Policy 401: Employees and Internal
401.1 Equal Opportunity and Affirmative Action
It is the policy of the Mount Pleasant Community School District to provide equal employment opportunity to all persons and not to illegally discriminate on the basis of race, color, national origin, religion, gender, disability, marital status, age, creed, sexual orientation, or gender identity in its employment and personnel practices.
It is also the policy of this District to provide a fair and supportive work environment for all employees regardless of their race, color, national origin, religion, gender, disability, or marital status.
Employees, students, and parents will be reminded annually of the District's written statement policy in appropriate publications such as Panther Pride, handbooks, and newspapers. Inquiries or grievances related to this policy may be directed to the Superintendent, 400 East Madison Street, Mt. Pleasant, Iowa, 52641, to the Director of the Iowa Civil Rights Commission, to the Director of the Region VII Office of the United States Equal Employment Opportunity Commission in Kansas City, Missouri, or the Region VII Office of Civil Rights with the United States Department of Education in Kansas City.
Date of Adoption: September 14, 1998
Reviewed: Nov. 9, 1998; Dec. 11, 2000; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: December 14, 1998; January 8, 2001; April 11, 2011
401.2 Discrimination Grievance Procedure
Any person shall have the right to file a complaint alleging non-compliance with regulations outlined in Title IX of the 1972 Educational Amendments. The same procedure will be used for Title VI (Civil Rights Act of 1964), ADA/Section 504 of the Rehabilitation Act of 1973, and any other form of alleged discrimination. Complaints shall be directed to Superintendent of Schools, 1010 East Washington Street, Suite 102, Mt. Pleasant, Iowa, 52641. The telephone number is 319.385.7750.
Level One - Principal or Immediate Supervisor
A person with a grievance shall first discuss it with the principal or immediate supervisor, with the objective of resolving the matter informally. The act or condition shall be reported to the principal or immediate supervisor within (10) working days of the act or condition that is the basis of the grievance. A student with a complaint may discuss it with his/her teacher, counselor, or building principal.
Level Two - Mediation
Opportunity to resolve the grievance through mediation will be offered to the immediate supervisor or principal and the grievant. Mediation shall be held within fifteen (15) working days of meeting with the principal or immediate supervisor.
Level Three - Superintendent
If the grievance is not resolved at level one or two, and the grievant wishes to pursue the grievance, he or she may formalize it by filing a complaint in writing (form) to the Superintendent of Schools. The complaint shall state the nature of the grievance and the remedy requested. The filing of the formal, written complaint at level three must be within forty-five (45) working days from the date of the event giving rise to the grievance. The Superintendent shall meet with the grievant within fifteen (15) days of receiving the complaint. A minor student may be accompanied at the meeting by his/her parent or guardian. A written report from the Superintendent regarding action taken will be sent to the grievant within fifteen (15) working days after meeting with the grievant.
The procedure in no way denies the right of the grievant to file a formal complaint with the Office of Civil Rights in Kansas City, the Iowa Civil Rights Commission, other agencies available for mediation or rectification of affirmative action grievances, or to seek private counsel for complaints alleging discrimination.
Date of Adoption: March 28, 1972
Reviewed: Feb. 10, 1992; Nov. 9, 1998; Dec. 11, 2000; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: December 14, 1998; January 8, 2001
401.3 Recruitment and Selection
Recruitment and selection of personnel shall be the responsibility of the administration. Whenever possible the preliminary screening of candidates shall be conducted by the director who will be directly in charge of the personnel being hired. The Superintendent of Schools shall have the authority to delegate recruitment and selection responsibilities to staff members. Names and salaries to be paid shall be presented at the next meeting of the Board for approval.
Selections shall be based upon the merits of the candidates without regard to sex, race, religion, or marital status.
Date of Adoption: November 28, 1972
Reviewed: Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Nov. 12, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended:
401.4 Assignments and Transfer
Changes in assignment may be initiated by an employee submitting a request to the immediate superior or by the immediate superior initiating the request. All reassignments shall be made only after discussion by those principally concerned and with the full knowledge of all related parties. Final action on reassignments shall not be taken until approval has been given by the Superintendent of Schools. All assignment changes are to be reported to the Board.
Date of Adoption: November 28, 1972
Reviewed: Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended:
401.5 Staff Development
Staff development is a basic component in the continuing preparation of all employees as they extend their professional or technical knowledge. The Board of Education 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 practice.
As part of the budgeting process, the Board shall allocate sufficient funds to provide a reasonably comprehensive staff development program for all employees.
A staff development plan shall be developed to meet the professional development needs of all the employees of the district. The plan shall include general goals, specific objectives, and activities. The plan shall also contain provisions for revision and evaluation, based on identified needs of the school district and support the district’s Comprehensive School Improvement Plan.
The Superintendent will be responsible for developing a process for implementing this policy.
Date of Adoption: December 14, 1998
Reviewed: Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended:
401.6 Evaluation
The Superintendent of Schools shall be responsible for the continuous evaluation of the employees of the district.
Principals and Managers shall submit such evaluation in writing to the Superintendent in such manner and at such times as determined by the Master Contract or the Board of Directors and the Superintendent.
Date of Adoption: November 28, 1972
Reviewed: Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: December 14, 1998
401.7 Dismissal
The Superintendent of Schools or a delegated subordinate has the authority to suspend the services of any employee. At the next meeting of the Board of Directors, action shall be taken by the Board as to whether or not the employee shall be reinstated or dismissed. The employee shall have the right to a hearing before the Board if the employee so desires.
Date of Adoption: November 28, 1972
Reviewed: Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: February 12, 1992
401.8 Resignation
Resignations shall be in writing signed by the resigning party and directed to the Superintendent of Schools and referred to the Board of Directors with recommendations, as provided by statute.
The Board recognizes that there are some circumstances which force an employee to request a release from a contract or letter of appointment before the expiration date. Employees will be released from their contracts at any time if a suitable replacement can be secured. Faculty and Administrators who request a release from their contract after May 31st may be required to pay the cost of obtaining a suitable replacement not to exceed $300.
Legal Reference: (Code of Iowa) Chapter 279.13
Date of Adoption: September 16, 1974
Reviewed: Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: February 10, 1992
401.9 Annuities and Other Jointly Approved Payroll Deductions
It shall be the policy of the Board of Directors that premiums for payment of annuities and other jointly approved payroll deductions may be deducted from the salaries of personnel provided that written application for such deductions shall be on file with the Board Secretary. A request for change must be submitted in writing to the Business Office by the 10th of each month.
Legal Reference: IRC 403(b)
Date of Adoption: November 1, 1972
Reviewed: Feb. 10, 1992; Dec. 19, 1994; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: October 13, 1986; January 16, 1995; Nov. 9, 2020
[Deleted] 401.10 Employee Early Retirement
[Deleted] 401.10A Employee Early Retirement Benefits
401.11 Public Service
All certified personnel are encouraged to take part in public service activities unless such activity directly impinges upon the employee's professional services to the School District.
Date of Adoption: November 28, 1972
Reviewed: Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended:
401.12 Tutoring
Faculty members shall not render paid tutorial services for students enrolled in classes of the School District during contract hours unless such program has been approved by the Superintendent. No one, professional staff members or members of the community, shall use any facilities, equipment or materials of the School District for tutoring pupils or other purposes not a part of the regular program of the School District, unless approved by the Superintendent of Schools.
Date of Adoption: November 28, 1972
Reviewed: Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: June 9, 1986
401.13 Exchange Teachers
For the purposes of securing knowledge of educational methods in other school districts, either inside or outside the United States, and for promoting international goodwill, the Board of Directors may contract with another Board or other educational authorities for the exchange of teaching services. Any such requests shall be judged by the Superintendent upon its merits, namely, what benefits may be derived through such an exchange.
Date of Adoption: November 28, 1972
Reviewed: Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended:
401.14 Substitutes
Personnel serving on a substitute or temporary basis in the school district shall, if possible, be certificated for the positions which they are to fill. Every effort shall be made to fill temporary positions with substitutes who have preparation equal to that of regular contract personnel. In the event such persons are not available, the employment of personnel who are properly qualified is authorized on a purely substitute or temporary basis.
REIMBURSEMENT
Substitutes shall be paid on a daily rate for their teaching services. Such rate shall be set annually by the Board of Directors at the time salary schedules are considered and established. A substitute who serves in a specific assignment for a period in excess of ten consecutive teaching days shall be paid a per diem rate of $150. Such per diem salary shall apply for only that period of employment in excess of ten consecutive teaching days on a specific assignment. The ten consecutive teaching day requirement may be waived at the sole discretion of the Superintendent for special circumstances and on a case-to-case basis.
Date of Adoption: November 28, 1972
Reviewed: Jan. 15, 1990; Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Dec. 8, 2003; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; July 10, 2017; Dec. 11, 2017; Nov. 9, 2020
Amended: Jan. 15, 1990; Feb. 10, 1992; Jan. 12, 2004; July 10, 2017
401.15 Student Teachers
It is the policy of the Mount Pleasant Community School District to cooperate with the higher educational institutions in the practical preparation of future teachers.
Date of Adoption: November 28, 1972
Reviewed: Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended:
401.16 Insurance
Employees who work a minimum of thirty (30) hours per week are eligible for District sponsored insurance. The extent to which the district will contribute toward insurance cost, or to a specified option, will be determined and approved by the Board of Education.
The effective date of coverage under the group insurance plan will be the first day of the month following the date of employment and the last day of the month in which the termination of employment occurs.
A new employee electing insurance benefits must enroll within the first thirty (30) days of employment. An employee who is leaving the district may purchase coverage for a limited amount of time, in accordance with state and federal law.
Legal Reference: (Code of Iowa) Chapter 509.1
Date of Adoption: November 28, 1972
Reviewed: Aug. 12, 1991; Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: June 9, 1986; August 12, 1991; March 10, 2014; Nov. 9, 2020
401.17 Vacations
The Board will determine the amount of vacation that will be allowed on an annual basis for employees.
The Superintendent of Schools shall establish a vacation schedule and make a recommendation to the Board annually on the vacations for all employees of the district.
Vacation time shall not accrue from one year to the next without prior approval and arrangement with the Superintendent of Schools.
Date of Adoption: November 28, 1972
Reviewed: Feb. 10, 1992; July 13, 1998; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Feb. 8, 2016; Dec. 11, 2017; Nov. 9, 2020; July 12, 2021
Amended: June 9, 1986; February 10, 1992; August 10, 1998; Feb. 22, 2016; July 12, 2021
401.18 Physical Examination
The administration may require any employee to have a physical examination if it appears that the person's physical welfare is impairing the employee's performance.
Bus Drivers shall take a Department of Transportation physical examination as required, and submit the results on the State physical form to the Transportation Director.
Date of Adoption: November 28, 1972
Reviewed: Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; April 8, 2019; Nov. 9, 2020
Amended: January 8, 1980; February 10, 1992, December 12, 2005; April 8, 2019
401.19 Personal Illness
Employees shall be granted leave of absence for personal illness or injury with full pay at a rate of 15 days per year cumulative to 125 days.
Sick leave may be used by the employee only in such amount of accumulated sick leave and not to extend beyond such time as the employee's physician deems the employee fit to return to the assigned duties of employment.
Nine (9) of said days may be used for confined family sickness, defined as spouse, children and parents which days shall be non-accumulative.
Date of Adoption: November 28, 1972
Reviewed: Feb. 10, 1992; July 13, 1998; Nov. 9, 1998; May 8, 2000; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: June 9, 1986; August 10, 1998; December 14, 1998; June 12, 2000; Nov. 9, 2020
401.20 Bereavement
In case of death in the immediate family of the employee (mother-in-law, father-in-law, step-parent, foster parent, step-child, brother, brother-in-law, sister, sister-in-law, grandparents, grandparents-in-law, grandchildren, son-in-law, daughter-in-law) an allowance of up to three (3) days, if necessary, may be approved without penalty. In the case of death of a spouse, child, mother, father, or any members of the immediate household, an allowance of up to five (5) days may be provided.
Date of Adoption: November 28, 1972
Reviewed: Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: February 10, 1992
401.21 Jury Duty
Employees in the school system may be excused for jury duty. In order that no one shall suffer financial loss because of such absence, the difference between the employee's normal salary and the compensation for jury duty shall be paid. Legal Reference: (Code of Iowa) Chapter 607.2, 607.3
Date of Adoption: November 28, 1972
Reviewed: Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: February 10, 1992
401.22 Military Service
Leaves of absence are granted for military purposes but not to exceed the enlistment or draft period. On completion of the military service the individual is entitled to reinstatement at the same salary the individual would have received had the individual not taken such leave but subject to the following conditions:
- that the position was not abolished;
- that the individual is physically and mentally capable of performing the duties of the position;
- that the individual makes written application for reinstatement to the Superintendent of Schools within 90 days after termination of military service and;
- that the individual submits an honorable discharge from the military service. A leave of absence will be granted for reservists for training purposes but not for a period exceeding a total loss of pay. Employees are expected to take such training during times when the schools are not in session whenever possible.
Legal Reference: (Code of Iowa) Chapter 29A28
Date of Adoption: November 28, 1972
Reviewed: Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: February 10, 1992
401.23 Absence Without Pay
Absence without pay may be authorized by the Superintendent for purposes which the Superintendent considers urgent and necessary. For such absences, deductions from the employee's salary will be made in accordance with the school district's pay deduction regulations.
The employee shall make application for such authorization at least ten (10) days in advance of the occurrence or, if advance application is not possible, not later than ten (10) days after the occurrence. Length of service, previous record of absence other than that for personal illness, and the purpose of the absence shall be factors in the decision as to authorization.
Involuntary absence not heretofore provided for may be excused by the Superintendent. The employee shall make application to the Superintendent immediately for excuse for such absence, and deductions in salary shall be made unless such deductions are specifically waived by the Board of Directors.
Other absences than those herein provided for, or failure to follow the foregoing regulations, may be deemed to be neglect of duty and may be sufficient grounds for dismissal.
Date of Adoption: November 28, 1972
Reviewed: Feb. 10, 1992; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: February 10, 1992
401.24 Drug Free Workplace
No employee engaged in work for the school district shall unlawfully manufacture, distribute, dispense, possess or use on or in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance as defined by federal or state law.
"Workplace" is defined as the site for the performance of work done in the capacity as a school district employee. That includes a school building or other school premise; a school-owned vehicle or other school approved vehicle used to transport students to and from school or school activities; and off school property during school-sponsored or school-approved activity, event or function, such as a field trip or athletic event, where students are under the jurisdiction of the school district.
Employees shall notify their supervisor of the employee's conviction under any criminal drug statute for a violation occurring in the workplace as defined above, no later than five (5) days after such conviction.
Employees shall abide by the terms of this policy respecting a drug-free workplace. An employee who violates the terms of this policy shall successfully participate in a drug abuse assistance or rehabilitation program approved by the Board. If the employee fails to successfully participate in such a program, the employee's contract shall not be renewed or employment may be suspended or terminated, at the discretion of the Board.
Date of Adoption: September 14, 1992
Reviewed: Sept. 19, 1994; Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended:
401.25 Tobacco Free Workplace
No employee engaged in work for the school district shall use tobacco products on or in the workplace. Employees shall abide by the terms of this policy.
"Workplace" is defined as found in Section 401.24.
Employees shall abide by the terms of this policy respecting a tobacco free workplace. If the employee fails to abide by these terms, the employee's contract shall not be renewed or employment may be suspended or terminated, at the discretion of the Board.
Date of Adoption: October 17, 1994
Reviewed: Nov. 9, 1998; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended:
401.26 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.
Date of Adoption: January 23, 1991
Reviewed: March 9, 1992; April 10, 2000; Dec. 9, 2002; Aug. 13, 2007; Oct. 8, 2012;Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: May 8, 2000
401.27Child Abuse Reporting
When a mandatory reporter suspects a student is the victim of child abuse, the mandatory reporter will 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 will also be notified.Within forty-eight hours of the oral report, the mandatory reporter will file a written report with the Iowa Department of Human Services.
Within six months of their initial employment, mandatory reporters will take a two-hour training course involving the identification and reporting of child abuse, or submit evidence they’ve taken the course within the previous five years.The course will be re-taken at least every five years.
For more information please go to the Iowa Department of Human Services Web site at:http://www.dhs.state.ia.us/Consumers/Safety_and_Protection/Abuse_Reporting/ChildAbuse.html
Legal Reference: Iowa Code §§ 232.67-.77; 232A; 235A; 280.17 (2011).
441 I.A.C. 9.2; 155; 175.
1982 Op. Att'y Gen. 390, 417.
1980 Op. Att'y Gen. 275.
Date of Adoption: January 14, 1991
Reviewed: March 9, 1992; December 9, 2002; August 13, 2007; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: November 12, 2012
401.28 Staff Technology Use/Social Networking
Computers are a powerful and valuable education and research tool and, as such, are an important part of the instructional program. In addition, the school district depends upon computers as an integral part of administering and managing the schools’ resources, including the compilation of data and recordkeeping for personnel, students, finances, supplies and materials. This policy outlines the board’s expectations in regard to these different aspects of the school district’s computer resources. Employees must conduct themselves in a manner that does not disrupt from or disrupt the educational process and failure to do so will result in discipline, up to and including, discharge.
General Provisions
The superintendent is responsible for designating the Information Technology Director to oversee the use of school district computer resources.
The superintendent, working with appropriate staff, shall establish regulations governing the use and security of the school district’s computer resources. The school district will make every reasonable effort to maintain the security of the system. All users of the school district’s computer resources, including students, staff and volunteers, shall comply with this policy and regulation, as well as others impacting the use of school equipment and facilities. Failure to comply may result in disciplinary action, up to and including discharge, as well as suspension and/or revocation of computer access privileges.
Usage of the school district’s computer resources is a privilege, not a right, and that use entails responsibility. All information on the school district’s computer system is considered a public record. Whether there is an exception to keep some narrow, specific content within the information confidential is determined on a case by case basis. Therefore, users of the school district’s computer network must not expect, nor does the school district guarantee, privacy for e-mail or use of the school district’s computer network including web sites visited. The school district reserves the right to access and view any material stored on school district equipment or any material used in conjunction with the school district’s computer network.
The superintendent, working with the appropriate staff, shall establish procedures governing management of computer records in order to exercise appropriate control over computer records, including financial, personnel and student information. The procedures will address:
- passwords,
- system administration,
- remote access,
- data back-up (including archiving of e-mail),
- record retention, and
- disaster recovery plans.
Social Networking or Other External Web Sites
For purposes of this policy any web site, other than the school district web site or school-school district sanctioned web sites, are considered external web sites. Employees shall not post confidential or proprietary information, including photographic images, about the school district, its employees, students, agents or others on any external web site without consent of the superintendent. The employee shall adhere to all applicable privacy and confidentiality policies adopted by the school district when on external web sites. Employees shall not use the school district logos, images, iconography, etc. on external web sites. Employees shall not use school district time or property on external sites that are not in direct-relation to the employee’s job. Employees, students and volunteers need to realize that the Internet is not a closed system and anything posted on an external site may be viewed by others, all over the world. Employees, students and volunteers who don’t want school administrators to know their personal information, should refrain from exposing it on the Internet. Employees, who would like to start a social media site for school district sanctioned activities, should contact their principal.
It is the responsibility of the superintendent to develop administrative regulations implementing this policy.
Legal Reference: Iowa Code § 279.8 (2011).
281 I.A.C. 13.35, .26
Date of Adoption: July 14, 1997
Reviewed: Oct. 11, 1999; Feb. 12, 2001; December 10, 2001; May 13, 2002; December 9, 2002; Aug. 13, 2007; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: June 10, 2002; Nov. 12, 2012
RP401.28 Staff technology use regulation
General
The following rules and regulations govern the use of the school district's computer network system, employee access to the Internet, and management of computerized records:
- Employees will be issued a school district e-mail account. Passwords must be changed periodically.
- Each individual in whose name an access account is issued is responsible at all times for its proper use.
- Employees are expected to review their e-mail regularly throughout the day, and shall reply promptly to inquiries with information that the employee can reasonably be expected to provide.
- Employees may access the Internet for education-related and/or work-related activities.
- Employees shall refrain from using computer resources for personal use, including access to social networking sites.
- Use of the school district computers and school e-mail address is a public record. Employees cannot have an expectation of privacy in the use of the school district’s computers.
- Use of computer resources in ways that violate the acceptable use and conduct regulation, outlined below, will be subject to discipline, up to and including discharge.
- Use of the school district’s computer network is a privilege, not a right. Inappropriate use may result in the suspension or revocation of that privilege.
- Off-site access to the school district computer network will be determined by the superintendent in conjunction with appropriate personnel.
- All network users are expected to abide by the generally accepted rules of network etiquette. This includes being polite and using only appropriate language. Abusive language, vulgarities and swear words are all inappropriate.
- Network users identifying a security problem on the school district's network must notify appropriate staff. Any network user identified as a security risk or having a history of violations of school district computer use guidelines may be denied access to the school district's network.
Prohibited Activity and Uses
The following is a list of prohibited activity for all employees concerning use of the school district's computer network. Any violation of these prohibitions may result in discipline, up to and including discharge, or other appropriate penalty, including suspension or revocation of a user's access to the network.
- Using the network for commercial activity, including advertising, or personal gain.
- Infringing on any copyrights or other intellectual property rights, including copying, installing, receiving, transmitting or making available any copyrighted software on the school district computer network. Using the network to receive, transmit or make available to others obscene, offensive, or sexually explicit material
- Using the network to receive, transmit or make available to others messages that are racist, sexist, and abusive or harassing to others.
- Use of another’s account or password.
- Attempting to read, delete, copy or modify the electronic mail (e-mail) of other system users.
- Forging or attempting to forge e-mail messages.
- Engaging in vandalism. Vandalism is defined as any malicious attempt to harm or destroy school district equipment or materials, data of another user of the school district’s network or of any of the entities or other networks that are connected to the Internet. This includes, but is not limited to, creating and/or placing a computer virus on the network.
- Using the network to send anonymous messages or files.
- Revealing the personal address, telephone number or other personal information of oneself or another person.
- Intentionally disrupting network traffic or crashing the network and connected systems.
- Installing personal software or using personal disks on the school district’s computers and/or network without the permission of the Information Technology Director.
- Using the network in a fashion inconsistent with directions from teachers and other staff and generally accepted network etiquette.
401.29 Leaves of Absence Under the Family and Medical Leave Act
Eligible employees will be provided with up to 12 weeks of family and medical leave per year as required by the Family and Medical Leave Act of 1993 (“FMLA”). A year is defined as beginning 1 July and ending 30 June. Family and medical leave is available for the following purposes: (1) the birth of a son or daughter and to care for a newborn child; (2) for placement with the employee of a son or daughter for adoption or foster care; (3) to care for an employee’s spouse, son, daughter or parent with a serious health condition and (4) because of a serious health condition that makes the employee unable to perform the function of the employee’s job. For purpose of this article, the terms “spouse”, “parent”, and “son or daughter”, and “serious health condition” shall have the same meaning as defined by the FMLA and its regulations.
In addition, an employee is entitled to twenty-six (26) weeks of unpaid family and medical leave to care for a family service member (military caregiver) with a serious injury or illness and twelve (12) weeks of unpaid family and medical leave (exigency leave) when a family member is called to active duty or on call to active duty status.
The district reserves the right to designate any leave that is taken for one of the purposes set forth above as FMLA even if the employee requesting leave does not designate the leave as family and medical leave. Furthermore, any employee on family and medical leave is required to also use, substitute and exhaust any eligible paid leave that is otherwise available to the employee, including, but not limited to sick, personal and vacation leaves. Any family and medical leave in excess of the available paid leave shall be unpaid. Employees requesting family and medical leave must provide medical certification in support of the request to the extent and in the manner required by FMLA. Employees eligible for FMLA must comply with family and medical leave administrative rules prior to starting family and medical leave.
Legal Reference: Public Law 103-3; 29CFR Part 825
Date of Adoption: February 9, 2004
Reviewed: August 13, 2007; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended: Dec. 10, 2012; Nov. 9, 2020
401.30 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.
(c) Unsettled matters regarding licensed employees from (b) above or problems and questions concerning the school district should be directed to the superintendent.
(d) If a matter cannot be settled satisfactorily by the superintendent, it may then be brought to the board. To bring a concern regarding an employee, the individual may notify the board president in writing, who may bring it to the attention of the entire board, or the item may be placed on the board agenda of a regularly scheduled board meeting.
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.
Legal Reference: Iowa Code § 279.8 (2003).
Date of Adoption: February 9, 2004
Reviewed: Aug. 13, 2007; Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended:
401.31 Cellular Telephones
The District may assign cellular telephones to various school district employees to be used in conjunction with the employee’s primary duties. All cell phones are owned by the Mount Pleasant Community School District.
The District may provide employees’ cellular telephones based on the following criteria:
- Assignment of a cellular telephone is a prudent use of District resources.
- The employee’s job responsibilities require the ability to communicate frequently.
- The employee’s job involves situations where immediate communication is necessary.
Date of Adoption: August 17, 2007
Reviewed: Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended:
401.32 Professional Development for Student Achievement Policy (PD)
It is the policy of the Mount Pleasant Community School District to support the important connection between educator professional development and improved student achievement and assure that teachers and administrators acquire and maintain the knowledge and skills needed to contribute effectively to the achievement of the goals and strategies outlined in the district’s comprehensive school improvement plan.
The Superintendent will monitor the professional development program that is characterized by the following:
- Student and teacher data guide planning and evaluation of Professional Development at both the district and building levels.
- PD for Student Achievement “research-based” activities support prioritized student learning needs.
- PD contains Iowa’s required elements of effective PD for student achievement (theory, demonstration, practice, observation, collaboration).
- Evaluation of improved instructional practice and effect on student learning.
- Teacher Professional Learning Plans align with district and building PD plans.
- PD has a budget.
Date of Adoption: June 8, 2009
Reviewed: Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended:
401.33 Bloodborne Pathogens
The Mount Pleasant Community School District will maintain a written exposure control plan to eliminate or minimize occupational exposure to bloodborne pathogens. The plan shall include, but not be limited to, scope and application, definitions, exposure control, methods of compliance, Hepatitis B vaccination and post-exposure evaluation and follow-up, communication of hazards to employees and recordkeeping.
In handling body fluids, personnel will follow universal precautions in accordance with administrative guidelines.
Date of Adoption: July 12, 2010
Reviewed: Oct. 8, 2012; Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended:
401.34 DRUG AND ALCOHOL TESTING PROGRAM
Employees who operate school vehicles are subject to drug and alcohol testing if they 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 are subject to pre-employment drug testing and random, reasonable suspicion and post-accident drug and alcohol testing. Employees operating school vehicles will not perform a safety-sensitive function within four hours of using alcohol. Employees governed by this policy are 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, Ed Chabal, 307 E Monroe, Mt. Pleasant. Iowa.
Employees who violate the terms of this policy may be subject to discipline up to and including termination. Employees who violate this policy bear the personal and financial responsibility, as a condition of continued employment, to successfully participate in a substance abuse evaluation and a substance abuse treatment program recommended by the substance abuse professional. Employees 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
It is the responsibility of the superintendent to develop administrative regulations to implement this policy in compliance with the law. The superintendent will inform applicants of the requirement for drug and alcohol testing in notices or advertisements for employment.
The superintendent will also be responsible for publication and dissemination of this policy and supporting administrative regulations and forms to employees operating school vehicles
Legal Reference:
American Trucking Association, Inc., v. Federal Highway Administration, 51 Fed. 3rd 405 (4th Cir. 1995). 49 U.S.C. §§ 5331 et seq. (2010). 42 U.S.C. §§ 12101 (2010). 41 U.S.C. §§ 81 (2010). 49 C.F.R. Pt. 40; 382; 391 (2010). 34 C.F.R. Pt. 85 (2010). Local 301, Internat'l Assoc. of Fire Fighters, AFL-CIO, and City of Burlington, PERB No. 3876 (3-26-91). Iowa Code §§ 124; 279.8; 321.375(2); 730.5 (2011).
Date of Adoption: November 11, 2013
Reviewed: Aug. 11, 2014; Dec. 11, 2017; Nov. 9, 2020
Amended:
Policy 401.35: Employee Expression
The board believes the district has an interest in maintaining an orderly and effective work environment while balancing employees First Amendment rights to freedom of expression and diverse viewpoints and beliefs. When employees speak within their official capacity, their expression represents the district and may be regulated. The First Amendment protects a public employee’s speech when the employee is speaking as an individual citizen on a matter of public concern. Even so, employee expression that has an adverse impact on district operations and/or negatively impacts an employee’s ability to perform their job for the district may still result in disciplinary action up to and including termination.
Employees will comply with Iowa law to the extent that compliance does not infringe on employees’ free speech rights.
Employees who use social media platforms are encouraged to remember that the school community may not be able to separate employees as private citizens, from their role within the district. Employee expression on social media platforms that interferes with the district’s operations or prevents the district from functioning efficiently and effectively may be subject to discipline up to and including termination.
A district employee who acts to protect a student for engaging in free expression or who refuses to infringe on students engaging in free expression; and who is acting within the scope of their professional ethics will not be retaliated against or face any adverse employment action based on their behavior provided that expression is otherwise permitted by law and board policy.
If the board or court finds an employee that is subject to licensure, certification or authorization by the Board of Educational Examiners discriminated against a student or other co-employee, the board will refer the employee to the Board of Educational Examiners for additional proceedings as required by law and which may result in discipline up to and including termination.
|
Legal Reference: |
U.S. Const. Amend. I |
Date of Adoption: April 10, 2023
Reviewed:
Amended: