approved: May 20, 1996
Reviewed: ______________
Revised: January 17, 2000
Code No. 405.10
PUBLIC EMPLOYEE RIGHTS
Public employees shall have the right to:
1. Organize, or form, join, or assist any employee organization.
2. Negotiate collectively through representatives of their own choosing.
3. Engage in other concerted activities for the purpose of collective bargaining or other
mutual aid or protection insofar as any such activity is not prohibited by this chapter or any
other law of the state.
4. Refuse to join or participate in the activities of employee organizations, including the
payment of any dues, fees or assessments or service fees of any type.
Approved: March 14, 2016
Reviewed: _______________
Revised: __________________
Code No. 406.1
LICENSED EMPLOYEE SALARY SCHEDULE
The board shall establish salary schedules for licensed employees' positions keeping in mind the
financial condition of the school district, the education and experience of the licensed employee, the
educational philosophy of the school district, and other factors deemed relevant by the board.
It shall be the responsibility of the superintendent to make a recommendation to the board annually
regarding the salary schedule. The salary schedule shall be subject to review and modification
through the collective bargaining process.
The requirements stated in the Master Contract between employees in that certified collective
bargaining unit and the board regarding wages and salaries of such employees shall be followed.
Cross Reference:
405
Licensed Employees - General
406.2 Licensed Employee Salary Schedule Advancement
Approved: February 19, 1990
Reviewed:______________
Revised: May 20, 1996
Code No. 406.2
LICENSED EMPLOYEE SALARY SCHEDULE ADVANCEMENT
The board shall determine which licensed employees will advance on the salary schedule for the
licensed employees' positions, keeping in mind the financial condition of the school district, the
education and experience of the licensed employee, the educational philosophy of the school
district, and other considerations as determined by the board.
It shall be the responsibility of the superintendent to make a recommendation to the board for the
advancement of licensed employees on the salary schedule.
The requirements stated in the Master Contract between employees in that certified collective
bargaining unit and the board regarding salary schedule advancement of such employees shall be
followed.
Cross Reference:
405 Licensed Employees - General
406 Licensed Employee Compensation and Benefits
Approved: May 20, 1996
Reviewed:______________
Revised: ______________
Code No. 406.3
LICENSED EMPLOYEE CONTINUED EDUCATION CREDIT
Additional education on the part of licensed employees may entitle them to advancement on the
salary schedule. Licensed employees who have completed additional hours will be considered for
advancement on the salary schedule. In determining whether a licensed employees shall advance
on the salary schedule when they obtain additional education, the board may consider the financial
condition of the school district, the education and experience of the licensed employee, the
educational philosophy of the school district, the value to the school district of any additional
education obtained by the licensed employee and any other items deemed relevant by the board.
The board may approve the horizontal movement of a licensed employee on the salary schedule for
lanes BA+15 through MA+45 upon the employee’s successful completion of Approved: graduate
semester hours or graduate equivalent hours of additional credit in the subject area currently being
taught by the licensed employee and as long as the coursework is acceptable to the Department of
Education for license renewal. All graduate semester hours or graduate equivalent hours require
pre-approval of the Superintendent. Graduate semester hours or graduate equivalent hours credit
will not qualify for horizontal movement if the district pays any costs associated with obtaining such
credits or hours.
In order for the employee to be able to request horizontal movement on the salary schedule, on or
before February 1, an employee who expects to fulfill the educational requirements for horizontal
movement on the salary schedule for the subsequent fiscal year shall file with the superintendent a
letter of intent as to the completion of said educational requirements. For a licensed employee to
qualify for advancement from one educational lane to another, they shall file suitable evidence of
additional educational credit with the superintendent no later than September 1.
A licensed employee will not receive credit for more than six semester hours of college credit each
semester toward advancement on the salary schedule. There will be no credit hour limit for summer
school.
It shall be the responsibility of the superintendent to make a recommendation to the board for the
advancement of a licensed employee on the salary schedule.
Cross Reference:
405 Licensed Employees - General
406 Licensed Employee Compensation and Benefits
Approved: May 20, 1996
Reviewed: _______________
Revised: August 16, 2004
Code No. 406.3-E1
NORTH FAYETTE COMMUNITY SCHOOL DISTRICT
NOTIFICATION OF LICENSED EMPLOYEE ADDITIONAL EDUCATION CREDIT
Effective August 16, 2004
Name _____________________________
Date ________________________
Name of Course ______________________________
Number of Credits ________
(Please attach description of course)
College or University Offering Course _________________________________________
Course Site ___________________________________
Date of Course Completion ______________________________________
From Board Policy 406.3:
The Board may approve the horizontal movement of a licensed employee on the salary schedule for lanes
BA+15 through MA+45 upon the employee’s successful completion of Approved: graduate semester hours or
graduate equivalent hours of additional credit in the subject area currently being taught by the licensed
employee and as long as the coursework is acceptable to the Department of Education for license renewal.
All graduate semester hours or graduate equivalent hours require pre-approval of the Superintendent.
Graduate semester hours or graduate equivalent hours credit will not qualify for horizontal movement if the
district pays any costs associated with obtaining such credits or hours.
Is this a graduate level course or equivalent hour course? _______________________
Will the Department of Education accept this course for recertification? _____________
Is this course in the subject area you are currently teaching? _____________________
________________________________
Licensed Employee
_________________________
Date
The above listed course _______ is _______ is not Approved: for possible horizontal movement on
the salary schedule.
Eligibility for horizontal movement on the salary schedule is conditioned upon successful completion
of Approved: coursework.
____________________________________
Superintendent
__________________________
Date
Code No. 406.4
LICENSED EMPLOYEE COMPENSATION FOR EXTRA DUTY
A licensed employee may volunteer or be required to take on extra duty, with the extra duty being
secondary to the major responsibility of the licensed employee. The board shall establish a salary
schedule for extra duty licensed employee positions, keeping in mind the financial condition of the
school district, the education and experience of the licensed employee, the educational philosophy
of the school district, and other considerations as determined by the board.
Vacant extra duty positions, for which extra compensation will be earned, will be posted to allow
qualified licensed employees to volunteer for the extra duty. If no licensed employee volunteers for
extra duty, the superintendent shall assign the extra duty positions to qualified licensed employees.
The licensed employee shall receive compensation for the extra duty required to be performed.
It shall be the responsibility of the superintendent to make a recommendation to the board annually
as to which licensed employees shall have the extra duty, and the salary schedule for extra duty, for
the board's review.
The requirements stated in the Master Contract between employees in that certified collective
bargaining unit and the board regarding the compensation for extra duties of such employees shall
be followed.
Cross Reference:
405 Licensed Employees - General
406 Licensed Employee Compensation and Benefits
Approved: February 19, 1990
Reviewed: _____________
Revised: May 20, 1996
Code No. 406.5
LICENSED EMPLOYEE GROUP INSURANCE BENEFITS
Licensed employees may be eligible for group benefits as determined and required by law. The
board will select the group benefit program(s) and the insurance company or third party
administrator which will provide or administer the program.
Licensed employees may be eligible for group benefits as determined by the board and required by
law. The board will select the group benefit program(s) and the insurance company or third party
administrator which will provide or administer the program.
In accordance with the Patient Protection and Affordable Care Act (ACA), the board will offer
licensed employees who work an average of at least thirty (30) hours per week or one hundred
thirty (130) hours per month, based on the measurement method adopted by the board, with
minimum essential coverage that is both affordable and provides minimum value. The board will
have the authority and right to change or eliminate group benefit programs, other than the group
health plan, for its licensed employees.
Licensed employees who work an average of at least twenty (20) hours per week or eighty
seven (87) hours per month, based on the measurement method adopted by the board, are
eligible to participate in the group health plan. Licensed employees who work 20 hours per week
are eligible to participate in vision, dental and American Fidelity products. Employers should
maintain documents regarding eligible employees acceptance and rejection of coverage.
Regular part-time employees (i.e., employees who work less than 20 hours per week or 87 hours
per month for health benefit purposes or employees who work less than 20 hours per week for
benefits other than health) who wish to purchase coverage may participate in group benefit programs
by meeting the requirements of the applicable plan. Full-time and regular part-time licensed
employees who wish to purchase coverage for their spouse or dependents may do so by meeting
the requirements of the applicable plan.
Licensed employees and their spouse and dependents may be allowed to continue coverage of
the school district's group health program if they cease employment with the school district by
meeting the requirements of the plan.
The requirements stated in the Master Contract between employees in the certified collective
bargaining unit and the board regarding the group insurance benefits of such employees will be
followed.
Cross Reference:
405.1 Licensed Employee Defined
706.2 Payroll Deductions
Approved: February 19, 1990
Reviewed: _____________
Revised: May 20, 1996
Code No. 406.6
LICENSED EMPLOYEE TAX SHELTER PROGRAMS
The board authorizes the administration to make a payroll deduction for licensed employees' tax
sheltered annuity premiums purchased from a company or program chosen by the board and
collective bargaining units.
Licensed employees wishing to have payroll deductions for tax sheltered annuities will make a
written request to the superintendent.
Cross Reference:
706
Approved: February 19, 1990
Payroll Procedures
Reviewed: May 20, 1996
Revised: June 13, 2016
Code No. 406.7
VOLUNTARY EARLY RETIREMENT
The Board of Education of the North Fayette Community School District has determined it
appropriate to provide an early retirement incentive benefit to certified employees of extended tenure
who opt to retire from the District pursuant to the terms of this Early Retirement Plan.
The purpose of this Plan is to provide the District’s employees with the option and opportunity for
early retirement from their employment with the District. When viewed from the standpoint of all
possible positive aspects, the early retirement allowance provides two desirable aspects:
1)
it produces financial advantages for those persons who are near personal
decisions to retire:
2)
may enable staff modifications without disrupting careers of those who do
not wish to leave the classroom.
The Board intends to offer this policy every three years, however will review the feasibility of this
policy annually. It will make a determination by January 1 of each year and set the value of the
compensation and benefits to be provided for employees separating from the District at the end of
the current contract year. The Board’s decision may take into consideration the District’s financial
needs, staffing considerations, student enrollment and possible contract savings. The board
reserves the right to limit the total number of participants in this policy for financial reasons.
Determination of participants will be by earliest date of application.
1.
EMPLOYEE REQUIREMENTS
A. ELIGIBILITY
An employee qualifies under this policy when one of the following occurs: They have
completed fifteen (15) years of continuous contracted service to the District by the
end of the current contract and will qualify for IPERS retirement benefits without age
penalty by December 31 of the current year. OR They have completed fifteen (15)
years of continuous service to the District by the end of the current school year and
have reached the age of 56 by June 30th of the current school year. The employee
must choose one of these two options upon becoming eligible.
Employees will not qualify for this Early Retirement Plan if:
1.
2.
they are scheduled for layoff or termination; or
they are subject to termination pursuant to Iowa Code Sections 279.15 or
279.27.
B. QUALIFYING FOR THE PROGRAM
An employee qualifies for this program upon completion of the following requirement:
1. Submission of a written application to participate in this plan and a written
resignation on or before January 8 of the current contract year, addressed to the
Board of Education (the Board of Education reserves the right to waive strict
compliance with the application deadline if there are extenuating circumstances
Code No. 406.7
Page 2
VOLUNTARY EARLY RETIREMENT BENEFITS
unknown to the employee at the time and the Board in its sole discretion
decides to waive strict compliance with the application deadline)
2. The Board’s acceptance of the employee’s resignation: The resignation will not
be binding unless the employee is eligible and appropriately qualifies under the
program and the Board accepts the employee’s written resignation. For 201617, the Board will only accept three applications for early retirement,
determination of acceptance will be by seniority, those with the most years of
employment to be first selected. Any application not in those first three will not
be selected and are eligible for early retirement in 2017-18. There will be no
limit to applications accepted in 2017-18. Board acceptance of the written
resignation will be considered final action and shall mean that the employee’s
application is accepted and the employee’s contract and employment duties will
end on the last day of the current fiscal year.
In all cases completion of the above requirement is realized by receipt of
certification by the Board Secretary.
2.
BENEFIT FORMULA AND PAYMENT
Refer to 406.7-R1
3.
EMPLOYEE RIGHTS
In the event this Early Retirement Plan is altered or discontinued, persons who
separated from employment with the District under its provisions will continue to
receive the benefits in effect and authorized by the Board of Education at the time the
employee retired.
The adoption of this Early Retirement Plan shall not vest any rights in any employee
whether or not the employee is currently eligible for early retirement. The Board shall
have the complete discretion to amend or repeal this plan at any time, when in the
judgment of the Board, the District no longer realized economic benefits from the plan
or otherwise determines that the plan is not in the best interest of the District. The
Board will review this policy each years to determine whether to amend or repeal.
Furthermore, the District shall not be obligated to provide any of the benefits to any
employee after the date of such amendment of repeal, except to those employees,
whose early retirement pursuant to the Plan has commenced prior to the amendment
of repeal.
4.
STATUS OF PARTICIPANTS
An employee who elects to participate in the District’s Early Retirement Plan will
become a retired employee and will be entitled to all rights and privileges of an
Code No. 406.7
Page 3
VOLUNTARY EARLY RETIREMENT
employee under applicable law and the policies of the North Fayette Board of
Education.
However, employees who elect to participate in this program shall not be eligible to
be re-hired in any capacity with the North Fayette Community School District; nor
shall the North Fayette Community School District be required to accept an
application for employment from an employee who elects to participate in the
District’s Early Retirement Plan, provided, however, that at the sole discretion of the
Superintendent, the District may employ Early Retirement Plan participants as
temporary substitute employees.
Each employee who elects to participate in the District’s Early Retirement Plan must
specifically agree to hold the District harmless and to indemnify it if the employee
attempts to submit an employment application or otherwise attempts to be reemployed with the District. The participant is not precluded in any way from
accepting employment with any employer other than the District after fulfilling the
terms of employee’s contract prior to becoming a participant in the District’s Early
Retirement Plan.
Approved: June 18, 2001
Reviewed: November 16, 2015
Revised: November 21, 2016
Code No. 406.7-R1
VOLUNTARY EARLY RETIREMENT
BENEFITS
Benefit Formula
The rate for early retirement pay for each eligible certified staff member shall be $40,000.
Health Insurance
A certified staff member who receives benefits with this program may elect to continue coverage
(single and/or family) under the District’s hospitalization and major medical plan if permitted by the
insurance carrier. The certified staff member will be eligible to continue participation in the District’s
group insurance plan by paying the entire premium and if permitted to do so by the insurance
carrier.
Method of Payment
Early retirees will participate in the District’s HRA plan and payments will be deposited in this plan in
six equal semi-annual payments starting in July of the retirement year. Subsequent payments will
be made in February and July of each year. If the retiree passes away prior to the full payment of
the employee’s early retirement benefit, the remaining payments must be made to the HRA.
Approved: June 18, 2001
Reviewed: October 20, 2008
Revised: November 16, 2015
Code No. 406.7–E1
NORTH FAYETTE COMMUNITY SCHOOL DISTRICT
EARLY RETIREMENT INCENTIVE PLAN APPLICATION
To:
North Fayette Board of Directors
From: __________________________________
I hereby submit my formal application for participation in the Early Retirement Plan for Certified
Employees. This action is taken in accordance with all requirements of Board of Education Code
No. 406.7
My resignation effective _____________________, 20______, is attached and made a part of this
application. It is my understanding that my application and request for approval of resignation will be
acted upon simultaneously by the Board of Education.
____________________________________
(Employee Signature)
________________________
(Date)
Application and resignation received on ______________________________________________
_____________________________________
(Board Secretary)
__________________________
(Date)
Application and resignation approved by Board of Education on _____________________________
_____________________________________
(Board Secretary)
___________________________
(Date)
Code 406.7-E1
Page 2
NORTH FAYETTE COMMUNITY SCHOOL DISTRICT
Calculation of Early Retirement Incentive Benefit Amount
1. Date of Birth __________________________
Years of Continuous Service _______
2. Present salary (1.0 FTE basis) excluding extra-curricular, extended
contract and Phase dollars
$______________
3. Current year BA Base
$______________
4. Line 3 subtracted from line 2
$______________
5. Average FTE for the past 15 years of service, including current
$______________
6. Benefit payment (Line 4 multiplied by FTE on Line 5)
$______________
Board of Education action: __________________________
Approved __________
Not Approved _________
Date ______________________
Code No. 406.7-E2
NORTH FAYETTE COMMUNITY SCHOOL DISTRICT
Designation of Beneficiary
I, ____________________________________, hereby designate ___________________________
_________________________________, as my beneficiary to receive the benefits to which I am
entitled pursuant to the North Fayette Community School District’s Early Retirement Plan upon my
death.
__________________________________
(Employee)
____________________________
(Date)
__________________________________
(Witness)
STATE OF IOWA
)
(
FAYETTE COUNTY )
SS:
On this ________ day of ____________________________, 20 _______, before me, the
undersigned, a Notary Public for the State of Iowa, personally appeared ____________________
____________________, to me personally known to be the identical person named in and who
executed the foregoing instrument and acknowledged that he/she executed the same as his/her
voluntary act and deed.
__________________________________________
(Notary Public, State of Iowa)
Code No. 406.8
MINIMUM STANDARDS - SCHOOL CLUBS - TO RECEIVE PAY AS SPONSOR
To receive pay as club sponsor, the following minimum standards must be met and understood by
club sponsor and building principal:
1.
Prior planning with building principal as to the purpose and objectives of proposed club. This
must be done annually.
2.
The following criteria must be met and attested to by principal for payment authorization of
club sponsorship, supplemental pay:
3.
A.
A total of nine (9) meetings per year shall be held. A club meeting may start shortly
following the dismissal of pupils during a school day, but the meeting time shall
extend beyond the regular school day. Club meetings held in the morning shall
commence prior to the regular starting time of classes.
B.
A total of nine (9) activities per school year shall be held.
C.
The minimum number of pupils needed to constitute a viable club sponsorship for the
school year will be ten (10) pupils.
D.
The following club information shall be filed by the club sponsor with the building
principal for authorization of pay for club sponsorship:
a.
Dates and time meetings and activities were held.
b.
Minutes of all meetings.
c.
Pupil attendance count for each meeting and activity.
The above criteria shall not prohibit the formation of Approved: clubs with fewer meetings
and activities.
Approved: February 19, 1990
Reviewed: ______________
Revised: May 20, 1996
Code No. 406.9
FREE ADMISSIONS
The high school principal is in charge of distributing passes and making arrangements for carrying
out the school policy on admission.
Briefly, those faculty members who wish to have free admissions to school events must do
something to earn this. Some are activity sponsors and thus qualify, others must volunteer to sell
tickets, watch doors, etc., as needed so the season schedule may be made.
An employee shall receive a STAFF PASS for working two extra-curricular events. The pass will
entitle the EMPLOYEE to admission to any extra-curricular event except tournaments. An employee
shall receive an ATHLETIC PASS for another member of their family if they work an additional two
extra-curricular events. This pass will entitle the family member to admission to all regular athletic
events, except tournaments.
Approved: February 19, 1990
Reviewed: May 20, 1996
Revised: March 8, 2016
Code No. 407.1
LICENSED EMPLOYEE RESIGNATION
A licensed employee who wishes to resign must notify the superintendent in writing within the time
period set by the board for return of the contract. This applies to regular contracts for the licensed
employee's regular duties and for an extracurricular contract for extra duty. Resignations of this
nature will be accepted by the board.
The board may require an individual 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 effort
to find a replacement and the licensed employee is continuing to be employed by the school district.
Cross Reference:
405.3 Licensed Employee Individual Contracts
405.4 Licensed Employee Continuing Contracts
407
Licensed Employee Termination of Employment
Approved: February 19, 1990
Reviewed: ______________
Revised: May 20, 1996
Code No. 407.2
LICENSED EMPLOYEE CONTRACT RELEASE
Licensed employees who wish to be released from an executed contract must give at least thirty
days notice to the superintendent. 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 and before it expires may be
required to pay the board up to $ 1,000 for expenses incurred to locate and hire a suitable
replacement. Upon written mutual agreement between the employee and the superintendent, 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 may result in a cause of action being filed in small claims court.
The superintendent is authorized to file a complaint with the Board of Educational Examiners against
a licensed employee who leaves without proper release from the board.
Cross Reference:
405.3 Licensed Employee Individual Contracts
405.4 Licensed Employee Continuing Contracts
407.3 Licensed Employee Retirement
Approved: February 19, 1990
Reviewed: May 20, 1996
Revised: February 16, 2009
Code No. 407.3
LICENSED EMPLOYEE RETIREMENT
Licensed employees who will complete their current contract with the board may apply for
retirement. No licensed employee will be required to retire at a specific age.
Application for retirement will be considered made when the licensed employee states in writing to
the superintendent, no later than the date set by the board for the return of the employee's contract
to the board, the intent of the employee to retire. The letter must state the employee's desire to
retire and be witnessed by another party other than the principal or the superintendent. Applications
made after the date set by the board for the return of the employee’s contract to the board may be
considered by the board if special circumstances exist. It shall be within the discretion of the board
to determine whether special circumstances exist.
Board action to approve a licensed employee's application for retirement shall be final and such
action constitutes nonrenewal of the employee's contract for the next school year.
Licensed employees who retire under this policy may qualify for retirement benefits through the Iowa
Public Employees Retirement System.
Licensed employees and their spouse and dependents shall be allowed to continue coverage in the
school district's group health insurance program at their own expense by meeting the requirements
of the insurer.
Cross Reference:
401.8 Recognition for Service of Employees
Approved: May 20, 1996
Reviewed: ______________
Revised: March 8, 2016
Code No. 407.4
LICENSED EMPLOYEE SUSPENSION
Licensed employees shall perform their assigned job, respect and follow board policy and obey the
law. The superintendent is authorized to suspend a licensed employee pending board action on a
discharge, for investigation of charges against the employee, and for disciplinary purposes. It shall
be within the discretion of the superintendent to suspend a licensed employee with or without pay.
In the event of a suspension, appropriate due process shall be followed.
Cross Reference:
404
Approved: Feb.19, 1990
Employee Conduct and Appearance Licensed Employee Termination
of Employment
Reviewed: June 15, 1992
Revised: May 20, 1996
Code No. 407.5
LICENSED EMPLOYEE REDUCTION IN FORCE
The board has the exclusive authority to determine the appropriate number of licensed employees.
A reduction of licensed employees may occur as a result of, but not be limited to, changes in the
education program, staff realignment, changes in the size or nature of the student population,
financial situation considerations, and other reasons deemed relevant by the board.
The reduction in licensed employees, other than administrators, will be done through normal
attrition if possible. If normal attrition does not meet the necessary reduction in force required, the
board may terminate licensed employees. When reductions are to be made, notice of termination
shall be given staff, as prescribed by Section 279.15 of the Code of Iowa.
It shall be the responsibility of the superintendent to make a recommendation for termination to the
board.
Due process for terminations due to a reduction in force shall be followed.
Reduction in force procedures will be in compliance with State Code and Reduction of Staff
Procedures, Article X of negotiated agreement in effect between the Board and NFEA.
Cross Reference:
407.4 Licensed Employee Suspension
413.5 Classified Employee Reduction in Force
703
Budget
Approved: February 19, 1990
Reviewed:____________
Revised: May 20, 1996
Code No. 407.6
GRIEVANCE PROCEDURE FOR CERTIFICATED PERSONNEL
Grievance procedure for certificated staff will be in compliance with State Code and Article XI,
Grievance Procedure, of negotiated agreement in effect between the Board and NFEA.
Approved: February 19, 1990
Reviewed: May 20, 1996
Revised: __________
Code No. 408.1
LICENSED EMPLOYEE PROFESSIONAL DEVELOPMENT
The board encourages licensed employees to attend and participate in professional development
activities to maintain, develop, and extend their skills. The board shall maintain and support an inservice program for licensed employees.
Requests for attendance or participation in a development program, other than those development
programs sponsored by the school district, shall be made to the superintendent. Approval of the
superintendent must be obtained prior to attendance by a licensed employee in a professional
development program when the attendance would result in the licensed employee being excused
from their duties or when the school district pays the expenses for the program.
The superintendent shall have sole discretion to allow or disallow licensed employees to attend or
participate in the requested event. When making this determination, the superintendent will
consider the value of the program for the licensed employee and the school district, the effect of
the licensed employee's absence on the educational program and school district operations and
the school district's financial situation as well as other factors deemed relevant in the judgment of
the superintendent. A maximum of two days of professional leave can be taken per school year.
Exceptions: Staff personnel accompanying students involved in conferences, association
activities, state/national competitions and foreign exchange activities. Mileage/expenses to
board/administration assigned meetings (Keystone curriculum work, school improvement activities,
etc.), Chapter I, TAG and other activities (grants) that have their own budget.
The requirements stated in the Master Contract between employees in that certified collective
bargaining unit and the board regarding professional development of such employees shall be
followed.
Cross Reference:
414.9 Classified Employee Professional Purposes Leave
Approved: February 19, 1990
Reviewed: ____________
Revised: August 18, 2003
Code No. 408.2
LICENSED EMPLOYEE PUBLICATION OR CREATION OF MATERIALS
Materials created by licensed employees and the financial gain therefrom shall be the property of
the school district if school materials and time were used in their creation and/or such materials
were created in the scope of the licensed employee's employment. The licensed employee must
seek prior written approval of the superintendent concerning such activities.
Cross Reference:
401.2 Employee Conflict of Interest
606.4 Student Production of Materials and Services
Approved: May 20, 1996
Reviewed: ______________
Revised:_____________
Code No. 408.3
LICENSED EMPLOYEE TUTORING
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 school facilities or during regular school hours unless
approved by the superintendent.
Cross Reference:
401.2 Employee Conflict of Interest
402.6 Employee Outside Employment
Approved: May 20, 1996
Reviewed:______________
Revised: ____________
Code No. 409.1
LICENSED EMPLOYEE VACATION - HOLIDAYS - PERSONAL LEAVE
The board shall determine the amount of vacation, holidays, and personal leave that will be
allowed on an annual basis for licensed employees.
It shall be the responsibility of the superintendent to make a recommendation to the board annually
on vacations, holidays, and personal leave for licensed employees.
The requirements stated in the Master Contract between employees in that certified collective
bargaining unit and the board regarding the vacations, holidays and personal leave of such
employees shall be followed.
Cross Reference:
414.1 Classified Employee Vacations - Holidays - Personal Leave
601.1 School Calendar
Approved: February 19, 1990
Reviewed: ____________
Revised: May 20, 1996
Code No. 409.2
LICENSED EMPLOYEE PERSONAL ILLNESS LEAVE
Licensed employees shall be granted eleven days of sick leave in their first year of employment.
Each year thereafter, one additional day of sick leave will be granted to the licensed employees up
to a maximum of fifteen days. "Day" is defined as one work day regardless of full-time or part-time
status of the employee. A new employee shall report for work at least one full work day prior to
receiving sick leave benefits. A returning employee will be granted the appropriate number of days
at the beginning of each fiscal year.
Sick leave may be accumulated up to a maximum of 135 days for licensed employees.
Evidence may be required regarding the mental or physical health of the employee when the
administration has a concern about the employee's health. Evidence may also be required to
confirm the employee's illness, the need for the illness leave, the employee's ability to return to
work, and the employee's capability to perform the duties of the employee's position. It shall be
within the discretion of the board or the superintendent to determine the type and amount of
evidence necessary. When an illness leave will be greater than three consecutive days, the
employee shall comply with the board policy regarding family and medical leave.
The requirements stated in the Master Contract between employees in that certified collective
bargaining unit and the board regarding the personal illness leave of such employees shall be
followed.
Cross Reference:
403.2 Employee Injury on the Job
409.3 Licensed Employee Family and Medical Leave
409.8 Licensed Employee Unpaid Leave
Approved: February 19, 1990
Reviewed: March 16, 2009
Revised: July 11, 2016
Code No. 409.3
LICENSED EMPLOYEE
ALL-FAMILY AND MEDICAL LEAVE ACT
Unpaid family and medical leave will be granted for up to 12 weeks per year to assist employees in
balancing family and work life. For purposes of the policy, year is defined as fiscal year. (JulyJune 30) An employee requesting foreseeable family and medical leave must give 30 days
advance written notice to the superintendent. An employee requesting unforeseeable family and
medical leave must give written notice to the superintendent as soon as practicable which will
generally be within one or two business days. This notice may be given by a spouse or family
member.
An employee will qualify for family and medical leave if the employee has worked for the district for
at least 12 months (these need not be consecutive months and has worked at least 1250 hours
during the previous year.
Family medical leave shall be granted for:
1.
2.
3.
4.
the birth of a son or daughter of the employee and in the order to care for the son or
daughter;
the placement of a son or daughter with the employee for adoption or foster care;
to care for the spouse, son, daughter or parent that has a serious health condition;
the employee has a serious health condition that makes the employee unable to
perform the essential functions of the employees position.
If the employee has requested family medical leave, the employee must first use all paid leaves
available except professional leave, personal leave and association leave. All leaves taken that
qualify as family medical leave, whether paid or unpaid, shall be credited towards the allowable 12
weeks per year. Requests for intermittent or reduced work family and medical leave will be
granted following the guidelines for family and medical leave act.
The district will maintain all insurance benefits for any employee on family and medical leave. The
employee will be responsible to continue to make any premium contributions toward family health
insurance. If the employee fails to continue to make any premium contributions toward family
health insurance, the district may take whatever action necessary to recover those costs, including
deducting any employee-owed premium payments from the paycheck after the employee returns
to work.
If the employee requests family and medical leave for their own serious health condition or to care
for a parent, spouse or child with a serious health condition, the district may require the employee
to provide written certification from a health care provider. If the district has reason to doubt the
certification, the district may request a second certification from a health care provider chosen by
the district. If after these two certifications the district and the employee are in disagreement a
third certification shall be required by a health care provider who has expertise in the particular
illness and who has not seen the employee, parent, spouse or child and both the district and
employee agree upon. The district shall be responsible for the cost of the second and third
certification.
All employees on family and medical leave shall contact the district at least once each month
regarding their status and intent to return to work.
Code No. 409.3
Page 2
LICENSED EMPLOYEE
ALL-FAMILY AND MEDICAL LEAVE ACT
All employees on family and medical leave for a serious health condition of the employee, parent,
spouse or child may be required to submit a rectification every 30 days. A rectification may be
requested more frequently if the employee requests an extension of leave; circumstances
described by the original certification have changed significantly; the school district received
information casting doubt upon the continuing validity of the certification ;or the employee is unable
to return to work because of the continuation recurrence or onset of a serious health conditions
preventing the school district from recovering its share of premium payments made on the
employees behalf.
Approved: November 21, 1994
Reviewed: May 20, 1996
Revised: ___________
Code No. 409.3-E1
LICENSED EMPLOYEE FAMILY AND MEDICAL LEAVE NOTICE TO EMPLOYEES
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to
“eligible” employees for certain family and medical reasons.
Employees are eligible if they have worked for a covered employer for at least one year, and for 1,
250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles.
The FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule
under certain circumstances.
Unpaid leave must be granted for any of the following reasons:
a. to care for the employee’s child after birth, or placement for adoption or foster care;
b. to care for the employee’s spouse, son or daughter, or parent, who has a serious health
condition; or
c. a serious health condition that makes the employee unable to perform the employee’s
job.
At the employee’s or employer’s option, certain kinds of paid leave may be substituted for unpaid
leave.
The employee may be required to provide advance leave notice and medical certification. Taking
of leave may be denied, if requirements are not met.
The employee ordinarily must provide 30 days advance notice when the leave is “foreseeable.”
An employer may require medical certification to support a request for leave because of a serious
health condition, and may require second or third opinions (at the employer’s expense) and fitness
for duty report to return to work.
For the duration of FMLA leave, the employer must maintain the employee’s health coverage
under any “group health plan.”
Upon return from FMLA leave, most employees must be restored to their original or equivalent
positions with equivalent pay, benefits, and other employment terms. The use of FMLA leave
cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s
leave.
FMLA makes it unlawful for any employer to:
a. interfere with, restrain, or deny the exercise of any right provided under FMLA:
b. discharge or discriminate against any person for opposing any practice made unlawful
by FMLA or for involvement in any proceeding under or relating to FMLA.
Code No. 409.3-E1
Page 2
LICENSED EMPLOYEE FAMILY AND MEDICAL LEAVE NOTICE TO EMPLOYEES
The U.S. Department of Labor is authorized to investigate and resolve complaints of violations.
An eligible employee may bring a civil action against an employer for violations.
FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State
of local law or collective bargaining agreement which provides greater family or medical leave
rights.
If you have access to the Internet visit FLMA’s website: http://www.dol.gov/esa/whd/flma
or contact the nearest office of Wage and Hour Division, listed in most telephone directories under
U.S. Government, Department of Labor. For listing of records that must be kept by employers to
comply with FMLA visit the U.S. Dept. of Labor’s website:
http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_825/29CFR825.500.htm
Approved: December 19, 2005
Reviewed:________________ Revised: __________________
Code No. 409.3-E2
LICENSED EMPLOYEE
FAMILY AND MEDICAL LEAVE REQUEST FORM
Date: ____________________
I, ______________________________, request family and medical leave for the following reason:
(check all that apply)
____
____
____
____
____
____
for the birth of my child;
for the placement of a child for adoption or foster care;
to care for my child who has a serious health condition;
to care for my parent who has a serious health condition;
to care for my spouse who has a serious health condition; or
because I am seriously ill and unable to perform the essential functions of my
position.
I acknowledge my obligation to provide medical certification of my serious health condition or that
of a family member in order to be eligible for family and medical leave within 15 days of the request
for certification.
I acknowledge receipt of information regarding my obligations under the family and medical leave
policy of the school district.
I request that my family and medical leave begin on __________________ and I request leave as
follows: (check one)
____
continuous
I anticipate that I will be able to return to work on ____________________.
____
intermittent leave for the:
____
____
birth of my child or adoption or foster care placement subject
to agreement by the district
serious health condition of myself, parent, or child when
medically necessary
Details of the needed intermittent leave:______________________________________________
______________________________________________________________________________
______________________________________________________________________________
I anticipate returning to work at my regular schedule on
_______________________________
Code No. 409.3-E2
Page 2
LICENSED EMPLOYEE
FAMILY AND MEDICAL LEAVE REQUEST FORM
____
reduced work schedule for the:
____
birth of my child or adoption or foster care placement subject to agreement by the
school district
____
serious health condition of myself, parent, or child when medically necessary
Details of needed reduction in work schedule as follows: _________________________________
______________________________________________________________________________
______________________________________________________________________________
I anticipate returning to work at my regular schedule on __________________________________
I realize I may be moved to an alternative position during the period of the family and medical
intermittent or reduced work schedule leave. I also realize that with foreseeable intermittent or
reduced work schedule leave, subject to the requirements of my health care provider, I may be
required to schedule the leave to minimize school district operations.
While on family and medical leave, I agree to pay my regular contributions to employer sponsored
benefit plans. My contributions shall be deducted from moneys owed me during the leave period.
If no monies are owed me, I shall reimburse the school district by personal check (cash) for my
contributions. I understand that I may be dropped from the employer-sponsored benefit plans for
failure to pay my contribution.
I agree to reimburse the school district for any payment of my contributions with deductions from
future monies owed to me or the school district may seek reimbursement of payments of my
contributions in court.
I acknowledge that the above information is true to the best of my knowledge.
Signed ______________________________________
Date _______________________________
Code No. 409.3-E3
LICENSED EMPLOYEE FAMILY AND MEDICAL LEAVE CERTIFICATION FORM
1. Employee’s Name ______________________________________
2. Patient’s Name (if different from employee) _________________________________
3. The attached sheet describes what is meant by a “serious health condition” under the Family
and Medical Leave Act. Does the patient’s condition, for which the employee is taking FMLA
leave, qualify under any of the categories described? If so, please check the applicable
category.
_____ (1) _____ (2) _____ (3) _____ (4) _____ (5) _____ (6) or
_____ None of the above
4. Describe the medical facts which support your certification, including a brief statement as to
how the medical facts meet the criteria of one of there categories: _______________________
___________________________________________________________________________
5. a. State the approximate date the condition commenced, and the probable duration of the
condition (and also the probable duration of the patient’s present incapacity, i.e. inability
to work, attend school or perform other regular activities due to the serious health
condition, treatment therefore, or recovery therefrom, if different): _____________________
_________________________________________________________________________
b. Will it be necessary for the employee to take work only intermittently or to work on a less
than full schedule as a result of the condition (including for treatment described in Item 6
below)? __________________________________________________________________
________________________________________________________________________
6. a. If additional treatments will be required for the condition, provide an estimate of the
probable number of treatments:_______________________________________________
________________________________________________________________________
If the patient will be absent from work or other daily activities because of treatment on an
intermittent or part-time basis, also provide an estimate of the probable number of and interval
between such treatments, actual or estimated dates of treatment if known, and period required
for recovery if any: ____________________________________________________________
___________________________________________________________________________
b. If any of these treatments will be provided by another provider of health services (e.g.,
physical therapist), please state the nature of the treatments: ________________________
_________________________________________________________________________
Code No. 409.3-E3
Page 2
LICENSED EMPLOYEE FAMILY AND MEDICAL LEAVE CERTIFICATION FORM
c. If a regimen of continuing treatment by the patient is required under your supervision,
provide a general description of such regimen (e.g. prescription drugs, physical therapy
requiring special equipment): _________________________________________________
_________________________________________________________________________
7. a. If medical leave is required for the employee’s absence from work because of the
employee’s own condition (including absences due to pregnancy or a chronic condition), is
the employee unable to perform work of any kind? ________________________________
________________________________________________________________________
b. If able to perform some work, is the employee unable to perform any one or more of the
essential functions of the employee’s job (the employee or the employer should supply you
with information about the essential job functions)? _______________________________
________________________________________________________________________
If yes, please list the essential functions the employee is unable to perform. ______________
__________________________________________________________________________
c. If neither a. nor b. applies, is it necessary for the employee to be absent from work for
treatment?_______________________________________________________________
8.
a. If leave is required to care for a family member of the employee with a serious health
condition, does the patient require assistance for basic medical or personal needs or
safety, or for transportation?_________________________________________________
b. If no, would the employee’s presence to provide psychological comfort be beneficial to the
patient or assist in the patient’s recovery?
c. If the patient will need care only intermittently or on a part-time basis, please indicate the
probable duration of this need: _______________________________________________
________________________________
(Signature of Health Care Provider)
_____________________________________
(Type of Practice)
________________________________
(Address)
_____________________________________
(Telephone Number)
To be completed by the employee needing family leave to care for a family member.
State the care you will provide and an estimate of the period during which care will be provided,
including a schedule if leave is to be taken intermittently or if it will be necessary for you to work
less than a full schedule: __________________________________________________________
________________________________
(Employee Signature)
_____________________________________
(Date)
Code No. 409.3-E3
Page 3
LICENSED EMPLOYEE FAMILY AND MEDICAL LEAVE CERTIFICATION FORM
A serious health condition means an illness, injury impairment, or physical or mental condition that
involves one of the following:
1. Hospital Care – In patient care (i.e. an overnight stay) in a hospital, hospice, or residential
medical care facility, including any period of incapacity or subsequent treatment in
connection with or consequent to such inpatient care.
2. Absence Plus Treatment – A period of incapacity of more than three consecutive calendar
days (including any subsequent treatment or period of incapacity relating to the same
condition), that also involves:
a. treatment two or more times by a health care provider, by a nurse or physician’s
assistant under direct supervision of a health care provider or by a provider of health
care services (e.g. physical therapist) under the orders of, or on referral by, a health
care provider; or
b. treatment by a health care provider on at least one occasion which results in a
regimen of continuing treatment under the supervision of the health care provider.
3. Pregnancy – Any period of incapacity due to pregnancy or for prenatal care.
4. Chronic Conditions Requiring Treatments – A chronic condition which:
a. requires periodic visits for treatment by a health care provider, or by a nurse or
physician’s assistant under direct supervision of a health care provider;
b. continues over an extended period of time (including recurring episodes of a single
underlying condition); and
c. may cause episodic rather than a period of incapacity (e.g. asthma, diabetes,
epilepsy, etc.).
5. Permanent/Long-term Conditions Requiring Supervision – A period of incapacity which is
permanent or long-term due to a condition for which treatment may not be effective. The
employee or family member must be under the continuing supervision of, but need not be
receiving active treatment by a health care provider. Examples include Alzheimer’s, a
severe stroke, or the terminal stages of a disease.
6. Multiple Treatments (Non-chronic Conditions) – Any period of absence to receive multiple
treatments (including any period of recovery therefrom) by a health care provider or by a
provider of health care services under orders of, or on referral by, a health care provider,
either for restorative surgery after an accident or other injury, or for a condition that would
likely result in a period of incapacity of more than three consecutive calendar days in the
absence of medical intervention or treatment such as cancer (chemotherapy, radiation,
etc.), severe arthritis (physical therapy) and kidney disease (dialysis).
Approved: December 19, 2005
Reviewed: ________________ Revised: ________________
Code No. 409.4
LICENSED EMPLOYEE BEREAVEMENT LEAVE
Certificated staff will receive funeral leave in compliance with State Code and Article III, Serious
Family Illness, of negotiated agreement in effect between the Board and N.F.E.A.
Approved: February 19, 1990
Reviewed: May 20, 1996
Revised: _____________
Code No. 409.5
LICENSED EMPLOYEE POLITICAL LEAVE
The board will provide a leave of absence to licensed employees to run for elective public office.
The superintendent shall grant a licensed employee a leave of absence to campaign as a
candidate for an elective public office as unpaid leave.
The licensed employee will be entitled to one period of leave to run for the elective public office,
and the leave may commence within thirty days of a contested primary, special, or general election
and continue until the day following the election.
The request for leave must be in writing to the superintendent of schools at least thirty days prior to
the starting date of the requested leave.
Cross Reference:
401.9 Employee Political Activity Licensed Employee Vacations and Leaves
of Absence
Approved: February 19, 1990
Reviewed: ____________
Revised: May 20, 1996
Code No. 409.6
LICENSED EMPLOYEE JURY DUTY LEAVE
Certificated staff will receive jury duty leave in compliance with State Code and Article III, Jury
Duty, or negotiated agreement in effect between the Board and N.F.E.A.
Approved: February 19, 1990
Reviewed: May 20, 1996
Revised: ______________
Code No. 409.7
LICENSED EMPLOYEE MILITARY SERVICE LEAVE
The board recognizes licensed employees may be called to participate in the armed forces,
including the national guard. If a licensed employee is called to serve in the armed forces, the
employee shall have a leave of absence for military service until the military service is completed.
The leave shall be without loss of status or efficiency rating, and without loss of pay during the first
thirty calendar days of the leave.
Cross Reference:
409 Licensed Employee Vacations and Leaves of Absence
Approved: February 19, 1990
Reviewed:____________
Revised: May 20, 1996
Code No. 409.8
LICENSED EMPLOYEE UNPAID LEAVE
Unpaid leave for certificated personnel will be in compliance with State Code and Article III,
Leaves, of negotiated agreement in effect between the Board and N.F.E.A.
Approved: February 19, 1990
Reviewed: __________
Revised: May 20, 1996
Code No. 410.1
SUBSTITUTE TEACHERS
The board recognizes the need for substitute teachers. Substitute teachers shall be licensed to
teach in Iowa.
It shall be 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 shall be the responsibility of the building principal to fill absences with substitute
teachers immediately.
Substitute Pay Rate
Per Diem:
Day 1 through day 5
Day 6 through day 20
21st day on …
$ 80.00
85.00
95.00
(Consecutive Sub Pay For Same Teacher)
Per Diem:
Day 1 though day 5
$ 80.00
Day 6 though day 20
85.00
21st day on …
110.00
One-half day or less – half pay.
More than one-half day – full pay.
Note: In the case of consecutive subbing, substitute will start at the rate he/she has reached
through regular subbing. The $110.00 rate becomes effective only upon reaching the 21st day of
‘consecutive’ substituting.
Cross Reference:
405.1 Licensed Employee Defined
405.2 Licensed Employee Qualifications, Recruitment, Selection
Approved: ____________
Reviewed: ________________
Revised: September 19, 2005
Code No. 410.2
STUDENT TEACHERS
It is the policy of the school district to cooperate with the higher educational institutions in the
practical preparation of future teachers. Contracts shall be confirmed annually for each institution
that places student teachers in the district.
Approved: February 19, 1990
Reviewed: May 20, 1996
Revised: _____________
Code No. 410.4
EDUCATION AIDE
The board may employ education aides or other instructional support personnel to assist licensed
personnel in nonteaching duties, including, but not limited to:
•
managing and maintaining records, materials and equipment;
•
attending to the physical needs of children; and
•
performing other limited services to support teaching duties when such duties are
determined and directed by the teacher.
Education aides who hold a teaching certificate shall be compensated at the rate of pay
established for their position as an education aide. It shall be the responsibility of the principal to
supervise education aides.
Cross Reference:
411.2 Classified Employee Qualifications, Recruitment, Selection
Approved: May 20, 1996
Reviewed: ______________
Revised: _______________
Code No. 411.1
CLASSIFIED EMPLOYEE DEFINED
Classified employees are employees who are not administrators or employees in positions which
require an Iowa Department of Education teaching license and who are employed to fulfill the
duties listed on their job description on a monthly or hourly basis. Classified employees shall
include, but not be limited to, teacher and classroom aides, custodial and maintenance employees,
clerical employees, food service employees, bus drivers, and temporary help for summer or other
maintenance. The position may be full-time or part-time.
It shall be the responsibility of the superintendent to establish job specifications and job
descriptions for classified employee positions. Job descriptions may be approved by the board.
Classified employees required to hold a license for their position must present evidence of their
current license to the board secretary prior to payment of wages each year.
Cross Reference:
405.1 Licensed Employee Defined
411.2 Classified Employee Qualifications, Recruitment, Selection
Classified Employee Group Insurance Benefits
Approved: February 19, 1990
Reviewed: ____________
Revised: May 20, 1996
Code No. 411.2
CLASSIFIED EMPLOYEE – QUALIFICATIONS, RECRUITMENT, SELECTION
Persons interested in a classified employee position shall have an opportunity to apply and qualify
for classified employee positions in the school district without regard to race, color, national origin,
gender, disability, age, religion, creed, sexual orientation and gender identity. Job applicants for
classified employee positions shall 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 or other license or certificate if required for the
position.
Announcement of the position shall be through means the superintendent believes will inform
potential applicants about the position. Applications for employment may be obtained from and
completed applications shall be returned to the central administration office. Whenever possible,
the preliminary screening of applicants shall be conducted by the administrator who directly
supervises and oversees the position.
The superintendent has the authority to issue payroll update sheets, without board approval, to
custodians, education associates, maintenance staff, clerical personnel, nurse, technology
coordinator, food service workers and court liaison officer.
Cross Reference:
401.1 Equal Employment Opportunity
411
Classified Employees - General
Approved: February 19, 1990
Reviewed: August 20, 2007
Revised: March 21, 2011
Code No. 411.3
CLASSIFIED EMPLOYEE CONTRACTS/PAYROLL UPDATE SHEETS
The board may enter into written contracts/payroll update sheets with classified employees
employed on a regular basis. The contract/payroll update sheet will state the terms of
employment.
The board will provide 14 day notice of intent to cancel a contract/payroll update sheet. This notice
will not be required when the employee is terminated during a probationary period or for cause.
Classified employees shall receive a job description stating performance responsibilities of their
position.
It shall be the responsibility of the superintendent to draw up and process the classified employee
contracts/payroll update sheets. The contracts/payroll update sheets shall be filed with the board
secretary.
Cross Reference:
411
412.1
412.2
413
Classified Employees - General
Classified Employee Compensation
Classified Employee Wage and Overtime Compensation
Classified Employee Termination of Employment
Approved: February 19, 1990
Reviewed: August 19, 2002
Revised: April 11, 2011
Code No. 411.4
CLASSIFIED EMPLOYEE LICENSING/CERTIFICATION
Classified employees who require a special license or other certification shall keep them current at
their own expense. Licensing requirements needed for a position will be considered met if the
employee meets the requirements established by law and by the Iowa Department of Education for
the position.
Cross Reference:
411.2 Classified Employee Qualifications, Recruitment,
Selection
Approved: May 20, 1996
Reviewed: _____________
Revised: _______________
Code No. 411.5
CLASSIFIED EMPLOYEE ASSIGNMENT
Determining the assignment of each classified employee is the responsibility of the superintendent
and within the sole discretion of the board. In making such assignments each year the
superintendent shall consider the qualifications of each classified employee and the needs of the
school district.
It shall be the responsibility of the superintendent to assign classified employees and report such
assignments to the board.
Cross Reference:
200.2
Approved: February 19, 1990
Powers of the Board of Directors Classified Employee Transfers
Reviewed: _____________
Revised: May 20, 1996
Code No. 411.6
CLASSIFIED EMPLOYEE TRANSFERS
Determining the location where a classified employee's assignment will be performed is the
responsibility of the superintendent and within the sole discretion of the board. In making such
assignments each year the superintendent shall consider the qualifications of each classified
employee and the needs of the school district.
A transfer may be initiated by the employee, the principal or the superintendent.
It shall be the responsibility of the superintendent to transfer classified employees and report such
transfers to the board.
Cross Reference:
411.2 Classified Employee Qualifications, Recruitment, Selection
Classified Employee Assignment
Approved: February 19, 1990
Reviewed: _____________
Revised: May 20, 1996
Code No. 411.7
CLASSIFIED EMPLOYEE EVALUATION
Evaluation of classified employees on their skills, abilities, and competence is an ongoing process
supervised by the superintendent. The goal of the formal evaluation of classified employees is to
maintain classified employees who meet or exceed the board's standards of performance, to
clarify each classified 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.
It is the responsibility of the superintendent to ensure classified employees are formally evaluated
annually.
Cross Reference:
411.2 Classified Employee Qualifications, Recruitment, Selection
411.8 Classified Employee Probationary Status
Approved: May 20, 1995
Reviewed: _____________
Revised: September 15, 2008
Code No. 411.8
CLASSIFIED EMPLOYEE PROBATIONARY STATUS
The first year of a newly employed classified employee's contract/payroll update sheet shall be a
probationary period. "Day" shall be defined as one work day regardless of full-time or part-time
status of the employee. New employees, regardless of experience, shall be subject to this
probationary period.
"New" employees includes individuals who are being hired for the first time by the school district
and those who may have been employed by the school district in the past, but have not been
employed by the board during the school year prior to the one for which contracts/payroll update
sheets are being issued.
Only the board, in its discretion, may waive the probationary period.
Cross Reference:
411.3 Classified Employee Contracts
411.7 Classified Employee Evaluation
Approved: May 20, 1996
Reviewed: December 19, 2005
Revised: December 19, 2005
Code No. 412.1
CLASSIFIED EMPLOYEE COMPENSATION
The board shall determine the compensation to be paid for the classified employees' positions,
keeping in mind the education and experience of the classified employee, the educational
philosophy of the school district, the financial condition of the school district and any other
considerations as deemed relevant by the board.
It shall be the responsibility of the superintendent to make a recommendation to the board annually
regarding the compensation of classified employees.
Cross Reference:
411.3 Classified Employee Contracts
Classified Employee Wage and Overtime Compensation
Approved: February 19, 1990
Reviewed: ______________
Revised: May 20, 1996
Code No. 412.1-R1
WAGE AND FRINGE BENEFITS FOR SUPPORT PERSONNEL
A. Aides
1. Wages
a. Associate Aides
1st year of employment
2nd year including 4th year
5th year including 9th year
10th year including 15th year
16th year including 19th year
20th year including 23rd year
24th year and up
2.
………
……… Add
……… Add
……… Add
……… Add
……… Add
……… Add
$9.25
.45
.55
.25
.25
.25
.25
Fringe Benefits
a. Insurance for support personnel: See Policy #412.3.
b. Each employee who works a minimum of twenty (20) hours per week shall be
covered under income protection insurance paid for by the Board for 60% of the
employee’s total monthly wage, subject to policy provisions. New employees shall
be covered effective the first day of the month in which a pay check is received. All
current employees shall be covered for twelve (12) consecutive months (from
September 1st to August 31st).
c. Each employee who works a minimum of twenty (20) hours per week shall be
covered by a term life insurance program paid by the Board that provides a death
benefit of $20,000, double for accidental death.
d. Employees will not be required to work but will be entitled to a full day wage, as per
employment contract, for the following holidays as they occur during their period of
work assignment:
Labor Day
Thanksgiving
Christmas
New Year’s Day
Good Friday
Memorial Day
3. Physical Examination
New Employees: All new employees shall be required to pass a physical examination
pursuant to the form provided by the School District. The Board shall pay up to $20.00
towards the cost of said physical examination after submission of a copy of the
physician’s statement of services rendered.
B. Secretaries
1. Wages
a. 1st year of employment
2nd year including 4th year
5th year including 8th year
9th year including 12th year
13th year including 15th year
………
……… Add
……… Add
……… Add
……… Add
$9.25
.80
.45
.60
.90
Code No. 412.1-R1
Page 2
WAGE AND FRINGE BENEFITS FOR SUPPORT PERSONNEL
16th year including 19th year
20th year including 23rd year
24th year and up
……… Add
……… Add
……… Add
.55
.25
.25
2. Fringe Benefits
a. Insurance for support personnel: See Policy #412.3.
b. Each employee who works a minimum of twenty (20) hours per week shall be
covered by a term life insurance program paid by the Board that provides a death
benefit of $20,000, double for accidental death.
c. Each employee who works a minimum of twenty (20) hours per week shall be
covered under income protection insurance paid for by the Board for 60% of the
employee’s total monthly wage, subject to policy provisions. New employees shall
be covered effective the first day of the month in which a pay check is received. All
current employees shall be covered for twelve (12) consecutive months (from
September 1st to August 31st).
d. Those employees who are employed on a 225 work agreement will not be required
to work but will be entitled to a full day wage, as per employment contract, for the
following holidays as they occur during their period of work assignment:
Labor Day
Thanksgiving
Christmas
New Year’s Day
Good Friday
Memorial Day
e. Those employees who are employed on a 252 day employment contract will be
entitled to the about holidays plus July 4th.
f. Each employee shall be entitled to a full day wage as per employment contract for
one day convention attendance.
g. Those employees who are employed on a 225 day work agreement will be entitled
to one week paid vacation after one year employment. Those employees who are
employed on a 252 day work agreement will be entitled to the following paid
vacation:
One week after the first year of employment
Two weeks after the 3rd year of employment
Three weeks after the 10th year of employment
3. Physical Examination
New Employees: All new employees shall be required to pass a physical examination
pursuant to the form provided by the School District. The Board shall pay up to $20.00
towards the cost of said physical examination after submission of a copy of the
physician’s statement of services rendered.
Code No. 412.1-R1
Page 3
WAGE AND FRINGE BENEFITS FOR SUPPORT PERSONNEL
C. Custodians
1. Wages
a. Maintenance
1st year of employment
2nd year including 4th year
5th year including 9th year
10th year including 15th year
26th year including 19th year
20th year including 23rd year
24th year and after
b. Building Cleaner Wages
1st year of employment
2nd year including 4th year
5th year including 9th year
10th year including 15th year
26th year including 19th year
20th year including 23rd year
24th year and after
……...
……... Add
……… Add
……… Add
……… Add
……… Add
……… Add
$10.75
.35
.70
.25
.25
.25
.25
……...
……... Add
……… Add
……… Add
……… Add
……… Add
……… Add
$9.75
.70
.70
.25
.25
.25
.25
2. Fringe Benefits
a. Insurance for support personnel: See Policy #412.3.
b. Each employee who works a minimum of twenty (20) hours per week shall be
covered under income protection insurance paid for by the Board for 60% of the
employee’s total monthly wage, subject to policy provisions. New employees shall
be covered effective the first day of the month in which a pay check is received. All
current employees shall be covered for twelve (12) consecutive months (from
September 1st to August 31st).
c. Each employee who works a minimum of twenty (20) hours per week shall be
covered by a term life insurance program paid by the Board that provides a death
benefit of $20,000, double for accidental death.
d. Employees will not be required to work but will be entitled to a full day wage, as per
employment contract, for the following holidays as they occur during their period of
work assignment:
Labor Day
Thanksgiving
Christmas
New Year’s Day
Good Friday
Memorial Day
July 4th
e. Employees will be entitled to the following paid vacations:
One week after 1st year of employment.
Two weeks after 2nd through 9th year of employment.
Three weeks after 10th year of service.
Code No. 412.1-R1
Page 4
WAGE AND FRINGE BENEFITS FOR SUPPORT PERSONNEL
3. Physical Examination
New Employees: All new employees shall be required to pass a physical examination
pursuant to the form provided by the School District. The Board shall pay up to $20.00
towards the cost of said physical examination after submission of a copy of the
physician’s statement of services rendered.
D. Bus Drivers
1. Wages
a. Per Trip Determination
All employees shall be paid on a per trip basis. Each employee’s per trip rate shall
be determined each September and upon the following formula:
(i) Base pay plus individual route and service factors divided by 20 (the average
number of school days per month).
b. Base Pay
The base pay shall be for 2014 – 2015 …… $599.60
c. Individual route and Service Factors
(i) Terrain-hills
2.50
(ii) Bus size – over 60 passengers
2.50
(iii) Over 22 trip miles on route $1.00/mile over 22
(iv) Years of Service
(per year)
.50
2. Wages – Extra
a. Extra trips: $15 first hour (out of district); $10 first hour (in district); balance of hours
b. Overnight and other activity trips
Each overnight travel request will be given individual consideration in regard to
hours of driving pay.
c. Activity – Elgin/Hawkeye or Fayette evening
30.00
d. Activity – Hawkeye, evening
22.85
e. Activity – Fayette, evening
22.05
f. Shuttle – F/WU, H/WU one way
9.65
3. Teacher/Driver
When a teacher is asked to drive a bus, he or she shall be compensated $15.00/hour.
(Overnight trips only) $15.00 first hour, $9.00 rest of driving time.
4. Teacher/Coach
When a coach drives a bus, he or she shall be compensated $15.00/hour.
5. Employees will not be required to work but will be entitled to a full day wage as per
employment contract for the following holidays as they occur during their period of work
assignment:
Labor Day
Thanksgiving
Christmas
Code No. 412.1-R1
Page 5
WAGE AND FRINGE BENEFITS FOR SUPPORT PERSONNEL
New Year’s Day
Good Friday
Memorial Day
6. Drivers are not to pay substitutes. Driving time added, or deleted will be furnished to
the Board Secretary on monthly time sheets.
7. Biennial bus driver physicals: Board shall pay up to $40 toward the cost of said
physical. Payment by the Board only after submission of a copy of the physician’s
statement of services rendered.
E. Cook
1. Wages
1st year of employment
………
$9.00
2nd year including 4th year
……… Add
.20
5th year including 9th year
……… Add
.70
10th year including 15th year
……… Add
.25
th
16 year and up
……… Add
.25
An additional $.25/hr. will be added to the hourly rate for the cooks assigned as lunch room
managers. Employees who attend manager training courses will be paid $.05 extra the first
year, another $.05 extra the second year and then $.15 upon the third and final year of
courses.
Assigned travel between buildings, requiring personal transportation, shall be reimbursed a
total of $95.00 upon submission in May of a proper travel voucher to the Board Secretary.
Substitute pay will be
……..
$8.50 per hour
2. Fringe Benefits
a. Insurance for support personnel: See Policy #412.3.
b. Each employee who works a minimum of twenty (20) hours per week shall be
covered by a term life insurance program paid by the Board that provides a death
benefit of $20,000, double for accidental death.
c. Each employee who works a minimum of twenty (20) hours per week shall be
covered under income protection insurance paid for by the Board for 60% of the
employee’s total monthly wage, subject to policy provisions. New employees shall
be covered effective the first day of the month in which a pay check is received. All
current employees shall be covered for twelve (12) consecutive months (from
September 1st to August 31st).
d. Those employees who are employed on a 225 work agreement will not be required
to work but will be entitled to a full day wage, as per employment contract, for the
following holidays as they occur during their period of work assignment:
Labor Day
Thanksgiving
Christmas
New Year’s Day
Good Friday
Code No. 412.1-R1
Page 6
WAGE AND FRINGE BENEFITS FOR SUPPORT PERSONNEL
Memorial Day
3. Physical Examination
New Employees: All new employees shall be required to pass a physical examination
pursuant to the form provided by the School District. The Board shall pay up to $20.00
towards the cost of said physical examination after submission of a copy of the
physician’s statement of services rendered.
F. Director of School Lunches
1. Wage Refer to Policy #412.1-R1 Administrative Positions
2. Fringe Benefits
a. Each employee who works a minimum of twenty (20) hours per week shall be
covered under income protection insurance paid for by the Board for 60% of the
employee’s total monthly wage, subject to policy provisions. New employees shall
be covered effective the first day of the month in which a pay check is received. All
current employees shall be covered for twelve (12) consecutive months (from
September 1st to August 31st).
b. Each employee who works a minimum of twenty (20) hours per week shall be
covered by a term life insurance program paid by the Board that provides a death
benefit of $20,000, double for accidental death.
c. Employees will not be required to work but will be entitled to a full day wage, as per
employment contract, for the following holidays as they occur during their period of
work assignment:
Labor Day
Thanksgiving
Christmas
New Year’s Day
Good Friday
Memorial Day
3. Physical Examination
New Employees: All new employees shall be required to pass a physical examination
pursuant to the form provided by the School District. The Board shall pay up to $20.00
towards the cost of said physical examination after submission of a copy of the
physician’s statement of services rendered.
G. Director of Transportation
1. Wage Refer to Policy #412.1-R1 Administrative Positions
2. Fringe Benefits
a. Insurance for support personnel: See Policy #412.3.
b. Each employee who works a minimum of twenty (20) hours per week shall be
covered by a term life insurance program paid by the Board that provides a death
benefit of $20,000, double for accidental death.
Code No. 412.1-R1
Page 7
WAGE AND FRINGE BENEFITS FOR SUPPORT PERSONNEL
c. Each employee who works a minimum of twenty (20) hours per week shall be
covered under income protection insurance paid for by the Board for 60% of the
employee’s total monthly wage, subject to policy provisions. New employees shall
be covered effective the first day of the month in which a pay check is received. All
current employees shall be covered for twelve (12) consecutive months (from
September 1st to August 31st).
d. Those employees who are employed on a 225 work agreement will not be required
to work but will be entitled to a full day wage, as per employment contract, for the
following holidays as they occur during their period of work assignment:
Labor Day
Thanksgiving
Christmas
New Year’s Day
Good Friday
Memorial Day
July 4th
e. The employee will be entitled to the following paid vacation:
One week after 1st year of employment.
Two weeks after 2nd through 9th year of employment.
Three weeks after 10th year of service.
3. Physical Examination
New Employees: All new employees shall be required to pass a physical examination
pursuant to the form provided by the School District. The Board shall pay up to $20.00
towards the cost of said physical examination after submission of a copy of the
physician’s statement of services rendered.
H. School Nurse
1. Wage
Refer to Policy #412.1-R1 Administrative Positions
2. Fringe Benefits
a. Insurance for support personnel: See Policy #412.3.
b. Each employee who works a minimum of twenty (20) hours per week shall be
covered by a term life insurance program paid by the Board that provides a death
benefit of $20,000, double for accidental death.
c. Each employee who works a minimum of twenty (20) hours per week shall be
covered under income protection insurance paid for by the Board for 60% of the
employee’s total monthly wage, subject to policy provisions. New employees shall
be covered effective the first day of the month in which a pay check is received. All
current employees shall be covered for twelve (12) consecutive months (from
September 1st to August 31st).
d. Those employees who are employed on a 225 work agreement will not be required
to work but will be entitled to a full day wage, as per employment contract, for the
following holidays as they occur during their period of work assignment:
Code No. 412.1-R1
Page 8
WAGE AND FRINGE BENEFITS FOR SUPPORT PERSONNEL
Labor Day
Thanksgiving
Christmas
New Year’s Day
Good Friday
Memorial Day
3. Physical Examination
New Employees: All new employees shall be required to pass a physical examination
pursuant to the form provided by the School District. The Board shall pay up to $20.00
towards the cost of said physical examination after submission of a copy of the
physician’s statement of services rendered.
SUPPORT PERSONNEL – ADMINISTRATIVE/OTHER POSITIONS
Director of Lunches
10-11
26,780
11-12
27,380
12-13
28,380
13-14
30,000
14-15
33,000
Transportation/
Maintenance Director
47,895
48,970
50,320
52,220
54,720
Board Secretary
41,600
42,530
43,730
46,330
48,490
Technology Coordinator
51,900
53,070
54,670
56,720
58,990
Superintendent Secretary
34,450
35,225
36,225
37,600
39,110
Court Liaison
38,850
41,050
42,150
43,700
45,400
Nurse
37,940
38,790
34,000
35,325
36,745
Code No. 412.2
CLASSIFIED EMPLOYEE WAGE AND OVERTIME COMPENSATION
Each non-exempt employee compensated on an hour-by-hour basis, whether full-or part-time,
permanent or temporary, will be paid no less than the prevailing minimum wage. Whenever a nonexempt employee must work more than forty hours in a given work week, the employee shall be
compensated at one and one-half times their regular hourly wage rate. This compensation shall be
in the form of overtime pay. Overtime will not be permitted without prior authorization of the
superintendent.
Each non-exempt employee paid on an hour-by-hour basis must complete, sign, and turn in a daily
time record showing the actual number of hours worked. Failure of the employee to maintain, or
falsification of, a daily time record will be grounds for disciplinary action.
It is the responsibility of the board secretary to maintain wage records.
Cross Reference:
411.3 Classified Employee Contracts
Classified Employee Compensation
Approved: May 20, 1996
Reviewed: _____________
Revised: ______________
Code No. 412.3
CLASSIFIED EMPLOYEE GROUP INSURANCE BENEFITS
Classified employees may be eligible for group insurance benefits as determined by the board and
required by law. The board shall select the group insurance program and the insurance company
which will provide the program.
In accordance with the Patient Protection and Affordable Care Act (ACA), the board will offer
classified employees, who work an average of at least thirty (30) hours per week or one hundred
thirty (130) hours per month, based on the measurement method adopted by the board, with
minimum essential coverage that is both affordable and provides minimum value. The board will
have the authority and right to change or eliminate group benefit programs, other than the group
health plan, for its licensed employees.
This policy statement does not guarantee a certain level of benefits. The board shall have the
authority and right to change or eliminate group insurance programs for its classified employees.
Cross Reference:
411.1 Classified Employee Defined
Approved: February 19, 1990
Reviewed: Dec. 21, 1992
Revised: April 11, 2016
Code No. 412.4
CLASSIFIED EMPLOYEE TAX SHELTER PROGRAMS
The board authorizes the administration to make a payroll deduction for classified employees' tax
sheltered annuity premiums purchased from a company or program chosen by the board and
collective bargaining units.
Classified employees wishing to have payroll deductions for tax sheltered annuities shall make a
written request to the superintendent.
Cross Reference:
706
Approved: February 19, 1990
Payroll Procedures
Reviewed: May 20, 1996
Revised: February 16, 2009
Code No. 412.5
CLASSIFIED STAFF VOLUNTARY EARLY RETIREMENT
The Board of education of the North Fayette Community School District has determined it
appropriate to provide an early retirement incentive benefit to classified employees of extended
tenure who opt to retire from the District pursuant to the terms of this Early Retirement Plan.
The purpose of the Plan is to provide the District’s employees with the option and opportunity for
early retirement from their employment with the District. When viewed from the standpoint of all
possible positive aspects, the early retirement allowance provides two desirable aspects:
1) it produces financial advantages for those persons who are near personal decisions to
retire:
2) may enable staff modifications without disrupting careers of those who do not wish to
leave the district.
This policy is being offered for one year only. It will make a determination by January 1 of each
year and set the value of the compensation and benefits to be provided for employees separating
from the District at the end of the current contract year. The Board’s decision may take into
consideration the District’s financial needs, staffing considerations, student enrollment and possible
contract savings.
1. EMPLOYEE REQUIREMENTS
A. ELIGIBILITY
A classified employee qualifies under this policy when they are age 60 and have
completed twenty (20) years of continuous service to the District by the end of the
current contract and will qualify for IPERS retirement benefits without age penalty by
December 31 of the current year.
Employees will not qualify for the Early Retirement Plan if they are scheduled for
layoff or termination.
B. QUALIFYING FOR THE PROGRAM
An employee qualifies for this program upon completion of the following
requirement:
1. Submission of a written application to participate in this plan and a written
resignation on or before January 31 of the current contract year, addressed to
the Board of Education (the Board of Education reserves the right to waive strict
compliance with the application deadline if there are extenuating circumstances
unknown to the employee at the time and the Board in its sole discretion decides
to waive strict compliance with the application deadline).
2. The Board’s acceptance of the employee’s resignation: The resignation will not
be binding unless the employee is eligible and appropriately qualifies under the
program and the Board accepts the employee’s written resignation. Board
acceptance of the written resignation will be considered final action and shall
mean that the employee’s application is accepted and the employee’s contract
and employment duties will end on the last day of the current fiscal year.
In all cases completion of the above requirement is realized by receipt of
certification by the Board Secretary.
Code No. 412.5
Page 2
CLASSIFIED STAFF VOLUNTARY EARLY RETIREMENT
2
BENEFIT FORMULA AND PAYMENT
Refer to Code No. 412.5-R1
3
EMPLOYEE RIGHTS
In the event this Early Retirement Plan is altered or discontinued, persons who
separated from employment with the District under its provisions will continue to receive
the benefits in effect and authorized by the Board of Education at the time the employee
retired.
The adoption of this Early Retirement Plan shall not vest any right in any employee
whether or not the employee is currently eligible for early retirement. The Board shall
have the complete discretion to amend or repeal this plan at any time, when in the
judgment of the Board, the District no longer realized economic benefits from the plan
or otherwise determines that the plan is not in the best interest of the District. The
Board will review this policy each year to determine whether to amend or repeal.
Furthermore, the District shall not be obligated to provide any of the benefits to any
employee after the date of such amendment of repeal, except to those employees,
whose early retirement pursuant to the Plan has commenced prior to the amendment of
repeal.
4
STATUS OF PARTICIPANTS
An employee who elects to participate in the District’s Early Retirement Plan will
become a retired employee and will be entitled to all rights and privileges of an
employee under applicable law and the policies of the North Fayette Board of
Education.
However, employees who elect to participate in this program shall not be eligible to be
re-hired in any capacity with the North Fayette Community School District; nor shall the
North Fayette Community School District be required to accept an application for
employment from an employee who elects to participate in the District’s Early
Retirement Plan, provided, however, that at the sole discretion of the Superintendent,
the District may employ Early Retirement Plan participants as temporary substitute
employees.
Each employee who elects to participate in the District’s Early Retirement Plan must
specifically agree to hold the District harmless and to indemnify it is the employee
attempts to be re-employed with the District. The participant is not precluded in any
way from accepting employment with any employer other than the District after fulfilling
the terms of employee’s contract prior to becoming a participant in the District’s Early
Retirement Plan.
Approved: December 17, 2012
Reviewed: _________________ Revised: ________________
Code No. 412.5-R1
CLASSIFIED STAFF VOLUNTARY EARLY RETIREMENT BENEFITS
Benefit Formula
The rate for early retirement pay for each eligible classified staff member shall be calculated as
follows:
1. The classified staff member shall receive a sum equal to the Full time Equivalency (FTE)
times $5,000.
Health Insurance
A classified staff member who receives benefits with this program may elect to continue coverage
(single and/or family) under the District’s hospitalization and major medical plan if permitted by the
insurance carrier. The District will contribute a sum equal to their Full Time Equivalency (FTE)
times two hundred fifty dollars ($250) per month of the monthly premium for three years. The
classified staff member must pay the difference in the premium in full to the District’s Business
Office prior to the date the premium payment is made to the insurance carrier. The classified staff
member may receive this benefit for a maximum of 36 months or until Medicare eligible, whichever
occurs first. The classified staff member will be eligible to continue participation in the District’s
group insurance plan after the benefit period by paying the entire premium and if permitted to do so
by the insurance carrier.
Method of Payment
Early retirement checks for classified staff members will be available in July of the retirement year.
Health insurance is not part of the death benefit.
Approved: December 17, 2012
Reviewed: _______________ Revised: _________________
Code No. 413.1
CLASSIFIED EMPLOYEE RESIGNATION
Classified employees who wish to resign during the school year shall give the board notice of their
intent to resign and final date of employment and cancel their contract fourteen days prior to their
last working day.
Notice of the intent to resign shall be in writing to the superintendent.
Cross Reference:
411.3 Classified Employee Contracts
413
Classified Employee Termination of Employment
Approved: May 20, 1996
Reviewed: _____________
Revised: July 16, 2001
Code No. 413.2
CLASSIFIED EMPLOYEE RETIREMENT
Classified employees who will complete their current contract/payroll update sheet with the board
may apply for retirement. No classified employee will be required to retire at any specific age.
Application for retirement will be considered made when the classified employee states in writing to
the superintendent, no later than April 30.
An employee's application for retirement shall be final, and such action constitutes termination of
the employee's contract effective the day of the employee's retirement.
Employees who retire (receiving IPERS) and wish to seek reemployment with the district are
bound by the following districts rules:
1.
2.
3.
All vacant positions will be advertised.
Positions are open to all applicants.
After four months of bona fide retirement (IPERS) application may be made for an
open position by the retired employee.
Classified employees and their spouse and dependents that have group insurance coverage
through the school district may be allowed to continue coverage of the school district's group health
insurance program, at their own expense, by meeting the requirements of the insurer.
Cross Reference:
401.8 Recognition for Service of Employees
Approved: May 20, 1996
Reviewed: _____________
Revised: August 18, 2003
Code No. 413.3
CLASSIFIED EMPLOYEE SUSPENSION
Classified employees shall perform their assigned job, respect and follow board policy and obey
the law. The superintendent is authorized to suspend a classified employee with or without pay
pending discharge or during investigation of charges against the employee or for disciplinary
purposes. It shall be within the discretion of the superintendent to suspend a classified employee
with or without pay.
In the event of a suspension, due process will be followed.
Cross Reference:
404
413
Approved: February 19, 1990
Employee Conduct and Appearance
Classified Employee Termination of Employment
Reviewed: _____________
Revised: July 21,2003
Code No. 413.4
CLASSIFIED EMPLOYEE DISMISSAL
The board believes classified employees should perform their jobs, respect board policy and obey
the law. A classified employee may be dismissed upon fourteen days notice or immediately for
cause. Due process procedures shall be followed.
A classified employee may be dismissed for any reason, including, but not limited to,
incompetence, willful neglect of duty, reduction in force, willful violation of board policy or
administrative regulations, or a violation of the law.
Cross Reference:
404
Employee Conduct and Appearance
413.3 Classified Employee Suspension
413.5 Classified Employee Reduction in Force
Approved: February 19, 1990
Reviewed: _____________
Revised: July 21, 2003
Code No. 414.1
CLASSIFIED EMPLOYEE VACATIONS – HOLIDAYS – PERSONAL LEAVE
The board shall determine the amount of vacation, holidays and personal leave that will be allowed
on an annual basis for classified employees.
Classified employees who work twelve months a year will be allowed seven paid holidays. The
seven holidays shall be New Year's Day, Good Friday, Memorial Day, July 4, Labor Day,
Thanksgiving Day and Christmas Day. Classified employees, whether full-time or part-time, shall
have time off in concert with the school calendar.
Classified employees will be paid only for the hours they would have been scheduled for the day.
It shall be the responsibility of the superintendent to make a recommendation to the board annually
on vacation and personal leave for classified employees.
Cross Reference:
409.1 Licensed Employee Vacations – Holidays – Personal Leave
601.1 School Calendar
Approved: February 19, 1990
Reviewed: December 19, 2005
Revised: December 19, 2005
Code No. 414.2
CLASSIFIED EMPLOYEE PERSONAL ILLNESS LEAVE
Classified employees shall be granted eleven days of sick leave in their first year of employment.
Each year thereafter, one additional day of sick leave will be granted to the employees up to a
maximum of fifteen days. "Day" is defined as one work day regardless of full-time or part-time
status of the employee. A new employee shall report for work at least one full work day prior to
receiving sick leave benefits. A returning employee will be granted the appropriate number of days
at the beginning of each fiscal year. Sick leave may be accumulated up to a maximum of 135 days
for classified employees.
[Should the personal illness occur after or extend beyond the accumulated sick leave, the
employee may apply for disability benefits under the group insurance plan. If the employee does
not qualify for disability benefits, the employee may request a leave of absence without pay.]
Evidence may be required regarding the mental or physical health of the employee including, but
not limited to, confirmation of the following: the employee's illness, the need for the illness leave,
the employee's ability to return to work, and the employee's capability to perform the duties of the
employee's position. It shall be within the discretion of the board and the superintendent to
determine the type and amount of evidence necessary. When an illness leave will be greater than
three consecutive days, the employee shall comply with board policy regarding family and medical
leave.
Cross Reference:
403.2 Employee Injury on the Job
414.3 Classified Employee Family and Medical Leave
414.8 Classified Employee Unpaid Leave
Approved: March 9, 1987
Reviewed: March 16, 2009
Revised: July 11, 2016
Code No. 414.3
CLASSIFIED EMPLOYEE ALL-FAMILY AND MEDICAL LEAVE ACT
Unpaid family and medical leave will be granted for up to 12 weeks per year to assist
employees in balancing family and work life. For purposes of the policy, year is defined as
fiscal year. (July-June 30) An employee requesting foreseeable family and medical leave must
give 30 days advance written notice to the superintendent. An employee requesting
unforeseeable family and medical leave must give written notice to the superintendent as soon
as practicable which will generally be within one or two business days. This notice may be
given by a spouse or family member.
An employee will qualify for family and medical leave if the employee has worked for the district
for at least 12 months (these need not be consecutive months and has worked at least 1250
hours during the previous year.
Family medical leave shall be granted for:
5.
6.
7.
8.
the birth of a son or daughter of the employee and in the order to care for the son or
daughter;
the placement of a son or daughter with the employee for adoption or foster care;
to care for the spouse, son, daughter or parent that has a serious health condition;
the employee has a serious health condition that makes the employee unable to
perform the essential functions of the employees position.
If the employee has requested family medical leave, the employee must first use all paid leaves
available except professional leave, personal leave and association leave. All leaves taken
that qualify as family medical leave, whether paid or unpaid, shall be credited towards the
allowable 12 weeks per year. Requests for intermittent or reduced work family and medical
leave will be granted following the guidelines for family and medical leave act.
The district will maintain all insurance benefits for any employee on family and medical leave.
The employee will be responsible to continue to make any premium contributions toward family
health insurance. If the employee fails to continue to make any premium contributions toward
family health insurance, the district may take whatever action necessary to recover those costs,
including deducting any employee-owed premium payments from the paycheck after the
employee returns to work.
If the employee requests family and medical leave for their own serious health condition or to
care for a parent, spouse or child with a serious health condition, the district may require the
employee to provide written certification from a health care provider. If the district has reason
to doubt the certification, the district may request a second certification from a health care
provider chosen by the district. If after these two certifications the district and the employee are
in disagreement a third certification shall be required by a health care provider who has
expertise in the particular illness and who has not seen the employee, parent, spouse or child
and both the district and employee agree upon. The district shall be responsible for the cost of
the second and third certification.
Code No. 414.3
Page 2
CLASSIFIED EMPLOYEE ALL-FAMILY AND MEDICAL LEAVE ACT
All employees on family and medical leave shall contact the district at least once each month
regarding their status and intent to return to work.
All employees on family and medical leave for a serious health condition of the employee,
parent, spouse or child may be required to submit a rectification every 30 days. A rectification
may be requested more frequently if the employee requests an extension of leave;
circumstances described by the original certification have changed significantly; the school
district received information casting doubt upon the continuing validity of the certification; or the
employee is unable to return to work because of the continuation recurrence or onset of a
serious health conditions preventing the school district from recovering its share of premium
payments made on the employees behalf.
Approved: November 21, 1994
Reviewed: May 20, 1996
Revised: ___________
Code No. 414.3-E1
CLASSIFIED EMPLOYEE FAMILY AND MEDICAL LEAVE NOTICE TO EMPLOYEES
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to
“eligible” employees for certain family and medical reasons.
Employees are eligible if they have worked for a covered employer for at least one year, and for 1,
250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles.
The FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule
under certain circumstances.
Unpaid leave must be granted for any of the following reasons:
•
to care for the employee’s child after birth, or placement for adoption or foster care;
•
to care for the employee’s spouse, son or daughter, or parent, who has a serious health
condition; or
•
a serious health condition that makes the employee unable to perform the employee’s
job.
At the employee’s or employer’s option, certain kinds of paid leave may be substituted for unpaid
leave.
The employee may be required to provide advance leave notice and medical certification. Taking
of leave may be denied, if requirements are not met.
The employee ordinarily must provide 30 days advance notice when the leave is “foreseeable.”
An employer may require medical certification to support a request for leave because of a serious
health condition, and may require second or third opinions (at the employer’s expense) and fitness
for duty report to return to work.
For the duration of FMLA leave, the employer must maintain the employee’s health coverage
under any “group health plan.”
Upon return from FMLA leave, most employees must be restored to their original or equivalent
positions with equivalent pay, benefits, and other employment terms. The use of FMLA leave
cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s
leave.
FMLA makes it unlawful for any employer to:
•
interfere with, restrain, or deny the exercise of any right provided under FMLA:
•
discharge or discriminate against any person for opposing any practice made unlawful
by FMLA or for involvement in any proceeding under or relating to FMLA.
Code No. 414.3-E1
Page 2
CLASSIFIED EMPLOYEE FAMILY AND MEDICAL LEAVE NOTICE TO EMPLOYEES
The U.S. Department of Labor is authorized to investigate and resolve complaints of violations.
An eligible employee may bring a civil action against an employer for violations.
FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State
of local law or collective bargaining agreement which provides greater family or medical leave
rights.
If you have access to the Internet visit FLMA’s website: http://www.dol.gov/esa/whd/flma
or contact the nearest office of Wage and Hour Division, listed in most telephone directories under
U.S. Government, Department of Labor. For listing of records that must be kept by employers to
comply with FMLA visit the U.S. Dept. of Labor’s website:
http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_825/29CFR825.500.htm
Approved: December 19, 2005 Reviewed: _________________ Revised: __________________
Code No. 414.3-E2
CLASSIFIED EMPLOYEE
FAMILY AND MEDICAL LEAVE REQUEST FORM
Date: ____________________
I, ______________________________, request family and medical leave for the following reason:
(check all that apply)
____
____
____
____
____
____
for the birth of my child;
for the placement of a child for adoption or foster care;
to care for my child who has a serious health condition;
to care for my parent who has a serious health condition;
to care for my spouse who has a serious health condition; or
because I am seriously ill and unable to perform the essential functions of my
position.
I acknowledge my obligation to provide medical certification of my serious health condition or that
of a family member in order to be eligible for family and medical leave within 15 days of the request
for certification.
I acknowledge receipt of information regarding my obligations under the family and medical leave
policy of the school district.
I request that my family and medical leave begin on __________________ and I request leave as
follows: (check one)
____
continuous
I anticipate that I will be able to return to work on ____________________.
____
intermittent leave for the:
____
____
birth of my child or adoption or foster care placement subject
to agreement by the district
serious health condition of myself, parent, or child when
medically necessary
Details of the needed intermittent leave:______________________________________________
______________________________________________________________________________
______________________________________________________________________________
I anticipate returning to work at my regular schedule on
_______________________________
Code No. 414.3-E2
Page 2
CLASSIFIED EMPLOYEE
FAMILY AND MEDICAL LEAVE REQUEST FORM
____
reduced work schedule for the:
____
birth of my child or adoption or foster care placement subject to agreement by the
school district
____
serious health condition of myself, parent, or child when medically necessary
Details of needed reduction in work schedule as follows: _________________________________
______________________________________________________________________________
______________________________________________________________________________
I anticipate returning to work at my regular schedule on __________________________________
I realize I may be moved to an alternative position during the period of the family and medical
intermittent or reduced work schedule leave. I also realize that with foreseeable intermittent or
reduced work schedule leave, subject to the requirements of my health care provider, I may be
required to schedule the leave to minimize school district operations.
While on family and medical leave, I agree to pay my regular contributions to employer sponsored
benefit plans. My contributions shall be deducted from moneys owed me during the leave period.
If no monies are owed me, I shall reimburse the school district by personal check (cash) for my
contributions. I understand that I may be dropped from the employer-sponsored benefit plans for
failure to pay my contribution.
I agree to reimburse the school district for any payment of my contributions with deductions from
future monies owed to me or the school district may seek reimbursement of payments of my
contributions in court.
I acknowledge that the above information is true to the best of my knowledge.
Signed ______________________________________
Date _______________________________
Code No. 414.3-E3
CLASSIFIED EMPLOYEE FAMILY AND MEDICAL LEAVE CERTIFICATION FORM
1. Employee’s Name ______________________________________
2. Patient’s Name (if different from employee) __________________________________
3. The attached sheet describes what is meant by a “serious health condition” under the Family
and Medical Leave Act. Does the patient’s condition, for which the employee is taking FMLA
leave, qualify under any of the categories described? If so, please check the applicable
category.
_____ (1) _____ (2) _____ (3) _____ (4) _____ (5) _____ (6) or
_____ None of the above
4. Describe the medical facts which support your certification, including a brief statement as to
how the medical facts meet the criteria of one of there categories: _______________________
___________________________________________________________________________
5. a. State the approximate date the condition commenced, and the probable duration of the
condition (and also the probable duration of the patient’s present incapacity, i.e. inability
to work, attend school or perform other regular activities due to the serious health
condition, treatment therefore, or recovery therefrom, if different): _____________________
_________________________________________________________________________
b. Will it be necessary for the employee to take work only intermittently or to work on a less
than full schedule as a result of the condition (including for treatment described in Item 6
below)? __________________________________________________________________
________________________________________________________________________
6. a. If additional treatments will be required for the condition, provide an estimate of the
probable number of treatments:_______________________________________________
________________________________________________________________________
If the patient will be absent from work or other daily activities because of treatment on an
intermittent or part-time basis, also provide an estimate of the probable number of and interval
between such treatments, actual or estimated dates of treatment if known, and period required
for recovery if any: ____________________________________________________________
___________________________________________________________________________
b. If any of these treatments will be provided by another provider of health services (e.g.,
physical therapist), please state the nature of the treatments: ________________________
_________________________________________________________________________
c. If a regimen of continuing treatment by the patient is required under your supervision,
provide a general description of such regimen (e.g. prescription drugs, physical therapy
requiring special equipment): _________________________________________________
_________________________________________________________________________
Code No. 414.3-E3
Page 2
CLASSIFIED EMPLOYEE FAMILY AND MEDICAL LEAVE CERTIFICATION FORM
7. a. If medical leave is required for the employee’s absence from work because of the
employee’s own condition (including absences due to pregnancy or a chronic condition), is
the employee unable to perform work of any kind? ________________________________
________________________________________________________________________
b. If able to perform some work, is the employee unable to perform any one or more of the
essential functions of the employee’s job (the employee or the employer should supply you
with information about the essential job functions)? _______________________________
________________________________________________________________________
If yes, please list the essential functions the employee is unable to perform. ______________
__________________________________________________________________________
c. If neither a. nor b. applies, is it necessary for the employee to be absent from work for
treatment?_______________________________________________________________
8.
a. If leave is required to care for a family member of the employee with a serious health
condition, does the patient require assistance for basic medical or personal needs or
safety, or for transportation?_________________________________________________
b. If no, would the employee’s presence to provide psychological comfort be beneficial to the
patient or assist in the patient’s recovery?
c. If the patient will need care only intermittently or on a part-time basis, please indicate the
probable duration of this need: _______________________________________________
________________________________
(Signature of Health Care Provider)
_____________________________________
(Type of Practice)
________________________________
(Address)
_____________________________________
(Telephone Number)
To be completed by the employee needing family leave to care for a family member.
State the care you will provide and an estimate of the period during which care will be provided,
including a schedule if leave is to be taken intermittently or if it will be necessary for you to work
less than a full schedule: __________________________________________________________
________________________________
(Employee Signature)
_____________________________________
(Date)
Code No. 414.3-E3
Page 3
CLASSIFIED EMPLOYEE FAMILY AND MEDICAL LEAVE CERTIFICATION FORM
A serious health condition means an illness, injury impairment, or physical or mental condition that
involves one of the following:
1. Hospital Care – In patient care (i.e. an overnight stay) in a hospital, hospice, or residential
medical care facility, including any period of incapacity or subsequent treatment in
connection with or consequent to such inpatient care.
2. Absence Plus Treatment – A period of incapacity of more than three consecutive calendar
days (including any subsequent treatment or period of incapacity relating to the same
condition), that also involves:
a. treatment two or more times by a health care provider, by a nurse or physician’s
assistant under direct supervision of a health care provider or by a provider of health
care services (e.g. physical therapist) under the orders of, or on referral by, a health
care provider; or
b. treatment by a health care provider on at least one occasion which results in a
regimen of continuing treatment under the supervision of the health care provider.
3. Pregnancy – Any period of incapacity due to pregnancy or for prenatal care.
4. Chronic Conditions Requiring Treatments – A chronic condition which:
a. requires periodic visits for treatment by a health care provider, or by a nurse or
physician’s assistant under direct supervision of a health care provider;
b. continues over an extended period of time (including recurring episodes of a single
underlying condition); and
c. may cause episodic rather than a period of incapacity (e.g. asthma, diabetes,
epilepsy, etc.).
5. Permanent/Long-term Conditions Requiring Supervision – A period of incapacity which is
permanent or long-term due to a condition for which treatment may not be effective. The
employee or family member must be under the continuing supervision of, but need not be
receiving active treatment by a health care provider. Examples include Alzheimer’s, a
severe stroke, or the terminal stages of a disease.
6. Multiple Treatments (Non-chronic Conditions) – Any period of absence to receive multiple
treatments (including any period of recovery therefrom) by a health care provider or by a
provider of health care services under orders of, or on referral by, a health care provider,
either for restorative surgery after an accident or other injury, or for a condition that would
likely result in a period of incapacity of more than three consecutive calendar days in the
absence of medical intervention or treatment such as cancer (chemotherapy, radiation,
etc.), severe arthritis (physical therapy) and kidney disease (dialysis).
Approved: December 19, 2005
Reviewed: ________________ Revised: ________________
Code No. 414.4
CLASSIFIED EMPLOYEE
FAMILY ILLNESS AND BEREAVEMENT
(Not deducted from sick leave)
a. Immediate family illness
There will be allowed absences because of serious illness in the immediate family
up to a total of five (5) days for each instance.
b. Immediate family death
There will be allowed absences because of death in the immediate family up to a
total of five (5) days for each instance.
c. Other relative death
There will be allowed absence because of death of any other relative one (1) day
absence for funeral attendance.
d. Other requests
Other requests for sick leave may be considered upon written request.
e. Definitions:
• An immediate family shall include mother, father, sister, brother, child, husband,
wife, grandparents, grandchildren, father-in-law, mother-in-law, sister-in-law,
brother-in-law, son-in-law or daughter-in-law.
•
Serious illness in the immediate family is defined as something very urgent
where the patient is critical or unstable with a guarded prognosis, or is
hospitalized with the possibility of surgery. Serious illness does not include
family dental or eye examinations, nor does it include absence from service
because of non-serious illness of an immediate family member.
•
Absences because of serious family illnesses and bereavement will not be
charged against accumulated sick leave. The Board shall pay the cost of
substitutes required because of absences for serious family illness and
bereavement.
Approved: March 9, 1987
Reviewed: December 19, 2005
Revised: December 19, 2005
Code No. 414.5
CLASSIFIED EMPLOYEE POLITICAL LEAVE
The board will provide a leave of absence to classified employees to run for elective public office.
The superintendent shall grant a classified employee a leave of absence to campaign as a
candidate for an elective public office as unpaid leave.
The classified employee will be entitled to one period of leave to run for the elective public office,
and the leave may commence any time within thirty days of a contested primary, special, or
general election and continue until the day following the election.
The request for leave must be in writing to the superintendent at least thirty days prior to the
starting date of the requested leave.
Cross Reference:
401.9 Employee Political Activity
Classified Employee Vacations and Leaves of Absence
Approved: February 19, 1990
Reviewed: _____________
Revised: May 20, 1996
Code No. 414.6
CLASSIFIED EMPLOYEE JURY DUTY LEAVE
The board will allow classified employees to be excused for jury duty unless extraordinary
circumstances exist. The superintendent has the discretion to determine when extraordinary
circumstances exist.
Employees who are called for jury service shall notify the direct supervisor within twenty-four hours
after notice of call to jury duty and suitable proof of jury service pay must be presented to the
school district. The employee will report to work within one hour on any day when the employee is
excused from jury duty during regular working hours.
Classified employees will receive their regular salary. Any payment for jury duty shall be turned
over to the school district.
Cross Reference:
414
Classified Employee Vacations and Leaves of Absence
Approved: February 19, 1990
Reviewed: ______________
Revised: May 20, 1996
Code No. 414.7
CLASSIFIED EMPLOYEE MILITARY SERVICE LEAVE
The board recognizes classified employees may be called to participate in the armed forces,
including the national guard. If a classified employee is called to serve in the armed forces, the
employee shall have a leave of absence for military service until the military service is completed.
The leave shall be without loss of status or efficiency rating, and without loss of pay during the first
thirty calendar days of the leave.
Cross Reference:
414
Classified Employee Vacations and Leaves of Absence
Approved: February 19, 1990
Reviewed: ______________
Revised: May 20, 1996
Code No. 414.8
CLASSIFIED EMPLOYEE UNPAID LEAVE
Unpaid leave may be used to excuse an involuntary absence not provided for in other leave
policies. Unpaid leave for classified employees must be authorized by the superintendent.
Whenever possible, classified employees shall make a written request for unpaid leave ten days
prior to the beginning date of the requested leave. If the leave is granted, the deductions in salary
shall be made unless they are waived specifically by the superintendent.
The superintendent shall have complete discretion to grant or deny the requested unpaid leave. In
making this determination, the superintendent shall consider the effect of the employee's absence
on the education program and school district operations, the financial condition of the school
district, length of service, previous record of absence, the reason for the requested absence and
other factors the superintendent believes are relevant in making this determination.
If unpaid leave is granted, the duration of the leave period shall be coordinated with the scheduling
of the education program whenever possible, to minimize the disruption of the education program
and school district operations.
Cross Reference:
414
Approved: February 19, 1990
Classified Employee Vacations and Leaves of Absence
Reviewed: _____________
Revised: May 20, 1996
Code No. 414.9
CLASSIFIED EMPLOYEE PROFESSIONAL PURPOSES LEAVE
Professional purposes leave may be granted to classified employees for the purpose of attending
meetings and conferences directly related to their assignments. Application for the leave must be
presented to the superintendent five days prior to the meeting or conference.
It shall be within the discretion of the superintendent to grant professional purposes leave. The
leave may be denied on the day before or after a vacation or holiday, on special days when
services are needed, when it would cause undue interruption of the education program and school
district operations, or for other reasons deemed relevant by the superintendent.
Cross Reference:
408.1 Licensed Employee Professional Development Classified
Employees - General
Approved: May 20,1996
Reviewed: _____________
Revised: _______________
Code No. 414.10
PERSONAL LEAVE
Aides, nurses, secretaries, custodians, director of lunch program, cooks, technology coordinator
and director of transportation may be granted three days for personal affairs or business. The cost
of the three days of such leave will be at district expense. All applications for personal leave shall
be submitted and approved by the Superintendent.
Classified staff members desiring to use personal leave shall give two (2) days written notice to the
Superintendent of their intention to use said leave. Personal leave cannot be taken during the first
five (5) pupil contact days or during the last five (5) pupil contact days of the school year. There
can be no more than four (4) personal leave for any one pupil contact day in the entire district.
Approved: March 9, 1990
Reviewed: October 21, 2002
Revised: April 11, 2016
Code No. 419.1
GRIEVANCE PROCEDURES FOR SUPPORT PERSONNEL
If an employee claims a Board policy, or an administrative rule has been violated, within five (5)
days of the alleged violation, the individual shall first discuss the complaint with his/her immediate
supervisor. If the complaint is unresolved at the supervisory level, the employee shall discuss the
complaint with the building superintendent/principal. If the complaint is not resolved, the employee
shall next place the complaint in writing within five (5) days of the discussion with the
superintendent/principal. If the complaint is not resolved in writing within ten (10) working days
following the discussion with the superintendent/principal, the employee may ask to have the item
placed in the agenda for the next meeting of the Board.
The decision of the Board shall be final.
The purpose of this procedure is to resolve all complaints at the lowest possible administrative
level.
Approved: February 19, 1990
Reviewed: May 20, 1996
Revised: ______________
Code No. 419.2
SUBSTITUTES FOR SUPPORT PERSONNEL
Every effort shall be made to fill temporary positions with substitutes who have preparations equal
to those of the regular support personnel. The Board shall determine the pay rate for substitute
employees.
Approved: February 19, 1990
Reviewed: _____________
Revised: May 20,1996
Code 420.1
CERTIFICATED PERSONNEL JOB DESCRIPTION
Title:
Teacher
Qualifications: 1.
2.
3.
4.
Certificate, license, transcript or other legal credential required.
Degree(s) required and area of major study.
Kind and amount of prior job experience required.
Such alternatives to the above qualifications as the Board may find appropriate
and acceptable.
Reports To:
Person designated by the Board or the Superintendent.
Job Goals:
To help students learn subject matter and skills that will contribute to their
development as mature, able and responsible men and women.
PERFORMACE RESPONSIBILITIES:
1. Meets and instructs assigned classes in the locations and at the times designated.
2. Meets all requirements of the Iowa Core Curriculum as set out for their grade level or
content area, including the Characteristics of Effective Instruction as described by the Iowa
Department of Education.
3. Plans a program of study that, as much as possible, meets the individual needs, interests
and abilities of the students.
4. Creates a classroom environment that is conducive to learning and appropriate to the
maturity and interests of the students.
5. Prepares for classes assigned and shows written evidence of preparation upon request of
immediate superior.
6. Encourages students to set and maintain standard of classroom behavior.
7. Guides the learning process toward the achievement of curriculum goals and—in harmony
with the goals—establishes clear objectives for all lessons, units, projects and the like to
communicate these objectives to students.
8. Employs a variety of instructional techniques and instructional media, consistent with the
physical limitations of the location provided and the needs and capabilities of the individuals
or students involved.
9. Strives to implement by instruction and action the district’s philosophy of education and
instructional goals and objectives.
10. Assess the accomplishments of students on a regular basis and provides progress reports
as required.
11. Diagnoses the learning disabilities of students on a regular basis, seeking the assistance of
district specialists as required.
12. Takes all necessary and reasonable precautions to protect students, equipment, materials
and facilities.
13. Maintains accurate, complete and correct records as required by law, district policy and
administrative regulation.
14. Assists the administration in implementing all policies and rules governing student life and
conduct, and for the classroom, develops reasonable rules of classroom behavior and
procedure and maintains order in the classroom in a fair and just manner.
Code No. 420.1
Page 2
CERTIFICATED PERSONNEL JOB DESCRIPTION
15. Makes provision for being available to students and parents for education-related purposes
outside the instructional day when required or requested to do so under reasonable terms.
16. Plans and supervises purposeful assignments for teacher aide(s) and volunteer(s) and
evaluates their job performance.
17. Strives to maintain and improve professional competence.
18. Attends staff meetings and serves on staff committees as required.
TERMS OF EMPLOYMENT:
Certain terms of employment established through the collective bargaining process. Those
terms of employment not established through collective bargaining established by the
Board.
EVALUATION:
Performance of this job will be evaluated in accordance with provisions of the Board’s policy
on Evaluation of Professional Personnel.
Approved: January 19, 1993
Reviewed: May 20, 1996
Revised: April 11, 2011
Code No. 420.2
EDUCATIONAL AIDES
Assignment: Members of the Aides staff shall be assigned duties and responsibilities by either
the Superintendent of Schools, or the Principal of the building by which assigned.
Reports To: Teacher
Aides will be classified as either Clerical Aides or as Associate Aides. The Associate Aides must
have two-years (60-semester hours) of higher ed or an Associate or higher degree or hold a paraeducator’s certificate or substitute teacher's license. Associate Aides who are working towards any
of the above requirements and capable of completing it within two years will also be eligible for
hire. The Associate Aide may be assigned student supervisory duties whereas the Clerical Aide
will be assigned only clerical duties. Individual work schedules will be developed and assignments
made. Aides will be paid only for hours actually worked unless provisions contained herein provide
for payment.
Job Goal: To provide a well organized, smoothly functioning class environment in which students
can take full advantage of the instructional program and available resource materials.
Performance Responsibilities:
1. Administers, scores and records such achievement and diagnostic tests as the teacher
recommends for individual students.
2. Works with individual students or small groups of students to reinforce learning of material
or skills initially introduced by the teacher.
3. Assists the teacher in devising special strategies for reinforcing material or skills based on a
sympathetic understanding of individual students, their needs, interests and abilities.
4. Operates and cares for equipment used in the classroom for instructional purposes.
5. Helps students master equipment or instructional materials assigned by the teacher.
6. Distributes and collects workbooks, papers and other materials for instruction.
7. Guides independent study, enrichment work and remedial work set up and assigned by the
teacher.
8. Assists with the supervision of students during emergency drills, assemblies, play periods
and field trips.
9. Keeps bulletin board and other classroom learning displays up-to-date.
10. Assists with such large group activities as drill work, reading aloud and story-telling.
11. Reads to students, listens to students read and participates in other forms of oral
communication with students.
12. Assists students in the library or media center.
13. Checks notebooks, corrects papers and supervises testing and make-up work, as assigned
by the teacher.
14. Checks and records student attendance.
15. Collects and records collection of money.
16. Helps students with their clothing.
17. Assists with lunch, snack and cleanup routines.
18. Assists with wash-up and toilet routines.
19. Alerts the regular teacher to any problem or special information about an individual student.
Code No. 420.2
Page 2
EDUCATIONAL AIDES
20. Serves as the chief source of information and help to any substitute teacher assigned in the
absence of the regular teacher.
21. Maintains the same high level of ethical behavior and confidentiality of information about
students as is expected of fully licensed teachers.
22. Participates in in-service training programs, as assigned.
Evaluation: Performance of this job will be evaluated in accordance with provisions of the Board’s
policy on Evaluation of Classified Employee.
Overtime Payment: Aides will receive overtime payment at a rate of 1 1/2 times the regular hourly
rate for all hours worked, in any one week, over 40 hours. Overtime must be submitted on a time
sheet that has been approved. As a general rule, overtime will be approved only when assigned
by supervisory personnel. Sick leave will be counted as worked hours and will be included in
determining overtime benefits.
Procedure For Reporting, Determining and Distributing Wage Payments: Aides will be paid
their fiscal year contract in 12 equal monthly payments (September – August).
Termination: The employee, or employer, will be required to give at least 14 calendar days
written notice before either party can terminate employment.
Payroll Update: Each aide will receive a yearly payroll update.
Physical Examination: New employees: All new employees shall be required to pass a physical
examination pursuant to the form provided by the School District. The Board shall pay up to
$20.00 of what insurance does not pay of said physical examination.
Approved: February 23, 1978
Reviewed: December 19, 2005
Revised: June 13, 2013
Code No. 420.3
DEAN OF STUDENTS
Policy Title:
Qualifications and Duties -
I.
Objective
The Dean of Students shall provide day-to-day supervisory and leadership responsibilities
in the absence of a principal, overseeing management duties as will provide for the
educational well being of each student in the school and shall refer duties that require
administrative certification to administration.
II.
Qualifications
1. A master's degree or working toward one.
2. Iowa administrator license.
3. Evaluator license or working toward one.
4. Three years successful experience as a classroom teacher preferred.
5. Such alternatives to the above qualifications as the Board may find appropriate and
acceptable.
III.
Reports To
Administrative Team
IV.
Performance Responsibilities
1. Provides daily management and overall administration of the middle school.
2. Assists the principal in the overall administration of the school.
3. Administers school rules regarding attendance.
4. Supervises the reporting and monitoring of student attendance, and works with
Juvenile Liaison Officer for investigative follow-up actions.
5. Assists in maintaining discipline throughout the student body, administers
consequences for minor offenses and works with a principal on the more severe.
6. Supervises conduct within the school, and oversees all disciplinary procedures,
keeping records of any disciplinary action.
7. Works with the administrative team in the preparation of the student handbook.
8. Establishes supervision schedules, including supervision of lunch, recess, bus duties,
hallways, study halls, and classroom coverage.
9. Schedules and conducts necessary staff meetings, including problem solving
and student assistance team meetings.
Code No. 420.3
Page 2
DEAN OF STUDENTS
10. Cooperates in the conducting of safety inspections and safety drill activities in the
middle school.
11. Serves with parent, faculty and student groups as requested in advancing educational
and related activities and objectives.
12. Participates as a member of the administrative team and the District Leadership Team.
13. Performs such tasks and assumes such responsibilities as the administrative team may
from time to time assign.
14. Provides input in the evaluation of staff as requested by administrator
.
15. Shall conform to all equity rules and regulations relating to nondiscrimination on the
basis of age, color, creed, national origin, race, religion, marital status, sex, sexual
orientation, gender identity, physical attributes, physical or mental ability or disability,
ancestry, political party preference, political belief, socioeconomic status, or familial
status.
16. All other duties as assigned by administrative team.
Approved: August 16, 2010
Reviewed: _______________
Revised: April 11, 2016
Code No. 420.4
SECRETARIES
Assignment: Members of the secretarial staff shall be assigned duties and responsibilities by
either the Superintendent of Schools, or the Principal of the building to which she/he is assigned.
Secretaries will be paid only for hours actually worked unless provisions contained herein provide
for payment.
Job Goal: To assure the smooth and efficient operation of the school office so that the office’s
maximum positive impact on the education of children can be realized.
Performance Responsibilities:
1.
Performs usual office routines.
2.
Maintains such student records as shall be required.
3.
Receives and routes all incoming calls.
4.
Maintains a daily teacher attendance log and the concomitant records for substitute
teachers.
5.
Rings the bells that signal school opening, class-changing time and school closing.
6.
Processes all changes and adjustments in student schedules after the second week of
the school year.
7.
Operates word processors, computers, calculators, copiers and facsimile machines.
8.
Maintains and updates the Student Information System regularly.
Evaluation: Performance of this job will be evaluated in accordance with provisions of the Board’s
policy on Evaluation of Support Services Personnel.
Overtime Payment: Secretaries will receive overtime payment at a rate of 1 1/2 times the regular
hourly rate for all hours worked, in any one week, over 40 hours. Overtime must be submitted on
the time sheet that has been approved. As a general rule, overtime will be approved only when
assigned by supervisory personnel. Sick leave, vacation or holiday time will be counted as worked
hours and will be included in determining overtime benefits.
Procedure For Reporting, Determining and Distributing Wage Payments: Secretaries will be
paid their fiscal year contract in 12 equal monthly payments (August – July).
Termination: The employee, or employer, will be required to give at least 14 calendar days
written notice before either party can terminate employment.
Payroll Update: Each secretary will receive a yearly payroll update.
Physical Examination: New Employees: All new employees shall be required to pass a physical
examination pursuant to the form provided by the School District. The Board shall pay $20.00
towards the cost of said physical examination. Payment by the Board pursuant to the above shall
be made only after submission of a copy of the physician's statement of services rendered.
Approved: February 18, 1980
Reviewed: December 19, 2005
Revised: June 17, 2013
Code No. 420.5
BOARD SECRETARY-TREASURER
Title: Board Secretary-Treasurer
Qualifications:
1.
AA degree or higher preferred
2.
Strong math and computer skills
3.
Accounting background in previous work experience.
4.
Possess licensure for school business officials as prescribed by the Department of
Education.
Assignment: Board secretary-treasurer shall be assigned duties and responsibilities by either the
Superintendent of School or the Board of Directors.
Reports to: Superintendent and President of the Board
Job Goal: To complete the detail and written work relating to Board operations and to coordinate
other matters essential to the efficiency of the Board.
Performance Responsibilities:
1.
Give public notice and attend all meetings of the Board.
2.
Custodian of school district records: Preserve and maintain the records and documents
pertaining to the business of the Board.
3.
Keep complete minutes of special and regular board meetings, including closed
sessions; send a copy of such minutes to each member of the Board at least one week
prior to the next regular meeting of the Board.
4.
Assist in the preparation of agenda setting forth all known items of business to be
considered at Board meeting and deliver agenda to Board members at least three days
prior to the monthly Board meeting.
5.
Publish all legal notices concerning district business.
6.
Keep a record of the results of regular and special elections.
7.
Keep an accurate account of school funds; report monthly on financial activity of each.
8.
Signs warrants drawn on the school funds after board approval.
9.
File the required reports with the Iowa Department of Education and other appropriate
federal and state agencies.
10.
Oversee the investment portfolio; report annually.
11.
Receive funds of the school district.
12.
Pay out warrants for expenses approved by the board.
13.
Maintain accurate accounting records for each fund.
14.
Coordinate the financial records, the financial reports, the cash flow needs and the
investment portfolio of the school district.
15.
Knowledgeable operation of computer (word processor, database, spreadsheet) and all
other office machines (copier, facsimile, calculator, etc.).
16.
Oversee and coordinate networked computer accounting system.
17.
Maintain appropriate spreadsheets to assist with salary negotiations.
18.
Oversee district and employee insurance.
19.
Prepare for and assist with yearly audit of the district’s financial records.
20.
Assist with yearly certified budget. Compile yearly working budget book.
Code No. 420.5
Page 2
21.
22.
BOARD SECRETARY-TREASURER
Payroll:
a. Calculate and issue all employee contracts
b. Calculate monthly payroll
c. Do timely electronic withholding reports
d. Do timely monthly and quarterly reports to appropriate entities
e. Issue employee W-2 forms
Perform such other tasks as are assigned from time to time. (ie, surveys)
Terms of employment: Twelve-month year. Salary and work year to be established by the
Board.
Evaluation: Performance of this job will be evaluated annually by the Superintendent on behalf of
the Board.
Procedure For Reporting, Determining and Distributing Wage Payments: Board SecretaryTreasurer will be paid his/her fiscal year contract in 12 equal monthly payments (August – July).
Termination: The employee, or employer, will be required to give at least 14 calendar days
written notice before either party can terminate employment.
Payroll Update: Board Secretary-Treasurer will receive a yearly payroll update.
Physical Examination: New Employee: All new employees shall be required to pass a physical
examination pursuant to the form provided by the School District. The Board shall pay $20.00
towards the cost of said physical examination.
Payment by the Board pursuant to the above shall be made only after submission of a copy of the
physician’s statement of services rendered.
Approved: February 18, 1980
Reviewed: December 19, 2005
Revised: June 17, 2013
Code No. 420.6
SCHOOL NURSE
Assignment:
1. On matters pertaining to the entire school system, the nurse will be responsible to the
Superintendent of Schools. On matters pertaining to individual students, small groups of
students, or in specific buildings, the nurse will be responsible to the building principal. If a
problem involves all elementary students, it will be brought to the attention of the
Superintendent who will then confer with the elementary principal.
a. The school nurse shall check with the building principal before:
• Arranging any group meetings of teachers.
• Distributing any general information to staff members.
• Recommending change of procedures to either individual or groups of teachers.
• Making any home visits either at the request of staff members or administrators.
b. All matters which would affect or deal with school policy or the establishing of
school policy shall be checked with the school administrators before implementing.
2. The school nurse will discuss individual student health problems, group health problems or
home visitations with the building principal/counselor involved. Written reports of home
visitation shall be maintained.
3. The school nurse will outline and implement major health program activities during each
school year. A School Health Guide will be developed and up-dated periodically.
4. Specific Duties
a. The school nurse will be expected to organize an effective health program providing
for individual health problems and assisting with the overall health education
program of the school district.
i. Work with the building principals and guidance counselors and student
assistance team to become aware of the “educationally deprived” students.
The nurse should be aware of all students who are, or might be having
difficulties in school due to personal health (poor diet, physical deficienciestemporary or permanent, etc.)
ii. Work with building principals, counselors and SAT members in becoming
knowledgeable about services available to parents at the county and state
level.
iii. Be prepared to make home visitations. If a student is having difficulty with
difficulty with school achievement, that are assessed in part or total health
reasons, it will be necessary to visit the home, assess the home situation
and make positive recommendations.
iv. Assist teachers, associate aides and secretaries to provide health services
assistance are the normal routine chores of the school nurse (weighing,
measuring, maintaining public health records and immunization cards, vision
and headlice screenings). Through this process, the nurse will be able to
locate students with health problems.
v. Immunization shot records and student medical releases are to be
maintained and filed in each attendance center.
vi. The school nurse will establish a central office or home base in the high
school building for the purpose of providing a central planning location. The
nurse will operate from a tentative weekly schedule published at the
beginning of the year and given to the building secretaries. Priority of
adjustment of schedule to be based on:
Code 420.6
Page 2
SCHOOL NURSE
Request for transportation of ill pupils when parents or friends are unable
to come after the child.
§ Involvement in a particular health program.
§ Serious injury in any building.
vii. The nurse will maintain the High School Emergency Room with assistance
from EMT teachers in the building.
viii. A summary report of activities and programs will be expected at the close of
the school year.
b. Chapter 102. Procedures For Charging and Investigating Incidents of Abuse of
Students by School Employees. School Nurse-Level I Designated Investigator
§
Procedure for Reporting, Determining and Distributing Wage Payments: The nurse will be
paid in 12 equal monthly payments (September – August).
Termination: The employee, or employer, will be required to give at least 14 calendar days
written notice before either party can terminate employment.
Payroll Update: The nurse will receive a yearly payroll update.
Physical Examination: New employee: All new employees shall be required to pass a physical
examination pursuant to the form provided by the School District. The Board shall pay $20.00
towards the cost of said physical examination.
Payment by the Board pursuant to the above shall be made only after submission of a copy of the
physician's statement of services rendered.
Approved: February 19, 1990
Reviewed: December 19, 2005
Revised: June 17, 2013
Code No. 420.7
FOOD SERVICE DIRECTOR JOB DESCRIPTION
The food service director is defined by the North Fayette Community School District as the
individual who oversees and manages the food service operation. The job functions include
nutrition and menu planning; program accountability; sanitation, safety and security; equipment
management and recordkeeping; personnel management; and professional development. The
food service operation is to provide an environment that supports healthy food habits while
maintaining program integrity and customer satisfaction.
AREAS OF RESPONSIBILITY:
1. Nutrition and Menu Planning
• Ensures all meals served meet the current nutritional standards and meet pattern
requirements including children with special diets.
• Plans and provides menus that encourage student consumption.
• Maintains nutritional integrity of the school nutrition program through implementation of
the Dietary Guidelines for Americans.
2. Program Accountability
• Ensures program compliance with federal, state and local regulations and maintains
recorded documentation for that compliance.
3. Sanitation, Safety and Security
• Provides an environment that protects the health and well-being of the students and
staff through high levels of sanitation standards as established by federal (OSHA), state
and local agencies.
• Provides a safe environment for performance of work.
• Responds to a food hold and recall in an expedient, effective and efficient manner.
4. Equipment Use and Care
• Establishes responsibility for all food service equipment through proper use and care.
5. Procurement
• Conducts the procurement process within the boundaries of federal, state and school
guidelines.
• Ensures the proper receiving and storage of food and supplies.
6. Food Production and Acceptability
• Directs the preparation of foods that taste good and are nutritious.
• Sets up and maintains standards for control of quality and quantity of food production
and distribution.
• Maintains an operation that responds to the students’ food preference.
• Provides a system for preparing and maintaining records that reflects an accurate report
for planned meals, food produced and food discarded.
7. Service
• Develops standards of excellence for providing and maintaining quality in the
Code No. 420.7
Page 2
FOOD SERVICE DIRECTOR JOB DESCRIPTION
•
presentation and service of food.
Provides leadership to ensure school meals will be served in pleasant facilities and by a
courteous staff.
8. Financial Management and Recordkeeping
• Operates the program within budget while maintaining an efficient and effective
organization.
• Ensures all records and supporting documentation are maintained in accordance with
federal, state and local regulations and policies.
• Knows fundamentals of effective financial management practices.
9. Personnel Management
• Manages the school nutrition program according to all federal, state and local district
employment laws, policies and regulations.
• Implements organizational techniques to accomplish job tasks with efficiency and
maximum use of human resources that adheres to the highest ethical integrity.
• Creates an atmosphere of employee productivity and satisfaction in the work place.
• Integrates a comprehensive training program and standards for evaluating employee
performance into the overall management of the school nutrition program.
10. Professional Development
• Provides leadership that sets high professional standards for the food service
employees.
Approved: April 14, 2008
Reviewed: _____________
Revised: _______________
Code No. 420.7-R1
FOOD SERVICE DIRECTOR DUTIES
ASSIGNMENT: Direct and supervise the total school lunch program under the supervision of the
Superintendent of Schools, coordinated with respective building principals.
DUTIES INCLUDE:
1. Plan menus one month in advance, copy to superintendent for district distribution.
2. Direct, supervise, evaluate, the work of school lunch cooks.
3. Collect-verify monthly time sheets for cooks and hours for student workers and turn into
board secretary the first day of each month.
4. Assign employee work schedules; preparation, serving, clean-up and food delivery.
5. Recommend to superintendent the employment of new employees or dismissal of
present employees.
6. And all other matters directed by superintendent, which include:
A. Commodities
1. Keep inventory records. Commodities received-commodities utilized.
2. Check on condition of commodities at regular intervals.
3. Supervise storage place temperature, etc., as recommended by USDA
4. Administrate the C.A.N.R. card for Dept. of Education and records required.
B. Purchasing
1. Authority-responsibility for purchasing of food and supplies and ordering of
commodities by the internet. To collect-verify all invoices of purchases. To turn
into to superintendent's secretary all incises for the month for payment from the
lunch fund. Maintain records or current food prices from wholesale houses for
ongoing price comparisons. Equipment purchasing, only with approval of the
superintendent. Responsible for the financial operation of the lunch program,
from the lunch fund, in a solvent-frugal manner.
2. Recommend Yearly Student-Adult Lunch Fees.
C. Transportation of meals to other school buildings
D. Equipment Repair
1. Major items, with approval of superintendent.
2. Minor items, director will supervise, with assistance from custodians, for
completed repair.
E. Coordination with administrator
1. To work with principals in all buildings to set up lunch schedules and timing by
satellite delivery system to fit the feeding schedules with instructional program
schedules.
2. To support the district efforts when hosting meetings and conferences when
meals are requested. Requires, directing preparation, serving, clean-up and
separate record keeping for separating these costs from lunch program costs.
F. Reports: Tasks include, but not limited to:
1. End of year depression, inventory and value report by June 1st or close of the
year.
Code No. 420.7-R1
Page 2
FOOD SERVICE DIRECTOR DUTIES
2. Monthly – Contracted meals count to superintendent's secretary.
3. Daily - Daily cost report, daily food production report required by Department of
Education and daily head-start count and monthly preparation of bill.
7. Administer deficiencies noted by inspectors from various governmental agencies will be
reported to the central office.
Approved: February 19, 1990
Reviewed: May 20, 1996
Revised: April 14, 2008
Code No. 420.8
SCHOOL LUNCH COOKS
Assignment: Members of the School Lunch staff shall be assigned duties and responsibilities by
either the Superintendent of Schools, the Director of School Lunches, or the Principal of the
building to which he/she is assigned.
Job Goal: To serve the students attractive and nutritious meals in an atmosphere of efficiency,
cleanliness and friendliness.
Performance Responsibilities:
1. Assists in the preparation of food portions and prepares cafeteria counter.
2. Serves students and staff from the cafeteria counter.
3. Removes used dishes and assists in the cleaning of counters, tables and furnishing in the
dining area.
4. Maintains the trash and garbage collection area in a neat and sanitary fashion.
5. Performs related duties as required including duties at special meal functions.
6. Lunch cooks shall be assigned individual work schedules as developed by the Director of
School Lunch.
7. Assist in all aspects of cleaning in the kitchen and associated areas as instructed by Food
Service Director.
Evaluation: Performance of this job will be evaluated in accordance with provisions of the Board’s
policy on Evaluation of Classified Employee.
Overtime Payment: Lunch cooks will receive overtime payment at a rate of 1 1/2 times the
regular hourly rate for all hours worked, in any one week, over 40 hours. All overtime must be
submitted on a time sheet that has been approved. As a general rule, overtime will be approved
only when assigned by supervisory personnel. Sick leave will be counted as worked hours and will
be included in determining overtime benefits.
Procedure For Reporting, Determining and Distributing Wage Payments: School lunch cooks
will be paid their fiscal year contract in 10 equal monthly payments. Starting 2013 all cooks will be
paid in 12 equal monthly payments (September – August).
Termination: The employee, or employer, will be required to give at least 14 calendar days
written notice before either party can terminate employment.
Payroll Update: Each cook will receive a yearly payroll update.
Physical Examination: New employees: All new employees shall be required to pass a physical
examination pursuant to the form provided by the School District. The Board shall pay up to
$20.00 of what insurance does not pay of said physical examination.
Approved: February 23, 1978
Reviewed: December 19, 2005
Revised: June 17, 2013
Code No. 420.9
NORTH FAYETTE COMMUNITY SCHOOL DISTRICT
Job Description
Title:
TRANSPORTATION AND GROUNDS DIRECTOR
Qualifications:
1. High School diploma or equivalent
2. Demonstrated knowledge of the basic principles of construction, maintenance and
transportation services.
3. Possess or be able to obtain a Commercial Driver’s License and School Bus Permit.
4. Certification of good health signed by licensed physician.
5. Demonstrated aptitude or successful fulfillment of assigned performance
responsibilities.
6. Director shall furnish his own hand tools for repair work.
7. Such alternatives to the above qualifications as the Board may find appropriate and
acceptable.
TRANSPORTATION RESPONSIBILITIES:
The Superintendent of Schools shall also assign the transportation director as bus driver with
additional duties and responsibilities. The major responsibility is to insure a safe, efficient and
economical transportation program for the North Fayette CSD. The Transportation Director has
the following duties:
1.
DRIVERS
A. Selection and approving all new drivers for recommendation to the Board of Directors
Directors through the Superintendent.
B. Assisting with training of new drivers.
C. Keeping drivers informed concerning laws and regulations.
D. Designated contact person for mandated drugs and alcohol testing program. Will
answer questions from employees and others about the program, receive the test
results and receive the identification numbers for drivers who were selected for random
testing and notify those drivers. (Code No. 403.7)
E. Seeing that all drivers have been examined by a physician and declared physically able
to drive.
F. Seeing that all drivers are properly licensed. Must possess Iowa CDL (Commercial
Drivers License) and School Bus Permit.
2.
VEHICLES
A. Responsible for maintenance of approximately twenty school buses and district owned
power equipment, lawn mowers, tractors, snow blowers, school truck, etc.
B. Being familiar with all state regulations for bus equipment.
C. Inspecting all new buses to see that these specifications are met.
D. Seeing that drivers perform pre-trip inspections and that proper reports are completed.
E. Establishing preventative maintenance program
1. regular schedule for greasing and oil changes, performed by supervisor or
designee.
2. regular plan for washing buses, performed by supervisor.
3. regular plan for tire replacement.
4. all minor repairs to chassis or bodies, lights, mirrors, seats, etc.
Code No. 420.9
Page 2
TRANSPORTATION AND GROUNDS DIRECTOR
F. Scheduling buses for necessary repair work to local garages within the school district,
to keep down time to a minimum.
G. Arranging for scheduling and carrying out two or three bus inspections each year and
seeing that necessary repairs are made. All preparation work needed for state
inspection of school buses by Iowa Highway Patrol and representatives from the
division of Transportation, Department of Public Instruction.
H. Conducting unannounced, informal inspections as needed.
3. PUBLIC PASSENGERS
A. Working with principals and teachers in developing and providing an active safety
program for the bus riders.
B. Arranging for emergency evacuation drills. (At least two per year.)
C. Assist with the development/implementation of bus discipline procedures and policies.
4.
BUS ROUTES
A. June-July plan all bus routes for the coming school year. Routes are planned to keep
riding time within legal limits.
B. Review routes for possible hazards.
C. Recommend improving routes by consolidation, re-routing or extension.
5. PERSONNEL
A. Investigating all job applications and making recommendations to the Superintendent
before the applications are considered by the Administration and the Board.
B. Recommend to the Superintendent/Board the discharge or suspension of drivers for
poor performance, infractions of rules and regulations.
C. Make recommendations for pay scale changes for drivers.
D. Schedule annual state mandated two hour in-service for transportation safety.
6. RECORDS
A. Developing and maintaining a system of records covering all phases of the
transportation system.
7. PUBLIC RELATIONS
A. Disseminating information to drivers concerning school bus operations.
B. Investigating all request and complaints concerning transportation.
C. Attending and participating in safety and highway group meetings.
D. Working cooperatively with local and state police, etc., for improvement of safety on the
highway.
8. PURCHASING
A. Assist with developing specifications and writing bid proposals for the purchase of
school buses.
B. Ordering repair parts, tire equipment and other supplies within limits of current year
transportation budget.
C. Maintain an inventory of supplies and repair parts.
Code No. 420.9
Page 3
TRANSPORTATION AND GROUNDS DIRECTOR
9. OTHER ADMINISTRATOR AND SUPERVISORY DUTIES
A. Observing the entire operation of the transportation system which may involve riding bus
routes and observing loading areas and at other places along the bus routes.
B. Investigating school bus accidents.
C. In charge of maintenance/housekeeping of district bus garage.
D. Arranging for buses and drivers for educational and activity trips.
1. Check in daily at the Superintendent’s office for trip requests.
2. Coordinate with respective building principal for trip details.
E. Make recommendations to the Superintendent concerning possible school closing or
early dismissal due to road or weather conditions and other factors affecting
transportation.
F. Working with building principals in organizing a system to facilitate loading, controlling
conduct, conducting safety evacuation drills, proper instruction program for pupils or
passenger safety, etc.
G. Designate drivers for normal daily driving responsibilities during the school year.
H. Summer driving responsibilities are:
1. Route planning for summer swimming program, summer school (educational)
programs and summer sport/activity programs.
I. Major Goal – striving to improve the cooperation among students, drivers, principals,
teachers and parents in order to unify the efforts of all.
10. GROUNDS RESPONSIBILITIES
A. Supervises and inspects all school buildings, grounds and installations on a regular
basis to determine that high standards of workmanship, cleanliness, safety,
maintenance and security are maintained and determines repairs and additional
maintenance that are needed.
B. Establishes and recommends priorities on all repair and maintenance projects.
C. Conducts regular meetings with maintenance staff and communicates expectations to
them in a systematic manner.
D. Supervises needed repairs and maintenance items.
E. Supervises all custodial staff, trains, directs their work as needed and works with them
to ensure a safe and clean learning environment.
F. Assist in evaluation of custodial staff by principals, making recommendations for hiring,
transfer and/or release of custodial staff.
G. Prepares orders for all custodial materials as needed and makes recommendations for
purchase of supplies and equipment.
H. Consults with building principals regarding the establishment of regular preventative
maintenance programs.
I. Advises on the hiring of contractors to perform certain maintenance or repair-type
services and oversees the work done.
J. Completes all reports and maintains such other records as are required.
K. Prepares project specifications, participates in the process of development of
architectural plans, prepares estimates of cost for work to be completed, etc.
L. Oversees the program of new school construction, including alterations and additions to
existing buildings and new school plans.
Approved: February 19, 1990
Reviewed: June 21, 2010
Revised: April 11, 2016
Code No. 420.10
ATTENDANCE AND DISCIPLINE ASSISTANT JOB DESCRIPTION
Title: Attendance Discipline Assistant (ADA)
Qualification:
§ Bachelor’s Degree in Behavioral Science or Humanities preferred, or a minimum of an AA
Degree in Behavioral Sciences or Humanities and two related work experience.
§ Ability to tactfully and efficiently communicate with others in person and in writing.
§ Understanding and appreciation of human and social development.
§ Ability to train and instruct others.
§ Personal maturity to maintain composure under unusual stress or social interaction
pressures.
§ Ability to learn the operations of the Iowa Courts and Juvenile Justice Systems.
§ Further qualifications include:
§ United States Citizenship;
§ Minimum age of 21;
§ No criminal record of founded child abuse reports;
§ A valid Iowa Driver’s License, proof of insurance and no serious driving violations.
Reports to:
§ The building principal/local school district authorities.
Job Goal:
The ADA provides services to students experiencing truancy or other behavioral problems at
home, at school or in the community. The ADA works with Juvenile Court cases in the school
setting as assigned. The ADA assists with behavior and classroom management, conflict
resolution, school attendance and violence prevention. Services may include but are not
limited to: dealing with misbehavior and truancy on an immediate basis, providing family
support services such as outreach and parent education, student in-services and promoting
resource development to meet the needs of at-risk youth most effectively.
Position Objectives:
§ Address and reduce referred students’ inappropriate behavior in school.
§ Reduce the frequency of truancy by students.
§ Assist the student, his/her family and the school by arranging for school/community based
services.
§ Assist in the identification of at-risk students.
§ Serve as a resource for students or families that request assistance in school and/or with
family-related problems.
§ Assist in the development of appropriate programming resources to address the needs of
at-risk youth.
Position Responsibilities:
In addition to working to achieve the position goals and objectives listed above the ADA will
collaborate with school administrators, counselors, teachers and other school staff members to
monitor and address concerns regarding attendance, conduct and academic achievement of
students at-risk or potentially at-risk.
Code No. 420.10
Page 2
ATTENDANCE AND DISCIPLINE ASSISTANT JOB DESCRIPTION
Performance Evaluation:
A performance evaluation shall be conducted at least annually by the administrator(s) of the
North Fayette Community School District.
Approved: July 16, 2001
Reviewed: ___________________ Revised: November 11, 2013
Code No. 420.11
SUPERINTENDENT'S SECRETARY
Assignment: Superintendent’s Secretary shall be assigned duties and responsibilities by the
Superintendent.
Reports To: Superintendent
Job Goal: To complete the detail and written work related to the central office operations and to
coordinate other matters essential to the efficiency of the central office.
Performance Responsibilities:
1. Type all correspondence for the Superintendent, either from written form, dictated.
A. Special education contract, letters, monthly parent newsletter, district reports, bid
forms, bus routes and district directory.
B. Board agendas.
C. Purchase Orders - from approved requisitions.
D. Authority to issue local P.O.'s for purchases within the school district, dividing
business between local merchants.
2. Establish and maintain a filing system.
A. Typed correspondence.
B. School district forms.
C. Job applications and job application forms.
D. Catalogs of supply and equipment companies.
3. Sort the daily delivery of mail by building.
4. Complete lunch fund accounting for the Department of Education.
A. Keep an accurate account of the school lunch fund; reported monthly to the Board.
B. Do payroll for cooks.
C. Maintain daily lunch count.
D. Record daily receipts and expenditures.
5. Keep district special education class lists up-to-date.
A. Maintain records so that out of district special education children can be billed to
resident districts.
B. Keep files up-to-date for in-district special education children that are in out of
district schools.
C. Complete Special Education CAR (Certified Annual Report).
6. Take and direct all incoming calls.
A. Answer as many personnel questions as possible.
B. Direct financial questions to board secretary or superintendent.
7. Post and maintain personnel records for the district employees.
A. Maintain sick leave book and record of current physical examinations for each
classified employee.
B. Maintain file folder for each support personnel; secretaries, cooks, bus drivers,
aides, custodians, nurse, technology coordinator, etc.
1. file districts copy of previous years contract.
2. other personal records.
C. Maintain professional staff personnel folders.
1. college credit record, certificate, credentials, section.
Code No. 420.11
Page 2
SUPERINTENDENT’S SECRETARY
2. evaluation forms section.
3. district's copy of previous years contract section.
D. Maintain separate record accounting of professional staff.
1. notebook of teachers training and contract record.
a. a sheet for contracts issued. (supports C-3 above)
b. a sheet for education acquired. (supports C-1 above)
2. 5x7 summary card file; this form is a summary of credits earned, due dates for
physical examination, due date for school year when teacher will not be
permitted an increment increase due to not meeting the 3 hours credit every five
years (by teacher master contract).
E. Maintain, for central office use, a bound copy of all contracts for employees.
F. Pull and file in safe all personnel records for employees who leave the district.
8. Maintain the Superintendent's appointment calendar.
9. Pay out warrants for expenses approved by the board. (Everything but the
schoolhouse funds.)
10. Lend assistance to board secretary for sound operation of the central administrative
office.
11. Notary public for district employees.
Terms of Employment: Twelve-month year. Salary and work year to be established by the
Board.
Procedure for Reporting, Determining and Distributing Wage Payments: Superintendent’s
secretary will be paid his/her fiscal year contract in 12 equal monthly payment (August – July).
Termination: The employee, or employer, will be required to give at least 14 calendar days
written notice before either party can terminate employment.
Payroll Update: Superintendent’s secretary will receive a yearly payroll update.
Physical Examination: New Employees: All new employees shall be required to pass a physical
examination pursuant to the form provided by the School District. The Board shall pay $20.00
towards the cost of said physical examination.
Payment by the Board pursuant to the above shall be made only after submission of a copy of the
physician’s statement of services rendered.
Approved: May 17, 1977
Reviewed: December 19, 2005
Revised: June 17, 2013
Code No. 420.12
VOCATIONAL EDUCATION PROGRAMS COORDINATOR
I.
In the area of general duties:
A.
B.
C.
D.
E.
II.
Obtain an understanding of the State and Federal Laws, Rules and Regulations
governing the operation of approved vocational education programs.
1.
Recommend changes necessary to maintain compliance with Federal and
State directions.
Coordinate the development of a District Plan for Vocational Education; supervise
efforts to update the plan to keep the plan current.
1.
Insure that all district vocational programs eligible for Federal and State
funding are included in plan.
2.
Call meetings of vocational education teachers for district program coordination.
Coordinate the filing of all reports with the State Department of Education for
funding.
1.
Issue forms when received from Department to respective vocational
teacher.
2.
Collect all forms, copy for file and forward all reports to the Department.
3.
Field any questions from the Department of Education.
Coordinate and supervise all meetings of the Vocational Education Advisory
Council.
1.
Coordinate the completion of the Annual Application for Vocational
Education with the Department of Education.
2.
Keep records of Advisory Council Activities.
Work with District's efforts to implement a K-12 Career Education Program.
Accountability:
A.
B.
C.
Keep the administration; principals and superintendent, informed of program
changes. Advise of all meetings being held.
Coordinator shall submit a short report at the close of each school year to the
superintendent, describing vocational education activities for the year.
The vocational education coordinator shall be under the direct supervision of the
superintendent as to the quality of work performed.
Approved: October 20, 1981
Reviewed: December 19, 2005
Revised: December 19, 2005
Code No. 420.13
EQUITY COORDINATOR
The Equity Coordinator will:
I.
In the area of general duties:
A.
B.
C.
D.
E.
F.
II.
In the area of self-evaluation/assessment:
A.
B.
C.
D.
E.
III.
Develop and implement a district assessment plan with the purpose of identifying
areas where changes are necessary.
Specify areas to be included in the self-evaluation: employment access to courses,
guidance procedures, instructional materials and curriculum content, athletic and
extra-curricular activities and treatment of students.
Develop an assessment plan which includes clarification of required procedures,
involvement of the appropriate staff members in the various areas and time lines for
submission of evaluation reports.
Collect data submitted and review to see whether remedial activities are necessary
to insure multi-cultural and gender-fair approaches.
Keep records of the various evaluation reports.
In the area of the written Equity Education Plan:
A.
B.
C.
D.
IV.
Plan, prepare and process materials for notifying staff, students, parents and
community members of the local equity education policy, as well as significant
federal and state laws and guidelines.
Disseminate memoranda or other written notification of policy to students,
employees, parents and community members.
Insure continuing inclusion of policy statement in district handbooks and bulletins,
application forms, etc.
Establish with Superintendent a schedule for regular reporting of activities and
progress.
Keep alert for any discrepancies between actual and ideal concerning
implementation of the equity education program in district schools.
Disseminate information on the grievance procedure to employees, students,
committee and parents.
Develop a written plan.
"Prioritize" the needs that have been identified in the self-evaluation process.
Determine objectives, activities and the target date for implementation in each of the
areas where there is a determined need.
Provide technical assistance and in-service necessary for the staff to implement the
program.
In the area of overseeing the implementation of Equity Education Plan:
A.
Make staff responsibilities clear for all activities.
Code No. 420.13
Page 2
EQUITY COORDINATOR
B.
C.
D.
V.
In the area of reviewing ("watchdogging"):
A.
B.
C.
VI.
Review activities to see whether they are on schedule with assigned target dates for
completion.
Review activities for effectiveness and make recommendations for changes or new
thrusts.
Provide periodical reviews so that changing conditions or factors in the school
district can be provided for when they arise.
Accountability:
A.
B.
VII.
Set up system for regular progress reports to the administration.
Keep records of all activities undertaken as part of the Equity Plan.
Provide updated bibliography of materials for multi-level staff use in implementing
multi-cultural and gender-fair curriculum in classrooms.
The coordinator shall submit a short report at the close of each school year to the
School Improvement committee or the superintendent, describing the equity
program activities for the year.
The coordinator will be under the direct supervision of the superintendent as to the
quality of the work performed.
In the area of equal employment opportunity:
A.
B.
Work with the administration in assuring compliance with the district's equal
employment efforts.
Disseminate information on equal opportunity employment to the public.
Approve: March 14, 1988
Reviewed: December 19, 2005
Revised: April 11, 2011
Code No. 420.14
ATHLETIC DIRECTORS (7-8 and 9-12)
Athletic Directors (7-8 and 9-12) Job Description
Reports to: High School or Middle School Principal
Goal: Provide each student the opportunity to participate in an extra-curricular athletic activity that
will foster physical skills, sense of worth and competence, knowledge and understanding of
the rules and pleasures of the sport, principles of fair play, understanding of the health and
physical safety needed in sports, within the philosophy of the North Fayette Community
School District and rules of the State Associations.
Responsibilities:
1.
Promote good community-school relations through appropriate publicity and
cooperation with the Booster Club.
2.
Schedule athletic events, contract officials, arrange for medical assistance and
police assistance as may be needed and required.
3.
Supervise the physical and academic requirement verifications of eligibility for each
athlete, within the IHSAA-IGHSAU-North Fayette rules and procedures.
4.
Requisition, with recommendations from coaches, all athletic equipment and
supplies to the principal's offices in an effort to purchase needed and appropriate
equipment and supplies of quality at the best price through contact with suppliers.
5.
Responsible for evaluation of athletic coaches within total athletic program following
the conclusion each sport season.
6.
Provides leadership in the selection and assignment of athletic coaches.
7.
Prepare the athletic budget for the fiscal year (July 1 through June 30).
8.
Supervise coaches who are responsible to see that needed bus/van transportation
to away athletic events has been requested to director of transportation and
principal.
9.
Manage provisions for any needed meals and lodging for athletes and coaches for
any unusually lengthy trip (example: Association tournaments).
10.
Develop, in cooperation with the principals and coaches, recommendations to the
Board of Education concerning local eligibility and conduct rules.
11.
Supervise fund-raising efforts by the athletic department.
12.
Manage inventory records by the coaches of each sport.
13.
Arrange all necessary details of visiting teams needs, including towels, locker
rooms, security, etc. as is appropriate.
14.
Arrange and supervises field and gymnasium practice schedules.
15.
Manage, in cooperation with the principals, non-school use of athletic facilities.
16.
Manage and maintains all records, results and awards of each athletic sport from
year to year.
17.
Supervise annual recognition programs for school athletes, in cooperation with the
Booster Club.
18.
Send notification at least one month in advance to all officials and schools
participation in contests involving North Fayette home events.
19.
Represent, upon the direction of the Superintendent and/or principals, North Fayette
as necessary at Upper Iowa Conference meetings.
Code No. 420.14
Page 2
ATHLETIC DIRECTORS (7-8 and 9-12)
20.
21.
22.
23.
24.
25.
26.
27.
Join the Iowa High School Athletic Director's Association.
Organize the storage and maintenance of athletic equipment, by assigning
responsibilities to the coaches.
Provide as much information as possible to the media, with the assistance of the
coaches.
Arrange to have all necessary equipment available for games with playing surfaces
correctly marked and ready to play. Expect assistance from coaches and
custodians in these tasks.
Call and conduct necessary coaches' meetings.
Expect the coaches and custodians to be responsible for the condition of the locker
rooms.
Require coaches to quickly report results of all varsity contests to radio-television
daily newspapers and all other contests to local news media within the district.
The athletic director and principal shall be responsible for providing and/or assigning
supervision to someone other than the coach assigned to home events.
Evaluation:
Performance of this job will be evaluated in accordance with provisions of the Board's policy
on Evaluation of Professional Personnel.
Approved: April 15, 1985
Reviewed: December 19, 2005
Revised: April 11, 2011
Code No. 420.15
HEAD COACH, ASSISTANT COACH, MIDDLE SCHOOL COACH
QUALIFICATIONS:
Either Iowa Teaching Certificate with Coaching Endorsement or Iowa
Coaching Authorization Certificate.
REPORTS TO:
Athletic Director; in absence of Athletic Director, the building Principal for the
respective Coaching Assignment.
JOB GOAL:
To help each participating student achieve a high level of skill, an
appreciation for the values of discipline and sportsmanship and an increased
level of self-esteem.
PERFORMANCE RESPONSIBILITIES:
1.
Coaches individual participants in the skills necessary for excellent achievement in
the sport involved.
2.
Plans and schedules a regular program of practice in season.
3.
Works closely with the athletic director in scheduling athletic practices and
interscholastic contests.
4.
Recommends purchase of equipment, supplies and uniforms as appropriate.
5.
Maintains necessary attendance forms, insurance records and similar paperwork.
6.
Is responsible for all school property and equipment placed in coaches care.
7.
Oversees the safety conditions of the facility or area in which assigned sport is
conducted at all times that students are present.
8.
Enforces discipline and sportsmanlike behavior at all times and establishes and
oversees penalties for breach of such standards by individual students.
9.
Promote and supervise off-season and in-season physical training programs for
athletes in cooperation with other district coaches and directors.
TERMS OF EMPLOYMENT:
1.
Work period as established by Board of Directors.
EVALUATION:
Performance of this job will be evaluated in accordance with provisions of
the Board's policy on Evaluation of Coaching #402.6.
Approved: April 15, 1985
Reviewed: December 19, 2005
Revised: April 11, 2011
Code No. 420.16
JOB DESCRIPTION FOR PERFORMING ARTS CENTER (PAC)
Duties and Responsibilities of the Performing Arts Center Manager/Director
1. The PAC Manager is responsible for all scheduling.
2. Personnel are scheduled by PAC Manager in consultation with presenting
organization.
3. PAC Manager will abide by User Priority List established by North Fayette School
Board and Administration.
4. The PAC Manager shall facilitate all requests for use and schedule, consistent with
North Fayette CSV Policy and administrative/school board directives.
5. The PAC Manager shall have the authority to deny presenting organizations facility
access during any non-school time periods when he/she, an authorized designee or
required technical/custodial services are not available to insure that building
operations and security needs can and have been provided.
6. The application is returned to the PAC Manager.
7. The PAC Manager schedules non-school district events on the calendar only after
application has been signed and satisfactory proof of insurance has been obtained
along with the required deposits and any required fees.
8. The PAC Manager in consultation with the presenting organization will determine
when the doors to the center will be opened. Ushers and security people will abide
by PAC Managers final decision.
9. Training of all Ushers and Security will be scheduled by the PAC Manager.
10. If an overcrowding situation arises, the PAC Manager has the authority to deny
access to those exceeding limit and/or shutting down the entire event.
11. All production requirements and requests must be approved by the PAC Manager.
12. Technical needs such as sound, light, stage settings and props is to be submitted in
writing and discussed with the PAC Manager a minimum of two weeks prior to the
scheduled event.
13. The PAC Manager must be consulted prior to delivery of any equipment, props,
costumes, sets or supplies. The PAC Manager will set delivery time and date.
14. Under no circumstances is any member of the presenting organization allowed in
the building without either the PAC Manager or a district designee on site at all
times.
Code No. 420.16
Page 2
JOB DESCRIPTION PERFORMING ARTS CENTER (PAC)
15. The PAC Manager will designate where food/drink will be consumed by the
presenting organization.
16. The operation of all equipment in the PAC will be by qualified staff only as
determined by the PAC Manager.
17. The PAC Manager, technical crew, North Fayette CSD staff and personnel will not
be liable for lost or stolen items.
18. The PAC Manager will design with consultation with the presenting organization a
plan for crowd control within all utilized areas.
19. The PAC Manager will review with the presenting organization the exits and make
sure all exits are open and not blocked during any practice or performance.
20. The PAC Manager will review with the presenting organization the exits and make
sure all exits are open and not blocked during any practice or performance.
21. An Income and Expense report for each use of the PAC by non-school
organizations will be maintained, presented and reviewed monthly by North Fayette
CSD Board, Superintendent and High School Principal.
22. The PAC Manager reports directly to the Superintendent of North Fayette CSD.
23. The PAC Manager, Technical Staff and other employees will be covered for
insurance purposes under the insurance of North Fayette CSD.
24. Fundraising will not be a responsibility of the PAC Manager.
25. PAC Manager job description is subject to amendment and change.
26. The PAC Manager will be knowledgeable on all sound equipment, lighting and stage
management. The PAC Manager will serve as a backup for technical staff to insure
production quality.
27. The PAC Manager will ensure that all qualified school district personnel and
students receive first priority when considering placement for all duties associated
with the PAC
Approved: November 19, 2007
Reviewed: _______________
Revised: _______________
Code No. 420.17
BUILDING/MAINTENANCE STAFF
FUNCTIONAL JOB DESCRIPTION
Job Title: Building Maintenance Staff
Department: Custodial/Maintenance
Qualifications:
• High School diploma or equivalent.
• Ability to read, interpret, understand the English language to understand product labels and
MSDS for all cleaning products, task procedures and informational and warning signage.
This could be verified with a reading test.
• Communicate both written and verbally in the English language.
• Have math skills sufficient to correctly figure dilution rations when mixing chemicals in
accordance with the manufacturer specifications. This could be verified with a math test.
Licenses/Certification:
• Possession of a valid and appropriate Iowa drivers license; have an acceptable motor
vehicle record (MVR); and qualify for insurability by the districts insurance carrier.
Experience:
• Experience in school custodial department or related experience preferred but not required.
• Knowledge of fire and life safety codes is useful, but not mandatory.
• Knowledge in low-pressure boiler operation/maintenance or ability to learn.
• Knowledge in general construction.
Physical Demands:
• Must be capable of standing *Constantly.
• May be required to work *Occasionally at heights above 30 feet from structures, platforms
and ladders.
• Must be capable of *Occasionally lifting up to 75 pounds to a height of 35” above the floor.
• Must be capable of *Occasionally lifting up to 35 pounds to a height of 60” above the floor.
• Must be capable of *Occasionally lifting up to 25 pounds to a height of 72” above the floor.
• Must be capable of *Occasionally pushing 150 pounds with hands placed at 35” above the
floor, requiring a force of 60 foot pounds.
• Must be capable of *Occasionally pulling 150 pounds with hands placed at 35” above the
floor, requiring a force of 60 foot pounds.
• Must be capable of *Occasionally squatting for up to 2 minutes.
• Must be capable of *Occasionally carrying 35 pounds up 10 steps.
• Must be capable of *Frequently carrying 35 pounds for a distance of 100 feet.
• Must *Occasionally bend, stoop, squat, kneel, reach and twist, also be able to work on
knees and above head.
• May *Occasionally use hand tools requiring a grip force of up to 25 pounds.
• Must *Occasionally use vibration produced equipment such as buffers, scrubbers or
vacuums.
• Must possess physical dexterity in limbs and digits necessary to operate a motor vehicle.
Code No. 420.17
Page 2
BUILDING/MAINTENANCE STAFF
FUNCTIONAL JOB DESCRIPTION
•
•
•
Must be tolerant to *Frequent inhalation and/or absorption exposure to cleaning
chemicals, disinfectants and protective coatings while wearing appropriate personal
protection equipment.
The school will work to provide adequate material handling equipment.
Must use required material handling equipment, elevator, etc. when lifting over 35 pounds.
*Denotes standard values established by the Department of Labor.
(Rarely: 1-5%, Occasionally: 6-33%, Frequently: 34-66%, Continuously: 67-100%)
Reports To: The Director of Building and Grounds.
Supervises: Cleaning Staff
Hours of Work: 8 hours or work as assigned by supervisors or administration, ½ hour unpaid
lunch and two – 10 minute breaks.
Terms of Employment: Salary and work year established by the Board of Education.
Salary: Wage rate to be established by the Board. Custodians will be paid their fiscal year
contract in 12 equal monthly payments.
Overtime Payment: Custodians will receive overtime payment at a rate of 1½ times the
regular hourly rate for all hours worked, in any one week, over 40 hours. All overtime
must be submitted on a time sheet when it has been approved. As a general rule, overtime
will be approved only when assigned by supervisory personnel. Overtime rates will not
apply after absences due to sick/bereavement/personnel leave (until actual work hours
exceed 40 per week.)
Payroll Update: Each custodian will receive a yearly payroll update.
Termination: The employee, or employer, will be required to give at least 14 days written
notice before either party can terminate employment.
Physical Examination: New Employees: All new employees shall be required to pass a
physical examination pursuant to the form provided by the School District. The Board shall
pay up to $20.00 of what insurance does not pay for said physical examination.
Post-Offer Testing:
• Applicants may be required to submit a urine sample to the school district’s occupational
health provider for substance abuse testing following a work-related injury or incident.
• Every applicant will be required to take a Functional Screen Test at the school district
occupational health provider to determine their ability to perform the physical demands
listed above. Following any injury or incident a functional screen test may be required.
• Submit to drug-alcohol screen test prior to employment. Condition of employment is
dependent upon passing drug screen test.
Code No. 420.17
Page 3
BUILDING/MAINTENANCE STAFF
FUNCTIONAL JOB DESCRIPTION
Clothing/PPE’s:
• Safety Glasses, Shoes/Boots (no open toed shoes), Street Clothes: Must present
appropriate appearance and personal cleanliness suited to work in close proximity to school
children and teachers.
• Outdoor clothing including coats, boots, gloves and hat dependant on environmental
conditions.
• Rubber gloves, boots, face shield, aprons and respirators provided based on job duties.
Equipment/Tools:
• Brooms, mops, rags, buckets, garbage liners and cans, cleaning chemicals, buffers, auto
scrubbers, commercial mowers, push mowers, trimmers, shovels, carts, dollies, salt
spreaders, snow blowers, hoses, hand brooms, dust pan, ladders, personal man lifts.
Job Goal:
• To provide exemplary performance in all aspects of custodial service and to ensure that all
work performed is completed to standard.
• To demonstrate a positive attitude, loyalty, cooperation, teamwork, attendance and safety.
Performance Responsibilities: Duties may vary by season, grade-level and activity usage;
Significant Performance Responsibilities are listed below. This list is not intended to be all
inclusive. Other duties may be assigned which fulfill the needs of students and/or staff.
MAJOR DUTIES:
• Perform all custodial tasks as they relate to the school district.
• Check to ensure all exit doors are open and all panic hardware is working properly during
hours of building occupancy.
• Raise the United States and Iowa flags at or before 8 a.m. and lower it at or after 3:30 p.m.
• To work with minimum supervision in accordance with published and verbal standards,
guidelines, policies and procedures.
• Policing corridors and grounds:
o trash and litter removal as necessary;
o identifying , reporting and protecting potentially dangerous situations;
o monitoring sidewalks, steps and parking lots for ice and snow accumulation and
cleaning or treating ice and snow covered surfaces to assure safety of the public
and employees;
o monitor landscaped areas around the perimeter of school building and weed or
maintain landscaped areas as needed;
o work with mowing and snow removal contractors on any of the above when
necessary.
• Report major repairs promptly to building and grounds supervisor.
• Report any damage to school property which would include vandalism or break-ins to
building principals.
Code No. 420.17
Page 4
BUILDING/MAINTENANCE STAFF
FUNCTIONAL JOB DESCRIPTION
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
Clean whiteboards, dust furniture and wall protrusions, dump trash, keep floors clean and
attractive and in good state of preservation by wet mopping and sweeping regularly
between scheduled stripping, waxing and buffing.
Maintain an inventory of cleaning and maintenance tools and equipment.
Maintain records of scheduled and unscheduled maintenance to building HVAC equipment,
clean and ground keeping equipment.
Keep filters of HVAC and kitchen systems cleaned periodically.
Wash windows inside and out, wash door panels, lockers and wall areas as needed.
Keep building entrances and exits free of water, snow, ice, dirt, salt and debris as practical
by employing various methods to reduce the potential of slip and fall injuries.
Keep high school courtyards mowed, trimmed and maintained.
Carpet cleaning to include vacuuming, extracting, bonnet padding and spotting.
Set up and take down tables, chairs and serving carts before meals and assist (if assigned)
in cleaning up the cafeteria by wiping tables, sweeping and mopping floors and hauling
trash to the dumpsters.
Assist with commodity truck and put commodities in proper storage.
Clean and disinfect restrooms, locker rooms, classrooms, gyms (weight and wrestling), and
team rooms.
Set up gyms, fields, cafeterias, rooms, etc. for events.
Assist athletic director and coaches (if assigned) in preparation for competitive events.
High School and West Union Elementary maintenance staff will maintain football field and
competitive track areas.
Operate snow throwers, push and riding lawn mowers, portable chemical sprayers to
maintain the school districts grounds, sidewalks and parking lots.
Make minor building repairs as time, materials, tools and knowledge allow which means a
person must know their own limitations and when to call someone with more experience.
Complies with local, state and federal laws and procedures for storage and disposal of
trash, rubbish, hazardous chemicals and waste.
Typical summer tasks may include, but not limited to:
o sanding and scraping old paint and repainting;
o strip, refinish and wax floors;
o washing furniture;
o in-depth cleaning of areas requiring moving of furniture;
o steam kitchens;
o make more extensive repairs to furniture and building and grounds.
MINOR DUTIES:
• Police corridors and grounds and report student misbehavior to building principals.
• Must be able to get along with a great variety of people.
• Attend annual safety training including Bloodborne Pathogen, Asbestos, MSDS, etc.
• Attend in-service training and school meetings as appropriate.
• Drug, tobacco and alcohol free at all times while working.
• Dependability and reliability are essential.
• Develop and maintain effective working relationship with students and staff.
• Exhibit a positive attitude toward students.
Code No. 420.17
Page 5
BUILDING/MAINTENANCE STAFF
FUNCTIONAL JOB DESCRIPTION
Evaluation:
• Employees will be evaluated annually before June 30 each year.
• Evaluation is the responsibility of the building principal with input from the Director of
Building and Grounds.
An Equal Opportunity/Affirmative Action Employer.
Approved: February 23, 1978
Reviewed: June 21, 2010
Revised: June 17, 2013
Code No. 420.17-E1
PREWORK SCREEN CONSENT FORM
This prework screen has been developed in conjunction with the North Fayette School
District in order to objectively assess your ability to perform the job of
Custodial/Maintenance Staff. You will be tested today at Palmer Lutheran Health Center by
a qualified health care professional. The prework screen will assess specific job-related
activities that reflect the safe work practices of the employer. The results of the prework
screen are available to you and also will be made available to your employer in order to
assist in decisions regarding proper placement in the workplace.
Thank you for your cooperation.
I have reviewed the essential functions of the job and state that I am not restricted by a
physician from doing any of the described work tasks.
I agree to participate in the prework screen and to have the results released to the North
Fayette School District in both written and verbal form and kept on file at Palmer Lutheran
Health Center.
______________________________________________
Name (printed)
______________________________________________
Signature
______________________________________________
Date
______________________________________________
Witness
Code No. 420.17-E2
PREWORK SCREEN
NF CUSTODIAL/MAINTENANCE STAFF
Applicant: _________________________________
Date: ____________________________
TEST DESCRIPTION CRITICAL DEMANDS
TESTING
MET
NOT MET
Lift: Floor to 35”
30 lbs.
50 lbs.
75 lbs.
1 rep/75#
____reps
____
____
Lift: Floor to 60”
15 lbs.
25 lbs.
35 lbs.
1 rep/35#
____reps
____
____
Lift: Floor to 72”
12 lbs.
20 lbs.
25 lbs.
1 rep/25#
____reps
____
_____
Front Carry
35 lbs. for 100 feet
100 feet/35#
____
_____
Unilateral Carry
35 lbs. for 100 feet
35 lbs. for 100 feet
Right, 100 feet/35#
Left, 100 feet/35#
____
____
_____
_____
Unilateral Carry up Steps
35 lbs. up 10 steps
35 lbs. up 10 steps
Right, 10 steps/35#
Left, 10 steps/35#
____
____
_____
_____
Static Push/Pull (Horizontal)
3 reps at 35”
60#
____reps/avg. ____
_____
Elevated Work
OH bar
____minutes ____
_____
5 minutes
Code No. 420.17-E2
Page 2
PREWORK SCREEN
NF HS CUSTODIAL/MAINTENANCE STAFF
TEST DESCRIPTION CRITICAL DEMANDS
TESTING
Forward Bending/Standing/Hand Coordination
30°/round block test
5 minutes
2 sets of 1 minute reps Right
2 sets of 1 minute reps Left
____
____reps/avg. ____
____reps/avg. ____
_____
_____
_____
Rotation/Standing
Rotation 30 reps/blocks
Rotation 30 reps/blocks
____reps
____reps
____
____
_____
_____
Sustained Squat/Kneel/Crouch
Squat/kneel/crouch 1 min. in succession/3 min.
Squat
20 reps
____minutes ____
____reps
____
_____
_____
Stepladder Climb
4 steps
____reps
____
_____
____reps/avg. ____
____reps/avg. ____
_____
_____
____
_____
30 reps, Right
30 reps, Left
5 reps/20 steps
Grip Strength
3rd hand position, 3 reps
3rd hand position, 3 reps
25# Right
25# Left
Cart Push/Pull
150 lbs. at 35” for 100’
150# at 35” hand position
MET
NOT MET
Specific Critical Demands that DO NOT meet criteria are circled above.
Physical abilities of applicant DO / DO NOT match the functional requirements of the job
description.
Modifications of the job or changes in the applicant’s physical abilities WOULD / WOULD NOT be
necessary in order for them to perform these tasks.
________________________________________
Evaluator
_________________________
Date
Code No. 420.18
BUILDING CLEANERS
FUNCTIONAL JOB DESCRIPTION
Job Title: Building Cleaner
Department: Custodial/Cleaner
Qualifications:
• High School diploma or equivalent.
• Ability to read, interpret, understand the English language to understand product labels and
MSDS for all cleaning products, task procedures and informational and warning signage.
This could be verified with a reading test.
• Communicate both written and verbally in the English language.
• Have math skills sufficient to correctly figure dilution rations when mixing chemicals in
accordance with the manufacturer specifications. This could be verified with a math test.
Licenses/Certification:
• Possession of a valid and appropriate Iowa drivers license; have an acceptable motor
vehicle record (MVR); and qualify for insurability by the districts insurance carrier.
Experience:
• Experience in school custodial department or related experience preferred but not required.
• Knowledge of fire and life safety codes is useful, but not mandatory.
• Knowledge in low-pressure boiler operation/maintenance or ability to learn.
• Knowledge in general construction.
Physical Demands:
• Must be capable of standing *Constantly.
• May be required to work *Occasionally at heights above 30 feet from structures, platforms
and ladders.
• Must be capable of *Occasionally lifting up to 75 pounds to a height of 35” above the floor.
• Must be capable of *Occasionally lifting up to 35 pounds to a height of 60” above the floor.
• Must be capable of *Occasionally lifting up to 25 pounds to a height of 72” above the floor.
• Must be capable of *Occasionally pushing 150 pounds with hands placed at 35” above the
floor, requiring a force of 60 foot pounds.
• Must be capable of *Occasionally pulling 150 pounds with hands placed at 35” above the
floor, requiring a force of 60 foot pounds.
• Must be capable of *Occasionally squatting for up to 2 minutes.
• Must be capable of *Occasionally carrying 35 pounds up 10 steps.
• Must be capable of *Frequently carrying 35 pounds for a distance of 100 feet.
• Must *Occasionally bend, stoop, squat, kneel, reach and twist, also be able to work on
knees and above head.
• May *Occasionally use hand tools requiring a grip force of up to 25 pounds.
• Must *Occasionally use vibration produced equipment such as buffers, scrubbers or
vacuums.
• Must possess physical dexterity in limbs and digits necessary to operate a motor vehicle.
• Vision corrected to 20/30.
Code No. 420.18
Page 2
BUILDING CLEANER
FUNCTIONAL JOB DESCRIPTION
•
•
•
Must be tolerant to *Frequent inhalation and/or absorption exposure to cleaning
chemicals, disinfectants and protective coatings while wearing appropriate personal
protection equipment.
The school will work to provide adequate material handling equipment.
Must use required material handling equipment, elevator, etc. when lifting over 35 pounds.
*Denotes standard values established by the Department of Labor.
(Rarely: 1-5%, Occasionally: 6-33%, Frequently: 34-66%, Continuously: 67-100%)
Reports To: The building/maintenance staff with input from the building and grounds supervisor.
Supervises: None
Hours of Work: 8 hours of work as assigned by supervisors or administration, ½ hour unpaid
lunch and two – 10 minute breaks.
Terms of Employment: Salary and work year established by the Board of Education.
Salary: Wage rate to be established by the Board. Cleaners will be paid their fiscal year
contract in 12 equal monthly payments.
Overtime Payment: Cleaners will receive overtime payment at a rate of 1½ times the
regular hourly rate for all hours worked, in any one week, over 40 hours. All overtime
must be submitted on a time sheet when it has been approved. As a general rule, overtime
will be approved only when assigned by supervisory personnel. Overtime rates will not
apply after absences due to sick/bereavement/personnel leave (until actual work hours
exceed 40 per week.)
Payroll Update: Each cleaner will receive a yearly payroll update.
Termination: The employee, or employer, will be required to give at least 14 days written
notice before either party can terminate employment.
Physical Examination: New Employees: All new employees shall be required to pass a
physical examination pursuant to the form provided by the School District. The Board shall
pay up to $20.00 of what insurance does not pay for said physical examination.
Post-Offer Testing:
• Applicants may be required to submit a urine sample to the school district’s occupational
health provider for substance abuse testing following a work-related injury or incident.
• Every applicant will be required to take a Functional Screen Test at the school district
occupational health provider to determine their ability to perform the physical demands
listed above. Following any injury or incident a functional screen test may be required.
• Submit to drug-alcohol screen test prior to employment. Condition of employment is
dependent upon passing drug screen test.
Code No. 420.18
Page 3
BUILDING CLEANER
FUNCTIONAL JOB DESCRIPTION
Clothing/PPE’s:
• Safety Glasses, Shoes/Boots (no open toed shoes), Street Clothes: Must present
appropriate appearance and personal cleanliness suited to work in close proximity to school
children and teachers.
• Outdoor clothing including coats, boots, gloves and hat dependant on environmental
conditions.
• Rubber gloves, boots, face shield, aprons and respirators provided based on job duties.
Equipment/Tools:
• Brooms, mops, rags, buckets, garbage liners and cans, cleaning chemicals, buffers, auto
scrubbers, carts, dollies, hand brooms, dust pan, ladders, personal man lifts.
Job Goal:
• To provide exemplary performance in all aspects of keeping a building clean and to ensure
that all work performed is completed to standard.
• To demonstrate a positive attitude, loyalty, cooperation, teamwork, attendance and safety.
Performance Responsibilities: Duties may vary by season, grade-level and activity usage;
Significant Performance Responsibilities are listed below. This list is not intended to be all
inclusive. Other duties may be assigned which fulfill the needs of students and/or staff.
MAJOR DUTIES:
• Perform all cleaning tasks as they relate to the school district.
• Check to ensure all exit doors are secured.
• Lower the United States and Iowa flags after 3:30 p.m.
• To work with minimum supervision in accordance with published and verbal standards,
guidelines, policies and procedures.
• Policing corridors.
• Report major repairs promptly to building maintenance personnel.
• Report any damage to school property which would include vandalism or break-ins to
building maintenance personnel.
• Clean whiteboards, dust furniture and wall protrusions, dump trash, keep floors clean and
attractive and in good state of preservation by wet mopping and sweeping regularly
between scheduled stripping, waxing and buffing.
• Maintain an inventory of cleaning and maintenance tools and equipment.
• Maintain records of scheduled and unscheduled maintenance to building HVAC equipment,
clean and ground keeping equipment.
• Keep filters of HVAC and kitchen systems cleaned periodically.
• Wash windows inside and out, wash door panels, lockers and wall areas as needed.
• Keep building entrances and exits free of water, snow, ice, dirt, salt and debris as practical
by employing various methods to reduce the potential of slip and fall injuries.
• Carpet cleaning to include vacuuming, extracting, bonnet padding and spotting.
• Assist with commodity truck and put commodities in proper storage.
Code No. 420.18
Page 4
BUILDING CLEANERS
FUNCTIONAL JOB DESCRIPTION
•
•
•
•
•
Clean and disinfect restrooms, locker rooms, classrooms, gyms (weight and wrestling), and
team rooms.
Set up gyms, fields, cafeterias, rooms, etc. for events.
Assist athletic director and coaches (if assigned) in preparation for competitive events.
High School and West Union Elementary maintenance staff will maintain football field.
Complies with local, state and federal laws and procedures for storage and disposal of
trash, rubbish, hazardous chemicals and waste.
Typical summer tasks may include, but not limited to:
o sanding and scrapping old paint and repainting;
o strip, refinish and wax floors;
o washing furniture;
o in-depth cleaning of areas requiring moving of furniture;
o steam kitchens;
o make more extensive repairs to furniture and building and grounds;
o assist maintenance staff with summer work.
MINOR DUTIES:
• Police corridors and grounds and report student misbehavior to building principals.
o Monitor sidewalks, steps and parking lots for ice and snow accumulation and
cleaning or treating ice and snow covered surfaces to assure safety of the public
and employees during school events.
• Must be able to get along with a great variety of people.
• Attend annual safety training including Bloodborne Pathogen, Asbestos, MSDS, etc.
• Attend in-service training and school meetings as appropriate.
• Drug, tobacco and alcohol free at all times while working.
• Dependability and reliability are essential.
• Develop and maintain effective working relationship with students and staff.
• Exhibit a positive attitude toward students.
Evaluation:
• Employees will be evaluated annually before June 30 each year.
• Evaluation is the responsibility of the building principal with input from the Director of
Building and Grounds.
An Equal Opportunity/Affirmative Action Employer.
Approved: June 21, 2010
Reviewed: _____________
Revised: June 17, 2013
Code No. 420.19
TECHNOLOGY ASSISTANT DUTIES
MAJOR DUTIES:
• Support and repair all technology systems in use at the school.
• Respond quickly to requests for technology support from faculty, staff and administrators for
daily hardware and software needs,
• Provide on-site technical support in a professional and courteous manner
o Support includes diagnosing, troubleshooting and resolving all user hardware,
software and application problems.
• Assist tech coordinator in initial imaging and installation of new hardware products
o installation includes data line and end point connections, cable management and
connections to all network deices required
• Assist tech coordinator in installation of software products on all machines as requested,
including user account set up
• Provide adequate inventory and records to technology coordinator for district data
• Periodic maintenance of devices and systems on the network
o Software updates when technically beyond normal end user capabilities
o Security updates and proper anti-virus protection
• Maintain confidentiality of passwords and records to maintain district network security
Reports to District Technology Coordinator
Full-time 11 months (230 days)
Approved: December 20, 2010
Reviewed: ______________ Revised: ________________
Code No. 420.20
DISTRICT ADULT-COMMUNITY EDUCATION DIRECTOR
Reports to: Superintendent of Schools
Goal: To extend the benefits of the district's educational program and facilities to as wide a
section of the community as is interested and as can benefit from continued exposure to
academic work, vocational and avocational courses, sponsored by Northeast Iowa
Community College and North Fayette Schools.
Responsibilities:
1.
Meets formally and informally with individuals or committee to identify community
interests and needs in terms of specific course offerings.
2.
Supervises the preparation of a general curriculum for two semesters each school
year and for special projects throughout the year in conjunction with Northeast Iowa
adult-continuing education division.
3.
Organizes such classes in the general adult education program as are needed in the
community as evidenced by original and sustained enrollments.
4.
Finds and screens applicants for teaching positions.
5.
Collects tuition as required, depositing such collections promptly with the Northeast
Iowa Community College supervisor.
6.
Prepares a listing of offerings of the district's adult education courses to be sent to
community residents by Northeast Iowa Community College.
7.
Oversees the enrollment of all students in the program and maintains accurate
records.
8.
Assigns rooms for adult education classes within the district.
9.
Initiates all supplies requisitions for adult education classes.
10.
Maintains complete and accurate records of the program and from these records
prepares an end of the year report to be submitted to the Superintendent.
11.
Guides and counsels adult students interested in continuing their education.
12.
Participates in Northeast Iowa Community College sponsored activities designed to
improve adult education.
13.
Carries out statistical and other research projects connected with the adult
education program.
Evaluation:
Performance of this job will be evaluated in accordance with provisions of the Board's policy
on Evaluation of Professional Personnel.
Approved: April 11, 2011
Reviewed: ______________
Revised: _____________
Code No. 420.21
CURRICULUM DIRECTOR
Assignment: Curriculum Director shall be assigned duties and responsibilities by the
Superintendent.
Reports To: Superintendent
Job Goal: To provide leadership in curriculum development and implementation, professional
development planning, academic data analysis and goal setting and to coordinate other matters
essential to the efficiency of the central office.
I.
State reporting
• Assist Admin team in writing and revising Annual Progress Report (APR) for state
submission
• Produce APR for public use (SIAC, Website, DLT)
• Enter data for state submission of Annual Yearly Progress (AYP) report
• Comprehensive School Improvement Plan (C-Plan) for state submission
• Facilitate with SIAC, District Leadership Team and other advisory or staff groups
with development goals and plans for CSIP inclusion.
II.
Curriculum Alignment/Iowa Core
• To oversee the curriculum and to suggest recommendations for correcting
overlaps/gaps
• Supports Administration and staff on curriculum development, alignment and
documentation to meet Iowa Core
• Facilitates staff in implementing and documenting district-wide standards and
benchmarks for internal and external audiences
• Attends training programs and other meetings as necessary or assigned to
complete functions described above.
III.
Professional Development
• Serve as a member of the District Leadership Team to coordinate professional
development activities
• Supports staff in implementation of instructional programs for district-wide
improvement plans
• To network with curriculum directors at other independent schools
• To coordinate district-wide standardized testing program.
IV.
Assist Administration in preparing documents and schedules for State Visitations. (next
site visit 2016)
V.
Works in collaboration with outside agencies in regard to District school improvement
initiatives.
Approved: July 8, 2013
Reviewed: ______________
Revised: _________________
Code No. 420.22
ELEMENTARY INSTRUCTIONAL COACH
Qualifications:
1. Certificate, license, transcript or other legal teacher credential required.
2. Degree(s) required and area of major study.
3. Minimum three years of experience, one year at NFV Schools.
4. Must have completed a district’s mentoring and induction and the comprehensive
evaluation program.
5. Can demonstrate continuous improvement through professional development.
6. Such alternatives to the above qualifications as the Board may find appropriate and
acceptable.
Responsibilities:
1. Facilitate understanding of district initiatives and Iowa Core standards.
2. Analyze classroom practice through observation, data analysis, review of student work;
lead conversations to engage peers in using data to strengthen instruction.
3. Collaborate with teachers to develop instructional plans to improve learning.
4. Share instructional and professional resources; model, and support implementation of
research-based instructional strategies (best practices).
5. Model technology integration and strategies to infuse appropriate technology into all
classrooms.
6. Participate in professional development training to increase coaching skills.
7. Collect and analyze data to help make decisions in support of MTSS.
8. Design and facilitate professional learning to improve the rigor and relevance in
classrooms, higher order thinking skills, substantive conversations and communication.
9. Promote and facilitate 21st Century Learning through problem/project based learning as
described in Characteristics of Effective Instruction.
10. Assist in selecting curriculum materials, resources and programs to support the Iowa Core.
11. Participate in the mentoring program as a resource to model and coach instructional
practices.
12. Represent a building on District Leadership Team (DLT).
13. Other duties as assigned.
Job Goals:
Elementary coaches will be tasked with facilitating and collaborating in all facets of the elementary
classroom, focusing on literacy and math instruction:
• Improve student achievement in the support of district and building goals.
• Collaborate with every teacher assigned on Individual Professional Development.
• Improve entry into the profession for new teachers to the district.
Reports to/Evaluation:
• Curriculum Director or Superintendent Designee.
• Annual evaluation by Site Based Review Council and to include input from instructional
staff.
Code No. 420.23
Page 2
ELEMENTARY INSTRUCTIONAL COACH
Terms of Employment:
• 1.0 FTE Instructional Coach
• Annually appointed by Site Based Review Council
• Supplemental pay $6,000
• Ten days extended contract (202 days total)
Approved:
February 9, 2015
Reviewed: _________________
Revised: _______________
Code No. 420.23
SECONDARY INSTRUCTIONAL COACH
Qualifications:
1. Certificate, license, transcript or other legal teacher credential required.
2. Degree(s) required and area of major study.
3. Minimum three years of experience, one year at NFV Schools.
4. Must have completed a district’s mentoring and induction and the comprehensive
evaluation program.
5. Can demonstrate continuous improvement through professional development.
6. Such alternatives to the above qualifications as the Board may find appropriate and
acceptable.
Responsibilities:
1. Facilitate understanding of district initiatives and Iowa Core standards, including core
reading and writing standards for all.
2. Analyze classroom practice through observation, data analysis, review of student work;
lead conversations to engage peers in using data to strengthen instruction.
3. Share instructional and professional resources; model, and support implementation of
research-based instructional strategies (best practices).
4. Collaborate with teachers to develop instructional plans to bring about improvement in
learning, including reading and writing skills.
5. Collect and analyze data to help make decisions in selecting content specific professional
development.
6. Model technology integration and strategies to infuse appropriate technology into all
classrooms.
7. Design and facilitate professional learning to improve the rigor and relevance in
classrooms, higher order thinking skills, substantive conversations and communication.
8. Participate in professional development training to increase coaching skills.
9. Promote horizontal and vertical reading, writing and math curriculum alignment.
10. Assist in selecting curriculum materials, resources and programs to support the Iowa Core.
11. Promote and facilitate 21st Century Learning through problem/project based learning as
described in Characteristics of Effective Instruction.
12. Participate in the mentoring program as a resource to model and coach new teachers in
instructional practices.
13. Represent a building on District Leadership Team (DLT).
14. Other duties as assigned.
Job Goals:
Literacy goals at the secondary level are targeted toward reading instruction in content areas.
Therefore tasks are specified in the job description supporting content area reading instruction as
well as other duties consistent with secondary classroom instruction.
• Improve student achievement in the support of district and building goals.
o Secondary focus on literacy skills in content areas.
• Collaborate with every teacher assigned on Individual Professional Development.
Code No. 420.23
Page 2
SECONDARY INSTRUCTIONAL COACH
•
Improve entry into the profession for new teachers to the district.
Reports to/Evaluation:
• Curriculum Director or Superintendent Designee.
• Annual evaluation by Site Based Review Council and to include input from instructional
staff.
Terms of Employment:
• 1.0 FTE Instructional Coach
• Annually appointed by Site Based Review Council
• Supplemental pay $6,000
• Ten days extended contract (202 days total)
Approved:
February 9, 2015
Reviewed: _________________
Revised: _______________
Code No. 420.24
TECHNOLOGY INTEGRATIONIST
Qualifications:
1. Certificate, license, transcript or other legal teacher credential required.
2. Degree(s) required and area of major study.
3. Minimum three years of experience, one year at NFV Schools.
4. Deep understanding of ISTE Standards (formerly NETS) http://www.iste.org/standards
5. Must have completed a district’s mentoring and induction and the comprehensive
evaluation program.
6. Can demonstrate continuous improvement through professional development.
7. Such alternatives to the above qualifications as the Board may find appropriate and
acceptable.
Responsibilities
1. Research technology trends, programs, best practices and tools for classrooms.
2. Design and facilitate individual and small group professional development for technology.
3. Promote and facilitate 21st Century Learning through technology integration as described in
Characteristics of Effective Instruction.
4. Participate in professional development training to increase coaching skills.
5. Model technology integration and teaching strategies to infuse appropriate technology into
all classrooms.
6. Assist instructional coaches and model teachers to effectively implement technology into
content areas.
7. Enhance understanding and support of ISTE Standards. http://www.iste.org/standards
8. Collaborate with the information technology department to recommend technology
purchases.
9. Participate in the mentoring program as a resource to model and coach new teachers in
instructional practices.
10. Serve on the technology committee for both districts.
11. Other duties as assigned.
Job Goals
NFV are 1:1 laptop initiative schools and support technology integration at all grade levels as
appropriate to the goals of the instruction. For this purpose a technology integrationist role is part
of our TLC plan.
• Improve student achievement in the support of district and building goals.
• Collaborate with every teacher assigned on Individual Professional Development.
• Improve entry into the profession for new teachers to the district.
Reports to/Evaluation:
• Curriculum Director or Superintendent Designee.
• Annual evaluation by Site Based Review Council and to include input from instructional
staff.
Code No. 420.24
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TECHNOLOGY INTEGRATIONIST
Terms of Employment:
• 1.0 FTE Instructional Coach
• Annually appointed by Site Based Review Council
• Supplemental pay $6,000
• Ten days extended contract (202 days total)
Approved:
February 9, 2015
Reviewed: _________________
Revised: _______________
Code No. 420.25
MODEL TEACHER
Qualifications:
1. Certificate, license, transcript or other legal teacher credential required.
2. Degree(s) required and area of major study.
3. Minimum three years of experience, one year at NFV Schools.
4. Must have completed a district’s mentoring and induction and the comprehensive
evaluation program.
5. Can demonstrate continuous improvement through professional development.
6. Such alternatives to the above qualifications as the Board may find appropriate and
acceptable.
Responsibilities:
1. Implement learning opportunities based on best practices and invite peers, initial teachers
and student teachers into their classrooms to observe, team-teach and learn strategies for
implementation in their own classrooms.
2. Model and share knowledge of research based instructional strategies and facilitate
implementation in the classroom.
3. Support day to day classroom activities, special education procedures and parent
communication.
4. Participate in mentor/mentee trainings and functions.
5. Coordinate and support resources for mentee teachers, including instructional coaching
and modeling opportunities.
6. Observe, support reflection and provide feedback on classroom practices.
7. Support professional development programs for building and district-wide PD.
8. Collaborate with other model teachers across the state.
9. Other duties as assigned.
Job Goals:
Model teachers have been designated for each grade span or content area. Model teachers will
be resources that instructional coaches, technology integrationists and mentor teachers will use to
demonstrate and support the best practices of the district’s school improvement efforts.
• Improve student achievement in the support of district and building goals.
• Collaborate with every teacher assigned on Individual Professional Development.
• Improve entry into the profession for new teachers to the district.
Reports to/Evaluation:
• Curriculum Director or Superintendent Designee.
• Annual evaluation by Site Based Review Council and to include input from instructional
staff.
Terms of Employment:
• Annually appointed by Site Based Review Council
Code No. 420.25
Page 2
MODEL TEACHER
•
•
Supplemental pay $1,500
Three days extended contract (195 days total)
Approved:
February 9, 2015
Reviewed: _________________
Revised: _______________
Code No. 420.26
MENTOR TEACHER
Qualifications:
1. Certificate, license, transcript or other legal teacher credential required.
2. Degree(s) required and area of major study.
3. Minimum three years of experience, one year at NFV Schools.
4. Must have completed a district’s mentoring and induction and the comprehensive
evaluation program.
5. Can demonstrate continuous improvement through professional development.
6. Such alternatives to the above qualifications as the Board may find appropriate and
acceptable.
Responsibilities:
1. Acclimate new teachers to school environment; advise mentee about instruction, Iowa Core
Curriculum, district and building policies, procedures and practices.
2. Collaborate with instructional coaches, model teachers and technology integrationists; and
participate in professional development trainings to increase knowledge of best
practices/instructional strategies to support district student achievement.
3. Support and reflect on ethics and professionalism, the Iowa Teaching Standards and
portfolio creation.
4. Work collectively with other mentor teachers to support mentees.
5. Facilitate and support technology integration in mentee’s classroom.
6. Model how to plan instruction based on formative and summative data and continually
assess progress.
7. Participate in new employee orientation with mentees.
8. Participate in the mentoring program as a resource model and coach new teachers in
instructional practices.
9. Other duties as assigned.
Job Goals:
Mentor teachers will be the first point of contact to new teachers to the profession and personal
guides to those teachers in the mentoring and induction plan of the district.
• Improve student achievement in the support of district and building goals.
• Collaborate with every teacher assigned on Individual Professional Development.
• Improve entry into the profession for new teachers to the district.
Terms of Employment:
• Annually appointed by Site Based Review Council
• Supplemental pay $1,500
• Three days extended contract (195 days total) paid at per diem.
Approved:
February 9, 2015
Reviewed: _________________
Revised: ___________
Code No. 420.27
NORTH FAYETTE COMMUNITY SCHOOL DISTRICT
Job Description
Title:
DIRECTOR OF BUILDING MAINTENANCE
Qualifications:
1. High School diploma or equivalent.
2. Demonstrated knowledge of the basic principles of construction and maintenance
services.
3. Certification of good health signed by licensed physician.
4. Demonstrated aptitude or successful fulfillment of assigned performance responsibilities.
5. Boiler Maintenance and Operating Certificate.
6. Demonstrated skills in carpentry and minor plumbing repair.
7. Director shall furnish his own hand tools for repair work.
8. Such alternatives to the above qualifications as the Board may find appropriate and
acceptable.
1. BUILDING AND GROUNDS RESPONSIBILITIES
A. Supervises and inspects all school buildings, grounds and installations on a regular
basis to determine that high standards of workmanship, cleanliness, safety,
maintenance and security are maintained and determines repairs and additional
maintenance that are needed.
B. Establishes and recommends priorities on all repair and maintenance projects.
C. Conducts regular meetings with maintenance staff and communicates expectations to them
in a systematic manner.
D. Supervises needed repairs and maintenance items.
E. Supervises all custodial staff, trains, directs their work as needed and works with them to
ensure a safe and clean learning environment.
F. Assist in evaluation of custodial staff by principals, making recommendations for hiring,
transfer and/or release of custodial staff.
G. Prepares orders for all custodial materials as needed and makes recommendations for
purchase of supplies and equipment.
H. Consults with building principals regarding the establishment of regular preventative
maintenance programs.
I. Advises on the hiring of contractors to perform certain maintenance or repair-type services
and oversees the work done.
J. Completes all reports and maintains such other records as are required.
K. Prepares project specifications, participates in the process of development of architectural
plans, prepares estimates of cost for work to be completed, etc.
L. Oversees the program of new school construction, including alterations and additions to
existing buildings and new school plans.
M. Maintains safety standards in regard to state and insurance regulations and develops a
program of preventative safety.
N. Supervises the firing of pressure vessels and the implementation of the firing operation in
order to provide necessary heat and hot water according to season, temperature, demand
and oversees the repair and maintenance of this equipment.
O. Monitors all energy utilization for costs, efficiency and recommends plans for future use.
P. Supervises the receiving and warehousing program for all equipment and supplies.
Q. Strives constantly to promote the safety, health and comfort of the students and employees.
Code No. 420.27
Page 2
DIRECTOR OF BUILDING MAINTENANCE
R. Knows and consistently adheres to federal and state rules and regulations, including the fire
marshal’s rules and expectations, as well as local school district policies.
S. ENVIRONMENTAL CONCERNS ASSIGNMENT
1. Asbestos: Three-year inspection, six-month surveillance, management planning,
training and refresher courses, Mansville property damage claims, federal loan and
grant program applications and consulting.
2. Radon: Consulting, initial screening and follow-up testing and awareness training.
3. Lead in Water: Consulting and sampling.
4. Worker Right-to Know: Consulting and awareness training.
5. Underground Storage Tanks: Consulting, soil sampling and closure assistance.
6. Iowa energy Bank Program: Consulting
7. Playground Safety: Consulting
8. Lead in Paint: Consulting
9. Americans with Disabilities Act (Handicap Accessibility)
T. Assume other duties and responsibilities as may be assigned by the Superintendent.
2. PERSONNEL
A. Investigating all job applications for cleaners and maintenance personnel and making
recommendations to the Superintendent before the applications are considered by the
Administration and the Board.
B. Recommend to the Superintendent/Board the discharge or suspension of custodial staff
for poor performance, infractions of rules and regulations.
C. Make recommendations for pay scale changes for custodial staff.
3. PURCHASING
A. Assist with developing specifications and writing bid proposals for the purchase of
equipment.
B. Ordering repair parts, equipment and other supplies within limits of current year facilities
budget.
C. Maintain an inventory of supplies and repair parts.
4. OTHER ADMINISTRATOR AND SUPERVISORY DUTIES
A. Serve on District Facilities Committee to contribute planning and maintenance expertise.
B. Organize and/or execute Playground equipment inspections and repairs as necessary.
C. Pursue competitive quotes for purchases of furnishings and equipment as requested.
D. Keep accurate inventory of stored furnishings and equipment so as to create efficient
replacement cycle.
E. Work with Superintendent in planning work projects, building improvements and all other
activities necessary for the safe clean, modern and attractive building facilities.
Approved: February 19, 1990
Reviewed: June 21, 2010
Revised: April 11, 2016