SHORT TERM ADMINISTRATIVE LEAVE OF PERSONNEL FOR DISCIPLINARY REASONS

 

All employees of this district are expected to perform their assigned responsibilities to the best of their abilities and in accordance with all law, rules, and highest standards of ethics, integrity and professionalism.

 

The superintendent of schools is authorized to place any employee on administrative leave with pay pending action on a discharge for fault personal to the employee.

 

The superintendent is authorized to place any employee on administrative leave without pay for disciplinary purposes.  Said administrative leave without pay shall be for a period of time at the discretion of the superintendent not to exceed five (5) working days.  Multiple administrative leaves for disciplinary reasons during the same school year shall result in automatic recommendation by the superintendent that the employee’s contract to be terminated.

 

Employees being considered for administrative leave shall be given oral or written notice of the reason(s) for the leave, an opportunity to respond to those reasons before the administrative leave action is taken, and opportunity to be represented by counsel during due process proceedings.  Any final conclusions and determination to place on leave by the superintendent shall be given to the employee in writing and also shall be placed in the employees personnel files.

 

 

Adopted:  January 13, 1991                 

 

Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016

DRUG-FREE WORKPLACE

 

No employee engaged in work for the school district shall unlawfully manufacture, distribute, dispense, possess or use on or in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance as defined by federal or state law.

 

Workplace is defined as the site for the performance of work done in the capacity as a school district employee.  That includes a school building or school premise; a school-owned vehicle or a school-approved activity, event or function, such as a field trip or athletic event, where students are under the jurisdiction of the school district.

 

Employees shall notify their supervisor of the employee’s conviction under any criminal drug statute for a violation occurring in the workplace as defined above, no later than five (5) days after such conviction.

 

Employees shall abide by the terms of this policy respecting a drug-free workplace.  An employee who violates the terms of this policy shall successfully participate in a drug abuse assistance or rehabilitation program approved by the board.  If the employee fails to successfully participate in such a program, the employee’s contract shall not be renewed or employment may be suspended or terminated, at the discretion of the board.

 

Sanctions against employees, including non-renewal, suspension and termination shall be in accordance with prescribed school district administrative regulations and procedures. 

 

The superintendent shall be responsible for publication and dissemination of this policy to each employee.  In addition, the superintendent shall oversee the establishment of a drug-free awareness program to educate employees about the dangers of drug abuse and make them aware of available drug counseling programs.  This program may be used as one method to inform employees of the drug-free workplace policy and the penalties which may be imposed for its violation.

 

 

Approved:  Nov. 13, 1995                      

 

Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016

EMPLOYEE OUTSIDE EMPLOYMENT

 

The board believes the primary responsibility of employees is to the duties of their position within the school district as outlined in their job description.  The board considers an employee’s duties as part of a regular, full-time position as full-time employment.  The board expects such employees to give the responsibilities of their positions in the school district precedence over any other employment.

 

It shall be the responsibility of the superintendent to counsel employees, whether full-time or part-time, if, in the judgment of the superintendent and the employee’s immediate supervisor, the employee’s outside employment interferes with the performance of the employee’s duties required in the employee’s position within the school district.

 

The board may request the employee to cease the outside employment as a condition of continued employment with the school district.

 

 

Approved:  January 21, 2002       

 

Reviewed:  December 19, 2005
June 20, 2011
July 11, 2016

 

 

EMPLOYEE CONFLICT OF INTEREST

 

Employees' use of their position with the school district for financial gain is considered a conflict of interest with their position as employees and may subject employees to disciplinary action.

 

Employees have access to information and a captive audience that could award the employee personal or financial gain.  No employee may solicit other employees or students for personal or financial gain to the employee without the approval of the superintendent.  If the approval of the superintendent is given, the employee must conduct the solicitations within the conditions set by the superintendent.  Further, the superintendent may, upon five days notice, require the employee to cease such solicitations as a condition of continued employment.

 

Employees will not act as an agent or dealer for the sale of textbooks or other school supplies supply companies doing business with 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 to parents.  Employees will not engage in outside work or activities where the source of information concerning the customer, client or employer originates from information obtained because of the employee's position in the school district.

 

It will also be a conflict of interest for an employee to engage in any outside employment or activity which is in conflict with the employee's official duties and responsibilities.  In determining whether outside employment or activity of an employee creates a conflict of interest, situations in which an unacceptable conflict of interest is deemed to exist will include, but not be limited to, any of the following:

 

(1)     The outside employment or activity involves the use of the school district's time, facilities, equipment and supplies or the use of the school district's badge, uniform, business card or other evidences of office to give the employee or the employee's immediate family an advantage or pecuniary benefit that is not available to other similarly situated members or classes of members of the general public.  For purposes of this section, a person is not "similarly situated" merely by being related to an employee who is employed by the school district.

 

(2)     The outside employment or activity involves the receipt of, promise of, or acceptance of more or other consideration by the employee or a member of the employee's immediate family from anyone other than the school district for the performance of any act that the employee would be required or expected to perform as part of the employee's regular duties or during the hours during which the employee performs service or work for the school district.

 

(3)     The outside employment or activity is subject to the official control, inspection, review, audit or enforcement authority of the employee during the performance of the employee's duties.

 

If the outside employment or activity is employment or activity in (1) or (2) above, the employee must cease the employment of or activity.  If the activity or employment falls under (3), then the employee must:

·     Cease the outside employment or activity; or,

·     Publicly disclose the existence of the conflict and refrain from taking any official action or performing any official duty that would detrimentally affect or create a benefit for the outside employment or activity.  Official action or official duty includes, but is not limited to, participating in any vote, taking affirmative action to influence any vote, or providing any other official service or thing that is not available generally to members of the public in order to further the interests of the outside employment or activity.

 

It is the responsibility of each employee to be aware of and take the necessary action to eliminate a potential conflict of interest should it arise.

 

 

Legal Reference:           Iowa Code §§ 20.7; 68B; 279.8; 301.28 (2009).

 

Cross Reference:          205.4  Board of Directors’ Conflict of  Interest

                                   

 

 

Approved:   September 21, 2009             

 

Reviewed   June 20, 2011  
July 11, 2016