EQUAL EMPLOYMENT OPPORTUNITY
The Hartley-Melvin-Sanborn Community School District will provide equal opportunity to employees and applicants for employment in accordance with applicable equal employment opportunity and affirmative action laws, directives and regulations of federal, state and local governing bodies. Opportunity to all employees and applicants for employment includes hiring, placement, promotion, transfer or demotion, recruitment, advertising or solicitation for employment, treatment during employment, rates of pay or other forms of compensation, and layoff or termination. The school district will take affirmative action in major job categories where women, men, minorities and persons with disabilities are underrepresented. Employees will support and comply with the district's established equal employment opportunity and affirmative action policies. Employees will be given notice of this policy annually.
The board will appoint an affirmative action coordinator. The affirmative action coordinator will have the responsibility for drafting the affirmative action plan. The affirmative action plan will be reviewed by the board at least every two years.
Individuals who file an application with the school district will be given consideration for employment if they meet or exceed the qualifications set by the board, administration, and Iowa Department of Education for the position for which they apply. In employing individuals, the board will consider the qualifications, credentials, and records of the applicants without regard to race, color, creed, sex, national origin, religion, age, sexual orientation, gender identity or disability. In keeping with the law, the board will consider the veteran status of applicants.
Prior to a final offer of employment for any teaching position the school district will perform the background checks required by law. The district may determine on a case-by-case basis that, based on the duties, other positions within the district will also require background checks. Based upon the results of the background checks, the school district will determine whether an offer will be extended. If the candidate is a teacher who has an initial license from the BOEE, then the requirement for a background check is waived.
Advertisements and notices for vacancies within the district will contain the following statement: "The Hartley-Melvin-Sanborn Community School District is an EEO/AA employer." The statement will also appear on application forms.
Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, will be directed to the Affirmative Action Coordinator by writing to the Affirmative Action Coordinator, Hartley-Melvin-Sanborn Community School District, 509 Main St. , Sanborn , Iowa 51248 ; or by telephoning 712-930-3281 .
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 Director of the Region VII, Office for Civil Rights, Citigroup Center, 500 W Madison Street, Suite 1475, Chicago, IL 60661 (312) 730-1560, email: OCR.Chicago@ed.gov or the Iowa Civil Rights Commission, 400 E. 14th Street, Des Moines, Iowa, 50319-1004, (515) 281-4121 or 1-800-457-4416, http://www.state.ia.us/government/crc/index.html. This inquiry or complaint to the federal office may be done instead of, or in addition to, an inquiry or complaint at the local level.
Further information and copies of the procedures for filing a complaint are available in the school district's central administrative office and the administrative office in each attendance center.
Legal Reference: 29 U.S.C. §§ 621-634 (2010).
42 U.S.C. §§ 2000e et seq. (2010).
42 U.S.C. §§ 12101 et seq. (2010).
Iowa Code §§ 19B; 20; 35C; 73; 216; 279.8 (2011).
281 I.A.C. 12.4; 14.1; 95.
Cross Reference: 103 Equal Educational Opportunity
405.8 Harassment
401.4 Licensed Employee Qualifications, Recruitment, Selection
Approved: November 18, 2002
Reviewed: December 19, 2005
June 20, 2011
July 11, 2016
Revised: July 16, 2007
Jan. 22, 2013
DEFINITION OF CERTIFICATED PERSONNEL
The term “certificated personnel” will be used for those employees who must possess teaching or administrative certificates issued by the Iowa Department of Public Instruction in order to hold their positions.
Adopted: October 14, 1985
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016
RECRUITMENT OF CERTIFICATED PERSONNEL
Recruitment of the professional staff of the school district shall be the responsibility of the Superintendent of schools or his/her designee. In discharging this responsibility, the Superintendent shall make use of such other supervisory or administrative staff members as may be practical.
Selection shall be based on the merits of the candidates, without regard to race, color, national origin, gender, disability, age, religion, creed, sexual orientation, and gender identity.
Adopted: October 14, 1985
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016
Revised: January 22, 2013
LICENSED EMPLOYEE QUALIFICATIONS, RECRUITMENT, SELECTION
Persons interested in a licensed position, other than administrative positions which will be employed in accordance with board policies in Series 300, "Administration," will have an opportunity to apply and qualify for licensed positions in the school district without regard to race, color, national origin, gender, disability, age, religion, creed, sexual orientation, and gender identity. Job applicants for licensed 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.
Announcement of the position is in a manner which the superintendent believes will inform potential applicants about the position. Applications for employment may be obtained from and completed applications are returned to the school district administrative office. 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 licensed employees after receiving a recommendation from the superintendent. The superintendent, however, will have the authority to employ a licensed employee on a temporary basis until a recommendation can be made and action can be taken by the board on the position.
The requirements stated in the Master Contract between employees in the certified collective bargaining unit and the board regarding qualifications, recruitment and selections of such employees will be followed.
Legal Reference: 29 U.S.C. §§ 621-634 (2010).
42 U.S.C. §§ 2000e, 12101 et seq. (2010).
Iowa Code §§ 20; 35C; 216; 279.13 (2011).
281 I.A.C. 12.
282 I.A.C. 14.
1980 Op. Att'y Gen. 367.
Cross Reference: 401.1 Equal Employment Opportunity
Approved: January 12, 1987
Reviewed: February 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016
Revised: August 20, 2001
July 16, 2007
January 22, 2013
CERTIFICATION
All employees shall be properly certificated, as required by law and by Department of Public Instruction regulations. A copy of the certificate shall be presented to the secretary of the Board of the school district or his/her designee prior to payment of any annual salary.
Adopted: October 14, 1985
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016
APPLICATION PROCEDURE FOR CERTIFICATED PERSONNEL
Application for employment may be obtained and returned to the superintendent or the superintendent’s designee. Administrators and supervisors are to select applicants from these files. When a possible employee has been identified, a recommendation to that effect is made to the appropriate administrator and subsequently presented to the Board for approval.
Adopted: October 14, 1985
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016
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.
Legal Reference: Iowa Code §§ 20; 71; 277.27; 279.8 (2013)
Cross Reference: 401.3 Recruitment of Certificated Personnel
407.2 Support/Classified Employee – Qualifications, Recruitment, Selection
Adopted: October 12, 2015
Reviewed: July 11, 2016
Revised:
EMPLOYEE ORIENTATION
Employees must know their role and duties. New employees may be required to participate in an orientation program for new employees. The employee’s immediate supervisor should provide the new employee with a review of the employee’s responsibilities and duties. Payroll procedures and employee benefit programs and accompanying forms will be explained to the employee by the board secretary. Regular employees ineligible for the school district’s group health plan will be given information regarding where they can obtain health care or health care insurance.
Adopted: July 17, 1995
Reviewed: Feb. 10, 1997
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016