Code No. 400.1

STATEMENT OF GUIDING PRINCIPLES

This series of the Board policy manual relates to the District's goals for performance of personnel and also sets forth benefit levels and key work rules.

It is the policy of the Board of Directors of the Decorah Community School District to provide an educational program of the highest standard possible and feasible and to fulfill the mission statement of the District.  Success in attaining these goals is dependent in large measure upon the competency of the personnel of the District.  Therefore, it shall be the policy of the Board of Directors to recruit and retain employees who exhibit the highest standards of professionalism and competency.

Each member of the District's staff provides an important service for the students whether teaching or assisting in the classroom, working in the office, preparing and serving meals, maintaining facilities, transporting students, or performing other duties.  Each employee has an impact on the school environment by his/her dedication to work and his/her actions, verbal and nonverbal.  Each employee shall be expected to be a positive role model for the students.  All District personnel shall strive to promote a cooperative, enthusiastic, and supportive learning environment.

It is the policy of the Board of Directors to delegate to the Superintendent and to the Superintendent's administrative staff decisions regarding personnel matters, except as may be specifically limited by Board policy or by law.  Whenever the term “Superintendent” is used in these policies, it shall mean “the Superintendent or the Superintendent’s designee.”

Except where a specific provision has been collectively bargained governing the employment relationship, all employees of the Decorah Community School District shall be governed by the policies of the Board of Directors and by administrative procedures, rules and directives.

The Board reserves its discretion, which may be delegated to administrative personnel, to determine the number of employees, the qualifications for and the duties of each position in the District, and the required standards of performance of employees.

Persons employed by another organization to perform services for the District shall not be granted salary or benefits by the District, but shall be subject to other District policies and administrative procedures, rules and directives while performing services for the District.

00972065

DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS

Code No. 400.2

DEFINITIONS

The following terms shall have the following meanings as used in these Series 400 policies:

Administrators. The term "administrators" shall include professional licensed employees employed under contracts issued pursuant to Iowa Code Section 279.23 and shall include the Superintendent of Schools, the principals and associate principal(s).

Classified Employees.  The term "classified employees" shall include the following employees, whether full-time or part-time:

1. Administrative Assistant
2. Board Secretary/Director of Human Resources
3. Director of Business Services/Treasurer
4. Clerical employees
5. Custodial and maintenance employees
6. Educational associates
7. Food service employees
8. Support staff (e.g. Volunteer Coordinator, Registrar, etc.)
9. Transportation employees

Full-time Employees.  The term "full-time employees" shall include all employees who regularly work a minimum of thirty (30) hours per week.

Licensed Employees.  The term "licensed employees" shall include all professional employees who hold certificates, licenses, or statements of professional recognition from the Iowa Department of Education and the Iowa Board of Educational Examiners or a license from the Board of Nursing or from another professional licensing body, whether full-time or part-time, when such certificates, licenses, or statements are required for the position the employee is holding, including administrators, teachers, nurses, counselors, librarians, and coaches.  The term does not include classified employees, such as bus drivers or educational associates who may also be required to hold licenses.

Part-time Employees.  The term "part-time employees" shall include all employees who regularly work less than thirty (30) hours per week.

Supervisors.  The term "supervisors" shall include persons, other than licensed employees, who supervise other classified employees, including the Director of Business Services, the Director of Human Resources, the Manager of Buildings and Grounds, the Manager of Food Services, and the Manager of Transportation.

Temporary Employees.  The term "temporary employees" shall include all employees who have been employed for a period of time of four consecutive months or less. In addition, all substitute teachers and nurses not on continuing contracts and also those coaches not on continuing contracts shall be deemed temporary employees.

DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS

Code 400.3

EQUAL EMPLOYMENT OPPORTUNITY AND
PROHIBITION OF HARASSMENT

The Decorah Community School District will select for employment qualified applicants for each position without regard to the race, color, sex, national origin, ethnic background, religion, creed, marital status, parental status, genetic information, sexual orientation, gender identity, age, or disability of the applicant.  Applicants with disabilities who can perform the essential functions of the position with or without reasonable accommodations are considered qualified applicants.  The District shall take affirmative action, consistent with its adopted affirmative action plan, in the recruitment, appointment, assignment and advancement of personnel to accomplish the goals of equal employment opportunity.  The District shall consider the veteran status of applicants.

The Decorah Community School District will not discriminate against any qualified individual with respect to compensation, terms, conditions, or privileges of employment because of such individual's race, color, sex, national origin, ethnic background, religion, creed, marital status, parental status, genetic information, sexual orientation, gender identity, age, or disability.

The District is committed to promoting positive intercultural, intergroup relationships.  The District, therefore, prohibits acts of intolerance or harassment toward others because of race, color, sex, national origin, ethnic background, religion, creed, marital status, parental status, genetic information, sexual orientation, gender identity, age or disability.  Such acts of intolerance may be treated as just cause for purposes of discipline, including discharge.

It is the policy of the Decorah Community School District to maintain a learning and working environment that is free from sexual harassment.  Because of the District's strong disapproval of offensive or inappropriate sexual behavior at work, all employees, officials and visitors must avoid any action or conduct which could be perceived as sexual harassment.  It shall be a violation of this policy for any employee, official or visitor of the Decorah Community School District to harass others through conduct or communications of a sexual nature.

Sexual harassment shall consist of unwelcome sexual advances, requests for sexual acts or favors, and other verbal or physical conduct of a harassing nature where:

1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;
2. submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting that individual; or
3. such conduct has the purpose or effect of substantially interfering with an individual's employment or creates an intimidating, hostile, or offensive employment environment.

Sexual harassment may include, but is not limited to the following:

• verbal harassment or abuse
• pressure for sexual activity
• repeated remarks to or about a person with sexual or demeaning implications
• unwelcome touching
• suggesting or demanding sexual involvement accompanied by implied or explicit threats concerning one's job
• the telling or showing of offensive jokes or stories
• display of sexually graphic pictures

Inquiries by employees or applicants for employment regarding compliance with equal opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, may also be directed in writing to the Equal Opportunity Commission, 500 W. Madison Street, Suite 2000, Chicago, Iowa 60661 or the Iowa Civil Rights Commission, 400 E. 14^th Street, Des Moines, Iowa 50319.  This inquiry or complaint may be done instead of, or in addition to, an inquiry or complaint at the local level.

DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS   

Code No. 400.3R1

EQUAL EMPLOYMENT OPPORTUNITY AND
HARASSMENT INVESTIGATION PROCEDURES

Notice. In order to effectively communicate and interpret the District's policies and plans to all levels of the administration and to all other employees, applicants, educational agencies and to the public, a statement of the District's equal employment opportunity policy shall be distributed to all applicants for employment and shall be disseminated annually to employees, students, parents and recruitment sources.

Staff Development. Periodic training shall be provided to all staff in the areas of discrimination and harassment.

Date of Review: August 12, 2019

Date of Revision: November 18, 2019

01656027

DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS 

Code No. 400.4

EMPLOYEE COMPLAINT PROCEDURES

The purpose of these complaint procedures is to resolve, at the lowest possible level, complaints of employees which may arise from time to time regarding their working conditions.  Any matter brought under a grievance procedure of a negotiated agreement shall not also be brought under the procedures of this policy.

Any employee with a complaint regarding his/her working conditions shall first discuss such complaint with his/her immediate supervisor in an attempt to resolve the matter informally.  The immediate supervisor should be informed of the complaint within ten calendar days of the event giving rise to the complaint, and the supervisor shall attempt to meet with the employee within ten calendar days of being so notified.

If the matter is not satisfactorily resolved, the employee shall file a written complaint with the immediate supervisor, which should be filed within ten calendar days following the discussion with the immediate supervisor.  The immediate supervisor shall attempt to indicate the disposition of the complaint in writing within ten calendar days of the filing of the complaint.

If the employee feels that the matter is not satisfactorily resolved, he/she may file the written complaint and the supervisor's disposition with the next level supervisor.  The complaint should be filed within ten calendar days of the disposition by the supervisor.  The same procedures and timelines shall apply through the chain of authority through the Superintendent of Schools.

If the employee feels that the matter is not satisfactorily resolved, the employee may request to appear before the Board by filing the written complaint and the written dispositions with the Board secretary and ask for a place on the agenda.  The Board secretary shall place the item on the Board's agenda.  The employee may appear at the Board meeting and discuss the matter with the Board.  The administrative staff may also discuss the matter with the Board.  The Board may refuse in its sole discretion to take action on the complaint or the Board shall decide the matter as soon as practicable, and the Board Secretary shall communicate the Board's decision to the employee.  If the Board declines to decide the matter, the disposition of the Superintendent or his/her designee shall be final.

The investigation or processing of a complaint shall not interfere with or disrupt any work activity.

Employees alleging improper discrimination or harassment under Code No. 400.3 may bypass any step of these procedures which requires the employee to meet with the alleged perpetrator.  The complainant may file the initial complaint with a compliance officer.

DECORAH COMMUNITY SCHOOL BOARD OF DIRECTORS