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part b: policies in this section follow the complete index in this
document
PERSONNEL--GENERAL Activity/Athletic Passes (Previously Golden Pass) In an effort to encourage members of the community living within the Davenport Community School District to attend school activities, the board will sponsor the following passes: Golden Pass, Senior Citizen Pass and Employee Pass. Golden Pass: This pass is given to all retirees with 10 years or more of service and retired School Board members in appreciation for their commitment to the District and our students. It provides the retiree and a guest free admission to school activities including plays, musicals, instrumental and vocal music concerts, and athletic events, except state level competitions and qualifying events. The pass does not apply to extra costs, such as meals associated with an event. It does not apply to events hosted by other school districts. The pass must be presented by the holder at the time of entry. Senior Citizen Pass: This pass will allow the card holder free admission to home athletic events, except state level competitions and qualifying events. A senior citizen rate will be afforded to pass holders for other school activities including plays, musicals, instrumental and vocal music concerts constituting a 50% reduction in admission charges. The senior citizen pass or rate will not apply to events hosted by other school districts nor does it apply to extra costs such as meals associated with an event. The pass is available at the Administration Service Center to residents who reside within the Davenport Community School District and are at least 62 years old. The pass must be presented by the holder at the time of entry. Employee ID Pass: This pass will allow District employees, their spouse/significant other and two children (12 years or younger) free admission to home athletic events. Employee identification badges will serve as the pass. The pass does not apply to plays, musicals, instrumental and vocal music concerts, state level competitions or qualifying events. It also does not apply to events hosted by other school districts.
· By action of the Board 10/11/76, 4/11/83, Reviewed 1/13/92; Revised 11/23/98; Revised 1/10/05; Revised 11/14/11 · Edited 1/05, 11/11 PERSONNEL--GENERAL
Recognition for Service of Employees
The Board recognizes and appreciates the service of its employees. Employees who retire or resign may be honored by the Board, administration, and staff in an appropriate manner.
PERSONNEL--GENERAL
Expressions of Caring/Concern
The Board is concerned about the welfare and health of its employees. Consequently, it authorizes the Superintendent and/or the Board Secretary to extend its concerns through symbols of caring (i.e., flowers, cards, books, etc.) to employees/retired employees or their families during times of personal crisis. Any item selected shall not generally exceed $50.00.
PERSONNEL--GENERAL
Agents or Salesmen
No agent, canvasser, advertiser, or other person shall, without permission of the Board and/or the Superintendent or superintendent designee, enter any school premises or use the District mail system for the purpose of soliciting contributions of money; selling tickets, merchandise, or other commodity; announcing in any manner any public entertainment to teachers or pupils; or for the purpose of securing the names or addresses of pupils.
PERSONNEL--GENERAL
Non-School Employment
If outside employment interferes with an employee's performance of duties, this may be cause for discipline or dismissal.
PERSONNEL--GENERAL
Use of Protective Equipment
All employees of the District shall wear the proper clothing or use the proper protective equipment when specified by the District for safety purposes.
The administration will develop administrative regulations that will apply to the use of protective equipment for employees. Any procedures regarding violations or reprimands for probationary workers will be included in these procedures.
PERSONNEL--GENERAL
Public Office: Campaigning and Serving
A District employee may be a candidate for or serve in a political office during the school year, provided, in the judgment of the administration, such candidacy, campaigning, or service, does not interfere with assigned duties. If in the judgment of the administration, such campaigning or service for or in political office interferes with the normal duties, the District employee will be required to take a leave of absence without pay for that semester or year.
PERSONNEL--GENERAL
Complimentary Tickets (DELETED 1/10/05)
PERSONNEL--GENERAL
Safety Policy
The District shall provide the necessary active leadership and support in the development and maintenance of an adequate safety program for all employees, students, and patrons.
Building principals shall provide leadership in the following areas:
Complete cooperation in this vital program is expected of everyone.
PERSONNEL--GENERAL
Safety Committee (Deleted 11/12/01)
PERSONNEL--GENERAL
Nepotism
More than one family member may be an employee of the District. In extraordinary circumstances, after consultation with the direct supervisor of those affected, the Superintendent may allow one individual to be supervised by another family member. The recommendation is subject to annual Board approval.
District employment by the Board of more than one individual in a family shall be made on the basis of the person's qualifications, credentials, and records.
NOTE: Previously called Hiring and Assignment of Family Members
PERSONNEL--GENERAL
Dental/Vision Insurance
The Board will provide dental/vision insurance coverage for employees as stipulated by their negotiated contract agreement or as approved by the Board.
PERSONNEL
Review of Personnel Records
An employee of the District may review his/her personnel record unless review of that record is prohibited.
To review the personnel file an employee should make written request to the Director of Human Resources. Files must be reviewed in the Human Resources Office, and materials may not be removed from the file by the employee. copies may be made for the employee at a reasonable charge determined by the administration.
PERSONNEL--GENERAL
Communicable Diseases: Employees
Each instance of an employee with a communicable disease shall be considered on a case-by-case basis. The District's medical services provider in conjunction with the employee's personal physician and public health personnel, shall determine that the employee is free of transmissible infection and does not pose a risk to others in the course of performing duties. The Superintendent or superintendent's designee shall consider the recommendation of the District's medical services provider in making a final determination on the appropriate decision.
PERSONNEL--GENERAL
Harassment: Personnel
It is the policy of the District to maintain a learning and working environment that is free from harassment.
It shall be a violation of this policy for any employee of the District to harass another employee or student through conduct of a sexual nature or conduct designed to reduce the dignity of that individual with respect to age, race, creed, color, sex, sexual orientation, gender identity, national origin, ancestry, religion, disability, actual or potential parental, family or marital status, or any other status protected by relevant law. It is a violation of Policy No. 504.07 for students to harass employees through conduct of a sexual nature or conduct designed to reduce the dignity of that individual with respect to age, race, creed, color, sex, sexual orientation, gender identity, national origin, ancestry, religion, disability, actual or potential parental, family or marital status, or any other status protected by relevant law. Employees found in violation of this policy will be subject to discipline including, but not limited to, reprimand, probation, demotion, suspension, termination, or other sanctions determined appropriate by the supervisor, administration, and/or Board. Students harassing employees will be found in violation of this policy and are subject to discipline outlined in Policy No 504.07.
Each school employee shall be responsible for promoting understanding and acceptance of, and assuring compliance with, state and federal laws and board policy and procedures governing harassment within the school setting.
Administrators and/or supervisors shall conduct annual training sessions on this policy and the prevention of sexual, and other forms of harassment for all employees..
This policy governs vendors or any others having business or other contact with District personnel or students.
Any employee who believes he or she has been the subject of sexual, or other forms of harassment should report the alleged act immediately (preferably within 48 hours after the alleged harassment occurs) to his or her immediate supervisor or the Director of Assessment, Equity, and Student Records Services. An investigation of the complaint will be undertaken immediately. This policy applies while on school grounds, District property, or on property within the jurisdiction of the District; while on school-owned and/or school-operated buses, vehicles or chartered buses; while attending or engaged in school activities; and while away from school grounds if the harassment directly affects the good order, efficient management and welfare of the District. Sexual harassment means unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when:
Sexual harassment may include, but is not limited to the following:
Harassment means conduct of a verbal or physical nature that is designed to embarrass, distress, agitate, disturb or trouble employees when:
Harassment may include, but is not limited to the following:
Retaliation against an employee because the employee has filed a harassment complaint or assisted or participated in a harassment investigation or proceeding is also prohibited. An employee who is found to have retaliated against another in violation of this policy will be subject to discipline up to and including suspension and termination.
PERSONNEL--GENERAL
Verification of Criminal Conviction Records
In the interest of safety and the security of students, employees, and the property of the District, it shall be the District's policy to require applicants who are provisionally selected for employment to provide a criminal conviction check from each and every jurisdiction in which they have resided in at least the last five years.
Conviction check information shall be reviewed and used to verify application form information involving criminal conviction records, if any, prior to selected individuals beginning employment.
Any cost for obtaining the "conviction check" shall be the responsibility of the school district.
PERSONNEL
Employee Substance Abuse Policy
I. Definitions For the purposes of this policy these terms are defined as follows:
II. Drug and Alcohol Use or Possession
III. Due Process
PERSONNEL Professional Development Professional development is a basic component in the continuing preparation of teachers, administrators, and other PreK-12 certificated and classified staff as they extend their professional or technical knowledge. The Board supports this commitment to the continued process of professional growth so that the skills and content background of all staff are consistent with the current best practices and translate into improved student learning in all areas. As part of the budgeting process, the Board shall allocate sufficient funds to provide a reasonably comprehensive staff development program for all employees. The Iowa Professional Development Model will be used as the structure for Davenport Community School’s Staff Development Plan. It will provide a structure for staff development that is focused, collaborative, and that directly supports the Comprehensive School Improvement Process goals for student achievement. Employees shall also be encouraged to attend professional meetings at the regional, state, and national levels and to belong to professional organizations.
· Legal References: Code of Iowa Chapter 294.A Educational Excellence Programs; Chapter 295 School Improvement Technology Programs; Iowa School Standards - Chapter 670-4.7 · By action of the Board 7/17/89; Revised 5/27/97; Revised 8/11/03; Reviewed 5/10/10 · Edited 8/03; 5/10
PERSONNEL
Student Abuse By Employees
It is the policy of the District that school employees will not commit acts of physical or sexual abuse, including inappropriate and intentional sexual behavior, toward students. Any school employee who commits such acts is subject to disciplinary sanctions up to and including discharge.
It is the policy of the District to respond promptly to allegations of abuse of students by school employees by investigating or arranging for full investigation of any allegation, and to do so in a reasonably prudent manner. The processing of a complaint or allegation shall be handled confidentially to the maximum extent possible. All 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 Superintendent or superintendent's designee shall prescribe procedures and regulations in accordance with the rules adopted by the State Board of Education to carry out this policy. Complaint forms are available at each school and at the Administration Service Center. Additional information may be obtained by contacting the school or Administration Service Center. LEVEL I AND II INVESTIGATORS
The District shall appoint a Level I Investigator and an alternate, and shall arrange for an experienced professional to serve as the Level II Investigator. The Level I Investigator and alternate shall be provided training in the conducting of an investigation at the expense of the District. The Level I Investigator and alternate appointments, and the Level II Investigators' list will be approved annually by the Board.
PERSONNEL Employee Substance Abuse Testing
A. The District may require current and prospective employees to submit to a "drug test" when one of the following conditions exists:
B. PROCEDURES
C. The District prohibits the use of alcohol or illegal controlled substances during work hours and reserves the right to discipline employees up to and including discharge for the use of, or being under the influence of alcohol, in possession of, or distributing illegal controlled substances during work hours. For the purposes of this section, an employee is deemed to have used alcohol or be deemed under the influence of alcohol if the test confirms a level of .04 or higher. D. If an employee refused to submit to a drug test, the employee is subject to discipline, including discharge. E. The District shall protect the confidentiality of the results of any drug test conducted on an employee. The results of the test may be recorded in the employee's personnel records. However, if an employee whose test indicated the employee was under the influence of alcohol or a controlled substance, or indicated the presence of a controlled substance, has undergone substance abuse evaluation, and when treatment is indicated under the substance abuse evaluation, has successfully completed treatment for substance abuse, the employee's personnel records shall be expunged of any reference to the test or its results when the employee leaves employment. F. The District shall educate employees and prospective employees of the dangers of drug and alcohol use in the workplace by making available a resource file with the names of area drug and alcohol abuse programs and mental health providers, including the benefits and services of the District's Employee Assistance Program.
PERSONNEL
Drug Free Workplace Policy
A. As a condition of employment, the employee will notify the District in writing of any drug statute conviction for a violation occurring in the workplace no later than five calendar days after such conviction. B. Within 30 calendar days of receiving notice under the preceding paragraph "A," the District shall take one of the following actions with respect to any employee who is so convicted:
C. It is the intention of the District to comply fully with U. S. Department of Transportation regulations implementing the Omnibus Transportation Employee Testing Act of 1991 (including subsequent revisions or additions) and the laws of the State of Iowa as they may pertain to this area. Any employee covered by this act shall be subject to reasonable suspicion, post-accident, return-to-duty and follow-up alcohol and drug testing pursuant to procedures set out in this Federal law and federal regulations.
PERSONNEL
Violence in the Workplace The District is committed to providing a safe, professional work environment that is free of violence, either by employee against employee or by third parties against employees. Workplace violence, in any form and includes, but is not limited to, the following when such conduct is committed on District property, at a school activity or event, or in connection with a school activity or event:
Such conduct will be subject to disciplinary action, up to and including termination of employment. Acts deemed violent, even if not specifically covered in board policies, may incur discipline including termination. Employees who believe they have been subjected to violence in the workplace as defined in this policy should immediately terminate all contact and communication with the offending party and file a written complaint with the immediate supervisor or other appropriate administrator. Allegations of workplace violence shall be investigated and if substantiated, disciplinary action shall be taken. Initiating a complaint under this policy shall not cause any negative impact on complainants nor shall it affect their employment, compensation, or work assignments. · Legal References: (Code of Iowa) §708.6, 708.11, 724.4 · By action of the Board 12/19/95; Reviewed 11/23/98; Revised 1/10/05; Revised 7/11/11 · Edited 1/05, 7/11
PERSONNEL--GENERAL
Publication of Articles
Employees should report to the Human Resources Office all articles published in professional magazines or papers. These articles are desired as a matter of record and also in order that proper recognition may be given to outstanding members of the staff.
PERSONNEL--GENERAL Organizations It shall be the policy of the District to encourage employees to belong and be active in professional and community organizations.
· By action of the Board 10/11/76; Revised 4/11/83; Reviewed 1/13/92; Revised 1/25/99; Revised 1/10/05; Reviewed 11/14/11 · Edited 1/05, 11/11
PERSONNEL--GENERAL Employee Dress Code The Board believes that the professional conduct and appearance of our employees is fundamental to creating an environment conducive to learning. With this in mind, the board expects our employees to dress in a manner which reflects the professional nature of their vocation. Administrative regulations will be developed which reflect the spirit and intent of this policy and will establish consistent expectations throughout the district. It is the responsibility of principals or supervisors to ensure that all employees are properly dressed. Principals or supervisors may make exceptions to mode of dress when deemed appropriate.
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