Policy 400 (AP): Guiding Principles

The Superintendent of Schools shall be the chief executive officer of the Des Moines Independent Community School District and is directly responsible to its Board of Directors for the enforcement of all provisions of the law relating to the school system under the charge of the Board.

Except for specific negotiated provisions that govern the employment relationship, all employees of the District shall be governed by the policies of the Board and the administrative procedures, rules, and practices thereunder.

It is the intention of the District to provide an educational program of the highest quality. It shall, therefore, be the policy of the District to recruit and retain well qualified professional and supporting personnel.

Revised February 4, 1992
Last Review: October 15, 2019

Policy 401 (AP): Personnel

Bargaining with certified employee bargaining units to attempt to reach agreement with respect to some specific subjects is required by law. Personnel practices and procedures established through this process or negotiations and ratified by the Board of Directors will be contained in appropriate comprehensive agreements. Recognized bargaining units are:

Certificated Personnel

Included: All full-time and regular part-time certified personnel as identified by the Iowa Public Employment Relations Act (PERA).

Excluded: All other school district employees, and all confidential and supervisory personnel as defined by the Act.

Classified Personnel

1. Teacher associates

• Included: Teacher associates.
• Excluded: All other school district employees and confidential and supervisory personnel as defined by the Act.
  1. Operational
• Included: All operations, transportation, food service, stores, and maintenance personnel as identified by the Act.
• Excluded: Cafeteria managers, operations building managers, and all other school district employees and confidential and supervisory personnel as defined by the Act.
  1. Crafts
• Included: All skilled craftsmen.
• Excluded: All other school district employees and confidential and supervisory personnel as defined by the Act.
  1. Secretarial-Clerical
• Included: All secretarial-clerical.
• Excluded: All other school district employees and confidential and supervisory personnel as defined by the Act.
  1. Before-and-After (School Child) Care Givers, (Cowles) Child Care Givers, and Child Care Giver Assistants
• Included: All before-and-after (school child) care givers, (Cowles) child care givers, and child giver assistants.
• Excluded: All other school district employees, and confidential and supervisory personnel as defined by the Act.

Employees Not In A Bargaining Unit

The District will meet and confer with employees not in a bargaining unit as defined by the Act.

Legal Reference: Iowa Code Chapter 20 (2011)
Revised: February 4, 1992
Last Review: October 15, 2019

Policy 402 (BP): Non-Discrimination, Affirmative Action and Equal Employment Opportunity

It is the policy of the Des Moines Public School District not to illegally discriminate on the basis of race, color, national origin, gender, disability, religion, creed, age (employment only), marital status, sexual orientation, gender identity, and socioeconomic status (students/program only) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination.

The District will provide a non-discriminatory work environment for all employees regardless of their age, race, creed, color, gender, marital status, national origin, religion, sexual orientation, gender identity, or disability. Discriminatory harassment is defined as unwelcome verbal or physical conduct relating to age, race, creed, color, marital status, national origin, religion, disability, or sexual orientation when made by any member of the school staff to a student, when made by any member of the staff to another staff member, when made by a student to a staff member or when made by any student to another student when:

1. Submission to such conduct is made directly or indirectly a term or condition of an individual’s employment or education, or when:
2. Submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions affecting that individual, or when:
3. Such conduct has the purpose or effect of substantially interfering with an individual’s academic or professional performance or creating an intimidating, hostile, or offensive employment or education environment.

There is a grievance procedure for processing complaints of discrimination, and an electronic complaint form is available via the Des Moines Public Schools’ website. Questions or a grievance related to this policy can be directed to the District Equity Coordinator.

Complaints can also be directed to the Director of the Iowa Civil Rights Commission; to the Director, United States Equal Employment Opportunity Commission in Milwaukee, Wisconsin; or to the Region VII Office for Civil Rights within the United States Department of Education, in Chicago, Illinois.

 

Policy 402 (AP): Non-Discrimination, Affirmative Action and Equal Employment Opportunity

Consistent with Board Policy 402, information on filing a grievance can be found on the District website. Questions or a grievance related to this policy can be directed to the District equity coordinator.

Complaints can also be directed to the Director of the Iowa Civil Rights Commission; to the Director, United States Equal Employment Opportunity Commission in Milwaukee, Wisconsin; or to the Region VII Office for Civil Rights within the United States Department of Education, in Chicago, Illinois.

Adopted: August 7, 1990
Revised: February 4, 1992; revised January 9, 2006; April 2013; January 2017; October 15, 2019
Last Review: October 15, 2019

Policy 402.1 (BP): Recruitment and Selection

The Board directs the Superintendent to establish guidelines for organization of the teaching, administrative, and other certified staff and will select, hire, and promote all other such staff with the approval of the Board of Directors. The Board directs the Superintendent to select, hire, and promote all other district employees. The Superintendent will direct the work of district employees.

Policy 402.1 (AP): Recruitment and Selection

The District will hire well-qualified people to perform the many tasks necessary to providing a quality education for the students of Des Moines. Equal opportunities will be extended to all employees and to applicants for employment who meet the qualifications established for the classification or position for which application is made.

The District pursues equal opportunity in the areas of (1) recruitment, (2) selection and hiring criteria and practices, (3) transfer and promotions, (4) demotions, terminations, layoffs, and recalls, (5) compensation, (6) working conditions, (7) benefits and privileges of employment, and (8) training.

Adopted July 31, 1990
Revised February 4, 1992; April 2013; October 15, 2019
Last Review: October 15, 2019

Policy 402.3 (AP): Nepotism

No person shall directly supervise a member of his or her immediate family. Immediate family includes spouse, children, siblings, parents, step-children, or in-laws. Exceptions to this policy must be approved in writing by the Superintendent. In no case shall an employee evaluate an immediate family member.

As with all employees, no employee’s family member shall be given preferential treatment unrelated to that person’s qualifications, credentials, and record.

Legal Reference: Iowa Code Chapter 71
Adopted August 16, 1994
Revised: January 10, 2003
Last Review: October 15, 2019

Policy 403 (AP): Certification and Licensing

Every person employed as an administrator, supervisor, or teacher in the school district shall hold a certificate or license valid for the type of position in which such person is employed.

Current teaching and evaluator licenses must be maintained. Failure to renew required licenses in a timely manner shall result in disciplinary action up to and including dismissal.

An employee whose position requires a valid Iowa certificate will provide a copy to the Superintendent or the Superintendent’s designee.

Classified employees shall be proficient in the performance of the duties to which they are assigned and shall continuously hold such certificates or other credentials as may be required by city ordinances or state law.

Revised February 4, 1992; June 3, 1997; January 10, 2003
Last Review: October 15, 2019

Policy 405 (AP): Pre-Employment and Fitness-for-Duty-Examinations

All employees will submit to a pre-employment physical examination that meets the conditions for employment outlined in current Iowa Code for their particular job category. The physical examination will be completed after an offer of employment is made and before the beginning of service.

Bus Drivers will be examined using all applicable state and federal criteria at the beginning of employment and every two years thereafter.

Fitness-for-duty examinations may be required following an absence from work due to illness, if there is a reasonable belief that the employee is unable to perform the essential functions of the job, or if there is a reasonable belief that the employee poses a direct threat to the employee or others because of a health condition.

Revised March 17, 1992; December 13, 2005; March 14, 2006
Last Review: October 15, 2019

Policy 406 (BP): Hostile Work Environment

In order for the District to accomplish its mission and goals, it is necessary that positive, respectful, and productive human relationships be maintained among people employed by, representing, and receiving service from the District. Any person who purposefully and without legitimate purpose engages in conduct that creates an intimidating, hostile, or demeaning work environment will be in violation of this policy related to hostile work environment harassment. Such conduct will be a violation of this policy if it is severe, persistent, or pervasive and unreasonably interferes with an individual’s professional performance.

“Severe” conduct is conduct which inflicts physical discomfort, hardship, pain, or distress. Examples of behaviors that would be considered severe include, but are not limited to, the following:

• Aggressive and unwelcome physical contact;
• Abrupt, physically confrontational behavior which implies imminent danger;
• Overtly hostile, injurious, or destructive behavior;
• Verbal threats of physical harm; and
• Acts of retaliation against a staff member for filing a complaint or offering testimony during an investigative

“Persistent” conduct is conduct which is continuous or has existed for a long or longer than usual period of time without sufficient change in function. The following conduct, if persistent, could constitute hostile work environment harassment:

• Raising one’s voice above conversational tones in anger, frustration, rage, or with the intent of intimidating the listener;
• Directing profane and/or abusive language at others, including name-calling and/or personal, direct, and intentional insults; and
• Mocking, taunting, or ridiculing

Pervasive conduct is conduct which occurs frequently and without sanction in the work environment because it has become an accepted part of the culture of the environment.

Conduct that humiliates, intimidates, excludes, bullies, frightens, and/or isolates another and is sufficiently severe, persistent, and/or pervasive is a violation of this policy.

A major district emphasis is to develop and maintain positive, desirable human relationships among people employed by, representing or receiving service from the District. These working relationships are designed to improved intercultural and intergroup behaviors. The District will not tolerate acts which contribute to a hostile work environment. Consequently, the District discourages acts of intolerance and abuse by district employees or other district representatives engaged in professional relationships with students, other employees, and the general public. Acts of intolerance or abuse include, but are not limited to, inappropriate references or behaviors related to an individual’s age, race, color, creed, national origin, disability, marital status, gender or sexual orientation, religion, gender identity, or any other factor related to the individual’s employment, education, or status. Such acts, if committed and determined to be sufficiently serious, may result in discipline up to and including dismissal from district employment or service.

There is a grievance procedure for processing complaints of hostile work environment, and an electronic complaint form is available via the Des Moines Public Schools’ website. Questions or a grievance related to this policy can be directed to the District equity coordinator.

Policy 406 (AP): Hostile Work Environment

Consistent with Board Policy 406, information on filing a complaint can be found on the District website. Questions or a grievance related to this policy can be directed to the District equity coordinator.

Complaints can also be directed to the Director of the Iowa Civil Rights Commission; to the Director, United States Equal Employment Opportunity Commission in Milwaukee, Wisconsin; or to the Region VII Office for Civil Rights within the United States Department of Education, in Chicago, Illinois.

Adopted January 9, 2007; revised January 2017; October 15, 2019
Last Review: October 15, 2019

Policy 407 (BP): Discrimination and Harassment Based on Sex Prohibited

In accordance with Title IX of the Education Amendments Act of 1972, Des Moines Community School District prohibits sex discrimination, including sexual harassment as defined by the regulations implementing Title IX (34 C.F.R. § 106.30), against any individual participating in any education program or activity of the District.This prohibition on discrimination applies to students, employees, and applicants for employment.

The Board authorizes the Superintendent to adopt procedures for any individual to report sexual harassment to the District’s Title IX Coordinator, for the provision of supportive measures to anyone who has been subjected to sexual harassment whether or not they proceed with a formal complaint under those procedures, and for the investigation and resolution of such complaints, as required by Title IX. This Title I X grievance process shall be used to respond to all complaints of sexual harassment that fall within the scope of Title IX. For complaints of sexual harassment that do not fall within the scope of Title IX, the District may still offer supportive measures to the target of such conduct and shall apply any other policy or procedure applicable to the alleged conduct.

 Any individual with questions about the District’s Title IX policy and procedures, or who would like to make a report or file a formal complaint of sex discrimination or sexual harassment may contact the District’s designated Title IX Coordinator, Carol J. Wynn-Green, 2100 Fleur Drive, Des Moines, IA 50321; phone: 515-242-7732; email: Carol.WynnGreen@dmschools.org

 Retaliation against a person who made a report or complaint of sexual harassment, assisted, or participated in any manner in an investigation or resolution of a sexual harassment report or complaint is strictly prohibited. Retaliation includes threats, coercion, discrimination, intimidation, reprisals, and/or adverse actions related to employment or education. Any individual who believed they have been retaliated against in violation of this Policy should immediately contact the District’s Title IX Coordinator.

Policy 407 (AP): Discrimination and Harassment Based on Sex Prohibited

Consistent with Board Policy 407, information on filing a complaint can be found on the District website. Questions or a grievance related to this policy can be directed to the District equity coordinator.

Complaints can also be directed to the Director of the Iowa Civil Rights Commission; to the Director, United States Equal Employment Opportunity Commission in Milwaukee, Wisconsin; or to the Region VII Office for Civil Rights within the United States Department of Education, in Chicago, Illinois.

Revised February 19, 1991; July 12, 1994; January 9, 2007; January 2017; October 15, 2019; October, 2020; September 15, 2020
Last Review: September 15, 2020

Policy 408 (BP): Employee Expression

The board believes the district has an interest in maintaining an orderly and effective work environment while balancing employees First Amendment rights to freedom of expression and diverse viewpoints and beliefs. When employees speak within their official capacity, their expression represents the district and may be regulated. The First Amendment protects a public employee’s speech when the employee is speaking as an individual citizen on a matter of public concern. Even so, employee expression that has an adverse impact on district operations and/or negatively impacts an employee’s ability to perform their job for the district may still result in disciplinary action up to and including termination.

Employees who use social media platforms are encouraged to remember that the school community may not be able to separate employees as private citizens, from their role within the district. Employee expression on social media platforms that interferes with the district’s operations or prevents the district from functioning efficiently and effectively may be subject to discipline up to and including termination.

A district employee who acts to protect a student for engaging in free expression or who refuses to infringe on students engaging in free expression; and who is acting within the scope of their professional ethics will not be retaliated against or face any adverse employment action based on their behavior provided that expression is otherwise permitted by law and board policy.

If the board or court finds an employee that is subject to licensure, certification or authorization by the Board of Educational Examiners discriminated against a student or other co-employee, the board will refer the employee to the Board of Educational Examiners for additional proceedings as required by law and which may result in discipline up to and including termination.

Legal Reference: U.S. Const. Amend. I ; Iowa Code §§ 279.73; 280.22
Adopted: March 1, 2022
Last Review: March 1, 2022

Policy 410 (AP): Job Specifications

The Superintendent shall systematically maintain current job descriptions for every position in the District reflecting the relative responsibilities involved and the difficulty, skill, knowledge, and ability required for the performance of each position.

Revised June 3, 1997; January 10, 2003
Last Review: October 15, 2019

Policy 412 (AP): Assignment and Transfer

Assignment of employees and prospective employees is the prerogative of the school district and shall be based upon the qualifications of the individual and the needs of the District. The District will exercise its right to determine appropriate assignments based on these two criteria.

Revised February 4, 1992; August 19, 1997
Last Review: October 15, 2019

Policy 413 (AP): Staff Reduction and Realignment

A reduction in force is defined to mean the elimination of a position of employment. The decision to reduce non-bargaining unit positions may be made for any reason which is not in violation of the law.

A realignment of work is defined to mean a change in the work that a non-bargaining unit employee is assigned to perform or the restructuring of positions within a department. A realignment of work may be implemented with or without a reduction in force. The Superintendent has the authority to realign non-bargaining unit positions. The decision to realign non-bargaining unit positions may be made for any reason which is not in violation of the law.

Adopted August 15, 2017
Revised: October 15, 2019
Last Review: October 15, 2019

Policy 414 (BP): Evaluation

The Board directs the Superintendent to implement appropriate policies, procedures, and/or regulations regarding employee evaluations in compliance with Iowa Policy 219.14 and 279.34A.

Policy 414 (AP): Evaluation

Administrators are responsible for the evaluation of all district employees in accordance with procedures described by the comprehensive agreement or personnel practices and procedures manual. All evaluations will be submitted in writing to the Superintendent or the Superintendent’s designee, pursuant to criteria established by the Superintendent and the Board of Directors.

New employees, including new administrators, shall serve a probationary period as set forth in the appropriate comprehensive agreement or personnel practices and procedures manual.

A probationary teacher or administrator must achieve a “Meets District Standards” evaluation by the end of the probationary period. If an additional probationary year is desirable, the Superintendent or the Superintendent’s designee must agree on such a recommendation and the probationary period may be extended for one year with the consent of the employee. Other disciplinary action may transpire in accordance with Chapter 279 of the Code of Iowa.

Revised February 4, 1992; October 15, 2019
Last Review: October 15, 2019

Policy 415 (AP): Disciplinary Sanctions Applicable to All Employees

All employees are expected to dedicate their best efforts to the performance of their work assignments. Any employee who engages in misconduct which violates any of the established policies or rules of the District or engages in misconduct which otherwise violates the District’s reasonable expectations for employee conduct may be disciplined. Disciplinary sanctions may include, but will not be limited to: warning, reprimand, suspension with or without pay for a period of one or more days, demotion, or termination of employment. Other sanctions may also be imposed.

Adopted December 7, 2004
Last Review: October 15, 2019

Policy 416 (BP): Discipline and Discharge

The Board of Directors may discharge any employee by majority vote and may relieve teachers or administrators, as defined by Iowa Code Chapter 279, from duties because of lack of satisfactory work or other reasons as determined by the Superintendent or the Superintendent’s designee.

The Board directs the Superintendent to implement appropriate policies, procedures, and/or regulations regarding the discipline and discharge of persons whose contracts are not covered by Iowa Code Chapter 279.

The Superintendent or the Superintendent’s designee may discipline any employee by reprimand, demotion, transfer, reassignment, suspension (with or without pay), or recommend discharge.

Policy 416 (AP): Discipline and Discharge

The Superintendent or the Superintendent’s designee may terminate employees who are not teachers or administrators, as defined by Iowa Code Chapter 279, because of lack of satisfactory work or other reasons as determined by the Superintendent or the Superintendent’s designee.

Revised: February 4, 1992; May 3, 2001; October 15, 2019
Last Review: October 15, 2019

Policy 416.1 (AP): Substance Abuse and Alcohol and Drug Testing

Drug and Alcohol Use or Possession.
The use, possession, sale, transfer, purchase, or being under the influence of alcohol or drugs or other intoxicants by employees at any time while on District property, in the workplace, or while on District business is prohibited. Any employee found to be in violation shall be subject to disciplinary action up to and including termination. Drugs prescribed by a licensed physician for a specific individual may be possessed and used by that individual as long as the drug does not impair the individual or the individual’s ability to perform his or her job safely.

1. Definitions:

For the purposes of this procedure these terms are defined as follows:

1. Alcohol– The intoxicating agent in beverages – ethanol, isopropanol, methanol, or other low molecular weight alcohols.
2. Drugs– A substance considered a controlled substance and included in schedule I, II, III, IV, or V under the federal Controlled Substances Acts and their implementing regulations as well as any substances prohibited by federal and state statute.
3. Over-the-Counter drugs (OTC)– An employee may bring to work and take an over-the-counter drug during work hours only if the drug is used for its intended purposes and in accordance with package directions and any supplemental directions of the employee’s physician. All over-the-counter drugs should be kept in the original container (including the box which may contain the appropriate warnings in which they were received).
4. Workplace– Any school building, any district premises, any district-owned vehicle, or approved vehicle used to transport staff members, students, or students’ family members to and from school or school sponsored or approved activities, events, or functions where students or staff members are under the jurisdiction of the District. In addition, the work place shall include all property owned, leased, or used by the District for any educational or district purpose.
5. Employees covered by the Omnibus Transportation Employee Testing Act of 1991– Any employee of the District who is required to have a commercial drivers’ license (CDL) for performance of job functions and applicants for such positions are covered for purposes of this procedure.
6. Covered Drivers– Covered include the following: applicants seeking a position as a driver; full time, regularly employed drivers; casual, intermittent, or occasional drivers; leased drivers; and independent, owner-operator contractors who are either directly employed by or under lease to a school district or who operate a school vehicle at the direction of or with the consent of a school district. The following requirements apply for a driver to be covered by these alcohol and drug testing program:
   1. Drives a vehicle transporting sixteen or more persons, including the driver, OR drives a vehicle weighing over twenty-six thousand pounds; and
   2. Requires a commercial driver license to hold the driver position.
7. Reasonable Suspicion– Includes but is not limited to:

• • observable behaviors while at work such as direct observation of drug or alcohol use;
  • the physical symptoms or signs of being impaired due to alcohol or drug use;
  • abnormal conduct or erratic behavior while at work or a significant deterioration in work performance;
  • a report of alcohol or drug use from a credible source;
  • evidence that an individual has tampered with any drug or alcohol test during the individual’s employment with the current employer;
  • evidence that an employee has been involved in an accident while at work;
  • evidence that an employee has manufactured, sold distributed, solicited, possessed, used, or transferred drugs while working or in the workplace. Such a belief must be based on objective findings made by a supervisor and designated district employee who have received the training to determine reasonable suspicion.

2. Employer Responsibilities

1. To inform employees of their rights and responsibilities regarding drug and alcohol testing and provide appropriate training to staff and administrators.
2. To advise of resources available to the employee in evaluating and resolving substance abuse problems.
3. To inform the employee or job applicant in writing of any positive test result, the consequences of the positive test result, and the employees’ available options within 5 working days of receiving a positive confirmed test result from the Medical Review Officer (MRO).
4. To provide a copy of the test results to the employee/job applicant if the employee/job applicant requests a copy.
5. To pay for all drug tests which the employer requires. An employee/job applicant must pay for all drug tests that the employer does not require.
6. To not discharge, discipline, or discriminate against an employee because the employee has voluntarily come forth to seek treatment for a drug related problem, if the employee has not previously tested positive for drug use.
7. If testing is performed based on reasonable suspicion, the employer must outline and detail in writing the circumstances surrounding the determination that this type of testing is warranted. A copy must be provided to the employee upon request.
8. All information or reports submitted to or received by the school district regarding drug testing is considered strictly confidential in accordance with Iowa Code and will be treated and maintained in a secured and confidential manner.

3.  Employee Responsibilities

1. To become informed of and comply with the Districts policies and procedures related to maintaining a drug free environment and drug and alcohol testing procedures.
2. To give written notice of any conviction of a criminal drug or alcohol offense in or out of the workplace to the Chief Human Resources Officer within 3 days of conviction.
3. To abide by the terms of this policy to include submission to the appropriate drug and alcohol testing procedures as outlined in this procedure.
4. To treat all information and reports related to employee drug or alcohol testing in a strictly confidential manner. Any unauthorized dissemination of this information shall result in disciplinary action.
5. To seek assistance in their efforts to control substance abuse problems and to achieve rehabilitation if they are experiencing difficulty with alcohol or controlled substance abuse.
6. To notify their immediate supervisor if they are taking a prescription or over-the-counter medication which the employee or his/her physician believes will negatively affect the employee’s ability to safely perform his/her assigned essential job duties. Information with regard to the employee’s use of this medication will be provided to other DMPS officials only on a “need-to-know” basis. Any written documentation concerning this notification will be preserved in the employee’s confidential medical records file.

4. Establishing a Drug Free Workplace

1. Drug and Alcohol Free Statement – All district employees shall review and sign a drug and alcohol free statement which shall provide the following:

• • the information contained within these procedures;
  • that as a condition of employment the applicant agrees to abide by the policy;
  • that violations of this policy will result in disciplinary action up to and including termination.

NOTE: Employees assigned to work on state or federal grant funded programs and who did not receive the Drug Free Work Place Statement at the time of hire shall be given a copy of the Drug Free Work Place Statement at the time they are assigned to perform services under the state or federal grant.

2. Awareness Program– The Superintendent or designee will establish a drug-free awareness program to inform employees of:

• • the dangers of drug abuse in the workplace;
  • the District’s terms of maintaining a drug-free workplace;
  • any available drug counseling, rehabilitation, and employee assistance programs;
  • the penalties that may be imposed upon employees for drug abuse violations in accordance with this policy.

3. Job Classifications– The following chart demonstrates the routine testing to which specified types of employees are subject.

Job Classification	Testing Requirement
	Pre-Employment	Random	Reasonable Suspicion
Those holding CDL license	Yes	Yes	Yes
Non-CDL transportation staff	No	No	Yes
Administrators	No	No	Yes
Certified Teaching Staff	No	No	Yes
Secretaries	No	No	Yes
Associates	No	No	Yes
Food and Nutrition	No	No	Yes
Non CDL Transportation	No	No	Yes
Non CDL Crafts	No	No	Yes
Non CDL Grounds/Maintenance	No	No	Yes
Non CDL Warehouse	No	No	Yes
Specialists	No	No	Yes
Business and Finance	No	No	Yes
Human Resources	No	No	Yes
Facilities personnel	No	No	Yes
Custodial	No	No	Yes

5. Types of Testing Procedures

1. Pre-employment Testing
   • Covered drivers – Covered drivers shall submit a drug test if a job offer is made.  The job offer is contingent upon: a negative drug test result; and proof of negative past testing as obtained through a signed written statement authorizing former employers to release all information on the driver related to alcohol and drugs.  (NOTE: Prior to allowing an employee to perform a safety sensitive function, and no later than 14 days after performing a safety sensitive function, the following information must be obtained about the employee for the preceding two years from the date of the application: alcohol test results of 0.04 or greater; positive drug test results; and refusals to be tested.)
   • Other employees – Other employee groups not routinely tested may be required to undergo pre-employment testing if it is a specific program requirement.  In these instances, the need for pre-employment testing will be specifically explained at the time of the interview.
2. Random Testing (Covered drivers only) – Annually, 10 percent of the average number of covered drivers will be selected for random alcohol tests and fifty percent of the average number of covered drivers will be selected for random drug tests.  The drivers’ identification numbers will be selected by a scientific method giving drivers an equal chance to be selected.   Random tests will be unannounced and performed throughout the year. The names of those selected for testing will be sent to the Health Services Supervisor who will notify the department supervisors of the need for testing on the day the list of names is received.  Drivers selected for random alcohol and/or drug testing will be informed by their supervisor of a random alcohol test within 24 hours.  In the event the employee is not scheduled to work within the 24-hour period, the employee will be sent informed at the beginning of their next regularly scheduled shift.   just before, during or just after performing a safety sensitive function.  The school district must document why some, if any, drivers were selected but not informed. The selected driver must proceed immediately to the collection site.  However, drivers performing a safety sensitive function must safely stop and proceed to the collection site as soon as possible.
3. Post-Accident Testing Procedures (Covered drivers only) – Drivers are subject to both post-accident alcohol and drug tests as soon as possible after an accident involving any of the following factors:
   • The driver received a citation and there was resulting bodily injury;
   • A vehicle was towed from the scene irrespective of the value of the damage to the vehicle;
   • A   fatality occurred.

Drivers must remain readily available for post-accident testing.  Drivers who leave the scene or who do not remain readily available are assumed to have refused to test.  Necessary medical treatment cannot and should not be denied to a driver waiting to complete post-accident alcohol and drug tests.

Alcohol testing requirements

• • Administered within two (2) hours and no later than eight (8) hours after the accident.
  • Reasons for administering the test later than two (2) hours after the accident must be documented.
  • Reasons for not administering the test within eight (8) hours of the accident must be documented.
  • Drivers are prohibited from consuming alcohol for eight (8) hours after the accident or until the alcohol test is completed.

Drug testing requirements

• • Administered as soon as possible and no later than 32 hours after the accident.
  • Reasons for not administering the test must be documented.
  • Results of drug or alcohol testing conducted by law enforcement officers or other officials on the scene with independent authority to conduct such tests are presumed valid if the testing conforms with the law.  The school district must receive a copy of the results to use them

4. Reasonable Suspicion Testing (all employee groups) – A reasonable suspicion test request may be made by a supervisor and designated district employee who has received training in identification of reasonable suspicion. If more than one employee trained to identify reasonable suspicion observes the employee who is the subject of the testing, that employee must also document his or her reasons for recommending testing. The reasons for the reasonable suspicion must be documented within twenty-four (24) hours or prior to the release of the test results.  All related documentation is maintained in a secured file in the Health Services Department.

Employees who exhibit the types of characteristics set forth under the definition of “reasonable suspicion”, may be required to submit to a reasonable suspicion drug/alcohol test at any time.

• • A reasonable suspicion alcohol test is performed within two (2) hours and no later than eight (8) hours after determining reasonable suspicion.
  • If the alcohol test is not given within two (2) hours, the reasons for the delay must be documented.
  • If the alcohol test is not given within eight (8) hours, attempts to test are stopped and the reason for not testing must be documented.

6. Testing Procedures. 

Qualified Vendor – The District will contract with a qualified vendor to provide testing services that are fully compliant with SAMSHA rules and regulations covered by the Omnibus Transportation Employee Testing Act of 1991.  Copies of the vendor’s procedures will be maintained in the Human Resources offices and are available upon request.  The supervisor, after notifying the employee about the test, must make arrangements with the vendor for the test to be conducted as soon as possible.  In cases of reasonable suspicion testing, at least 2 authorized district personnel must accompany the employee to the test, and after the test, must arrange for transportation home.  The employee will not be allowed to drive.

The vendor will notify the Health Services Supervisor of the results of testing.  The Health Services Supervisor will follow-up in accordance with the type of test result reported.

All testing reports will be filed in a secured file area separate from the employee’s Human Resources file and Human Resources Personnel file.

7. Types of Test Results

1.  Negative Test – Indicates that testing procedures conducted fell in the normal and acceptable ranges.  Negative test results are received and filed in the employee drug testing file.
2. Positive Test – Any employee who tests positive for drug or alcohol use in violation of the District’s policy shall be subject to disciplinary action up to and including termination.  Employees taking medication at a doctor’s direction may perform a safety sensitive function if the doctor determines there is not an adverse effect on performing a safety sensitive function and the school is informed in writing of the medication and the doctor’s opinion. 

Guidance in follow up to positive test results in covered drivers is consistent with regulations established by the US Department of Transportation Federal Motor Carrier Safety Administration to include:

Confirmation alcohol test result:
< 0.02 AC	Driver may continue to drive Employee may continue to perform a safety sensitive function
>0.02 AC but<0.04 AC	Driver or employee will be subject to disciplinary action up to and including termination.
> 0.04 AC	Immediate administrative leave and pending results of testing, will result in termination of a driver or employee from his or her position

A positive drug test shall result in termination from a driver position or a safety sensitive position on the first offense and the employee will be ineligible for rehire in a safety sensitive position.  The driver may apply for other open positions within the district, however, and may be rehired on conditions set by the Department of Human Resources.  A positive drug or alcohol test for employees in non-driving and non-safety sensitive positions will be subject to disciplinary action up to and including termination.

Employees taking medication at a doctor’s direction may perform a safety sensitive function if the doctor determines there is not an adverse effect on performing a safety sensitive function and the school is informed in writing of the medication and the doctor’s opinion.

3. Adulterated or Substituted Test is a specimen that has been altered, as evidenced by test results showing either a substance that is not a normal constituent for that type of specimen or showing an abnormal concentration of an endogenous substance.

If a specimen is determined to be adulterated or substituted, the MRO will report his or her findings to the Health Services Supervisor.  The Health Services Supervisor will notify the employee of the test result and forward the matter to Human Resources for follow up.

4. Dilute Test   is a urine sample with creatinine and specific gravity values that are lower than expected for human urine.  If the specimen meets the criteria to be considered dilute, it may not allow for drugs to be detected.  In instances of dilute samples, the MRO will report the findings to the Health Services Supervisor who will follow up as follows:

• • If the test result is dilute-positive, it will be treated as a positive test result.  The Health Services Supervisor will notify the employee of the test findings and forward the matter onto Health Services for further action.
  • If the test result is a dilute-negative, the Health Services Supervisor will notify the employee to report back to the testing site for another specimen to be collected as soon as possible with a minimum of advance notice.  The outcome of testing will depend on the second sample.  If it is dilute negative, it will be treated as a negative test result.

5. Refusal to Test – Refusal to submit to a drug or alcohol test shall result in immediate administrative leave and may result in disciplinary action up to and including termination.

Criteria considered as refusal to test includes:

• • Failure to appear for any test within a reasonable time after being directed to do so by the employer
  • Failure to remain at the testing site until the testing process is completed
  • Failure to provide a urine specimen for any drug test required
  • In the case of direct observation or monitoring, employee fails to permit the observation or monitoring
  • Failure to provide a sufficient amount of urine when directed
  • Failure or declines to take a second test the employer or collector has directed employee to take
  • Failure to undergo a medical examination or evaluation as directed by the MRO as part of the verification process;
  • Failure to cooperate with any part of the testing process and
  • If the test reported by the MRO is a verified adulterated, dilute positive or substituted result.

 Prohibited Driver Conduct (for covered drivers)

1. Drivers shall not report to duty or remain on duty with a 0.04 or greater alcohol concentration.
2. Drivers shall not use alcohol at least four hours prior to the performance of a safety sensitive function
3. Drivers required to take a post-accident alcohol test shall not use alcohol within eight hours following the accident or prior to undergoing a post-accident alcohol test whichever comes first.
4. Drivers shall not refuse to submit to an alcohol or drug test.  A refusal to test is considered a positive test resulting in immediate administrative leave and shall be grounds for termination.
5. Drivers shall not report for duty or remain on duty when using any drug except when instructed by a physician who has advised the driver that the drug does not adversely affect the driver’s ability to safely operate a school vehicle
6. Drivers shall not report for duty or remain on duty performing a safety sensitive function if the driver has a positive drug test result.

Revised: February 4, 1992; May 3, 2001
Last Review: October 15, 2019

Policy 416.2 (AP): Alcohol and Drug Testing

The District expects its employees to remain substance-free while performing their duties as an employee of the District and/or representing the District when students are present.

The District, in its sole discretion, may conduct drug and/or alcohol testing under any of the following circumstances:

• The District may require an employee to submit to a drug and/or alcohol test any time the District has reasonable suspicion to believe the employee is under the influence of and/or impaired by drugs or alcohol and/or under the following circumstances: 1) there is evidence of drugs or alcohol on or about the employee’s person or in the employee’s vicinity; 2) the employee is exhibiting unusual conduct that suggests impairment of or influence of drugs or alcohol; 3) negative performance patterns that indicate possible impairment from drugs or alcohol; or 4) excessive and/or unexplained absenteeism or tardiness.
• Any employee involved in an on-the-job accident or injury may be subject to post-accident testing. This includes the employee who was injured and may also be an employee who has been deemed to have contributed to the accident or injury.

Revised: February 4, 1992; May 3, 2001; October 15, 2019
Last Review: October 15, 2019

Policy 416.2 (AP): Alcohol and Drug Testing

The District expects its employees to remain substance-free while performing their duties as an employee of the District and/or representing the District when students are present.

The District, in its sole discretion, may conduct drug and/or alcohol testing under any of the following circumstances:

• The District may require an employee to submit to a drug and/or alcohol test any time the District has reasonable suspicion to believe the employee is under the influence of and/or impaired by drugs or alcohol and/or under the following circumstances: 1) there is evidence of drugs or alcohol on or about the employee’s person or in the employee’s vicinity; 2) the employee is exhibiting unusual conduct that suggests impairment of or influence of drugs or alcohol; 3) negative performance patterns that indicate possible impairment from drugs or alcohol; or 4) excessive and/or unexplained absenteeism or tardiness.
• Any employee involved in an on-the-job accident or injury may be subject to post-accident testing. This includes the employee who was injured and may also be an employee who has been deemed to have contributed to the accident or injury.

Revised: February 4, 1992; May 3, 2001; October 15, 2019
Last Review: October 15, 2019

Policy 417 (BP): Teacher Resignation

Certified employees are expected to provide timely notice to the Superintendent or his/her designee of their intent to resign their continuing contracts. The Board of Directors will release a certified employee from their contract during the school year only in exceptional circumstances. Such circumstances shall be considered on a case-by-case basis by the Board of Directors and will include consideration regarding the availability of a suitable replacement. The District will charge the certified employee a reasonable fee to cover advertising and other costs incurred by the district to secure a replacement for late resignations.

Policy 417 (AP): Teacher Resignation

Under the rules of the Iowa Board of Educational Examiners, abandoning a professional employment contract without prior unconditional release from the District’s Board is considered a violation of the employee’s professional rules of conduct. When this happens, the District may file a complaint with the Board of Educational Examiners against the employee

Revised February 4, 1992; December 13, 2005; October 15, 2019
Last Review: October 15, 2019

Policy 418 (AP): Notification of Arrest, Criminal Charges, Or Child Abuse Complaints

Employees of the District must notify the Office of Human Resources of any arrests, the filing of any criminal charges, and the disposition of any criminal charges pending against them. Notification to Human Resources shall occur within three business days of notification to the employee. Except for employees whose duties require possession of a Commercial Drivers License, simple misdemeanors do not need to be reported by employees.

Employees must notify the office of Human Resources of any child abuse complaints filed against them. Employees must notify Human Resources regarding the findings in any complaint against them alleging child abuse. Notification of Human Resources of any complaints and findings shall occur within three business days of notification to employee.

Current employees shall report any felony convictions or founded complaints of child abuse that occurred within five years of the date this policy was adopted.

Information relating to arrests, criminal charges, and child abuse complaints shall be treated and maintained as part of the employee’s confidential file.

Employees who do not notify the District as required under this policy may be subject to disciplinary action up to and including termination.

Legal References: Iowa Code § § 232.68-69; 235A; 279.8; and 280.17 (2011); 441 I.A.C. § 152, 155 and 175
Adopted August 18, 2000
Revised February 7, 2006
Last Review: October 15, 2019

Policy 418.1 (BP): Report of Student Abuse by School Employee

Physical or sexual abuse of students, including inappropriate and intentional sexual behavior, by employees is not tolerated by DMPS. The definition of employees for the purpose of this policy includes not only those who work for pay but also those who are volunteers of DMPS under the direction and control of DMPS. Employees found in violation of this policy will be subject to disciplinary action up to and including discharge, and reporting/referral to appropriate external agencies, as applicable.

Policy 418.1 (AP): Report of Student Abuse by School Employee

DMPS will respond promptly to allegations of abuse of students by DMPS employees by investigating or arranging for the investigation of an allegation in accordance with the rules of the Iowa Department of Education and/or any other applicable federal or state law. The processing of a complaint or allegation will be handled confidentially to the maximum extent possible. Employees are required to assist in the investigation when requested to provide information and to maintain the confidentiality of the reporting and investigation process.

Any individual wishing to report a potential act of physical or sexual abuse of a student by a DMPS employee shall notify the building Level I Investigator.  DMPS employees who become aware of a potential act of physical or sexual abuse must immediately make a report to the building Level 1 investigator. An up to date listing of Level I Investigators by building is available on the DMPS Human Resources web page. DMPS will annually publish the names and phone numbers of Level I investigators in student handbooks and a local newspaper of general circulation, and they shall also be prominently posted in all buildings operated by DMPS.

DMPS will secure the services of one or more appropriate non-employees to serve as a Level 2 investigator, who may be an attorney or a non-attorney investigator, who has sufficient knowledge, experience, and expertise in conducting abuse investigations.

Revised: October 15, 2019; May 7, 2023
Last Review: October 15, 2019

Policy 419 (AP): Possession of Weapons by Employees

The District is committed to maintaining a safe teaching and learning environment. The presence of weapons in the schools is prohibited. The possession of weapons by employees is prohibited on school grounds or at school-sponsored or school-related activities.

For purposes of this policy, a “weapon” is anything which is designed for use in inflicting injury upon a human being or animal and which is capable of inflicting injury when used in manner for which it was designed. Additionally, anything which is actually used in such a way as to indicate that the individual intends to inflict injury upon another and which is capable of inflicting injury will also be considered a weapon. Weapons include but are not limited to knives of all types, guns, firearms, numchucks, throwing stars, metal knuckles, black jacks, fireworks, explosives or other chemicals, or simulated weapons.

Employees found to be in violation of this policy will be subject to discipline up to and including termination.

Violations of this policy which are also violations of local, state, or federal laws will be reported to the appropriate law enforcement agencies. The Superintendent is authorized and directed to provide both general and specific exceptions to this policy when appropriate for law enforcement, security, or essential functions of positions.

Committee Adopted: April 6, 2001
Board Approved: September 4, 2001
Last Review: October 15, 2019

Policy 420 (AP): Exchange Teachers

For the purposes of securing knowledge or educational methods in other school districts, either inside or outside the United States, and for promoting international goodwill, the District may contract with another Board or educational authority for the exchange of teaching services.

Last Review: October 15, 2019

Policy 421 (AP): Substitute Employees

Substitute employees are those who are on call from day to day or who are temporarily assigned to a position resulting from resignation, illness, death, or authorized leave of absence of a regular employee or to a position generated by temporarily increased services, peak demands, or special projects.

A copy of a valid Iowa teaching certificate will be required from all teachers providing substitute teaching service. All other substitute employees must possess the required certificate or licensure for their area of temporary employment. The same duties and responsibilities will be assigned to substitute employees as those assigned to regular employees who are under contract and the same services shall be expected from them. Substitute employees are considered employees of the District and are governed by all applicable provisions of work rules, policies, procedures, and employee handbooks/manuals.

Revised February 4, 1992; April 2013
Last Review: October 15, 2019

Policy 422 (AP): Student Teaching

The District recognizes certain benefits to the District and the necessity for establishing opportunities that will provide student teachers with actual classroom teaching experiences under the guidance and supervision of certified teachers. During the school year, provisions will be made to allow qualified student teachers, from institutions of higher learning approved by the District, to teach in the District under the supervision of regularly assigned teachers.

Last Review: October 15, 2019

Policy 430 (AP): Compensation

Compensation for personnel covered by the Iowa Public Employment Relations Act shall be determined by the District subject to the final resolution of collective bargaining.

Falsification of employee records or directing an employee to falsify employee records is prohibited and shall result in disciplinary action up to and including dismissal.

It is the intent of the District that employees shall be compensated for hours worked. Accurate records regarding overtime and/or compensatory time for eligible employees be kept by the supervisor.

The District shall establish compensation for all other employees.

Revised February 4, 1992; December 13, 2005
Last Review: October 15, 2019

Policy 430.1 (AP): Workers’ Compensation

Workers’ compensation benefits shall be provided employees for personal injuries, occupational disease, occupational hearing loss, and/or death arising out of and in the course of employment of such persons pursuant to state law.

Revised February 4, 1992; December 13, 2005
Last Review: October 15, 2019

Policy 430.2 (AP): Travel Allowances

To encourage school employees to attend professional meetings, the District may provide travel allowances when specific authorization for such trips is granted by the employee’s supervisor.

The District will provide travel expense reimbursements, within the limit as prescribed by the Code of Iowa, for school employees who furnish their own transportation while conducting school business.

Revised February 4, 1992; June 3, 1997; April 2013
Last Review: October 15, 2019

Policy 431 (AP): Fair Labor Standards Act and Wage Payment Act

It is the policy of the District to comply with all applicable laws with respect to payment of wages and benefits to employees including laws such as the federal Fair Labor Standards Act and the Iowa Wage Payment Collection Act. The District will not make pay deductions that violate either the federal or state laws.

Any employee who believes that the District has made an inappropriate deduction or has failed to make proper payment regarding wages or benefits is encouraged to immediately consult with the appropriate supervisor. Alternatively, any employee may file a formal written complaint with the Executive Director of Human Resources. Within 15 business days of receiving the complaint, the Executive Director of Human Resources (or designee) will make a determination as to whether the pay deductions were appropriate and provide the employee with a written response that may include reimbursement for any pay deductions that were not appropriately made.

This complaint procedure is available in addition to any other complaint process which also may be available to employees.

Adopted December 7, 2004
Last Review: October 15, 2019

Policy 434 (AP): Personnel Management

The Superintendent shall develop personnel practices and procedures manuals or department work rules relating to:

1. Compensation
2. Vacations
3. Absences and leaves
4. Extended illness
5. Other conditions of employment and matters relating to personnel management

Revised: October 15, 2019
Last Review: October 15, 2019

Policy 436 (AP): Conflict of Interest

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

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

Employees shall not act as agent or dealer for the sale of textbooks or other school supplies. Employees shall 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 shall 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 shall also be a conflict of interest for an employee to engage in outside employment or activity which is in conflict with the employee’s official duties and responsibilities. In determining whether outside employment or activity of an employee creates a conflict of interest, situations in which an unacceptable conflict of interest shall be deemed to exist shall 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 badge, uniform, business card, or other evidence of office to give the employee or member of 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.
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, directly or indirectly, other than the state or 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 in 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 of office or employment.

If the outside employment or activity is employment or activity in (1) or (2) above, the employee must cease the employment or activity. If the employment or activity 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 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 shall be the responsibility of each employee to be aware of an actual or potential conflict of interest. It shall be the responsibility of the Superintendent to annually obtain signed conflict of interest statements from administrators and other personnel as deemed appropriate

Legal Reference:  Iowa Code § § 20.7; 68B.2A; 279.8; 301.28 (2011)
Adopted August 6, 1996
Last Review: October 15, 2019

Policy 437 (AP): Gifts to District Officials and Employees

Except as otherwise provided, a district official, employee, or that person’s immediate family member shall not, directly or indirectly, accept or receive any gift or series of gifts from a restricted donor. An official, employee, or the person’s immediate family member shall not solicit any gift or series of gifts from a restricted donor at any time.

“Gift” means a rendering of anything of value in return for which legal consideration of equal or greater value is not given and received.

“Restricted donor” means a person who is in any of the following categories:

1. Is or is seeking to be a party to any one or any combination of sales, purchases, leases, or contracts to, from, or with the agency in which the donee holds office or is employed.
2. Will personally be, or is the agent of a person who will be, directly and substantially affected financially by the performance or nonperformance of the donee’s official duty in a way that is greater than the effect on the public generally or on a substantial class of persons to which the person belongs as a member of a profession, occupation, industry, or region.

Only those gifts and honoraria permitted by law may be received by a district official, employee, or member of their immediate family. Administrative procedures shall provide guidance and direction to employees for determining whether gifts and honoraria are appropriate. Such procedures shall reflect state law regarding conflicts of interest for public officials and employees.

The District believes the student-teacher relationship should be devoid of conflicts of interest which might interfere with impartiality in the delivery of educational services to students. Gifts given by students or their parents to staff members may diminish the ability of district employees to treat students equitably. Except for incidental gifts of negligible monetary value, gifts from parents or students to staff members who have direct influence over the student are prohibited.

Legal Reference: Iowa Code § 68B.2A (2011)
Revised February 4, 1992; August 16, 1994; October 15, 2019
Last Review: October 15, 2019

Policy 443 (AP): Tutoring

Certified personnel under contract shall not render tutorial services for pay during the hours school is in session. In unusual circumstances, teachers may, with approval of the Superintendent or the Superintendent’s designee, be employed as tutors of pupils currently enrolled in their classes. Private tutoring sessions for pay should not use school materials or facilities.

Revised February 4, 1992
Last Review: October 15, 2019

Policy 444 (AP): Political Activity by Employees

The Superintendent recognizes the rights of district employees, as citizens, to engage in political activities during non-working hours. School property, school time, or other school resources shall not be used by employees for political activities except as provided for in uniform policies and regulations pertaining to the use of school property.

For purposes of this policy, prohibited “political activities” include but would not be limited to: the posting of current political circulars or petitions; the distribution of current political circulars or petitions; the collection of or solicitation for campaign funds; solicitations for campaign workers; the use of students for writing or addressing or distributing current political materials; and engaging in any activity in any manner which would indicate that a school employee is using a position in the school to further personal views on candidates for public office, to advocate a personal position on questions of public policy in the political arena, or to advocate a personal position on a matter subject to a public election. Engagement in any such political activities upon property under the jurisdiction of the Board or during activities sponsored by the school district is specifically prohibited.

Violations of any of the foregoing shall, at the discretion of the Superintendent or the Superintendent’s designee, constitute cause for reprimand, demotion, suspension, or dismissal.

Nothing in this regulation shall be interpreted as prohibiting teachers from conducting appropriate activities that encourage students to become involved in the political processes; nor does it prohibit the use of political figures, public officials, or candidates as resource persons in the schools.

See District Code 604: Teaching of Controversial Issues

Legal Reference: Iowa Code 279.8
Revised: February 4, 1992; August 19, 1997; January 17, 2001; February 10, 2003; October 15, 2019
Last Review: October 15, 2019

Policy 445 (AP): Acceptable Use of Internet and Network Technology by Employees

The Des Moines Independent Community School District will maintain a computer network for use by employees. The internet is a worldwide computer network. The most basic functions provided by District network and the internet are access to local and remote informational facilities, file transfer, and electronic mail. The District is committed to making advanced network and internet technology and increased access available to all employees. The goal of the District in providing access to administrators, teachers, and other employees is to promote educational excellence in schools by facilitating resource sharing, innovations, and communications. The use of computers, the District’s computer network, the internet, and other on-line services shall be consistent with the governmental, educational, and business objectives of the District.

To ensure all District employees understand the appropriate use of District computers, the District network, the internet, and other on-line services, the District shall establish guidelines and monitor acceptable use. Those employees who violate the District’s established guidelines for acceptable computer, internet, and network use shall be subject to disciplinary action, up to and including termination.

It is the responsibility of the Superintendent or designee to develop administrative procedures to implement this policy by establishing standards of acceptable use by employees and publishing and disseminating this information to all employees.

Committee Adopted: June 25, 2001
Board Approved: September 4, 2001
Last Review: October 15, 2019

Policy 454 (AP): Alternative Contract Reimbursements

For teachers working under the Alternative Contract provisions of the Comprehensive Agreement, reimbursement is required if (1) costs of tuition, fees, and similar payments are incurred by the District for payment of master’s degree level courses and (2) the teacher voluntarily leaves the Alternative Contract prior to completing eight years of service to the District. The reimbursement amount will be calculated on a pro rata basis as follows:

Years Remaining on Eight Years of Service	Percent of Expenses to be Reimbursed	Alternative Contract
4-8 years – GREEN 4-6 years – BLUE	100%	BLUE/GREEN
3 years – BLUE/GREEN	75%	BLUE/GREEN
2 years – BLUE/GREEN	50%	BLUE/GREEN
1 year – BLUE/GREEN	25%	BLUE/GREEN

Adopted April 2013
Last review: 2019
Last Review: October 15, 2019

Policy 490 (BP): Background Checks

The safety of students, employees, and other members of the District community is of the utmost importance. In accordance with state and federal law, the Board believes that appropriate background checks for all employees and volunteers are necessary promote staff and student safety and the efficient and orderly operation of the District’s programs and activities. Therefore, the Board authorizes the superintendent to develop a process by which relevant information is gathered and reviewed for each applicant for employment, each applicant to volunteer, and every current employee and every current volunteer pursuant to this policy, and as required by applicable federal and state law, rules, and regulations.

Policy 490 (AP): Background Checks

Background checks will be conducted on all District employees and volunteers as required by Iowa Code.

Legal Reference: Iowa Code§§ 272.2(17); 279.13; 279.69; 321.375(2); and Iowa Admin. Code r. 20.3(3).
Adopted: September 2013
Revised: October 15, 2019; September 15, 2020
Last Review: September 15, 2020