Employee Handbook 2020-2021

Employee Handbook

2020-2021

Table of Contents

OPENING STATEMENT 6 Welcome Letter 6 Definitions 6 School District Mission Statement 7 Equal Opportunity Employment 8 School Calendar 9 School Start & Dismissal Times 10 District Contacts 10 Organizational Chart 11 Board Policies 12 Handbook Subject to Change 12 COMPENSATION AND BENEFITS 12 Compensation and Licensure 12 Certified Teacher Compensation Schedule 13 Non-Certified Support Staff Wage Scale 14 Compensation for Extra Duty 16 Method of Payment 18 Wage and Overtime Compensation - Non-Certified Staff 18 Continued Education Credit for Certified Teachers 19 Group Insurance Benefits 19 Iowa Public Employees’ Retirement System 21 Travel Compensation – Inside the District 21 Travel Compensation – Outside the District 22 EMPLOYEE RELATIONS 22 B ackground Checks 22 Conflict of Interest 22 Employee Orientation 23 Employee Records 23 Employee Searches 24 Evaluation 24 H andbook Complaints 25

Mandatory Cooperation in Workplace Investigations 25 Mandatory Reporting of Post-Employment Arrests and Convictions 26 Nepotism 26 Probationary Status 26 Public Complaints about an Employee 26 Qualifications, Recruitment and Selections 26 Release of Credit Information 27 Transfers 27 Work Day 29 DISTRICT PROCEDURES AND GUIDELINES 30 Child Labor 30 Copyright 30 Discipline 30 Employee Recognition 31 Employee Publication or Creation of Materials 31 Professional Development- Certified Staff 31 Professional Development - Non-Certified Staff 33 Parent-Teacher Organization/Booster Club 33 Religious Holiday Celebrations in Public Schools 34 School Fees 35 School Nutrition Program 35 School Publicity and Community Relations 35 Staff Meetings 35 Teacher Leadership and Compensation 36 EMPLOYEE STANDARDS OF CONDUCT 36 Academic Freedom 36 Dress and Grooming 36 Employee Outside Employment 37 Employee Political Activity 37 Ethics – Board of Educational Examiners 37 Gifts 37 Staff Technology Use/Social Networking 38 Cell Phone Usage in School(placeholder)

STUDENT AND CLASSROOM ISSUES 38 Abuse of Students by a School District Employee 38 Child Abuse Reporting 39 Corporal Punishment, Restraint and Detaining Students 39 Field Trips 40 Individuals with Disabilities Education Act 40 Parent/Teacher Conferences 40 Searches of Students and Property 0 Standardized Testing and Assessment 40 Student Funds and Fundraising 41 Student Records 41 Transporting of Students by Employees 41 Tutoring 42 HEALTH AND WELLBEING 42 Administering Medication 42 Anti-Bullying and Anti-Harassment 42 Suicide Prevention & ACEs Training 42 Bloodborne Pathogens 43 Communicable Diseases – Employees 43 Employee Injury on the Job 43 Employee Physical Examination 44 Hazardous Chemical Disclosure 44 Smoke and Tobacco Free Workplace 44 Substance Free Workplace 44 LEAVES AND ABSENCES 45 Absenteeism 45 Certified and Non-Certified Employees 46 Sick Leave 46 Temporary Leaves of Absence 46 Unpaid Leave 48 Extended Leaves of Absence - Certified Teachers 48 Family and Medical Leave 50

Employee Holidays 51 Employee Vacation 51 Military Service Leave 51 SAFETY AND SECURITY 52 Asbestos Notification 52 Building Security 52 Drills and Evacuations 52 Emergency Closings, Inclement Weather and Other Interruptions 52 Protective Devices 53 Staff Identification Badges 53 Threats of Violence 53 Visitors/Guests 53 Weapons 54 TERMINATION OF EMPLOYMENT 54 Contract Release –Certified Employees 54 Resignation – Certified Employees at Year End 55 Resignation – Non-Certified Employees 55 Dismissal Non-Certified Employees 55 Suspension Non-Certified Employees 55 Reduction in Force-Certified Teachers 55 Reduction in Force - Non-Certified Staff 58 Retirement 58 Acknowledgement of Receipt 60 Appendix 61 Resource Links

OPENING STATEMENT

Welcome Letter

Welcome to the Fairfield Community School District! We are fortunate you have chosen to work for the district. Each day you will see results and find fulfillment through your position within the district. It is a privilege to work in a school district where you have the opportunity to impact the youth of our community daily. The significance of this reaches further than our imagination can fathom. I believe this and hope you will also.

We are here for the students and their families that we serve. We want our students to have the best experience possible while under our care. The best way for this to occur is through a unified team built on trust and respect. Together we can accomplish this!

Thank you for being on the FCSD quest for greatness and the next shining star of Iowa schools. As a district, we work to build the world’s dreamers, thinkers and leaders. You are a member of the FCSD team, and my greatest hope for each of you is that you will seize every opportunity to make a difference each day.

Best wishes for a fabulous 2020-2021 school year.

Dr. Laurie Noll Superintendent

This handbook is a general source of information and may not include every possible situation that could arise. It is not intended, and does not constitute a contract between the school district and employees. It is the employee’s responsibility to refer to the district policies and/or administrative procedures for further information. Whenever the provisions of this handbook are in conflict with those of a board-adopted policy, an applicable collective bargaining agreement, or any other formal employment contract, the terms of the policy, collective bargaining agreement, and/or employment contract will govern.

Definitions

● “The district” means the Fairfield Community School District. ● "Parent" also means "guardian" unless otherwise stated. ● An administrator's title, such as superintendent or principal, also means that individual's designee unless otherwise stated. ● "School grounds" includes the school district facilities, school district property, property within the jurisdiction of the school district or school district premises, school-owned or school-operated buses or vehicles and chartered buses. ● "School facilities" include school district buildings and vehicles. ● "School activities" means all school activities in which students are involved whether they are school-sponsored or school-approved, whether they are an event or an activity, or whether they are held on or off school grounds. ● Non-Certified Employees are employees who are not administrators or employees in positions which require an Iowa Department of Education teaching license and who are employed to fulfill the duties listed on their job description on an hourly basis.

Non-Certified employees will include, but not be limited to, teacher and classroom associates, custodial and maintenance employees, clerical employees, food service employees, bus drivers, and temporary help for summer or other maintenance. The position may be full-time or part-time. It will be the responsibility of the superintendent to establish job specifications and job descriptions for non-certified employee positions. Job descriptions may be approved by the board. Non-Certified employees required to hold a license for their position must present evidence of their current license to the board secretary prior to payment of wages each year. ● Certified Employees - BoEE licensed employees ● Online learning platform- Means Zoom, Canvas, SeeSaw, or any other web application used to conduct virtual learning.

School District Mission Statement

Fairfield Community School District will be the world’s dreamers, thinkers, and leaders.

Dream, Think, Lead, Act

Our Values: We believe that… All kids can learn We serve learners We collaborate to learn We solve problems together Clear communication is critical We serve compassionately Trust is essential.

FCSD Administrative Mission: Serve with compassion. Learn collaboratively. Lead with integrity. Expect results Mission One Fairfield Every Student, Everyday

Equal Opportunity Employment

The district w ill provide equal opportunity to employees and applicants for employment in accordance with applicable equal opportunity and affirmative action laws, directives and regulations of federal, state and local governing bodies. The district does not discriminate on the basis of race, color, national origin, gender, disability, religion, creed, age, sexual orientation and gender identity in its employment and personnel practices. 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. See B oard Policy #401.1 f or more information.

Advertisements and notices for vacancies within the district will contain the following statement: “Fairfield Community Schools is an Equal Opportunity Employer. Fairfield Community Schools ensures equal employment opportunities regardless of race, sex, gender, color, national origin, religion, age (except students), sexual orientation, gender identity, or disability. Fairfield Community Schools has a policy of active recruitment of qualified minority teachers and non-certified employees. Any individual needing assistance in making an application for any opening should contact the Department of Human Resources.” 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, C huck Benge, 403 S. 20th Street, Fairfield, Iowa 52556 or by phone at ( 641) 472-2655.

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 Commission, Milwaukee Area Office, Reuss Federal Plaza, 310 West Wisconsin Ave., Suite 800, Milwaukee, WI., 53203-2292, 1-800-669-4000 or TTY 1-800-669-6820, w ww.eeoc.gov/field/milwaukee/index.cfm or the Iowa Civil Rights Commission, 400 E. 14th Street, Des Moines, IA 50319, (800) 457-4416, 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 attentrans center.

School Calendar webpage link to school calendar link to Board Policy #601.1

School Start and Dismissal Times Building Start Time Dismissal Time

High School 8:10 3:30

Middle School 8:20 3:35

Pence 8:20 3:25

Washington 8:30 3:28

District Contacts

FCSD Board of Directors as of 11/07/2019

President - Debi Plum [email protected] Vice President -Frank Broz [email protected] Director - Tim Bower [email protected] Director - Margo VonStrohuber [email protected] Director - John McKerley john.mckerley@ fairfieldsfuture.org Director - Kelly Scott [email protected] Director - Christi Welsh [email protected]

A.C.T. (Central Office)

Superintendent: Dr. Laurie Noll (641) 472-2655 Director of Curriculum: Chuck Benge (641) 472-2655 Chief Financial Officer: Kevin Platt (641) 472-2655 Director of Technology: John Grunwald (641) 472-2655 Director of Food Services: Stephanie Hawkins (641) 472-2655 Food Services Secretary: Alisha Whalen (641) 472-2655 Superintendent/Business Office Secretary: Christine Willmon (641) 472-2655 Curriculum/Technology Secretary: Traci Waugh (641) 472-2655 Infinite Campus/Data Secretary: Judy Jones (641) 472-2655 Business Office/Accounts Payable/Payroll: Mary Kirk (641) 472-2655 Business Office/Payroll: Lori Luke (641) 472-2655 Network Specialist: Jason Roberts (641) 472-2655 Technology Dept. Technician: Dawna Parcel (641) 472-2655 Technology Secretary: Rhuie Ryan (641) 472-2655 District Social Worker: Matt Smith (641) 472-2655

Auxiliary Building Director of Transportation: Mark Branch (641) 472-5252 Director of Maintenance: Harry Williams (641) 472-5252 Transportation/Maintenance Secretary: Teresa Kite (641) 472-5252 P/T Transportation/Maintenance Secretary: Jessica Johnson (641) 472-5252

District Building Administrators

Head High School Principal: Brian Stone (641) 472-2059 Associate High School Principal: Stephanie Mishler (641) 472-2059 Head Middle School Principal: Laura Atwood (641) 472-5019 Associate Middle School Principal: Matt Jones (641) 472-5019 Pence Elementary Principal: Angela Jones (641) 472-2957 Washington Elementary Principal: Evan Hammans (641) 472-2110 Activity Director : Jeff Courtright (641) 472-5253

TLC

TLC Technology / HS Instructional Coach: Tina Breen (641) 472-2059 TLC HS Instructional Coach: Scott Munford (641) 472-2059 TLC MS 5-8 Instructional Coach: Christina Freeman (641) 472-5019 TLC PES 2-4 Instructional Coach : Deirdre Bachar (641) 472-2957 TLC WES PK-1 Instructional Coach: Jessica Sandbothe (641) 472-2110 TLC Mentor Coach: Tena Edlin (641) 472-5019 TLC PreK-1 Literacy Lab Teacher : Jennifer Christensen (641) 472-2110 TLC PreK-1 Math Lab Teacher : Jamie Reifsteck (641) 472-2110 2-4 Math Lab Teacher : Rebecca Thompson (641) 472-2957 2-4 SEBMH Lab Teacher : DeeDee Lehigh (641) 472-2957 2-4 SEBMH Lab Teacher : Cole Boatright (641) 472-2957 5th grade Lab Teacher : Kristen McCready (641) 472-5019 6-8 Math Lab Teacher : Amber Earnest (641) 472-5019 6-8 Literacy Lab Teacher : Judy White (641) 472-5019 5-8 Student Support : Shawn Klehm (641) 472-5019 5-8 SEBMH Lab Teacher : Molly Mosinski (641) 472-5019 9-12 Lab Teacher : Fred Hucke (641) 472-2059 9-12 Lab Teacher : Shawn Dorman (641) 472-2059 9-12 Lab Teacher : Michelle Higgins (641) 472-2059

To see our Organizational Chart go to B oard Policy 301.4

Board Policies

Board policies are established for the success, safety, and protection of all school employees in the performance of their job duties. Board policies are available at www.fairfieldsfuture.org/district/boardofeducation/policy. Employees are expected to know existing board policies and know to refer to the policies when necessary.

If you have questions about board policies, please contact the Chief Financial Officer at the A.C.T. Center.

Handbook Subject to Change

Although every effort will be made to update the handbook on a timely basis, there may be occurrences where the district changes policies, procedures, benefits, and terms of employment. T hrough the handbook committee, discussions during Quality Circle and other employee relations committees, thoughtful consideration will be made prior to implementation of changes within this document. Board Policy 400.1

COMPENSATION AND BENEFITS

Compensation and Licensure

An employee required to hold a license, authorization or certification for his/her position is solely responsible for ensuring it is current. Failure to do so could, and likely will, result in termination because by law the district cannot pay an employee who does not have a current license, authorization or certification. Specific information regarding an employee’s license, authorization, or certification may be obtained from the Iowa Board of Educational Examiners (BOEE). The BOEE may be contacted by calling (515) 281-3245 or by visiting their website, located at w ww.boee.iowa.gov/.

Certified Teacher Compensation Schedule, 2020-2021

The salary of each full time employee covered by the regular salary schedule is set forth in Schedule A, which is attached hereto and made a part thereof. The salary of each part-time employee will be prorated to the salary schedule according to the time actually contracted.

Non-Certified Support Staff Wage Scale, 2020-2021

The salary for support staff personnel will be determined by placement on the support staff wage scale which is reviewed and approved on an annual basis by the district’s board of directors. New hires will be placed on the schedule according to job assignment and previous experience.

Employees with previous experience will be granted credit on the wage scale for a maximum of 10 years. Employees will be placed according to job assignment and previous experience. For an associate to qualify for the higher pay rate of Certified Paraeducator or Associate with a Teaching Certificate, the employee must submit a copy of valid Iowa certification as a Para-educator or a copy of a valid Iowa teaching certificate. Failure to maintain valid certification will result in a decrease in pay.

Compensation for Extra Duty

An employee may volunteer or be required, depending on a given situation, to take on an extra duty position(s), with the extra duty being secondary to the major responsibility of the employee.

*Shared duty/Shared Salary

Method of Payment 1. Pay Periods Certified Employees Each employee will be paid in twelve (12) equal installments on the 25 th of each month. Employees will receive their checks either by direct deposit or a physical check at their regular building and on regular school days unless otherwise designated by the teacher.

Non-Certified Employees Each employee will be paid on the 25th of each month. Pay periods run from the 6th of the month through the 5th of the next month. Hours worked are accumulated and paid on the following 25th of that month. Employees will receive their checks either by direct deposit or a physical check at their regular building and on regular school days unless otherwise designated .

2. Exceptions When a pay date falls on or during a school holiday, vacation or weekend, employees will receive their paychecks on the last previous working day.

3. Final Pay Each non-returning employee will have the option of receiving all or any part of his/her earned, contracted salary on the last pay period of the in-school work year and after all their regular duties and assigned duties have been carried out.

4. Summer Checks Summer checks, other than for summer school teachers, will be direct deposit or a physical check mailed to the address designated by the employees in a written authorization.

5. Deductions Deductions for a day’s unauthorized absence will be made at 1/192 of the employee’s annual regular salary, depending upon the employee’s length of contract.

6. Salary Deferment Employees will be allowed to defer any portion of their salary to a 403(b) plan.

WAGE AND OVERTIME COMPENSATION - Non-Certified Staff Only

Each non-exempt employee compensated on an hourly basis, whether full-or part-time, permanent or temporary, will be paid no less than the prevailing minimum wage. Whenever a non-exempt employee must work more than forty hours in a given workweek, the employee will be compensated at one and one-half times their regular hourly wage rate. If an employee’s hours are expected to exceed the assigned weekly maximum, the supervisor may offer flexible scheduling during that week. Overtime will not be permitted without prior authorization of the building administrator, department director, or superintendent. Flex time must be used during the same week as it was earned.

Each non-exempt employee paid on an hourly basis must complete, sign, and turn in a daily time record showing the actual number of hours worked. The electronic time system will be utilized

when feasible.

Failure of the employee to maintain, or falsification of, a daily time record will be grounds for disciplinary action up to and including termination.

Non-Certified employees working weather-related late starts, early dismissals, and late starts will refer to Board Policy #412.2R1 for compensation guidance.

Continued Education Credit for Certified Teachers

Application for continued education classes for certified teachers.

Course Approval Form

A. Advancement on Salary Schedule 1. Increments Employees on the regular salary schedule will be granted one (1) increment or vertical step on the schedule for each year of service until the maximum for their educational classification is reached. A year of service consists of employment in the Fairfield Community School District for one hundred twenty (120) consecutive teaching days or more in one school year.

2. Educational Lanes Employees on the regular salary schedule who move from one (1) educational lane to a higher educational lane will move to the corresponding eligible step in the higher lane. For an employee to advance from one educational lane to another advance information of intent must be filed by the employee and advance approval will be required from the Superintendent. Credit for courses outside an employee’s assigned teaching area or based on training paid for by the District (either payment for course work or if coursework to be used for graduate credit is completed on work time) for movement on the salary schedule may be approved at the discretion of the Superintendent. For an employee to advance from one (1) educational lane to another, the employee will file suitable evidence of additional educational credit within their teaching field or courses related to their teaching skills within their teaching field or one-third of the courses which qualify toward an advanced degree in education with the Superintendent no later than October 1. Teachers will receive credit for an MA degree.

Group Insurance Benefits

The District agrees to provide employees who are regularly scheduled to work at least thirty hours per week with the following insurance protection.

A. Health Insurance

Beginning July 1, 2017 the District will be offering three insurance programs, the Wellmark Select 250 Plan; the Wellmark Copay Select 500 plan; and the Wellmark Copay Select 1000 plan. The District will pay the full single premium under the Wellmark Copay Select 1000 plan.

The employee may elect to choose any of these three Wellmark plans and pay the difference in the chosen premium and the district contribution.

Employees will be provided with insurance information comparing the different plans prior to the enrollment period.

A standing committee comprised of an equal balance of employees and board/administration will meet annually to review health care costs and benefits and forward recommendations to the District and Association bargaining teams.

A Comprehensive Major Medical plan which meets or exceeds the coverage of the Wellmark Copay Select 1000 plan will be provided.

Certified Teachers Only Employees who purchased “family” or “Employee+1” coverage under the 2015-2016 Master Contract will receive a cash payment of $87.08 per month for each year that they continue to purchase family or employee+1 coverage in the FCSD group health plan. Any employee who converts to single coverage at any time will then have their monthly payment of $87.08 reduced to a payment of $76.66 per month. A Memorandum of Understanding was created to provide a list of teachers who purchased family or employee+1 coverage under the 2015-2016 Master Contract.

B. Long Term Disability Insurance

The District will provide a Long Term Disability plan which meets the following specifications:

1. Monthly Income Benefit – 60% of your covered monthly compensation to a Maximum Benefit of $6,500.00, less any payments for that month for which you and your dependents are eligible.

2. Qualifying Period – end of sick leave.

3. Maximum Benefit Period – the maximum eligible age is extended from age 65 to age 70 or beyond as defined by A.D.E.A. and the maximum benefit payment is extended on the following basis:

Age (at Disability) Maximum Benefit Payment Period (Following Disability Qualification Period) Less than age 60 To age 65, but not less than 5 years Age 60 60 months 61 48 months 62 42 months 63 36 months 64 30 months 65 24 months 66 21 months 67 18 months 68 15 months 69 12 months

4. Overall Income Limit – 75% of basic monthly earnings less income from other sources.

5. Minimum Monthly Benefit - $100.00 or 10% of basic monthly earnings (whichever is greater.)

C. Dental Insurance

The District will provide dental insurance for qualifying employees as follows:

Certified Employees 1. The District will contribute $11.08 per month toward the single rate for those enrolling in dental insurance.

2. Employees can opt out of the dental insurance program. In the event that an employee does so, the employee will execute a waiver of all dental benefits and agrees that no dollars will be received in place of any benefits and such waiver will be executed and filed before August 1.

3. If more than 25% of the employees opt out of the dental insurance program, it may result in cancellation of dental insurance benefits for all employees.

Non-Certified Employees 1. Dental insurance coverage is voluntary and premiums will be paid by the employee.

For additional information, please contact the Chief Financial Officer at the A.C.T. Center.

Iowa Public Employees’ Retirement System

The district participates in the Iowa Public Employees’ Retirement System (IPERS). This defined benefit plan provides a lifetime retirement benefit to you upon retirement in accordance with a formula based on your age, years of service and the average of your highest five years of wages. For additional information, please contact IPERS at 1-800-622-3849 or visit the IPERS website at www.ipers.org/index.html .

Travel Compensation – Inside the District

Employees traveling on behalf of the 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. Employees required to travel in their personal vehicle between school district buildings to carry out the duties of their position may be reimbursed at $0.46 per mile in accordance with Board Policy #401.7 and #401.7E1 and must have the travel pre-approved by immediate supervisor and transportation director.

Employee reimbursement for travel will be reported according to the Internal Revenue Code. When required and appropriate, the amount of the reimbursement will be included on the employee’s W-2 form as taxable income.

Travel Compensation – Outside the 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, is approved by the superintendent. Requests for work-related travel outside of the state will be denied in most cases unless a compelling reason exists for out of state travel during COVID restrictions.

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, indicating the date, purpose, and nature of the expense for each claim item. Failure to have a detailed 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 by the end of the fiscal year in which expenses were incurred.

Allowable expenses to be paid by the school district:

1. Transportation will be by school-owned vehicle when possible. When no school transportation is available, mileage for travel will be paid at the current rate set by the board. When traveling by means other than a school vehicle, travel expenses cannot exceed the current amount set by the board. 2. Overnight housing, meal allowance and registration fees will be paid at the current rate of reimbursement set by the board. This rate information can be obtained by contacting the business office at the ACT Center, or by reviewing Board Policy #401.7E1. 3. Requests for reimbursement must be completed on an expense voucher accompanied by the itemized receipts. 4. Expenses will not be paid to national and regional meetings during the terminal year of employment.

EMPLOYEE RELATIONS

Background Checks

Employees are subject to criminal, dependent adult abuse and child abuse background checks at least every five years. The background check will either be conducted by the school district or another agency. Background Checks Application

Conflict of Interest

No employee may use his or her position to obtain financial gain or anything of substantial value for the private benefit of himself or herself or his or her immediate family, or for an organization with which he or she is associated. Such actions may subject employee to disciplinary action, up to and including termination.

Employees will not act as an agent or dealer for the sale of textbooks or other school supplies to the school district. 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 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.

Since employees have access to information and a captive audience that could present a conflict of interest, employees may only solicit other employees or students for personal or financial gain with the prior, advance approval of the superintendent or designee. If the approval of the superintendent or designee 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 approved solicitations as a condition of continued employment.

For more information, see Board Policy #401.2.

Employee Orientation

Employees must know their roles and duties. New employees will participate in an orientation program. 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 Chief Financial Officer.

Employee Records

The 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 generally considered confidential records and therefore are not open to public inspection or accessibility. Only in certain limited instances, when the employee has given a signed consent or non-confidential records such as an employee’s salary, an employee’s individual contract, or if the employee resigned in lieu of termination and the documented reasons why, will employee personnel records be accessible to individuals other than the employee or authorized school officials.

Employees may have access to their personnel files, with the exception of letters of reference, and copy items from their personnel files at a time mutually agreed upon between the Superintendent’s Secretary and the employee. The school district may charge a reasonable fee for each copy made. For more information, see Board Policy #401.5.

Employee Searches

Employees should have no expectation of privacy in their classrooms, desks, computers, email, or other school district provided space or equipment. The school district may look into these items when needed. Anything on the school district’s computers, server, website, etc. and in school district files, etc. are considered a public record and open to public inspection. If the school district conducts an examination or inspection under the terms of this policy, there will be at least two individuals present at the time of the examination or inspection. Should the school district get a request to see this information, at that time, a determination will be made whether the information can be withheld as confidential information. The school district assumes no responsibility or liability for any items of personal property which are placed in the desk or work space which is assigned to employees.

Evaluation

Evaluation of employees on their skills, abilities and competences is an ongoing process supervised by the building principals and conducted by approved evaluators, if required by law. The goal of the formal evaluation process is to improve the education program, to maintain employees who meet or exceed the board’s standards of performance, to clarify the employee’s role, to ascertain the areas in need of improvement, to clarify the immediate priorities of the board and to develop a working relationship between the administrators and other employees. The principal or immediate supervisor will notify employees of evaluation procedures. Additional information will be included in the teacher evaluation.

Teacher Evaluation

Teacher Evaluation Document For more information, see Board Policy #405.8

Non-Certified Employee Evaluation

Evaluation of non-certified employees on their skills, abilities, and competence will be an ongoing process supervised by the superintendent or designee. The goal of the formal evaluation of non-certified employees will be to maintain non-certified employees who meet or exceed the board’s standards of performance, to clarify each non-certified employee’s role, to ascertain the areas in need of improvement, to clarify the immediate priorities of the board, and to develop a working relationship between the administrators and other employees.

It will be the responsibility of the superintendent to ensure non-certified employees are formally

evaluated annually. If the COVID-19 Pandemic makes meeting in person impractical or unrealistic, this review may be completed virtually by phone or video. The principal or immediate supervisor shall take proper precautions to ensure the employee’s record is confidential. For more information, see Board Policy # 411.7

Handbook Complaints

Complaints alleging the misinterpretation or misapplication of the district employee handbook are addressed in this section. Handbook complaint procedures are a means of internal dispute resolution by which an employee may have their complaints addressed. The goal of the handbook complaint process is to, at the lowest level possible, secure equitable solutions to problems that arise.

This section addresses complaints to the employee handbook. Other employee complaint procedures should be in accordance with the district’s board policy.

Additional complaint procedures may apply given the individual situation (e.g. complaint procedures for discrimination are detailed in Board Policy #102.

Step One The employee alleging the complaint may submit a written formal complaint with the immediate supervisor. The formal complaint must be submitted to the immediate supervisor within 10 days after the alleged misinterpretation or misapplication of the handbook.

The formal complaint must contain a statement of the alleged misinterpretation or misapplication of the handbook, including the facts upon which the complaint is based, the issues involved, the provisions of the handbook involved, the claimed basis for the alleged misinterpretation or misapplication and the resolution that is sought.

The immediate supervisor will provide a written answer to the formal complaint within 10 days.

Step Two If the complaint is not resolved at Step One, the employee alleging the complaint will submit the formal complaint to the superintendent within 10 days. The superintendent will provide a written answer to the formal complaint within 10 days.

Mandatory Cooperation in Workplace Investigations

Any workplace investigation conducted by administrative staff or their designee will receive complete cooperation of all employees. Employees may be disciplined, up to and including termination, for making any untrue statement or providing information that is dishonest, misleading, inaccurate or incomplete during the course of the investigation and related procedures. Employees may also be disciplined, up to and including termination, for impending, obstructing or failing to cooperate with the investigation and related procedures.

All complaints lodged against fellow employees, or a supervisor, will be handled by following the chain of command. In every case, the first step will be to speak with the supervisor of the person against whom the complaint is being filed. Please refer to the organizational chart.

Mandatory Reporting of Post-Employment Arrests and Convictions

Any employee who is arrested or convicted of any criminal charges should report such information to their immediate supervisor within 24 hours.

Nepotism

More than one family member may be an employee of the school district. It is within the discretion of the superintendent to allow one family member employed by the school district to supervise another family member employed by the school district subject to the approval of the board. The employment of more than one individual in a family is on the basis of their qualifications, credentials and records. Board Policy #401.3.

Probationary Status

The first three years of a newly licensed employee’s contract is a probationary period unless the employee has already successfully completed the three-year probationary period in an Iowa school district. Newly licensed employees who have successfully completed a probationary period in a previous Iowa school district will serve a one year probationary period. For more information see Board Policy # 405.9. The probationary period for non-certified employees is one year unless otherwise stated in an employee contract, letter of assignment or applicable collective bargaining agreement. The first year of employment will be a probationary period. “Day” will be defined as one work day regardless of full-time or part-time status of the employee. New employees, regardless of experience, will be subject to this probationary period.

“New” employees are those individuals who are being hired for the first time by the school district and those who may have been employed by the school district in the past, but have not been employed by the board during the school year prior to the one for which letters of employment are being issued.

Only the board, in its discretion, may waive the probationary period. See Board Policy #411.8.

Public Complaints about an Employee

The board recognizes situations may arise in the operation of the school district which are of concern to parents, employees, students and other members of the school district community. Public complaints about an employee will be addressed as detailed in Board Policy #402.5.

Qualifications, Recruitment and Selections

Job applicants for all positions will be considered on the basis of the following: training,

experience, and skill; nature of the occupation; demonstrated competence; and possession of, or ability to obtain, state license if required for the position.

All job openings will be submitted to the Iowa Department of Education for posting on TeachIowa, www .teachiowa.gov/ , the online state job posting system. Additional announcements of the position may occur in a manner which the superintendent believes will inform potential applicants about the position. Whenever possible, the preliminary screening of applicants will be conducted by the administrator who will be directly supervising and overseeing the person being hired.

The board will employ employees after receiving recommendations from the superintendent. The superintendent, however, will have the authority to hire a non-certified employee on a temporary basis until a recommendation can be made and action can be taken by the board on the position.

The board may employ temporary teachers for a period up to six months and temporary administrators up to nine months. Temporary employees will be employed to fill a vacancy created by a leave of absence or unexpected termination of a licensed employee.

Release of Credit Information

The following information will be released to an entity with whom an employee has applied for credit or has obtained credit: title of position, income and number of years employed. This information will be released without prior written notice to the employee as it is all public information. Confidential information about the employee will be released to an inquiring creditor with a written authorization from the employee. Board Policy #402.1

Transfers

Determining the location where an employee’s assignment will be carried out is the responsibility and within the sole discretion of the Board. In making such assignments, the board will consider the qualifications of each employee and the needs of the school district. It is the responsibility of the superintendent to make recommendations to the board regarding employee assignments per Board Policy #405.6

Voluntary Transfers of Certified Teachers

A. Filing Requests Prior to submitting a request for transfer, the teacher should confer with his/her immediate administrator. Any teacher may apply for voluntary transfer to another building. Such application will be in writing to the Superintendent with a copy to his/her principal.

B. Request Review The Superintendent will review the transfer request with the immediate administrators involved and will notify the teacher in writing of the disposition of the request or voluntary transfer.

If the request for voluntary transfer is denied, the notification will state specific reasons, which 27

will not be arbitrary or capricious.

C. Cancellation Teachers may cancel requests for transfer by sending notification in writing to the Superintendent prior to the time transfer is made.

D. Return Rights Any employee who transfers to an administrative or supervisory position and who later returns to former status will be entitled to retain such rights as may have accrued under the Agreement prior to such transfer to administrative or supervisory status.

Involuntary Transfers of Certified Teachers

A. Reasons for Involuntary Transfers A transfer may be made as a result of a change in the number of pupils in an attendance area or class or as a result of Board approved program modifications.

B. Meeting When transfer of a staff member is necessary to fulfill the mission of the schools, the individual(s) involved will be counseled by the building principal(s) and other immediate administrators.

C. Use of Voluntary Requests No position(s) will be filled by means of involuntary transfer or reassignment if in the judgment of the administration there is a qualified volunteer(s) available to fill said position(s).

D. Notice Notice of an involuntary transfer and the reason(s) therefore will be given in writing to employee(s) as soon as practical and in no case later than June 15t h. If the District determines a need for an involuntary transfer after June 15t h but before August 15t h for an elementary teacher it will be no more than (2) grade levels.

E. Definition Transfer is defined to mean the moving of staff from one building to a different building or grade level at the elementary level.

Non-Certified Employee Transfers

Determining the location where a non-certified employee’s assignment will be performed is the responsibility of the superintendent and within the sole discretion of the board. In making such assignments each year the superintendent will consider the qualifications of each non-certified employee and the needs of the school district.

A transfer may be initiated by the employee, the principal, a department director, or the superintendent. It will be the responsibility of the superintendent to transfer non-certified employees and report such transfers to the board.

Work Day

Work Day procedures are used to ensure students will begin and end their day at a consistent time. Parents rely on consistent school day procedures when preparing their family schedules.

Certified Employees

1. Arrival and Dismissal Time

No employee will be required to report for duty or their online learning platform earlier than thirty (30) minutes before the opening of the student's school day, and will be permitted to leave thirty (30) minutes after the close of the pupils’ school day except for meetings deemed necessary by the staff or administration and for in-service/workdays. The length of the employee’s school day will not exceed eight (8) hours. On Fridays or on days preceding holidays or vacations, the employees may depart after all of their responsibilities have been concluded.

2. Special Approval

A building principal or his designee may approve special individual requests for late arrival or early departure when in his/her judgment such requests are justified. Denial or approval of special approval requests for late arrival or early departure will not be grieved under the Grievance Procedure. Final approval of request will be on file with the Superintendent’s office.

A. Lunch Periods

Employees will have an uninterrupted, 25 minute, duty-free lunch period five (5) days a week

B. Leaving the Building

Employees may leave the building without requesting permission during their scheduled duty-free lunch periods, and with notification during their preparation period.

Non-Certified Employees 1. Non-certified support staff are expected to arrive and be ready for work at the beginning of their assigned work schedule. Employees will use the electronic time-clock system to clock-in no earlier than 7 minutes before the start of their shift and clock-out within 7 minutes of the end of the shift. All additional work hours must be pre-approved by the supervisor. 2. Lunch- All employees are encouraged to take a lunch break to avoid fatigue and provide mental and physical refreshment. The building principal or department director will provide a daily schedule allowing for a 30 minute unpaid lunch period. In some cases, when an employee is required to eat lunch with a student, the employee will be paid for their lunch period. There may be times when a 60 minute lunch works better for the building/department schedule. In all cases the supervisor will notify the payroll department of any variances from the 30 minute lunch which is automatically deducted by the time-clock system.

3. Whenever a non-exempt employee must work more than forty hours in a given week (with their immediate supervisor’s approval), the employee will be compensated at one and one-half times their regular hourly wage rate. Whenever possible, hours will be adjusted within the week to avoid the necessity of overtime.

DISTRICT PROCEDURES AND GUIDELINES

Child Labor

The district complies with both state and federal child labor laws. Under Iowa Child Labor laws, Iowa Code Chapter 92, minors under the age of 18 are prohibited from working in certain occupations, performing certain duties and from using certain equipment. For more information on federal child labor laws, contact the U.S. Department of Labor, Wage and Hour Division, in Des Moines at (515) 284-4625 or visit www .iowadivisionoflabor.gov/child-labor .

Copyright is a form of intellectual property that protects original works of authorship including literary, dramatic, musical, and artistic works. The copyright laws of the United States make it illegal for anyone to duplicate copyrighted materials without permission. Severe penalties are provided for unauthorized copying of all materials covered by the act unless the copying falls within the bounds of the “fair use” doctrine. Any duplication of copyrighted materials by district employees must be done with permission of the copyright holder or within the bounds of “fair use.”

For additional information about copyright and fair use, please visit the “Frequently Asked Questions about Copyright” section of the United States Copyright Office located at copyright.gov/help/faq/index.html and Board Policy #401.13 and#401.13R1

Discipline

The district reserves the right to discipline employees as necessary.

Employee violations of board policy, Iowa Board of Educational Examiners Code of Professional Conduct and Ethics, or district work rules may result in discipline, up to and including termination. Employees whose employment is terminated will be given the appropriate level of due process as required by law.

The public expects high standards of conduct for public employees. The morale and integrity of an organization are affected by the conduct of those within the organization. The Administration promotes the benefits of a positive climate in the workplace. We are concerned for the health and well-being of all employees. Failure to uphold proper conduct may result in disciplinary action or termination. Improper conduct includes: 1. Disorderly conduct on school premises which includes fighting, attempting bodily injury, or using abusive or threatening language towards others. 2. Insubordination: including refusal or intentional failure to perform assigned work.

3. Use of tobacco, or tobacco look-alikes, or any form. 4. Having possession of (or reporting to work under the influence of) alcohol, drugs, or other controlled substances. 5. Carrying weapons while on school premises. 6. Falsification of records or reports or failure to complete reports and/or assignments. 7. Continuous complaining about the job, other personnel, or the school policies while on duty to the extent that it disturbs other employees or disrupts the workplace. 8. Inappropriate use of district property, including phones and computers. 9. Fraud or unlawful gain. 10. Neglect of duties and/or neglect of student safety. 11. Individual departments may have additional work rules pertaining to standard operating procedures (SOP) and regulations required to ensure workplace safety as well as student safety. Employees in those departments will be informed of, and are required to, abide by those regulations.

Employee Recognition

The district recognizes and appreciates the services of its employees. Employees who retire or resign may be honored by the board, administration and staff in an appropriate manner.

If the form of honor deemed appropriate by the administration and employees involves unusual expense to the school district, the superintendent will seek prior approval from the board. See Board Policy #401.8.

Individual buildings may have social committees whose role includes recognition for weddings, babies, funerals, etc. Voluntary dues may be collected from employees for the activities of the social committee. If such funds are held by the District, they will be accounted for as trust funds. Otherwise, such funds will be separate from District funds.

Employee Publication or Creation of Materials

Materials created by employees and/or the financial gain therefrom are the property of the school district if school materials and/or time were used in their creation and/or such materials were created in the scope of the employee's employment unless prior arrangements are made. The employee must seek prior written approval of the superintendent concerning such activities.

Professional Development - Certified Teachers

High quality teaching is imperative for student success and professional development plays a key role in this success. Employees are expected to attend all professional development opportunities and staff meetings provided by the school district unless they are on leave or have been excused by their immediate supervisor in conjunction with the superintendent.

In-Service & Professional Development A. Collaboration Time 1. Teachers will be required to participate in a minimum of 36 hours annually of

teacher-driven collaboration time to deliver educational programs and assess student learning, or to engage in peer review pursuant to section 284.8, subsection 1 of the Iowa Code. 2. Designated professional development (as long as practitioner collaboration is a substantial component of this professional development) and/or professional learning community time will count toward the requirement. 3. Individual educator preparation time will not count as collaboration time. 4. Teachers will not be required to collaborate outside of contracted hours. B. Peer Review 1. Definition – The parties agree that peer review is a confidential, yet collegial, process between a peer group of teachers to enhance their professional work, improve instruction, and positively impact student achievement. 2. Process – Peer review will be conducted during the first and second year of the three-year cycle for evaluation. Peer review will be conducted by a peer group of teachers for teachers subject to annual review in 284.8, Code of Iowa. Peer groups may be established to reflect common grade level, curriculum, proximity, or other previously established groupings of individuals. The process will include observation, coaching conversations, and other professional feedback deemed appropriate by the peer group of teachers. The parties agree to the following: a. Peer review is a process where at least two professional colleagues work together to enhance student learning on an informal, collaborative basis. b. Peer review is focused on assisting each peer group member in achieving the goals of the teacher’s individual professional development plan. c. Peer review will be based on professional dialogue related to the individual professional development plan of the employee. d. Reviews will be supportive and formative in nature with the purpose of improving professional practice. Content of peer reviews will not be incorporated into the summative evaluation by the building principal, supervisor, or evaluator. e. Reviews and teacher interaction will be confidential; the teacher being reviewed will have exclusive rights to all documentation created as a result of the peer review process. f. Peer group reviews will not be the basis for recommending that a teacher participate in an intensive assistance program, and will not be used to determine the compensation, promotion, layoff, or termination of a teacher, or any other determination affecting a teacher’s employment status. g. Time required for the peer review process will be scheduled by the peer group and coordinated with the principal. h. Interactions will be collegial and collaborative. If a conflict arises within a peer group, an attempt will be made to mediate. Based on results of mediation, the employee(s) will decide if it is necessary to join a different peer group. i. Members of the peer group will complete the “Peer Review Form” after completing the review process. They will submit the form to the building principal prior to the end of the school year. 3. Training – Employees who are new to the district will receive a brief overview of the peer review process from their building principal(s) or peer review group prior to conducting a peer review. 4. Selection Process – The selection of peer groups will be as follows:

a. Teachers will self select their peer reviewer or group of peer reviewers. A peer group will consist of two-seven members. b. Non-instructional bargaining unit members will self select their own peer groups. c. Teachers and non-instructional bargaining unit members can accept or deny a peer review group selection on an annual basis. d. All employees will be part of a peer group and the peer review process. 5. Release Time – Release time will be provided for participation in the process. Employees will not be required to conduct peer review outside of contracted work hours.

Requests for attendance or participation in a development program, other than those development programs sponsored by the school district, are made to their immediate supervisor and curriculum director. Approval of curriculum director and immediate supervisor must be obtained prior to attendance by a licensed employee in a professional development program when the attendance would result in the licensed employee being excused from their duties or when the school district pays the expenses for the program.

Professional Development - Non-Certified Staff Professional purposes leave may be granted to non-certified employees for the purpose of attending meetings and conferences directly related to their assignments. Application for the leave must be presented to the superintendent ten (10) days prior to the meeting or conference.

It will be within the discretion of the superintendent to grant professional purposes leave. The leave may be denied for the day before or after a vacation or holiday, on special days when services are needed, when it would cause undue interruption of the education program and school district operations, or for other reasons deemed relevant by the superintendent.

In addition, various positions require specific professional development and training annually. Department supervisors are responsible to make sure each employee receives the necessary training.

Parent-Teacher Organization/Booster Clubs

Please direct any questions to a PTO Co-President

Middle School Parent-Teacher Organization

● The role/purpose of the association/organization: to serve teachers and students at FMS. ● The role and expectations of teachers/employees in the organization: in the past the student council sponsor(s) would attend PTO meetings for the purpose of partnership for dances and fundraising events to pay for field trips. There is no staff expectation at this time. ● How members join the association/organization: any parent who has a child that

attends Fairfield Middle School (FMS) may attend meetings. Some parents aren't able to attend meetings but are willing to volunteer. PTO takes names of those who would like to volunteer for dances, making food for PT conf, etc ● When the association/organization meets: Meetings are usually held on the 1st Wednesday of each month around 5:15 pm in the FMS library. This could change and is determined at the beginning of each year. ● The association/organization’s mission and regular activities: is to be in charge of maintaining PTO vending machine, fundraising for field trips and grant periods, providing materials, supplies, volunteering time at PT conferences, open houses, and/or school events, organizing and sponsoring dances to fundraise with student council, etc. High School Activities-Contact Jeff Courtright (641) 472-5253

Religious Holiday Celebrations in Public Schools

Public school officials need to be respectful of the religious beliefs of employees and students. The Iowa Department of Education has provided the following non-exhaustive checklist for prohibited and permissive activities related to religious holiday celebrations in public schools. This information may be located at www.educateiowa.gov/resources/laws-and-regulations/legal-lessons/religious-holiday-celebratio ns-public-schools.

Prohibited Activities: ● Displays of religious symbols such as a crèche, an angel, a menorah, or a banner with a religious message (e.g., “Gloria in Excelsis Deo”) ● Display of a Christmas tree with religious symbols such as stars, angels, the baby Jesus, etc. ● School-wide prayer or Scripture readings ● A musical concert with exclusively religious music ● Banning students from offering candy canes or other items with a religious message during non-instructional time (before or after school or during a recess) and not done in the classroom. Schools may still prohibit distribution within classrooms. ● Holding a “Christmas Party” in the classroom. (A “holiday” or “end of semester” or “end of 20XX” party would be ok.)

Permissible Activities: ● Including religious music selections during public holiday concerts if non-religious music is included ● Holding holiday concerts at religious sites if the concerts are also held at non-religious sites ● Displaying a “giving tree,” (e.g., a tree on which students hang donated items such as mittens, gloves, etc.) ● Displays of religious symbols when combined with other symbols of cultural and ethnic heritage such as Kwanzaa symbols, Fr osty the Snowman , other festive 34

figures, such as a “Happy Holidays” banner, etc. ● Displays of symbols representing many religious beliefs, even without non-religious symbols. But, just displaying symbols from Christianity and Judaism is an impermissible endorsement of dual beliefs. The display must present a message of pluralism and freedom to choose one’s own beliefs.

School Fees

Iowa law identifies the types of fees schools can charge. School districts only have the authority to charge fees for textbooks, school supplies, eye and ear protective devices, summer school, driver’s education and transportation for students not eligible for free transportation. For those that are charged, the fees must be waived or reduced for those students who meet the eligibility requirements for free or reduced price meals. Employees cannot charge a student fee for anything without prior consent of the superintendent or business director.

School Nutrition Program

The district operates a school nutrition program. Employees may purchase meals and other items, including milk. Employees have use of a meal account, but will not be allowed to charge an amount in excess of their account balance. Board Policy #710.4

School Publicity and Community Relations

The district staff is the connection between the schools and the community. Employees are expected to work in a professional manner with parents and the community, when appropriate, and in respect to their position. Teachers especially are expected to work closely with parents throughout the school year to ensure the success of all students, as parents are vital partners in the education of their children.

The board president is the spokesperson for the board, and the superintendent is the spokesperson for the school district. It is the responsibility of the board president and superintendent to respond to inquiries from the news media about the school district.

Staff Meetings

Staff meetings provide an opportunity for the communication of important school district information to be shared between administration and employees.

Staff meetings may be called periodically by building administrators and appropriate staff groups will be invited. Every attempt will be made to hold meetings at a time conducive to the building schedule and educational program. Employees are expected to attend staff meetings unless they are on leave or excused by an administrator.

Teacher Leadership and Compensation

The goals of the Teacher Leadership and Compensation System (TLC) are: ● Attract able and promising new teachers by offering competitive starting salaries and offering short-term and long-term professional development and leadership opportunities. ● Retain effective teachers by providing enhanced career opportunities. ● Promote collaboration by developing and supporting opportunities for teachers in schools and school districts statewide to learn from each other. ● Reward professional growth and effective teaching by providing pathways for career opportunities that come with increased leadership responsibilities and involve increased compensation. ● Improve student achievement by strengthening instruction.

Source: T eacher Leadership and Compensation System, Iowa Department of Education.

The district’s TLC plan is as follows: Fairfield CSD TLC plan

EMPLOYEE STANDARDS OF CONDUCT

Academic Freedom

The district’s curriculum leaves room for teacher discretion and academic freedom within the confines of acceptable materials as outlined in each curriculum. Teachers are expected to use good judgment in their pedagogy and consider the culture and climate of the school and community and age of the students, as they individualize curriculum and provide a learning environment and assignments for their students.

Dress and Grooming

Our schools are education based. The clothing and appearance of employees should be conducive to, rather than disruptive of, the learning process. Any employee’s clothing and appearance must not infringe on the rights of other employee’s or student’s opportunity to benefit from a productive, safe educational environment. It is expected that district employees maintain a professional appearance at all times, due to the frequent interaction with students, parents, and the general public. The way employees look, dress, and act is vitally important to our organization and the employee’s ability to serve as a role model for our students.

Employees’ attire while at Fairfield Community School District is to be appropriate to the extent that no distracting or disruptive attention or reaction on the part of others is anticipated or caused. Any clothing that has words, terms or pictures that may be offensive to other employees or students is unacceptable.

Any clothing which could be deemed unsafe could result in disciplinary action. Clothing deemed inappropriate will be discussed with the employee. For example, tube tops, short shorts, halter tops or athletic/exercise clothing (except PE teachers) are not considered professional attire.

Questions about appropriate attire should be addressed to the immediate supervisor. Also, as role models for students, all staff members are expected to not only dress appropriately, but to practice exemplary hygiene.

Employee Outside Employment

The board believes that the primary responsibility of employees is to the duties of their position within the school district as outlined in their job description. The board expects that district employees will give the responsibilities of their positions in the school district priority over any other employment. Employees with external employment must keep the two positions separate and the external job cannot impact the school district job. Should a supervisor believe the external position is impacting the internal one; the supervisor will address it with the employee. For more detail see Board Policy #401.2 Conflict of Interest.

Employee Political Activity

Employees have full equality with other citizens in the exercise of their political rights and responsibilities, but employees will refrain from certain political activities in the workplace and on district property under the jurisdiction of the board. Such prohibitions include, but are 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. Board Policy #401.9.Employees may request a leave of absence to run for public office. That provision is detailed in the “Leaves and Absences” section of this handbook. Ethics – Board of Educational Examiners

School district employees are expected to perform their jobs in an ethical and honest manner consistent with board policy and the Iowa Board of Educational Examiners (BOEE) rules. Any actions deemed unethical or dishonest will incur appropriate discipline. Licensed staff members are expected to know and understand the Code of Professional Conduct and Ethics of the BOEE. The BOEE’s Code of Professional Conduct and Ethics constitutes mandatory minimum standards of practice for all licensed employees. While non-certified employees, except coaches, are not subject to the BOEE Code of Ethics, it is good guidance for all employees and recommended reading for non-certified employees as well. For a copy of the ethics code, please visit www.boee.iowa.gov/doc/ethHndot.pdf . Gifts

Employees will not, either directly or indirectly, solicit, accept or receive any gift or series of gifts, unless the gift is valued at less than three dollars ($3.00) or has a negligible resale value. Honorariums may be received but must be turned over to the school district unless the employee was on his or her own time, the donor does not meet the definition of “restricted donor” or the gift or honorarium does not meet the definition of gift or honorarium. See Board Policy # 402.4 for more information on the Iowa Gift Law.

Staff Technology Use/Social Networking

Usage of the school district’s computer resources is a privilege, not a right, and 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 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 email or use of the school district’s computer network including websites 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.

Employees will 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 or designee. The employee will adhere to all applicable privacy and confidentiality policies adopted by the school district when on external websites. Employees should not use the school district logos, images, iconography, etc. on external websites. Employees should 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 do not 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 the superintendent for approval. Once approved by the superintendent or designee, the employee must work with the Technology Director in establishing and maintaining the site.

STUDENT AND CLASSROOM ISSUES

Abuse of Students by a School District Employee

School district employees are encouraged to create professional relationships with students so as to assist with their learning. Employees must not create relationships with students that are unhealthy or illegal. Adults must always be in a position to be trusted and caring for students, but the district will not tolerate any inappropriate relationships.

Physical or sexual abuse of students, including sexual behavior, by employees will not be tolerated. Employees found in violation of this policy will be subject to disciplinary action. The district will respond promptly to allegations of abuse of students by school district employees by investigating or arranging for the investigation of an allegation. Employees are required to assist in the investigation when requested to provide information and to maintain confidentiality of the reporting and investigation process. Reference BOEE Standard I, Board Policy #402.3 and #402.3R1

Child Abuse Reporting

The district believes in protecting our students and we strive for them to be productive without outside factors weighing on their ability to learn. In compliance with state law and to provide protection to victims of child abuse, the board believes incidents of alleged child abuse should be reported to the proper authorities. Certified employees are required as mandatory reporters, to report alleged incidents of child abuse they become aware of within the scope of their professional duties.

Child abuse is the result of the acts or omissions of a person responsible for the care of a person under the age of 18 who has suffered one or more of the categories of child abuse as defined in Iowa Code 232.68 (physical abuse, mental injury, sexual abuse, denial of critical care, failure to supervise, child prostitution, presence of illegal drugs, manufacturing or possession of a dangerous substance, bestiality in the presence of a minor, allows access by a registered sex offender, allows access to obscene material, or child trafficking).

When a mandatory reporter suspects a student is the victim of child abuse, the mandatory reporter will make an oral report of the suspected child abuse to the Iowa Department of Human Services within 24 hours of becoming aware of the abusive incident and will make a written report to the Iowa Department of Human Services within 48 hours following the oral report. If the mandatory reporter believes the child is in immediate danger, the local law enforcement agency will also be notified.

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 have taken the course within the previous three years. The course will be retaken at least every three years.All mandatory reporters are required to take the core (2-hour) training initially, but will be allowed to take a one hour recertification training every three years thereafter so long as they do so prior to the three-year expiration period. ( B oard Policy #402.2) I owa Code section 232.69 and iowa Code 235B.3(2)

Corporal Punishment, Restraint and Detaining Students

State law forbids school employees from using corporal punishment against any student. Certain actions by school employees are not considered corporal punishment. School employees may use “reasonable and necessary force, not designed or intended to cause pain” to do certain things, such as prevent harm to persons or property.

Fairfield Community School District follows CPI which is the Nonviolent Crisis Intervention program. Any employee that restrains a student must have the CPI training.

State law also places limits on school employees’ abilities to restrain or confine and detain any student. The law limits why, how, where, and for how long a school employee may restrain or confine and detain a student. If a student is restrained or confined and detained, the school must maintain documentation and must provide certain types of notice to the child’s parent. For additional information regarding Iowa law on this issue, please visit the “Timeout, Seclusion, and Restraint” section of the Iowa Department of Education’s website, located at www.educateiowa.gov/pk-12/learner-supports/timeout-seclusion-restraint . 39

Field Trips

In certain classes, field trips and excursions are authorized and may be taken as an extension of the classroom to contribute to the achievement of the educational goals of the school district. If a field trip is required for a course, students are expected to attend the field trip, unless an appropriate reason prohibits attendance. The field trip must be approved by the building principal in advance. (Board Policy #606.5)

Individuals with Disabilities Education Act

The Individuals with Disabilities Education Act (IDEA) is a federal law ensuring services to children with disabilities throughout the nation. IDEA governs how states and public agencies provide early intervention, special education and related services to eligible children. Employees are expected to comply with IDEA. For additional information regarding IDEA, please visit The United States Department of Education website, located at www .idea.ed.gov. Additionally, employees are expected to follow school district procedures for identifying students who need additional assistance and meet the needs of identified students.

Parent/Teacher Conferences

Parent/Teacher conferences are held two times a year; once each semester. Middle School and High School parents simply go to the buildings and visit with teachers as they are available. Elementary parents sign up for a specific time with the requested teacher through the http://www.fairfieldsfuture.org website. Parents or teachers can request a conference at any time of the year outside of the conference dates if necessary. If absent during the parent/teacher conference, ½ day of absence will be used.

Searches of Students and Property

In order to protect the health and safety of students, employees and visitors to the school district and for the protection of the school district facilities, students and their belongings and school owned lockers and desks may be searched or inspected without a search warrant.

Employees must adhere to district policy and administrative regulations regarding the search, pat down or inspection of a student and his or her belongings. For more information, see Board Policy #502.5 and #502.8

Standardized Testing and Assessment

Assessment is an important part of the education process and the school district is committed to ensuring the integrity of testing and assessment practices. Employees are expected to administer standardized tests consistent with Iowa law and Board of Educational Examiners ethical codes that promote the integrity of the assessment and the validity of student responses. For additional information regarding the applicable standard in the Iowa Board of Educational Examiners Code of Professional Conduct and Ethics, please visit the Board of Educational Examiners website located at www .boee.iowa.gov/doc/ethHndot.pdf.

Student Funds and Fundraising

Student fundraising for school activities may occur upon approval of the activities director and the building level principal at least one month prior to the fundraising event or the start of a fundraising campaign and with an employee overseeing the fundraising. Snacks which are sold to students during the school day (midnight to a half hour after school is dismissed), must meet the Smart Snack compliance standards set by the USDA. The snacks must be approved by the Food and Nutrition Director. Student organizations must identify a specific purpose for fundraising and secure the approval of the principal prior to spending the money raised.

Crowdfunding

Any person or entity acting on behalf of the district and wishing to conduct an online fundraising campaign for the benefit of the district will begin the process by seeking prior approval from the activities director. Money or items raised by an online fundraising campaign will be the property of the district only upon acceptance by the board, and will be used only in accordance with the terms for which they were given, as agreed to by the board. Board policy on crowdfunding provides specific guidelines. See Board Policy #704.6.

Student Records

School employees are entrusted with confidential information – whether it is about students or fellow employees. Employees must not disclose confidential student information unless it is permitted by law. Please contact the Curriculum/Technology Secretary at the A.C. T. Center if you have a request for student records.

Give careful thought to what you discuss concerning school matters whether with parents, colleagues, and members of the community. Rumors and criticism are promoted by outside gossip. Many rumors and unnecessary criticism can be avoided by referring community members to the school principal or appropriate staff member. Employees must exercise significant care and judgment when handling confidential information. A break in confidentiality can expose the employee to personal liability for violation of Iowa’s privacy law and expose the employee to disciplinary actions up to or including termination.

Transporting of Students by Employees

Generally, transportation of students will 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 administration. This policy statement applies to transportation of students for school purposes in addition to the regular bus route transporting students to and from their designated attendance center.

See Board Policy #401.6

Tutoring

Every effort will be made by the licensed employees to help students with learning problems before recommending that the parents engage a tutor. Since there are exceptional cases when tutoring will help students overcome learning deficiencies, tutoring by licensed employees may be approved by the superintendent. Licensed employees may only tutor students other than those for whom the teacher is currently exercising teaching, administrative or supervisory responsibility unless approved by the superintendent.

Tutoring for a fee may not take place within school facilities or during regular school hours unless approved by the superintendent and the fees go to the school district, not the teacher. Any questions about whether a tutoring relationship or activity complies with the Code of Professional Conduct and Ethics for educators should be directed to the Board of Educational Examiners. See also Board Policy # 905.1 or Board Policy # 408.3

HEALTH AND WELLBEING

Administering Medication

The supervision of any medication distribution to students will be in strict compliance with the rules and regulations of the board. District employees may not dispense or administer any medications, including prescription and non-prescription drugs, to students except as outlined in board policy. Those employees trained by Registered Nurses will have the authority under the nurse’s guidance to distribute medication to students. See also Board Policy #507.2 and Appendix A.

Anti-Bullying and Anti-Harassment

The district is committed to providing all students with a safe and civil school environment in which all members of the school community are treated with dignity and respect. Bullying and/or harassment of or by students, staff and volunteers is against federal, state and local policy and is not tolerated by the board. Bullying and/or harassing behavior can seriously disrupt the ability of school employees to maintain a safe and civil environment, and the ability of students to learn and succeed. Therefore, it is the policy of the state and the school district that school employees, volunteers and students will not engage in bullying or harassing behavior in school, on school property or at any school function or school-sponsored activity. For more information, see Board Policy # 104.

Suicide Prevention & ACEs Training

School District Requirements By July 1, 2019, Iowa school districts are required to adopt protocols and require training for all school personnel who hold a license, certificate, authorization, or statement of recognition issued by the board of educational examiners and who have regular contact with students in kindergarten through grade twelve. The training shall occur annually and the content of the training shall be based on nationally recognized best practices. The legislation states that the training is to be required by July 1, 2019. The training must be

provided annually between July 1 and June 30. Iowa Department of Education Guidance

Bloodborne Pathogens

Annually, all employees must take the bloodborne pathogens training. Employees can use the AEA PD Online Learning System for mandatory and & Non-Mandatory Trainings.

You are welcome to use the online training as a training tool - however, a person must facilitate the training, must be knowledgeable on BBP subject matter, and be readily available for question/answer. Keep in mind that additional immediate/concurrent interactive training on your organization's specific BBP procedures, kits, exposure control plan, methods of compliance, hepatitis B vaccination and past-exposure follow-up, communication of hazards, etc. is needed. This is what would comply with the BBP standard.

Also, as long as you cover all the bases that the standard requires then you will be set. If you need to reference the standard here is the link: https://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=standards&p_id=10051

The section that speaks more on the specifics of training requirements is 1910.1030(g)( 2)

Communicable Diseases – Employees

Employees with a communicable disease will be allowed to perform their customary employment duties provided they are able to perform the essential functions of their position and their presence does not create a substantial risk of illness or transmission to students or other employees. The term “communicable disease” will mean an infectious or contagious disease spread from person to person, or animal to person, or as defined by law.

Prevention and control of communicable diseases is included in the school district’s bloodborne pathogens exposure control plan. The procedures will include scope and application, definitions, exposure control, methods of compliance, universal precautions, vaccination, post-exposure evaluation, follow-up, communication of hazards to employees and record keeping. Food Service staff refer to the HACCP Plan and SOP. See also, Board Policy #403.3

Employee Injury on the Job

Employee and student safety is a major district concern. An employee should therefore remove him or herself from and report any situations where employee safety is compromised. If an employee becomes seriously injured on the job, the employee’s supervisor will attempt to notify a member of the family, or an individual of close relationship, as soon as the employee’s supervisor becomes aware of the injury.

The injured employee and his/her supervisor should report the injury to the EMC On-Call Nurse by phoning #844-322-4668 as soon as practical. The OnCall Nurse will then assess the injury and recommend the best course of action for self-treatment, or direct the employee to the district’s designated provider if necessary. The OnCall Nurse will complete the necessary reporting.

Employee Physical Examination

The district believes good health is important to job performance. School bus drivers will present evidence of good health upon initial hire and every other year in the form of a physical examination report, unless otherwise required by law or medical opinion.

The cost of the initial examination will be arranged and paid for by the school district. The form indicating the employee is able to perform the duties, with or without reasonable accommodation, for which the employee was hired, must be returned prior to the performance of duties. The cost of bus driver renewal physicals will be paid by the school district and will use the provider selected by the district. Employees will not be able to self-select for this examination.

Employees whose physical or mental health, in the judgment of the administration, may be in doubt must submit to additional examinations to the extent job-related and consistent with business necessity, when requested to do so, at the expense of the school district. The district will comply with occupational safety and health requirements as applicable to its employees in accordance with law.

Hazardous Chemical Disclosure

Each employee should annually review information about hazardous substances in the workplace. When a new employee is hired or transferred to a new position or work site, the information and training, if necessary, is included in the employee’s orientation. When an additional hazardous substance enters the workplace, information about it is distributed to all employees, and training is conducted for the appropriate employees. The Facilities Director will maintain a file indicating which hazardous substances are present in the workplace and when training and information sessions take place. See Board Policy #403.4

More information is available through the facilities director. A link to Safe Schools online training . See your supervisor for login information.

Smoke and Tobacco Free Workplace

The district is committed to providing a safe and healthy workplace and to promoting the health and wellbeing of employees. As required by Iowa Code Chapter 142D, the Iowa Smokefree Air Act, and also motivated by a desire to provide a healthy work environment, the district prohibits smoking, and the use of tobacco and nicotine products as cited in board policy, on all school grounds and in school vehicles.

Substance Free Workplace

Alcoholic beverages, illegal substances, and legal substances used illegally will not be consumed at any time during the employee’s work shift. It is in violation of school district work rules for an employee to report to work in an unsafe condition, or in a condition which impairs the employee’s judgment or performance of job functions due to the use of alcohol or other substances. Unauthorized possession or use of alcoholic beverages or other substances during 44

work hours, while on district time or property, or while engaging in district business will result in discipline, including immediate dismissal.

It is a violation of the federal Substance-Free Workplace law for an employee to unlawfully manufacture, distribute, dispense, possess, use, or be under the influence of in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance or alcohol, as defined in Schedules I through V of section 202 of the Controlled Substances Act (21 U.S.C. 812) and further defined by regulation at 21 C.F.R. 1300.11 through 1300.15 and Iowa Code Chapter 124. See also Board Policy #403.6

"Workplace" is defined as the site for the performance of work done in the capacity as an employee. This includes school district facilities, other school premises or school district vehicles. Workplace also includes off school property if the employee is at any school-sponsored, school-approved or school-related activity, event or function, such as field trips or athletic events where students are under the control of the school district or where the employee is engaged in school business.

Employees who operate school vehicles are subject to mandatory random and scheduled federal drug and alcohol testing if a commercial driver's license is required to operate the vehicle and the vehicle transports sixteen or more persons including the driver. For regulations and forms please visit the Federal Motor Carrier Safety Administration website located at www.fmcsa.dot.gov/rules-regulations/topics/drug/drug.htm

Employees are further notified that it is a condition of their continued employment that they comply with the above policy of the school district and will notify their supervisor of their conviction of any criminal drug statute for a violation committed in the workplace, no later than five days after the conviction.

LEAVES AND ABSENCES

Absenteeism

In order to accomplish the goals and mission of the district, daily attendance by all employees is imperative. Employees are encouraged to limit absenteeism to emergencies and appropriate instances that cannot be scheduled outside of a workday. Employees must notify their immediate supervisor of all times when they will be absent and also submit leave requests via Frontline Absence Management (formerly Aesop). Misuse of leave procedures or misrepresentation of reasons for leave may lead to disciplinary action up to and including termination. Instructions and plans are to be left for the substitute.

Employees are to use Frontline Absence Management (Formerly Aesop) for reporting absences. Link to online absenteeism reporting.

Certified and Non-Certified Employees

Sick Leave

A. Accumulative Benefits All employees will be entitled to their sick leave days each school year as of the first official day of said school year upon reporting for work. Certified personnel will be entitled leave of absence for personal illness or injury with full pay at a rate of ten (10) days for the first year of employment, eleven (11) days for the second year, twelve (12) days for the third year, thirteen (13) days for the fourth year, fourteen (14) days for the fifth year, fifteen (15) days for the sixth year and every year thereafter. Unused sick leave days will be accumulated from year to year up to one hundred twenty-five (125) days. Sick leave use will be deducted from the accumulated amount or 125 days, whichever is lesser.

The above amounts will apply only to consecutive years of employment in the District, and unused portions will be forfeited when voluntarily leaving the District.

B. Immediate Family Illness All employees will be entitled leave of absence at full pay for illness in the immediate family (spouse, child, parent, brother, sister, grandparent, grandchild, like in-laws or a member of the immediate household) not to exceed five (5) days per year. After family illness is exhausted, the use of three personal illness days will be allowed for family illness.

C. Notification of Accumulation Employees will be notified of accumulated sick leave days on monthly payroll check stub.

Temporary Leaves of Absence

1. Paid Leave Employees will be entitled to the following temporary, non-accumulative leaves of absence with full pay each school year.

2. Personal Leave Each employee will be granted two (2) personal days per year according to the provisions provided in this section.

An employee planning to use a personal day will make an application on the Request for Temporary Leave of Absence Form at least five (5) school days in advance except in the case of an emergency.

Personal leave will not be allowed immediately following or prior to a school holiday or on an in-service day, except in unusual circumstances. Special requests for these unusual circumstances must be submitted, with reasons for leave, at least five (5) school days in advance, except in the case of an emergency, and approved by the Superintendent.

Personal leave requests may be limited to 10% (rounded up to the next whole number) per attendance center on any given day. The Superintendent may grant personal leave in excess of 46

the 10% limit in unusual/extenuating circumstances. Personal leave requests for dates during the first two weeks of school or after May 1 are at the Superintendent’s discretion and may be denied. Requests submitted for personal leave for dates after May 1 will be granted on a first come-first served basis in the event requests are limited.

Employees will be allowed to carry over up to two (2) days of personal leave per year for a maximum of four (4) available personal days per year. At the conclusion of each school year, an employee has two options for any unused portions of the yearly total of two (2) personal leave days granted.

The employee may opt to be paid for unused portions (up to 2 days) of the yearly allotment at the rate of $25.00 per unused personal leave day. The unused days may not be carried over to the next year if paid out. A written request must be submitted to the business department by the employee’s last contracted day for that school year.

3. Jury and Legal Any employees called for jury duty during school hours or who are subpoenaed for an appearance in any judicial or administrative proceeding will be provided time for these activities. Any fees or remuneration the employee receives during such hours will be turned over to the Fairfield Community School District.

4. Professional Requests for professional leave are to be submitted to the Superintendent through the building principal and approved by the Superintendent on any request where absence from duty or reimbursement for expenses is concerned. Whenever possible teachers wanting to attend national or regional meetings should estimate expenses, on a special requisition and submit to the superintendent at the time special requisitions are due. Notification of approval should be given as soon as possible as budgetary procedures will allow.

Any person attending meetings on a local, state, or national level is required to hold regular membership in the organization sponsoring the meeting. The serving as an officer in the sponsoring organization may result in additional privileges regarding attendance of meetings over and above the schedule listed below.

If more than one teacher from a building, a department, or a grade level, requests to attend the same meeting it will be at the discretion of the superintendent as to who may attend. a. National and Regional Meetings ---- alternate years. b. State and District Meetings ---- annually. c. Other Professional Meetings approved by the Superintendent.

Allowable expenses for approved travel will be paid by the school district. Expenses must be submitted by the end of the fiscal year in which expenses were incurred. If a leave request is denied because the amount appropriated in the district’s budget for professional leave has been expended then such denial will not be grievable.

Expenses will not be paid to National and Regional Meetings during the terminal year of employment, unless serving as an officer in the organization sponsoring the meeting.

Requests may be granted more often, but personnel must pay all expenses except the substitute teacher.

5. Bereavement Leave

The district understands that employees may need time off to mourn the loss of a family member or close friend.

All personnel will be granted leave of absence at full pay in case of death of spouse, child, parent, brother, sister, grandparent, grandchild, like in-laws or a member of the immediate household at the rate of three (3) days per death and two (2) days extra may be granted by the superintendent or designee. This does not accumulate. In the event of the death of an employee or student in the Fairfield Community School District, the principal or immediate supervisor of said employee will grant an appropriate number of employees sufficient time to attend the funeral.

6. Association (Certified Teachers Only) Up to nine (9) days will be available for representatives of the Association to attend conferences, conventions of the local, state and national affiliated organizations. When a substitute is necessary, the Association will pay the cost of the substitute.

B. Unpaid Leave

1. Other Other temporary leaves of absence without pay may be granted in writing by the principal/supervisor with the Superintendent’s approval.

2. Religious Any employee whose religious affiliation requires the observance of recognized holidays other than those scheduled in the school calendar will be excused by the principal. The employee will have the salary of his/her substitute, if hired, deducted from that month’s paycheck.

Extended Leaves of Absence - Certified Teachers Only

A. Parental and Personal Illness All employees will be eligible for parental and personal illness leave subject to the following conditions: 1. Notification The employee will notify the District as soon as the employee foresees any necessity to alter employment commitments as a result of parental leave. If an employee is requesting an academic year’s leave of absence, they will make such a request in writing by June 1 preceding that academic year. If differences of opinion exist regarding ability to continue duties, such will be resolved by a written statement from the employee’s attending physician. 2. Return Rights The employee will return to previously assigned full-time duties upon submission of a statement

from the attending physician certifying physical and mental fitness to resume such duties. Upon returning to employment, the employee will assume all previous rights and privileges. 3. Pay An employee will be entitled to all raises and increments upon return if the employee serves at least one hundred twenty (120) days of the school year. This 120 day period need not be continuous. 4. Sick Leave Use Sick leave may be used by an employee only in the amount of accumulated sick leave and not to extend beyond such time that the employee’s physician deems the employee physically and mentally fit to return to the assigned duties of employment. The extended leave of absence will become effective when all sick leave is exhausted or at the option of the employee. 5. Adoption In cases of adoption of a child, application for extended leave without pay will be made as soon as possible. 6. Benefits Insurance will be continued for a period of twelve (12) months beginning with the effective date of leave and consent of the insurance carrier. Insurance coverage after the effective date of leave will be at the employee’s option and the employee’s expense. 7. Extension Without Pay A. Extended Leave Extended leave without pay for up to one (1) year will be granted upon the request of the employee. Upon return from such leave, the employee will be placed on the same step of the salary schedule as when leaving. The employee will be entitled to any new benefits that are associated with that step upon his/her return and will then be moved to the next step on the schedule if he/she served at least one-hundred twenty (120) days of the school year that he/she took his/her leave. B. Family Illness A leave of absence without pay for up to one (1) year will be granted for the purpose of caring for a sick or injured member of the employee’s immediate family. Additional leave may be granted at the discretion of the board. Return rights will be the same as those in section seven (7.A) of this Article. C. Association A leave of absence without pay for up to two (2) years will be granted for the purpose of serving as an elected officer of the State or National Association. Return rights will be the same as those in section A-7 of this Article.

8. Sabbatical Leaves A. Purpose A sabbatical leave may be granted to an employee by the District for study, including study in another area of specialization, for travel, or for other reasons of value to the school system.

B. Conditions Certified personnel, having completed at least four years of service in this school district, may submit a written request to the District for a one-year leave of absence for travel or study in their chosen field. The written request should contain statements indicating the basic plan for the year’s travel or study. Said personnel members would not receive any remuneration from the district.

Certified personnel returning after a year’s leave of absence according to above stipulation should be advanced to the same step as if they had been teaching the previous year.

The Board of Education will not approve more leave-of-absence requests in one year than three (3) certified personnel.

Family Medical Leave Act (FMLA)-All Employees The FMLA entitles eligible employees of covered employers to take paid and/or unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to: 1. Twelve workweeks of leave in a 12-month period for: · The birth of a child and to care for the newborn child within one year of birth; · The placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement; · To care for the employee’s spouse, child or parent who has serious health condition; · A serious health condition that makes the employee unable to perform the essential functions of his or her job; · Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty:” or 2. Twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

3. Paid leave and FMLA leave may coincide. District policy allows the accumulation of all paid leave types and requires that accumulated paid leave be exhausted first. 4. Upon return from FMLA leave, the employee will be restored to the employee’s former position or its equivalent. 5. Pursuant to the Act, the district will ensure that the employee’s health insurance benefit is maintained while the employee is on FMLA leave.

For additional information regarding the Family and Medical Leave Act (FMLA) please contact,Chief Financial Officer: -(641) 472-2655 or visit the “Family and Medical Leave Act” section of the United States Department of Labor’s website, at https://www.dol.gov/agencies/whd/fmla .

Employee Holidays

Certified Teachers: The employee paid holidays for the 2020-2021 are as follows: Labor Day……………………………………………………………………September 7 Thanksgiving Holiday……………………………………………………….November 26 Christmas Holiday..……………………………….…………………………December 25 New Year’s Day……………………………………………………………..January 1 Memorial Day……………………………………………………...………..May 31

Non-CertifIed Staff: Non-Certified employees who work nine months a year will be allowed eight paid holidays. The holidays for 2020-2021 will be: Labor Day………………………………………………………….………...September 7 Thanksgiving Holiday (2 days)………………………….…………….…… November 26 & 27 Christmas Holiday.(2 days)…………………………………….……………December 24 & 25 New Year’s Day…(2 days)…………………………………………….….…Dec. 31 & Jan.1 Memorial Day……………………………………………………………..…May 31

Non-Certified employees who work twelve months a year will be allowed ten paid holidays. The two additional days for 2020-2021 will be: 4th of July ……………………………………………………………………July 4 Monday of Spring Break …………………………………………………….March 29

Non-certified employees will be paid for the hours that would have been scheduled for the day.

Employee Vacation

Year-round employees, unless the employee’s letter indicates otherwise, will receive 5 days of vacation the first year and 10 days annually the second through the 9th year and 15 days annually the tenth and future years of employment. Employees who leave prior to the end of the employment period will receive their pro rata share of vacation for the year.

The vacation may be taken any time during the year when the vacation will not disrupt the school district operations. The employee must submit a vacation request via Frontline Absence Management (Formerly Aesop) to the superintendent, who will be responsible for determining whether the request will disrupt the school district operation. Vacation will not be carried over from year to year without a prior arrangement with the superintendent.

Military Service Leave

The board recognizes employees may be called to participate in the armed forces, including the National Guard. If an employee is called to serve in the armed forces, the employee will have a leave of absence for military service until the military service is completed.

The leave is without loss of status or efficiency rating and without loss of pay during the first thirty calendar days of the leave. See also Board Policy #409.7 and #414.7

SAFETY AND SECURITY

Asbestos Notification

Asbestos has been an issue of concern for many years. The Asbestos Hazard Emergency Response Act of 1986 (AHERA) was designed to determine the extent of asbestos concerns in the schools and to act as a guide in formulating asbestos management policies for the schools. The school district facilities have been inspected by a certified asbestos inspector as required by AHERA. The inspector located, sampled and determined the condition and hazard potential of all material in the school facilities suspected of containing asbestos. The inspection and laboratory analysis records form the basis of the asbestos management plan.

A certified management planner has developed an asbestos management plan for the school district facilities which includes: notification letters, training for employees, a set of procedures designed to minimize the disturbance of asbestos-containing materials, and plans for regular surveillance of the materials. A copy of the management plan is available for inspection in the office. See Board Policy # 804.4

Building Security

The district is committed to maintaining a safe and secure learning environment for students and staff. In order to accomplish this, it is the responsibility of all employees to do their part in creating this safe and secure environment. Employees should contact the Building Principal first and the building principal will then contact the Director of Facilities and/or the superintendent depending upon the security threat. Each will then contact appropriate support. Any security/safety hazard(s) or condition(s) they identify will be reported to the Superintendent of schools.

Doors are to be locked during the school hours and may not be propped open. Parents will be notified of needed actions dependent upon each situation.

Drills and Evacuations

Periodically the school holds emergency fire and tornado drills. School districts must have two fire and two tornado drills before December 31 and two fire and two tornado drills after January 1 for a total of eight such drills each school year. At the beginning of each semester, teachers must notify students of the procedures to follow in the event of a drill. Emergency procedures and proper exit areas must be posted in all rooms. When drills are staged, every staff member and student must follow proper procedures. See individual building plans for specific details of locations for and exits.

Intruder or lockdown drills will be held one time a year per Iowa Code 280.30.

Emergency Closings, Inclement Weather and Other Interruptions

When the superintendent decides the weather threatens the safety of students and employees, he/she will notify the radio/television stations KTVO, KMCD, KGSN, WHO-HD, implement phone notification, and post on the FCSD webpage to broadcast a school closing announcements.

Protective Equipment

Such as special clothing equipment and devices, as deemed necessary by the Administration for the employee to perform assigned duties in a safe manner. All such items shall be provided without charge to the employee.

Staff Identification Badges

An identification badge will be issued to each employee. Badges will be worn when the employee is on duty, and will be displayed between the waist and the shoulder on the outer garment or on a lanyard.The loss of a permanent badge will be immediately reported to the Central Office Data Secretary, (641) 472-2655, who will issue a replacement badge at a cost to the employee of $6.00. If a badge has normal wear and tear, it will be replaced at district cost. Badges remain the property of the district and will be returned to the immediate supervisor or designee at the time of resignation, retirement or termination.

The identification badge also allows access to the buildings by unlocking doors with the keypad indicator. Similar ID badges are also given to coaches or community members for athletic or extracurricular events.

Threats of Violence

All threats of violence - whether oral, written or symbolic - against students, employees, visitors, or to school facilities are prohibited. All such threats will be promptly investigated. Law enforcement may be contacted. Threats issued and delivered aw `ay from school or school activities may be grounds for disciplinary action if the threat impacts the orderly and efficient operation of the school. Employees engaging in threatening behavior will face disciplinary consequences up to and including termination.

Visitors/Guests

The board welcomes the interest of parents and other members of the community and invites them to visit the school buildings and sites. Visitors, which include persons other than employees or students, must notify the principal or main office of their presence in the facility upon arrival.

Individuals who wish to visit a classroom, whether in person or remotely, while school is in session are asked to notify the principal and obtain approval from the principal prior to the visit so appropriate arrangements can be made and class disruption can be minimized.

Visitors will conduct themselves in a manner fitting to their age level and maturity and with

mutual respect and consideration for the rights of others while attending school events. Visitors will also be required to follow district rules on health and safety as well as social distancing and other public health guidelines in order to do their part to curtail the spread of COVID-19. Visitors failing to conduct themselves accordingly may be asked to leave the premises. Children who wish to visit school must be accompanied by a parent or responsible adult.

It is the responsibility of employees to report inappropriate conduct. It is the responsibility of the superintendent and principals to take the action necessary to cease the inappropriate conduct. If the superintendent or principals are not available, a school district employee is responsible for taking the action necessary to cease the inappropriate conduct.

Weapons

The district believes weapons and other dangerous objects in school district facilities cause material and substantial disruption to the school environment or present a threat to the health and safety of students, employees, and visitors on the school district premises or property within the jurisdiction of the school district.

Employees are prohibited from bringing weapons and other dangerous objects on school grounds. Weapons under the control of law enforcement officials or other individuals specifically authorized by the board are exempt in accordance with law and board policy. For more information, visit the Iowa Department of Education Legal Lesson on Firearms on School Grounds at:

Iowa Department of Education Legal Lesson on Firearms on School Grounds