PERSONNEL
401.1 - EQUAL EMPLOYMENT OPPORTUNITY
The WACO Community School District shall 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 superintendent will serve as the 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 age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or genetic information. In keeping with the law, the board will consider the veteran status of applicants.
Prior to a final offer of employment the school district will perform the background checks required by law. 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. The district will perform repeat background checks on applicable employees as required by law.
Advertisements and notices for vacancies within the district will contain the following statement: "The WACO Community School District is an equal employment opportunity/affirmative action employer." 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, will be directed to the Affirmative Action Coordinator by writing to the Affirmative Action Coordinator, WACO Community School District, 706 N. Pearl, Wayland, Iowa 52654; or by telephoning 319-256-6201. Formal complaints and informal reports regarding sex discrimination, including sexual harassment, will be subject to the Title IX grievance process (see the Title IX Grievance Procedure regulation).
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 Equal Employment Opportunity Commissions, Milwaukee Area Office, Reuss Federal Plaza, 310 West Wisconsin Ave., Suite 800, Milwaukee, WI., 53203-2292, (800) 669-4000 or TTY (800) 669-6820. http://www.eeoc.gov/field/milwaukee/index.cfm or the Iowa Civil Rights Commission, 400 E. 14th Street, Des Moines, Iowa, 50319-1004, (515) 281-4121 or 1-800-457-4416, http://www.state.ia.us/government/crc/index.html. 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.
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.
Legal Reference: 29 U.S.C. §§ 621-634 (1988). 2 U.S.C. §§ 2000e et seq. (1988). 42 U.S.C. §§ 12101 et seq. (Supp. 1990). Iowa Code §§ 19B; 20; 35C; 73; 216; 279.8 (2001). 281 I.A.C. 12.4; 95.
Cross Reference: 102 Equal Educational Opportunity
403.5 Harassment
405.2 Licensed Employee Qualifications, Recruitment, Selection
411.2 Classified Employee Qualifications, Recruitment, Selection
406 Affirmative Action Compliance
Adopted: 3/19/98
Revised: 8/17/2020, 3/18/2024
Reviewed: 8/17/2020
PERSONNEL
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 will not act as an agent or dealer for the sale of textbooks or other school supplies. Employees will 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 will 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 will 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 will 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, a 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
· 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.
When procurement is supported by Federal Child Nutrition funds, employees will not participate in the selection, award, or administration of a contract if there is a real or apparent conflict of interest in the contract. Contract, for purposes of this paragraph, includes a contract where the employee, employee’s immediate family, partner, or a non-school district employer of these individuals is a party to the contract.
It is the responsibility of each employee to be aware of and take the necessary action to eliminate a potential conflict of interest should it arise.
Legal Reference: Iowa Code §§ 20.7; 68B; 279.8; 301.28 (2001).
Cross Reference: 203 Board of Directors' Conflict of Interest
402.4 Gifts to Employees
402.6 Employee Outside Employment
Adopted: 3/19/98
Reviewed: 4/15/19
Revised: 3/18/2024
PERSONNEL
401.3 - NEPOTISM
More than one family member may be an employee of the school district. It will 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.
The employment by the board of more than one individual in a family is on the basis of their qualifications, credentials and records.
NOTE: School district employment of more than one family member is permissible by law. School districts, however, have the discretion to prohibit the hiring of family members. Boards that choose to prohibit nepotism should do so in board policy. Boards that permit nepotism may want to add certain requirements to the hiring of family, such as requiring board approval prior to hire. It is recommended that one family member not be allowed to supervise or evaluate another family member unless the superintendent or board approves it. This policy is written to permit nepotism and, upon approval of the superintendent, one family member may supervise another. The clause in brackets can be added to the policy if the board also want to approve the supervisory issue.
Legal Reference: Iowa Code §§ 20; 71; 277.27; 279.8 (2001).
Cross Reference: 405.2 Licensed Employee Qualifications, Recruitment Selection
411.2 Classified Employee Qualifications, Recruitment Selection
Adopted: 3/19/98
Reviewed: 4/15/19, 3/18/2024
Revised:
PERSONNEL
401.4 - EMPLOYEE COMPLAINTS
Complaints of employees against fellow employees should be discussed directly between employees as appropriate for the nature of the complaint. Complaints should be made in a constructive and professional manner. Complaints should generally not be made in the presence of other employees, students or outside persons. persons.
If the complaint cannot be resolved, the employee may discuss the matter with their immediate supervisor. If the matter cannot be resolved within 10 (ten) days of speaking with the immediate supervisor, the employee may discuss it with the principal within 10 (ten) days of the supervisor's decision. If the matter cannot be resolved by the principal, the employee may discuss it with the superintendent within 10 (ten) days after speaking with the principal. Formal complaints and informal reports regarding sex discrimination, including sexual harassment, will be subject to the Title IX grievance process (see the Title IX Grievance Procedure regulation).
If the matter is not satisfactorily resolved by the superintendent, the employee may ask to have the matter placed on the board agenda of a regularly scheduled board meeting in compliance with board policy. The board retains discretion as to whether to consider or take action on any complaint.
This policy is designed to create an appropriate process for pursuing general employee complaints. However, employees wishing to address a complaint on a topic with a more specialized procedure such as master contract grievances, or bullying or harassment claims should follow the appropriate process set forth in the master contract, employee handbook or other board policies specific to that topic.
A formal grievance procedure is contained in the master contract between the employee's 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.
Legal Reference: Iowa Code §§ 20.7, .9; 279.8 (2001).
Cross Reference: 307 Communication Channels
Adopted: 3/19/98
Reviewed: 8/17/2020
Revised: 8/17/2020, 3/18/2024
PERSONNEL
401.5 - EMPLOYEE RECORDS
The school district will 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 will 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.
Each employee may review the content of all of their personnel file, except confidential materials, during business hours by making an appointment with the superintendent or designee. A representative of the employee's association, at the employee's, request, may accompany the employee in this review. Said personnel file must not leave the office premises and the Superintendent or designee shall be present during the review of the file. The employee may request copies of individual documents and shall be charged 10 cents per page except that the total amount charged for all copies cannot exceed $5.00. Board members will only have access to an employee's file when it is necessary because of an employment related matter before the board.
It will be the responsibility of the superintendent to keep employees' personnel files current. The board secretary is the custodian of employee records.
It will be the responsibility of the superintendent to develop administrative regulations for the implementation of this policy.
Note: This supersedes former policy 750.
Legal Reference: Iowa Code chs. 20; 21; 22; 91B (2001).
Cross Reference: 402.1 Release of Credit Information
403 Employees' Health and Well-Being
708 Care, Maintenance and Disposal of School District Records
Adopted: 3/19/98
Reviewed: 4/15/19, 3/18/2024
Revised:
PERSONNEL
401.5R1 - EMPLOYEE RECORDS REGULATION
Employee Personnel Records Content
Applicant File Records Content
Records on applicants for positions with the school district are maintained in the central administration office. The records will include, but not be limited to:
Record Access
Only authorized school officials will 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 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.
Adopted: 3/19/98
Reviewed: 4/15/19
Revised; 05/23/01, 3/18/2024
PERSONNEL
401.6 - Limitations to Employment References
This limitation does not apply if the matter has been properly reported to law enforcement and any other regulatory authorities required by law, and either:
| Legal Reference: | 20 U.S.C. §7926 281 I.A.C. 12.3(14) |
| I.A.C. Iowa Administrative Code | Description |
|---|---|
| 281 I.A.C. 12.3 | Administration |
| U.S.C. - United States Code | Description |
|---|---|
| 20 U.S.C. §7926 | Education - Sexual Abuse-Aiding and Abetting |
| Code | Description |
|---|---|
| 401.05 | Employee Records |
| 401.05-R(1) | Employee Records - Regulation |
| 402.02 | Child Abuse Reporting |
| 402.03 | Abuse of Students by School District Employees |
| 405.02 | Licensed Employee Qualifications, Recruitment, Selection |
| 411.02 | Classified Employee Qualifications, Recruitment, Selection |
Adopted: 3/18/2024
Reviewed:
Revised:
PERSONNEL
401.07 - TRANSPORTING OF STUDENTS BY EMPLOYEES
This policy statement applies to transportation of students for school purposes other than the regular bus route transporting of students to and from their designated attendance center.
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 principal or superintendent.
Legal Reference: Iowa Code chs. 285; 321 (2001).
Cross Reference: 401.7 Employee Travel Compensation
711 Transportation
904.1 Transporting of Students in Private Vehicles
Adopted: 6/18/98
Reviewed: 4/15/19, 3/18/2024
Revised;
PERSONNEL
401.8 - EMPLOYEE TRAVEL COMPENSATION
Employees traveling on behalf of the school district and performing approved school district business will be reimbursed for their actual and necessary expenses. Actual and necessary travel expenses will include, but not be limited to, transportation and/or mileage costs, lodging expenses, meal expenses and registration costs.
School Vehicles
Use of school vehicles is limited to employees or volunteers for the purpose of school business. An employee will submit a vehicle request form to the superintendent's office to receive authorization for the use of the vehicle. Following the trip, the employee will submit a written log of the miles driven, the destination, and the purpose of the trip. The superintendent will develop such procedures and forms as are necessary to implement this policy.
Travel Outside the School District
Travel outside of the school district must be pre-approved. Pre-approval will include an evaluation of the necessity of the travel, the reason for the travel and an estimate of the cost of the travel to qualify as approved school district business. Travel outside the school district by employees, other than the superintendent, will be approved by the superintendent or immediate supervisor. It is the responsibility of the board to review the travel outside the school district by the superintendent through the board's audit and approval process. Travel outside the district by the superintendent will be approved by the board president.
Reimbursement for actual and necessary expenses will be allowed for travel outside the school district if the employee received pre-approval for the travel. Prior to reimbursement of actual and necessary expenses, the employee must provide the school district with a detailed receipt, other than a credit card receipt, indicating the date, purpose and nature of the expense for each claim item. In exceptional circumstances, the superintendent may allow a claim without proper receipt. Written documentation explaining the exceptional circumstances will be maintained as part of the school district's record of the claim. If a school vehicle is not available for the employee's use, reimbursement for use of a personal vehicle for out of district travel will be at 26.5 cents per mile.
Failure to have a detailed, itemized receipt will make the expense a personal expense. Personal expenses, including mileage, in excess of that required for the trip are reimbursed by the employee to the school district no later than 10 working days following the date of the expense.
Reimbursement for actual and necessary expenses for travel outside the school district will be limited to the pre-approved expenses. Such expenses will be appropriate for the purpose of the travel. Pre-approved expenses for registration will be limited to the actual cost of the registration.
Pre-approved expenses for transportation within three-hundred miles of the school district administrative office will be by automobile. If a school district vehicle is not available, the employee will be reimbursed mileage at 26.5 cents per mile. Travel to/from home and work is never a reimbursable travel expense. Travel costs for a spouse or anyone other than the district employee shall be a personal expense not reimbursed by the district.
Travel Within the School District
Employees required to travel in their personal vehicle between school district buildings to carry out the duties of their position may be reimbursed at 26.5 cents per mile. Employees will be reimbursed for any travel from the building in which they begin their day of service to another building in the district. Employees will not be reimbursed for travel from their home to the building where they begin their day of service or from the building where they end their day of service to their home. It will be the responsibility of the superintendent or building principal to approve travel within the school district by employees. No mileage will be added in connection with duties covered by the extra duty schedule. It is the responsibility of the board to review the travel within the school district by the superintendent through the board's audit and approval process.
Travel allowances within the district will be provided only after board approval. Employees who are allowed a within district travel allowance will have the amount of the allowance actually received during each calendar year included on the employee's W-2 form as taxable income according to the Internal Revenue Code.
The superintendent will be responsible for developing administrative regulations regarding actual and necessary expenses, in-school district travel allowances and assignment of school district vehicles. The administrative regulations will include the appropriate forms to be filed for reimbursement to the employee from the school district and the procedures for obtaining approval for travel outside of and within the school district.
Legal Reference: Iowa Constitution, Art. III, § 31. Iowa Code §§ 70A.9-.11 (2001). 1980 Op. Att'y Gen. 512.
Cross Reference: 216.3 Board of Directors' Member Compensation and Expenses
401.6 Transporting of Students by Employees
401.10 Credit Cards
904.1 Transporting Students in Private Vehicles
Approved: 6/18/98
Reviewed: 4/15/19
Revised: 3/18/2024
PERSONNEL
401.9 - RECOGNITION FOR SERVICE OF EMPLOYEES
The board recognizes and appreciates the service of its employees. Employees may be honored by the board, administration and staff in an appropriate manner.
If the form of honor thought appropriate by the administration and employees involves unusual expense to the school district, the superintendent will seek prior approval from the board.
Employees who have served the district will be recognized as follows:
Five Years = Engraved Nameplate
Ten Years = Bell
Fifteen Years = Pen & Pencil Set
Twenty Years = Crystal Apple
Twenty Five Years = Clock
Thirty Years = Engraved Vase
Legal Reference: Iowa Const. Art. III, § 31. Iowa Code § 279.8 (2001). 1980 Op. Att'y Gen. 102.
Cross Reference: 407 Licensed Employee Termination of Employment
413 Classified Employee Termination of Employment
Approved: 6/18/98
Reviewed: 4/15/19, 3/18/2024
Revised: 4/15/19
PERSONNEL
401.10 - EMPLOYEE POLITICAL ACTIVITY
Employees shall not engage in political activity upon property under the jurisdiction of the board including the use of school district e-mail accounts. 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.
Legal Reference: Iowa Code §§ 55; 279.8 (2001).
Cross Reference: 409.5 Licensed Employee Political Leave
414.5 Classified Employee Political Leave
Approved: 6/18/98
Reviewed: 4/15/19
Revised: 3/18/2024
PERSONNEL
401.11 - EMPLOYEE ORIENTATION
Employees must know their role and duties. New employees may be required to participate in an orientation program for new employees. 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 business manager. 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.
Adopted: 4/15/2024
| Legal Reference: | Iowa Code §§ 20; 279.8. 191 I.A.C. 74. |
| I.C. Iowa Code | Description |
|---|---|
| Iowa Code § 20 | Collective Bargaining |
| Iowa Code § 279.8 | Directors - General Rules - Bonds of Employees |
| I.A.C. Iowa Administrative Code | Description |
|---|---|
| 191 I.A.C. 74 | Insurance Division - Health Care Access |
PERSONNEL
401.12 - EMPLOYEE USE OF CELL PHONES
The use of cell phones and other communication devices may be appropriate to provide for the effective and efficient operation of the school district and to help ensure safety and security of people and property while on school district property or engaged in school-sponsored activities.
Employees may possess and use cell phones during the school day as outlined in this policy and as provided in the administrative regulation developed by the superintendent. Employees should not use cell phones for personal business while on-duty, including staff development times, parent-teacher conferences, etc., except in the case of an emergency or during prep time or break/lunch times. Employees, except for bus drivers, see below, are prohibited from using cell phones while driving as part of their work duties, except in the case of an emergency and any such use must comply with applicable state and federal law and district policies and regulations.
Cell phones are not to be used for conversations involving confidential student or employee information.
School bus drivers are prohibited from using any communication device while operating the bus except in the case of an emergency, or to call for assistance, after the vehicle has been stopped. Any such use must comply with applicable state and federal law and district policies and regulations.
Employees violating the policy will be subject to discipline, up to and including, discharge. It is the responsibility of the superintendent to develop administrative regulations regarding this policy.
Legal References: Internal Revenue Comment Notice, 2009-46, http://www.irs.gov/irb/2009-23_IRB/ar07.html
Cross References: 406 Licensed Employee Compensation and Benefits
412 Classified Employee Compensation and Benefits
707.5 Internal Controls
Approved: 3/16/2020
Reviewed: 3/16/2020, 4/15/2024
Revised: 3/16/2020
PERSONNEL
401.12R1 - EMPLOYEE USE OF CELL PHONES REGULATION
Cell phone Usage
Cell Phone Business Procedures
School district employees may be reimbursed for use of privately owned cell phones to conduct school district business in accordance with board policy and this regulation, with prior approval of the superintendent.
| I.C. Iowa Code | Description |
|---|---|
| Iowa Code § 279.8 | Directors - General Rules - Bonds of Employees |
| Iowa Code § 321.276 | Motor Vehicles - Electronic Devices/Driving |
| Code | Description |
|---|---|
| 707.05 | Internal Controls |
| 707.05-R(1) | Internal Controls - Procedures |
PERSONNEL
401.14 - BACKGROUND CHECKS ON EMPLOYEES AND VOLUNTEERS
Rescinded - May 20, 2024 - See 401.1 and 903.2 for background check policies
The Board believes in hiring and using quality employees and volunteers and supports appropriate background checks for all employees and volunteers to promote staff and student safety. Therefore, the Board authorizes the superintendent to access and review specific information for each applicant for employment, each applicant to volunteer, every current employee and every current volunteer pursuant to this policy.
Applicants for Employment
For every applicant for employment with the District, the superintendent shall access and review certain background information for the applicant prior to hiring the applicant. The superintendent shall access and review background information regarding the applicant from the following sources:
(1) the Iowa court information system available to the general public;
(2) the sex offender registry system available to the general public;
(3) the central registry for child abuse information;
(4) the central registry for dependent adult abuse information; and
(5) the national criminal history database
(6) The superintendent may utilize a background check service that meets the requirements of law to access this information.
If required by law, the superintendent shall also obtain the applicant’s fingerprints and submit the fingerprints to the division for submission to the federal bureau of investigation for a national criminal history record check.
The superintendent may perform an ‘initial hire’ background check even if the Board of Educational Examiners (“BOEE”) has recently conducted a background check of the applicant.
The applicant for employment shall not be charged for said background check, except as otherwise stated in this policy and/or permitted by law. If the applicant is an employee who holds a license through the BOEE other than an initial license, the applicant may be charged a fee not to exceed the actual cost incurred by and/or charged to the District for the state and national criminal history checks and registry checks required under Iowa law.
An applicant for employment who is listed on the sex offender registry, the central registry for child abuse information or the central registry for dependent adult abuse information or who has engaged in other behavior that may affect the applicant’s position with the district, as provided in the Iowa court information system or the national criminal history database, shall not be considered for employment with the District.
Current Employees
For every current employee employed by the District, the superintendent shall access and review certain background information regarding the employee at least every five (5) years. The superintendent shall access and review background information regarding the employee from the following sources:
(1) the Iowa court information system available to the general public;
(2) the sex offender registry system available to the general public;
(3) the central registry for child abuse information;
(4) the central registry for dependent adult abuse information; and
(5) the national criminal history database.
(6) The superintendent may utilize a background check service that meets the requirements of law to access this information.
The superintendent shall access and review the above background information regarding the employee at least every five (5) years. For bus drivers the superintendent shall access and review the above background information regarding the employee at least every five (5) years during the twelve-month period when the employee’s license is renewed. For all other employees, the superintendent shall access and review the above background information regarding the employee at least every five (5) years during the twelve-month period preceding every fifth-year anniversary of the employee’s date of hire. The superintendent shall establish a schedule to review current employees’ background information.
The superintendent is not required to conduct background checks for current employees who are licensed with the BOEE and who have undergone certificate-renewal background checks through the BOEE. The superintendent may rely upon the certificate-renewal background checks conducted by the BOEE for current employees licensed by the BOEE
The employee shall not be charged for said background check, except as otherwise stated in this policy and/or permitted by law. If the employee holds a license through the BOEE other than an initial license, the applicant may be charged a fee not to exceed the actual cost incurred by and/or charged to the District for the state and national criminal history checks and registry checks required under Iowa law.
An employee who is listed on the sex offender registry, the central registry for child abuse information or the central registry for dependent adult abuse information or who has engaged in other behavior that may affect the employee’s position with the district, as revealed and documented by the background check, shall be subject to immediate suspension from the employee’s duties, pending a termination hearing that shall be conducted pursuant to applicable Iowa law.
Volunteers
For every individual who wishes to volunteer with the district, the superintendent shall access and review certain background information for the volunteer prior to using the volunteer. The superintendent shall access and review background information regarding the volunteer from the following sources:
(1) the Iowa court information system available to the general public;
(2) the sex offender registry system available to the general public;
(3) the central registry for child abuse information;
(4) the central registry for dependent adult abuse information; and
(5) the national criminal history database.
The superintendent may utilize a background check service that meets the requirements of law to access this information.
The superintendent will re-check the background information for the volunteer as necessary and/or appropriate.
The volunteer may be charged a fee not to exceed the actual cost incurred by and/or charged to the District for the state and national criminal history checks and registry checks.
A volunteer who is listed on the sex offender registry, the central registry for child abuse information or the central registry for dependent adult abuse information or who has engaged in other behavior that may affect the volunteer’s position with the district, as as revealed and documented by the background check, shall be prohibited from volunteering with the District.
Documentation
The superintendent and/or the superintendent’s designee shall be responsible for maintaining documentation demonstrating compliance with this policy.
Approved: 1/20/2014
Reviewed: 4/15/19
Revised: