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This handbook is a general source of information and may not include every possible situation that could arise. It is not intended to be, 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 shall govern.

Non-Discrimination It is the policy of the Council Bluffs Community School District not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, gender identity, and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact the District’s Equity Coordinator Tim Hamilton, 712-328-6423, thamilton2@cbcsd.org at 300 W. Broadway, Suite 1600, Council Bluffs, IA 51503.

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Contents Compensation .................................................................................. 13

EMPLOYEE GROUPS ................................................................................................................................ 13

COLLECTIVE BARGAINING ....................................................................................................................... 13

COMPENSATION & LICENSURE ............................................................................................................... 14

COMPENSATION SCHEDULE ................................................................................................................... 14

CERTIFICATION CREDIT ........................................................................................................................... 14

CONTINUING EDUCATION CREDIT .......................................................................................................... 15

EXTRA CO-CURRICULAR ASSIGNMENTS .................................................................................................. 15

HOLIDAY PAY ........................................................................................................................................... 15

OVERTIME ............................................................................................................................................... 16

PAYROLL .................................................................................................................................................. 16

PAY DATES ............................................................................................................................................... 16

TIMEKEEPING PROCEDURES ................................................................................................................... 16

TRAVEL .................................................................................................................................................... 17

Benefits ........................................................................................... 19

ENROLLMENT-HEALTH INSURANCE ........................................................................................................ 19

EMPLOYEE DISCOUNTS ........................................................................................................................... 19

EMPLOYEE RECOGNITION ....................................................................................................................... 19

EMPLOYEE ASSISTANCE PROGRAM (EAP) .............................................................................................. 19

INSURANCE ............................................................................................................................................. 19

LIFE & ACCIDENTAL DEATH & DISMEMBERMENT (AD&D) INSURANCE ................................................. 20

LONG TERM DISABILITY .......................................................................................................................... 20

MEDICAL REBATE .................................................................................................................................... 20

MEDICAL SAVINGS ACCOUNTS ............................................................................................................... 20

RETIREMENT PROGRAM-IPERS ............................................................................................................... 21

SUPPLEMENTAL OPTIONS ....................................................................................................................... 21

COBRA ..................................................................................................................................................... 21

Leaves & Absences ........................................................................... 22

ATTENDANCE & REPORTING ABSENCES ................................................................................................. 22

BEREAVEMENT LEAVE ............................................................................................................................. 22

CONDITIONS OF LEAVE OF ABSENCE ...................................................................................................... 23

CONSULTING ........................................................................................................................................... 23

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DISCRETIONARY LEAVE ........................................................................................................................... 23

EMERGENCY CATASTROPHIC LEAVE ....................................................................................................... 23

FAMILY AND MEDICAL LEAVE ACT (FMLA) ............................................................................................. 23

JURY DUTY ............................................................................................................................................... 24

LEAVE APPEAL PROCESS .......................................................................................................................... 24

LEAVE OF ABSENCE-ACTIVE EMPLOYEE STATUS (DISABILITY) ................................................................ 24

LEAVE OF ABSENCE-INACTIVE EMPLOYEE STATUS ................................................................................. 25

LEAVE FOR UNION BUSINESS .................................................................................................................. 25

MATERNITY/PATERNITY TIME ................................................................................................................. 25

MILITARY LEAVE ...................................................................................................................................... 26

PERSONAL LEAVE .................................................................................................................................... 26

PROFESSIONAL LEAVE ............................................................................................................................. 26

SICK LEAVE .............................................................................................................................................. 26

VACATIONS ............................................................................................................................................. 27

VOTING LEAVE ........................................................................................................................................ 27

WORKERS’ COMPENSATION ................................................................................................................... 28

UNPAID LEAVE-DOCK TIME ..................................................................................................................... 28

District Procedures & Guidelines ...................................................... 29

ADVERTISING IN THE DISTRICT ............................................................................................................... 29

CHILD LABOR ........................................................................................................................................... 29

COMMUNICATION .................................................................................................................................. 29

COMMUNITY USE OF BUILDINGS............................................................................................................ 30

COMPUTER USE ...................................................................................................................................... 30

COPY MACHINE ....................................................................................................................................... 30

COPYRIGHT .............................................................................................................................................. 30

CUSTOMER SERVICE ................................................................................................................................ 31

DUTY-FREE LUNCH .................................................................................................................................. 31

EMPLOYEE PUBLICATION OR CREATION OF MATERIALS ........................................................................ 31

EMPLOYEE USE OF SOCIAL MEDIA .......................................................................................................... 31

FIELD TRIPS .............................................................................................................................................. 32

INDIVIDUAL WITH DISABILITIES EDUCATION ACT .................................................................................. 33

PURCHASING ........................................................................................................................................... 33

PURCHASING CARDS ............................................................................................................................... 33

SCHOOL MEALS ....................................................................................................................................... 33

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SCHOOL PUBLICITY GUIDELINES AND NEWS MEDIA OUTREACH ........................................................... 33

STAFF MEETINGS & DEVELOPMENT ....................................................................................................... 34

TRANSPORTING OF STUDENTS BY EMPLOYEES ...................................................................................... 34

TRANSPORTING OF STUDENTS BY STUDENTS ........................................................................................ 34

VOLUNTEERS AND VISITORS IN DISTRICT BUILDINGS ............................................................................. 34

WORK YEAR & SCHOOL HOURS .............................................................................................................. 35

Human Resources ............................................................................ 36

BACKGROUND CHECKS ........................................................................................................................... 36

CONFLICT OF INTEREST ........................................................................................................................... 36

COMPLAINT & CONCERN PROCEDURE ................................................................................................... 36

COOPERATION IN WORKPLACE INVESTIGATIONS .................................................................................. 37

EMPLOYEE ARREST & CONVICTIONS ...................................................................................................... 37

EMPLOYEE ASSIGNMENTS ...................................................................................................................... 38

EMPLOYEE CONDUCT .............................................................................................................................. 38

EMPLOYEE DISCIPLINE ............................................................................................................................ 38

EMPLOYEE PERFORMANCE EVALUATIONS ............................................................................................. 39

EMPLOYEE PHYSICALS ............................................................................................................................. 40

EMPLOYEE RECORDS ............................................................................................................................... 40

EMPLOYEE SEARCHES ............................................................................................................................. 40

EMPLOYEE TRANSFERS ........................................................................................................................... 40

EMPLOYMENT VERIFICATION ................................................................................................................. 41

NEW EMPLOYEE ORIENTATION .............................................................................................................. 41

NEPOTISM & PERSONAL RELATIONSHIPS ............................................................................................... 41

PROBATIONARY STATUS ......................................................................................................................... 42

PUBLIC COMPLAINTS ABOUT AN EMPLOYEE .......................................................................................... 42

REDUCTION IN FORCE ............................................................................................................................. 42

RESIGNATION .......................................................................................................................................... 43

RETIREMENT ........................................................................................................................................... 43

SUSPENSION OF PERSONNEL .................................................................................................................. 43

Conduct in the Workplace ................................................................ 44

ABUSE OF STUDENTS BY A SCHOOL DISTRICT EMPLOYEE ...................................................................... 44

CHILD ABUSE REPORTING ....................................................................................................................... 44

CORPORAL PUNISHMENT, RESTRAINT & DETAINING STUDENTS ........................................................... 44

EMPLOYEE OUTSIDE EMPLOYMENT ....................................................................................................... 45

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EMPLOYEE POLITICAL ACTIVITY .............................................................................................................. 45

EMPLOYEE USE OF CELLPHONES, TELEPHONES & VOICEMAIL ............................................................... 45

FAILURE TO COMPLETE REPORTS ........................................................................................................... 46

FIGHTING ................................................................................................................................................. 46

FRAUD/UNLAWFUL GAIN ........................................................................................................................ 46

GIFT/HONORARIUM TO EMPLOYEES ...................................................................................................... 46

INSUBORDINATION ................................................................................................................................. 46

NEGLECT OF DUTIES ................................................................................................................................ 47

OFFENSIVE OR ABUSIVE LANGUAGE ....................................................................................................... 47

PERFORMING UNAUTHORIZED WORK WHILE ON DUTY ........................................................................ 47

PROFESSIONAL APPEARANCE ................................................................................................................. 47

PROFESSIONAL BEHAVIOR ...................................................................................................................... 47

THEFT ...................................................................................................................................................... 47

USE OF SCHOOL EQUIPMENT ................................................................................................................. 48

Workplace Health, Safety & Security ................................................ 49

ANTI-BULLYING & ANTI-HARASSMENT ................................................................................................... 49

EMPLOYEE AND STUDENT SAFETY .......................................................................................................... 49

GUIDELINES FOR FOOD IN THE SCHOOLS ............................................................................................... 49

INCLEMENT WEATHER OR EMERGENCY CLOSINGS ................................................................................ 50

MEDICATION ADMINISTRATION ............................................................................................................. 50

SAFE SCHOOLS ONLINE TRAINING .......................................................................................................... 50

SMOKE & TOBACCO-FREE WORKPLACE.................................................................................................. 50

STAFF IDENTIFICATION BADGES ............................................................................................................. 50

STAFF HEALTH & SAFETY ......................................................................................................................... 51

STANDARD RESPONSE PROTOCOL FOR EMERGENCY RESPONSE ........................................................... 51

SUBSTANCE-FREE WORKPLACE ............................................................................................................... 51

SUPERVISION OF STUDENTS ................................................................................................................... 52

THREATS OF VIOLENCE ........................................................................................................................... 52

WEAPONS AND DANGEROUS OBJECTS ................................................................................................... 52

ACKNOWLEDGEMENT OF ACCESS TO HANDBOOK & BOARD POLICIES

........................................................................................................ 53

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Dear Council Bluffs Community School District Employee, On behalf of the Board of Directors, I welcome you to a new school year. If you are new to our district, I welcome you to the Council Bluffs Community School District Team! I wish you a great deal of success as you join us in challenging students to Achieve more. We believe that each employee contributes directly to the success of our students, and we hope you will take pride in being a member of our team. In our school district, we place a high priority on providing a collaborative and employee-friendly environment, while being mindful of our primary responsibility: enhancing student learning. We expect respectful and professional relationships among staff, students and parents, and all those who rely on us to provide more opportunities and more choices for our students. The purpose of this Employee Handbook is to provide you with information regarding employment expectations and benefits, as well as insight into the overall philosophy of the Council Bluffs Community School District and district policies and procedures to guide you in your work. We encourage you to have discussions with your supervisor if you have any questions regarding the contents of this handbook. Each of our schools also has a handbook specific to their building, and you should become familiar with that document as well. Your building principal, department supervisor, or our Human Resources staff can answer any questions you may have about either document. We hope your employment with the Council Bluffs Community School District will be a long, fulfilling, and rewarding experience. Sincerely,

Dr. Vickie Murillo, Superintendent Council Bluffs Community School District #AchieveMore

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HANDBOOK The purpose of this Employee Handbook is to provide you with information regarding employment expectations that will assist you in your efforts to learn about the policies, practices, procedures, and overall philosophy of the Council Bluffs Community School District (hereinafter, the District). We encourage you to have discussions with your supervisors and other District staff if you have any questions regarding the contents of this Handbook.

This handbook is prepared for informational purposes, and does not constitute a contract of employment between the District and its employees. The Employee Handbook is a resource that helps inform employees of expectations and available services. By thoroughly reading this resource and any applicable contract, employees will be informed of benefits and opportunities as well as of potential consequences of failure to meet the expectations of the District.

It is the employee’s responsibility to refer to the employee website for updated policies. Employees are required to review this handbook annually and to certify on the electronic form on the employee website that he or she understands one’s responsibility to comply with District policies, practices, and work rules. The District will update the handbook annually and changes will be approved by the board.

OUR DISTRICT The Council Bluffs Community School District serves families in Carter Lake, Crescent, and Council Bluffs, Iowa. Students in preschool through 12th grade attend two high schools, two middle schools and 11 elementary schools.

MISSION The mission of the Council Bluffs Community School District is to guarantee that every student graduates with the knowledge, skills and character to become a responsible citizen and to succeed in a changing world by creating a leading-edge, inclusive educational system which provides challenging expectations, diverse experiences, engaging curriculum and innovative teaching within a collaborative, caring community.

BELIEF STATEMENTS

● Every person is unique and has inherent worth.

● High-quality education is a fundamental right of every individual.

● Family experience has a critical impact on the development of the individual.

● Success is a basic human desire that can be fostered and developed.

● Hard work and persistence are essential to achieve full potential.

● Challenging expectations inspire people to reach higher levels of achievement.

● Individuals are responsible for their own actions.

● It is the responsibility of each individual to contribute to the betterment of the community.

● Honesty and integrity are vital to build trust and respect within a community.

● Embracing diversity and inclusiveness enriches our community.

● Educated citizens are crucial for a democratic society to thrive.

● The entire community is responsible for the social and educational well-being of its children.

● Change involves risk but is necessary to meet the challenges of the future.

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BOARD OF EDUCATION

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 online at www.cb-schools.org. Employees are expected to know and adhere to existing board policies.

If you have questions about board policies, please contact the Chief Communications Officer.

Dr. Vickie Murillo

Superintendent

Troy Arthur

President

David Coziahr

Vice President

Dr. Jill Ogg-Gress

Bill Grove

Chris LaFerla

John Minshall

Kyle McGlade

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EDUCATIONAL GOALS & EXPECTED OUTCOMES ● All students will meet or exceed state proficiency standards in reading, writing, math, science and

social studies. ● Each student will meet or exceed expected growth targets on state assessments. ● All students will graduate and demonstrate the knowledge, skills and attributes to successfully

transition to post-secondary education or a career.

EQUAL OPPORTUNITY EMPLOYMENT The District shall provide equal opportunity to all employees and applicants for employment in accordance with all applicable equal employment opportunity and affirmative action laws, directives and regulations of federal, state and local governing bodies and agencies. 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 District will establish affirmative action goals 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 policy. Employees will be given notice of this policy annually. The District’s equal employment opportunity and affirmative action plan will be made available to employees involved in the hiring or management of personnel, as well as to all other employees, students and the public via the District’s website. More details regarding this policy can be found online, Policy 418. Any applicant or employee alleging a violation of this policy may file a complaint with the district

complaint officer. The complaint officer will be the Executive Director of Compliance and Employee

Relations for the District as appointed annually by the Board. If the Executive Director of Compliance

and Employee Relations is the alleged perpetrator, the applicant or employee may file the complaint

with the Executive Director of Student and Family Services. Complaints of discrimination shall be

promptly investigated and remain confidential to the greatest reasonably possible extent. Inquiries or

complaints may also be directed to local, state and federal agencies including the Council Bluffs Civil

Rights Commission, Iowa Civil Rights Commission, the U.S. Equal Employment Opportunity Commission

and the Office of Civil Rights of the United States Department of Education. A complaint form can be

found online, Policy 418 Form.

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, Council Bluffs Community School District, 300 W. Broadway, Suite 1600, Council

Bluffs, IA 51503 or by phone at 712.328.6423. Such inquiries 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,

www.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 in lieu of, or in addition to, an inquiry or complaint

at the local level.

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ORGANIZATIONAL CHART & CONTACTS

The District and Department Organizational Charts are on our district website www.cb-schools.org.

Superintendent of Schools: Dr. Vickie Murillo Chief Academic Officer: Dr. Corey Vorthmann Chief Communications Officer: Mrs. Diane Ostrowski Chief Financial Officer: Mr. Dean Wilson Chief Technology Officer: Mr. David Fringer Executive Director of Secondary Education: Mrs. Julie Smith Executive Director of Special Education: Dr. Glenn Fortmayer Executive Director of Student & Family Services: Mr. Tim Hamilton Director of Assessment: Dr. Marty Shudak Director of Elementary Education: Mr. Mark Schuldt Director of Facilities, Maintenance, & Custodial Services: Mrs. Staci Pettit Director of Nutrition Services: Mrs. Lisa Stewart Director of Preschool Programming: Dr. Tracy Mathews Director of Professional Learning: Mrs. Melissa Chalupnik

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SCHOOL CALENDAR

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Compensation

EMPLOYEE GROUPS

The School District has four employee classifications:

1. Administrator: This group includes employees who perform management functions.

Responsibilities are typically district-wide or building-wide. Included in this group are the Superintendent, Chief Officers, Executive Directors, Directors, Principals, Assistant Principals, and others who perform management tasks.

2. Licensed/Certified: This group includes employees whose positions require certification and

are instructional, including but not limited to Teachers, Counselors, Instructional Coaches, Librarians, and Nurses.

3. Classified: This group includes educational support personnel whose job responsibilities are

neither Administrative (1) nor Certified (2), as seen above. Included in this group are Paraeducators, Health Associates, Building Administrative Assistants, Print Shop Clerks, Receptionists, Media Clerks, Cook Servers, Custodians, Truck Drivers, and Maintenance Workers, among others.

4. Standard: This group includes employees whose positions are excluded from the collective

bargaining units due to the nature of their work: Administrative Assistants, Analysts, Technicians, Specialists, Managers, School Administrative Managers, Coordinators, Staff Accountants, and Interpreters among others.

COLLECTIVE BARGAINING

In accordance with Chapter 20 of the Code of Iowa, classified and certified staff are represented by labor unions. The Council Bluffs Education Association (CBEA) is the bargaining unit that represents licensed/certified employees. The Communications Workers of America (CWA) is the bargaining unit that represents certain classified staff including but not limited to paraeducators, health associates, administrative assistants, media clerks, etc. The Service Employees International Union (SEIU) is the bargaining unit that represents custodial, maintenance and nutrition service employees. Employees have the right, without fear of penalty or reprisal, to membership in their respective union. All staff who are covered by a collective bargaining agreement are responsible for reading and adhering to their applicable collective bargaining agreement. It is available on the District’s website (www.cb-schools.org) or upon request.

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COMPENSATION & LICENSURE

An employee requiring a license, authorization or certification for his/her position is solely responsible for ensuring it is current. Failure to do so may result in termination; 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 at www.boee.iowa.gov/.

COMPENSATION SCHEDULE

CERTIFIED (CBEA): Initial placement on a compensation schedule is based upon an employee’s preparation and experience, and at the discretion of the District. Certified employees on the regular salary schedule will move an increment or vertical step on the schedule for each year of service.

Please refer to the CBEA Salary Schedules, located on StAR, for specific compensation information.

ADMINISTRATOR, CLASSIFIED, & STANDARD: New employees shall be hired in accordance with the established ranges for each position. The Superintendent may approve hourly pay or salary rates above the minimum established to account for prior experience and/or specialized training.

When a new hourly employee completes his or her probationary period, he or she shall receive an automatic hourly increase of twenty (20) cents, applicable for Classified employees represented by SEIU.

CERTIFICATION CREDIT

CLASSIFIED (SEIU):

Full-time employees in labor grades 1 through 6 shall receive a stipend of $350, every three years, if they have been awarded a current Certified Boiler Operator-Grade II certificate from the Iowa Association of Building Maintenance Engineers (IABME). This shall be effective the following July 1 and the stipend shall be granted for a period of three (3) years.

Full-time employees in labor grades 1 through 6 shall receive an additional stipend of $175 if they have been awarded a Certified Boiler Operator-Grade I certificate or Certified Boiler Technician certificate from IABME. This shall be effective the following July 1 and the stipend shall be granted for a period of three (3) years.

Full-time employees in labor grades 1 through 6 who have completed coursework in the area of commercial heating and air conditioning systems from an accredited institution of higher learning will annually receive the following stipend upon submission of transcripts: 9 credit hours = $500; 15 credit hours = $700; 21 credit hours = $1,000; or 36 credit hours = $2,000. To receive an increase in the stipend amount for the new contract year, official transcripts awarding the credit hours must be submitted to Human Resources by March 1 of the current contract year.

All classified employees who have the licenses stipulated above as of July 1, 1987, shall maintain the present stipend on a yearly basis, contingent upon verification of successful completions of the coursework required for the stipulated certification every three (3) years.

Full-time and part-time employees in labor grades 7 through 10, who are scheduled twenty (20) hours or more per week, shall receive a stipend of thirty (.30) cents per hour upon application and certification in the School Service Association Certification Program. This stipend shall be effective at the outset of the school year following certification. The thirty (.30) cent stipend shall be maintained on a yearly basis by meeting current Iowa School Fund Service requirements each year. Employees will be responsible for any fees for credits

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required to maintain annual certification after the initial certification has been granted. All employees who have met the initial requirement by September of any year shall receive the stipend for the current school year.

CONTINUING EDUCATION CREDIT

CERTIFIED: If prior to the second week in September of the fall term, a current licensed/certified employee submits documentation of successfully completed graduate hours in the employee’s major field from an accredited institution, sufficient for horizontal increment, said employee shall receive a horizontal increment at the start of said fall term.

Graduate hours must be approved in advance by Human Resources.

Approval will not be granted after May 31 if an employee has not filed a letter of intent form with Human Resources.

Intent forms must be approved prior to registration for all courses.

Courses acceptable for horizontal increments will be approved on the following basis: .

Teachers with less than a bachelor’s degree must take courses that will apply to his or her degree.

For teachers holding a bachelor’s degree, only graduate courses approved prior to final registration for the course via the letter of intent form shall apply toward horizontal movement.

Only hours earned after the date of the highest degree was conferred shall be accepted for lane movement.

Current employees who meet the requirements above and are currently placed on the increment step in one of the educational lanes, and who have acquired credits sufficient to move to a new educational lane, will be placed in the new lane as follows, if eligible:

If eligible, an employee may move from the increment step in one lane to the increment step in a new lane, providing they meet the requirements and have been on the increment step in their current lane a minimum of 1 year up to a maximum of 6 years as outlined in the Increment Step Lane Movement Schedule, found in the current CBEA agreement.

If an employee does not meet the requirements for movement to the increment step in a new lane, they will be placed on the appropriate salary step of the new educational lane for which they qualify.

EXTRA CO-CURRICULAR ASSIGNMENTS

Extra duty performed outside the normal work day shall be assigned by the building principal, immediate supervisor, or other appropriate member of the administrative staff after discussion with the employee.

Extra duty assignments for which extra compensation is paid normally shall be approved by the Superintendent based upon the recommendation of the building principal, immediate supervisor, or other appropriate member of the administrative staff. The schedule of compensation can be found in the current collective bargaining agreements.

HOLIDAY PAY

An eligible employee shall receive holiday pay for their normal working hours at their regular straight time hourly rate. In order to be eligible for holiday pay, the employee must work the fully scheduled working day immediately preceding and immediately following the holiday, unless excused by his/her immediate supervisor and human resources. The following paid holidays are eligible for:

Regular full-time employees who work on a twelve (12) month basis: January 1, the Friday before Easter, Memorial Day, July 4, Labor Day, Thanksgiving Day, the Friday

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after Thanksgiving Day, December 24-25, December 31.

Regular full-time employees who work on a ten and one-half (10 ½) month basis: January 1, the Friday before Easter, Memorial Day, Labor Day, Thanksgiving Day, the Friday after Thanksgiving Day, December 25.

Employees who work 30 hours or more on a ten and one-half (10 ½) month basis: January 1, the Friday before Easter, Labor Day, Thanksgiving Day, the Friday after Thanksgiving Day, December 25.

Licensed/Certified Staff will be paid for the following holidays: January 1, Memorial Day, Labor Day, Thanksgiving Day, December 25.

If a holiday falls on a Saturday, the holiday will be observed on the preceding Friday, and if the holiday falls on a Sunday, it will be observed on the following Monday.

OVERTIME

Any employee subject to the overtime provisions of the Fair Labor Standards Act of 1938, as amended, and who is required to work in excess of 40 hours in any established work week, will be compensated for the hours in excess of 40 at the rate of one and one-half times the regular rate of pay for the service performed. All overtime work will be paid on the 15th of each month. All overtime must be preapproved by the employee’s immediate supervisor.

No Pyramiding. Compensation shall not be paid more than once for the same hours worked or paid for under any provision of this Employee Handbook.

To the extent practicable, overtime shall be voluntary. If all employees who are qualified to do the work decline to work overtime, the building principal or immediate supervisor may assign mandatory overtime to employees starting with the least senior qualified employees.

PAYROLL

No employee will be paid until all required forms are properly completed and on file in the human resources office. These forms include: Form W-4, IPERS Designation of Beneficiary, I9 Employment Eligibility Verification Form, Direct Deposit Form and if applicable various benefits enrollment forms.

PAY DATES

Pay days are the 15th day and last day of each month for administrators, classified, and standard employees. Certified employees are paid once a month, on the last district business day of the month. If either the 15th of the month or last day of the month falls on a weekend or holiday, the pay date will be the prior district business day.

All employees will receive payment via direct deposit of their paychecks unless other arrangements have been made. Pay stubs may be accessed via Employee Online.

TIMEKEEPING PROCEDURES

All hourly employees are required to use the time keeping system to clock in and out at the beginning and end of each shift, and for lunch breaks.

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Every Monday, hourly employees are required to login and submit their electronic timecard for the prior work week. If there are any errors, the employee must correct and make a note to inform his/her immediate supervisor to make any corrections.

Supervisors are required to approve their team’s time, make corrections, verify accuracy, and submit every Tuesday for the prior work week.

All employees who fail to submit or approve time by the required due dates are subject to discipline, up to and including termination.

TRAVEL

The District Business Office will coordinate all air travel, hotel and rental car arrangements for Council Bluffs Community School District employees and for student travel. All district travel is subject to Board Policy 422.1: Travel Reimbursement Regulation, which is as follows: District personnel traveling on behalf of the District and performing approved school business will be reimbursed mileage for use of their personal vehicle and for other reasonable, actual and necessary expenses as applicable including, but not limited to, transportation, lodging and meal expenses. Any mileage paid will be calculated from the employee’s regular work address to the traveled site. Travel allowance does not include travel to and from work and home. All travel costs either charged on a District purchasing card or submitted for reimbursement must include an itemized receipt showing the exact item(s) purchased. Travel or mileage reimbursement requests will not be paid if not submitted within 30 days of travel. Travel Outside the District

In accordance with Internal Revenue Service (IRS) regulations, and the District’s accountable reimbursement policies, reimbursement for reasonable, actual and necessary expenses will be allowed for travel outside the District only if the travel has been requested and approved by the District in advance. The request shall state the travel location, reason for the travel, items proposed to be paid for by the District and a cost estimate of the travel. The employee’s immediate supervisor is authorized to approve travel. Travel or mileage reimbursement requests will not be paid if not submitted within 30 days of travel.

Air Travel Air travel is authorized for distances greater than 300 miles. Airfare is limited to coach class with the cost of one (1) checked luggage item. Mileage District staff traveling on behalf of the District and performing approved school business are encouraged to use a rental vehicle when traveling, if the vehicle rental and applicable fuel are less than the mileage multiplied by the allowed mileage rate. The District will not pay for the cost of vehicle insurance charged by the car rental agency as employees are covered under the District’s liability policy when driving rental vehicles for District business. Car-pooling is encouraged when possible. Lodging Employees are responsible for requesting government rates when booking a hotel room. Employees are not required to share a hotel room with another staff member, but if accompanied by an individual not authorized for travel by the district, only the single room rate will be

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reimbursed. Personal expenses such as alcohol, newspapers, periodicals, GPS devices, entertainment, personal telephone calls, dry cleaning, laundry, valet parking fees, snacks, or minor medical supplies will not be reimbursed. Meals Meal costs will be reimbursed at the lesser of actual cost or $50 per day when traveling (including gratuities). The maximum daily rate is $65 per day when traveling to Atlanta, Boston, Chicago, Los Angeles, New York, Philadelphia, San Diego, San Francisco, or Washington DC. Room service or delivery fees will not be reimbursed. If a conference offers a meal to participants, such as breakfast or lunch, no meal costs will be reimbursed if the employee chooses to eat elsewhere. Gratuities are limited to 20% before tax. Registration Costs Registration fees for conference attendance will be reimbursed. Sightseeing tours, excursions, or additional cost options are not allowed. Failure of an employee’s full attendance at an event, conference, or training, may result in the notification of the employee’s supervisor and the superintendent. Reimbursement of the employee’s total expenses may be reduced. Other Airport limousine, shuttle, or taxi fees may be claimed for travel between the airport, hotel, restaurant, or meeting locations when traveling by air, and only upon presentation of proper and legible detailed receipts. Gratuities are limited to 20%. Travel Within the District District personnel required to travel in their personal vehicles between District buildings or to other approved locations to carry out the duties of their position shall be reimbursed at the standard IRS mileage rate. The immediate supervisor shall approve travel for personnel within the District. Certain personnel are provided a travel allowance instead of mileage reimbursement for all job-related travel within a 30-mile radius of the Educational Service Center. The allowance is paid through the payroll system and is included on the employee’s W-2 form as taxable income according to the Internal Revenue Code.

Travel Approval

● Obtain approval from the appropriate administrator to attend an event. Necessary leave forms must be completed and approved in advance.

● Complete a Travel Arrangement Request Form (accessible on StAR), and once approved by your supervisor, return the form to the Purchasing Department at ESC. The form must include the dates of the trip and the conference/meeting you are attending.

● You will receive a confirmation email with additional steps, if necessary.

If you have any questions, please contact the Finance Department. The Procurement Card (P Card) may be used for travel expenses, but under the following provisions:

● Detailed itemized receipts with specific costs for all purchases must be provided. ● No personal purchases at a hotel: Movie charges, personal phone calls, water, or bar charges

must NOT be charged to the Procurement Card. Rental Cars documentation is required. Receipts for gas purchases must be remitted. If you have any questions, please contact the Chief Financial Officer.

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Benefits

ENROLLMENT-HEALTH INSURANCE

Employees who work 30 hours or more per week are eligible for group insurance and health benefits. Documents detailing the plan design and enrollment period will be provided to all eligible employees during new employee orientation and at least 30 days before the start of the enrollment period. All new employees shall receive group insurance and health benefits information upon acceptance of employment. Employees must enroll in health insurance annually. For additional information, please contact Human Resources at 712.328.6580 or hr@cb-schools.org. For details go online to StAR.

EMPLOYEE DISCOUNTS

The District has partnered with a variety of local businesses to provide our employees unique discounts such as membership to the zoo, gym, etc. For details go online to StAR.

EMPLOYEE RECOGNITION

The District recognizes and appreciates the services of its employees. Employees who retire will be honored by the board, administration and staff in an appropriate manner. Employees who reach milestones in service to the school district will also be recognized during our annual service awards.

EMPLOYEE ASSISTANCE PROGRAM (EAP)

The EAP is a confidential service offered through Heartland Family Service that provides no-cost, confidential support, counseling, referrals and resources for issues that impact your life. Employees are eligible for up to 3 free counseling sessions per year. Additional sessions or services are available at the employee’s expense. These services are designed to help employees and their family members handle personal problems.

Information regarding the Employee Assistance Program can be obtained by contacting the Heartland Family Service 402-552-7400 or toll free 877-591-0858.

INSURANCE

You and the District may share the cost of your coverage under the medical, dental or vision plan. Your share of the cost is the difference between the total cost of coverage and the amount the District pays, based on your bargaining unit, which varies per plan option. The total cost of coverage is different for each option and costs are subject to change at the beginning of each plan year. For current plan options, refer to StAR.

MEDICAL: The District offers medical coverage in a self-funded plan administered through United Healthcare (UHC) and includes prescription drug benefits. The UHC Choice Plus plan is a PPO plan that allows you to see any doctor in their network. There are two levels of coverage under the plan. Your out-of-pocket costs may include office visit copayments, deductibles and coinsurance.

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DENTAL: The District offers dental coverage through Delta Dental. The dental coverage offered by the District is designed to encourage good preventive care and also helps pay for a broad range of dental services when treatment is needed.

VISION: The District offers a nationwide vision care plan through UHC to manage the cost of eyeglasses, contact lenses and eye examinations. This plan is a voluntary employee paid plan for active employees and eligible family members.

LIFE & ACCIDENTAL DEATH & DISMEMBERMENT (AD&D) INSURANCE

The District provides Life and AD&D insurance coverage to all eligible employees starting on their date of hire and at no cost to the employee. The Open Enrollment form must be completed by all eligible employees when hired. More information regarding coverage can be found on StAR.

In addition, supplemental life insurance is available for all eligible employees at a group rate based upon age.

LONG TERM DISABILITY

The District will pay 100% of the premium for Long Term Disability (LTD) coverage on each eligible employee. More information regarding coverage can be found on StAR.

MEDICAL REBATE

The cost of your medical insurance is shared by the District and the employee. If an employee selects, employee-only coverage, the employee may receive a medical rebate. The medical rebate is the difference between the medical premium and the negotiated employee allowance. The rebate will appear on the employee’s paycheck as a MED REBATE and is subject to IPERS and FICA. Employees who select employee-plus-spouse, employee-plus-children, or family coverage are not eligible for a medical rebate.

MEDICAL SAVINGS ACCOUNTS

FLEX SPENDING: Paying for health care can be stressful. That's why Council Bluffs Community School District offers an employer-sponsored flexible spending account (FSA). An FSA saves you money: it allows you to put aside money tax-free that can be used for qualified medical expenses. Since your contributions are deducted from your taxable income, you’ll pay less in taxes. It is flexible. You can use your FSA funds at any time, even if it’s the beginning of the year. You cannot stockpile money in your FSA. If you do not use it, you lose it. You should only contribute the amount of money you expect to pay out of pocket that year. More information regarding FSAs can be found on StAR.

HEALTH SAVINGS ACCOUNTS (HSA): Health savings accounts (HSAs) are a great way to save money and budget for qualified medical expenses. An HSA is a tax-advantaged savings account that accompanies Plan B, the high deductible health plan (HDHP). The HDHP/Plan B offers lower monthly premiums in exchange for a higher deductible (the amount you pay before insurance kicks in). IRS regulations have certain eligibility requirements. More information regarding HSAs can be found on StAR.

DEPENDENT CARE ACCOUNT: Dependent Care FSAs allow you to contribute pre-tax dollars to qualified dependent care. The maximum amount you may contribute each year is $5,000 (or $2,500 if married and filing separately). More information regarding FSAs can be found on StAR.

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RETIREMENT PROGRAM-IPERS

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. As your years of service and salary increase, your IPERS benefits grow too. Both you and the District are required by law to contribute to IPERS. IPERS has a vesting period of seven (7) years for any District contributions. You are always 100% vested in contributions you make. If you leave public employment before you retire, you may keep your money at IPERS, roll it over to another qualified retirement plan, or take a refund. For additional information, please contact IPERS at 1-800-622-3849 or visit the IPERS website at www.ipers.org/index.html.

SUPPLEMENTAL OPTIONS

The District offers supplemental insurance plans through Allstate Insurance for Accident and Critical Illness, which is paid by the employee. More information regarding coverage can be found on StAR.

COBRA

The Consolidated Omnibus Budget Reconciliation Act (COBRA) entitles you and your eligible dependents to a continuation of health insurance coverage if coverage is lost due to any of the following qualifying events:

● Death of the covered employee. ● Termination, resignation, or reduction in the hours of a covered employee’s employment for

reasons other than gross misconduct. ● Covered employee is eligible for Medicare. ● Divorce or legal separation of the covered employee. ● Dependent children no longer considered dependents.

You or your eligible dependents are responsible for notifying your employer or group sponsor of a dissolution of marriage, legal separation, or a child losing dependent status within 60 days of the event to be eligible. Depending on the qualifying event, coverage can be continued for up to 18, 29, or 36 months.

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Leaves & Absences

ATTENDANCE & REPORTING ABSENCES

All staff are encouraged to be here every day and should be prompt with their attendance. The District expects all employees to be present and ready to perform their duties at the start of their duty day and to remain present for their entire duty day, unless they have the prior approval of their supervisor.

Employees who will be away from their normal place of work during normal duty hours are expected to report their absences in the online Absence Management system. Except in cases of emergency, absences should be requested and approved in advance. Employees may report their absences by calling 1-800-942-3767 or by going online Via the Online System-Absence Management..

Nutrition service employees who are reporting a same-day absence must enter their absences in the online Absence Management system and also call the Nutrition Service office at 712-328-6420 to notify their supervisor of their absence prior to their scheduled report time.

Custodial employees who are reporting a same-day absence must enter their absence in the Absence Management system and also call the Facilities and Maintenance office at 712-328-6406 prior to the scheduled report time. The Facilities and Maintenance Department will notify the school of the absence and will provide coverage when available from the swing custodial crew.

Employees who are absent without authority for three (3) or more consecutive work days without

notifying their supervisor or submitting an absence in the Absence Management system will voluntarily

forfeit their employment relationship with the District unless a justifiable reason can be provided for the

absence.

Any employee who does not report for work at the termination of an authorized leave of absence shall be considered to have voluntarily resigned.

BEREAVEMENT LEAVE

In the event of the death of an employee's:

spouse, domestic partner, parent, child or stepchild, up to five (5) days of bereavement leave will

be provided per incident;

grandparent, grandchild, sibling, stepparent, parent-in-law or sibling-in-law up to three (3) days

of bereavement leave will be provided per incident;

aunt, uncle, or cousin up to one (1) day of bereavement leave will be provided per incident.

Employees may be required to provide documentation to verify date of death or memorial service. If

employees would like to bereave the death of someone not listed above, employees are able to use

personal or vacation days, if available. If an employee needs additional leave, he or she can apply for

discretionary leave by contacting Human Resources.

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CONDITIONS OF LEAVE OF ABSENCE

Unless expressly provided to the contrary, all leaves shall be without pay. Any employee who does not report for work at the termination of an authorized leave of absence shall be considered to have voluntarily separated from employment.

CONSULTING

An employee may accept consulting or outside employment for pay as long as, in the judgment of the Board and the Superintendent, the work is conducted on the employee’s personal, vacation, or dock/unpaid time and it does not interfere with the performance of the employee’s duties contracted by the Board. The Board or Superintendent reserves the right, however, to request the employee cease the outside employment as a condition of continued employment. The Board will give the employee thirty days’ notice to cease outside employment.

DISCRETIONARY LEAVE

Upon the recommendation of the Superintendent, the Board may at its discretion grant a leave of absence (either with or without salary and/or credit for experience) to any employee for any good and sufficient reason for more than 30 days. Requests 30 days or less will be reviewed by the Superintendent for approval.

EMERGENCY CATASTROPHIC LEAVE

In the event that an employee faces a catastrophic event, up to two (2) consecutive days of paid leave may be granted by Human Resources. A catastrophic event is an unavoidable event potentially caused by nature or out of the physical control of an employee. Examples of such include, but are not restricted to, personal home fire, tornadoes, severe storm damage, flooding caused by an act of nature, etc. Documentation will be required.

FAMILY AND MEDICAL LEAVE ACT (FMLA)

Federal law requires the District to grant up to 12 weeks of unpaid leave per year to employees who have been employed for at least 12 months and who have worked at least 1,250 hours during the preceding 12 months for the purpose of:

● The employee’s personal serious health condition ● Caring for the employee’s newly born child ● Caring for a child placed for adoption or placement of a foster child ● Caring for the employee’s parent, spouse, or child (under 18 years of age, or 18 years of age or

older and incapable of self-care because of a physical or mental disability) with a serious health condition, and

● a qualifying exigency arising out of the fact that the employee’s spouse, child, or parent is on active duty or has been notified of an impending call to active duty in the Armed Forces in a foreign country

During FMLA the District requires an eligible employee to first utilize any earned paid sick leave, vacation time or other leave provided by policy or by a collective bargaining agreement to the extent the purpose

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is covered by and consistent with requirements for the paid leave time. Any FMLA leave in excess of available paid leave shall be unpaid.

You should provide 30-day advance notice of the need to take leave when the need is foreseeable.

For additional information regarding the Family and Medical Leave Act (FMLA), please contact Human Resources or visit the “Family and Medical Leave Act” section of the United States Department of Labor’s website at www.dol.gov/whd/fmla/.

JURY DUTY

Employees called for jury service, or subpoenaed in a civil or criminal court proceeding on a matter related to their employment with the District, shall be permitted to be absent from duties. The District will continue to pay an employee for days missed on jury duty. However, an employee is required to reimburse the District for the amount the County pays a juror for service minus mileage, as well as submit proof of jury attendance provided by the court. An employee not required to perform duty all day shall return to work. Any amounts in excess of the per diems such as mileage and parking reimbursements may be kept by the employee.

LEAVE APPEAL PROCESS

An employee’s leave requests are approved by either one's building principal or immediate supervisor, then human resources. Leave is granted or denied based on the current staffing level and needs of the building. If an employee is denied leave, employees may discuss with his or her immediate supervisor to first resolve. If this goes unresolved, the employee may contact human resources. Human resources will review, and follow the policy or restricted dates established by each employee calendar. More information regarding the different employee calendars can be found on StAR.

LEAVE OF ABSENCE-ACTIVE EMPLOYEE STATUS (DISABILITY)

Employees who qualify for long-term disability payments pursuant to the District’s long-term insurance program shall be placed on an extended leave of absence in an active status. The period of leave shall begin when the employee becomes eligible for long term disability payments and shall conclude when the employee returns to active employment or after the conclusion of the school year following the year, or will conclude when the employee first becomes ineligible for long term disability benefits, whichever date occurs first. This time period shall be referred to as the “Active status” period. While on active status, the District shall provide employees on extended leave with group hospital insurance equivalent to the single premium.

The District shall not permanently fill the employee’s position for a period of 6 calendar months. Employees who remain on leave after 6 calendar months, but who remain in the active status period, upon full medical release to return to work, will be reinstated to an equivalent or like position for which they are licensed. Any employee who returns to work while on active status must adequately perform his or her duties and responsibilities for three consecutive months. Any employee who returns to work while on active status but works less than three consecutive months before becoming disabled and unable to perform the essential duties of the assigned job, shall continue the active status period that remained prior to the employee’s return to work and shall not be entitled to a new active status period.

If the employee is unable to return to active employment after the conclusion of the school year following the year the employee first becomes eligible for long term disability benefits, then the employee’s

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extended leave shall terminate and the employee shall be placed on inactive status for two additional years.

LEAVE OF ABSENCE-INACTIVE EMPLOYEE STATUS

An employee requesting a leave of absence must provide a written request to human resources. The Board or its designee may at its discretion grant a leave of absence (either with or without salary and/or credit for experience) to any employee for any good and sufficient reason. The request may be for no more than one year at a time. The District may, in its sole discretion, extend the inactive status for more than two years. A leave of absence for other employment will not be granted.

While on inactive status, the employee shall be eligible to continue group health insurance coverage, at the employee's own expense, but shall not receive any salary or other benefits.

While on inactive status, the employee shall retain his/her seniority rights and may apply for any vacancy that arises, providing the employee is certified and otherwise qualified to perform the essential functions of the particular position.

Employees who had a medical leave (active or inactive) must submit to Human Resources a statement from his/her treating physician that the employee is physically able to perform the essential functions of the position for which application is made, with or without reasonable accommodation.

The Board may, at its expense, require any employee attempting to return to active employment to submit to further medical examination and evaluation to determine the employee’s ability to return to active employment.

LEAVE FOR UNION BUSINESS

Employees elected to local union officer positions will be allowed a total of ten (10) unpaid leave days per contract year to conduct union business. The Board at its discretion may grant leave with pay to a union officer to attend state-level workshops; however, the Board will not reimburse union officials for any expenses related to attending a state conference.

MATERNITY/PATERNITY TIME

Female or male employees are able to use personal, vacation, and sick leave to account for paid maternity/paternity leave. Time away for female employees *should not exceed 6 weeks, unless medically necessary. Male employees can use up to *4 weeks. Employees who adopt a child are able to receive up to 1 week of maternity/paternity time. If

employees would like to request more time for an adoption, contact Human Resources for approval.

If both parents of the newborn or adopted child work in our district, the maternity/paternity time can

be used separately or in conjunction as needed for the child’s development and initial care.

All sick, personal, or vacation (in this order) must be exhausted first (*up to either 6 weeks/4 weeks or

medically pre-approved time). Any remaining leave requested would be unpaid/dock leave. This request

must be made prior to beginning the maternity/paternity time, and requires approval by Human

Resources.

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MILITARY LEAVE

Leaves of absence for the performance of duty with the United States Armed Forces or with a reserve component or the National Guard shall be granted in accordance with the Code of Iowa.

PERSONAL LEAVE

Two personal leave days will be allocated to each eligible employee each school year based on an employee’s work schedule. Personal leave days may be accumulated up to a maximum of five (5) days. Any unused personal leave days will not be paid to an employee.

● An employee must request personal leave at least three (3) days in advance of the absence, except under unusual circumstances.

● If an employee accumulates five (5) days and desires to use such days consecutively, approval must be received prior to making any non-refundable reservations.

● If the position requires a substitute, an employee must have a substitute in place prior to using three (3) or more consecutive personal leave days.

● All consecutive personal leave three (3) days or greater must receive final approval a minimum of two (2) weeks prior to the first day of leave.

● All personal leave shall not be granted the day preceding or following school holidays or vacation periods, or during the first ten (10) work days and the last ten (10) work days of the school year, except in extenuating circumstances as judged by your building principal and/or Human Resources.

PROFESSIONAL LEAVE

Upon the recommendation of the appropriate supervisor, employees may be granted leave with pay to attend appropriate out-of-district curriculum, subject area training, staff development, conferences, seminars and meetings, or to visit other schools. Employees authorized to engage in such activities may be allocated appropriate registration, meal and travel expenses.

SICK LEAVE

Each employee shall be entitled to fifteen (15) days of paid sick leave per year, accumulative up to and including one hundred eighty (180) sick days. (Unless hired before 1995-1996, one can accumulate up to two hundred (200) sick days).

Sick leave shall be interpreted to mean personal illness, injury, or quarantine at home, and does not include routine medical or dental exams. Sick leave can be utilized by an employee for care of, and non-routine medical exams or emergent/critical health situations for: an employee’s spouse, domestic partner, child, mother, father, brother, sister, in-laws mirroring prior listed, or legal dependents.

When employment is terminated there shall be no compensation for unused sick leave.

HR may require a physician’s statement substantiating any claim for sick leave consisting of two consecutive days or more for the employee or family member being cared for. All part-time employees shall consider the term “day” to equal to one-half (½) a full school day.

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The Board may, at its expense, require any employee claiming sick leave to submit to a medical examination conducted by a physician selected by the Board to determine whether the employee is entitled to sick leave.

In the event that the Board’s physician concludes the employee is not medically disabled and could in fact return to work, the Board’s obligation to pay sick leave to the employee shall cease. The Board shall take no other disciplinary action against the employee if the employee declines to return to work during a period in which the employee’s own physician is of the opinion that the employee is medically disabled.

VACATIONS

Regular full-time classified and standard twelve-month employees shall receive vacations during each year, calculated as follows:

Length of Continuous Service (months completed) Length of Vacation

0-5 Years (*3 to 60 months) 10 days

6-10 Years (61 to 120 months) 15 days

11-15 Years (121 to 180 months) 20 days

16-20 Years (181 to 240 months) 21 days

20+ Years (241 + months) 22 days

Administrators who work on a twelve (12) month basis shall receive 20 vacation days during each year.

Employees hired after July 1 of any year shall have vacation days prorated from the month hired through June 30 of the school year. New employees must work a minimum of 60 work-days for vacation eligibility.

ACCRUED VACATION: Employees with unused vacation at June 30th of each school year will be allowed to carryover up to 40 hours (5 days), which must be used in the subsequent school year, and the District will buy back any additional hours, up to a max of 40 hours (5 days). Buy back hours will be paid out on the 15th of August. Carryover hours not used in the subsequent school year will be lost to the employee.

VACATION SCHEDULING: Vacations shall be scheduled at times which are convenient to both the employee and the District, so a balance of work is maintained. All arrangements for vacation requests shall be made with an employee’s immediate supervisor. Employees are responsible for using their earned vacation time, for the current school year, prior to July 1st. The District will not make any exceptions to carry over additional time beyond the allotted 40 hours (5 days). VACATION (SEIU/CWA): Employees are to request vacation via Absence Management. Beginning July 1, vacation days may be scheduled and will be approved in seniority order for the year. Employees not scheduling vacation during the initial offering period will be granted vacation on a first come, first serve basis. In June of each year, before Absence Management is uploaded with the subsequent year vacation allotments, early requests can be made via the form found on StaR. If employees do not request vacation during the selection window it will be granted based upon district availability.

VACATION IN CASE OF SEPARATION: Employees separated from employment by the Board for any reason shall be paid for any unused vacation accrued prior to the most recent July 1 accrual date.

VOTING LEAVE

Employees wishing to vote who do not have three consecutive hours in between the time the polling place opens or closes will be allowed time off work to vote. Employees meeting this criterion must apply in writing a minimum of one business day in advance of the election day. Request may be sent to Human Resources via email at hr@cb-schools.org.

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WORKERS’ COMPENSATION

An employee that is injured or disabled on the job may be eligible to receive a benefit under the Iowa workers’ compensation law. If an employee receives workers’ compensation benefits, the employee’s accumulated sick leave will be reduced proportionate to the amount the workers’ compensation benefits are to the employee’s regular salary. If you are injured on the job, report the injury immediately to your supervisor or the principal. Employees must submit a written report of personal injury to their supervisor within 24 hours of the injury. The principal or supervisor will provide the report to the Executive Director of Compliance & Employee Relations upon completion by the employee. If the injury requires medical attention, contact CHI Alegent Health/Mercy Occupational Health Clinic for an appointment to see a physician. The phone number is 712-328-5550. For medical emergencies, go to the Mercy Hospital Emergency Center.

UNPAID LEAVE-DOCK TIME

Employees who have exhausted all paid leave options, may request time off in a pre-approved unpaid status. Unpaid time is subject to the building principal and human resources prior approval. It is reserved for once-in-a-lifetime events. All calendar restricted dates will be adhered to. Employees who have exhausted all paid leave options will be placed in an un-approved unpaid status. Dock time negatively impacts individual performance and can impede our overall district effectiveness. Employees who have excessive absences (un-approved dock and sick leave) are subject to discipline, which can lead up to and include termination.

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District Procedures & Guidelines

ADVERTISING IN THE DISTRICT

Students and/or staff members of the school district may participate in advertising or promoting: ● any school-sponsored activity, ● services provided to students and families by non-profit and community-wide organizations or

social services agencies, and ● those activities outlined in district policy 907.

The following conditions shall apply: ● The activity or the promotion of the activity may not interfere with the instructional program of

the school. ● Materials provided for distribution or display by organizations other than the District or parent

organizations shall include the disclaimer: “These materials are neither sponsored nor endorsed by the Board of Education of the Council Bluffs Community School District, the Superintendent or this school.”

● Materials to parents of students should be distributed using electronic means. The Peachjar E-Flyer program is the preferred communications channel, along with School Messenger. Representatives at each building are trained to use these programs.

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. Students may not be compensated for any work on behalf of the District, as per Iowa Code.

COMMUNICATION

In order to assure a regular and consistent flow of communication, the building principal and district administrators will communicate via email with all staff. Please check district email and the employee intranet, StAR (Staff Access to Resources), regularly for news and updates. Information will be provided directly to those who are not able to readily access email at work. Announcements and information will also be posted when appropriate above or near the sign-in area. Employees may also benefit from following building and district social media sites and are encouraged to share the posts as appropriate.

Teachers are also encouraged to communicate directly with parents about classroom activities. In line with district guidelines, use of classroom social media sites, email and U.S. mail are all appropriate ways to keep in contact with parents. Please share with the principal a copy of newsletters sent home to parents. Please make every effort to provide the same information to non-English speaking parents. School district translators/interpreters can be made available with notice to assist you.

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COMMUNITY USE OF BUILDINGS

School facilities are available to the community for education, civic, cultural and other uses consistent with the public interest, when such use does not interfere with a school program or school-sponsored activities. Use of school facilities for school purposes has precedence over all other uses. Employees may not use school buildings or facilities for personal business without following the procedure for requesting use of the facility and paying applicable fees. Persons on school premises must abide by the District’s conduct rules at all times. Contact the Facilities Department, 712-328-6406, for more information and to request the use of school facilities.

COMPUTER USE

The District maintains the right to monitor any and all aspects of its computers, network systems and Internet access including, but not limited to, monitoring sites staff visit on the Internet and reviewing e-mail. The administration and the technology coordinator shall have both the authority and the right to examine all Internet activity including any logs, e-mail, computer disks and/or other computer related records of any user of the system. Staff waives any right to privacy in anything they create, store, send or receive on the District’s computers and computer network systems, including the Internet. Each employee who uses the District’s computers, computer network systems and internet access grants as a condition of that use any patent right to any invention created or associated with the use and/or any copyright to any materials created pursuant to that use. Staff members shall only engage in appropriate, ethical and legal utilization of the District’s computers, computer network systems and the Internet access. Staff members’ use of the District’s computers, network systems and the Internet shall comply with all District policies and regulations. Inappropriate use and/or access will result in the restriction and/or termination of this privilege and may result in discipline for staff members up to and including termination and/or legal action. The District’s administration will determine what constitutes inappropriate use. Refer to Policy 425 for details.

COPY MACHINE

Thank you for carefully monitoring the consumption and use of paper throughout the year. For school-related materials, the building budget supports the purchase of paper, as well as the copy charge and maintenance fees associated with copy machines. When copying large quantities, please utilize the District’s Copy Center at the Educational Service Center. Printing Project order forms are available on StAR.

COPYRIGHT

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.” Please refer to the District’s Copyright Guidance for Schools and Classrooms website.

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CUSTOMER SERVICE

As representatives of the District, all employees are responsible for providing excellent customer service by responding in a timely and courteous manner, and should expect appropriate treatment by members of the community. Employees should report to a supervisor any mistreatment by district patrons.

DUTY-FREE LUNCH

Every effort will be made to provide employees with a duty-free lunch. Employees may leave the building without requesting permission during their lunch period if it is scheduled to be duty-free.

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.

EMPLOYEE USE OF SOCIAL MEDIA

In accordance with Policy 432, the District recognizes and encourages the use of social media as an educational and communication tool. Employees shall use good and sound practices when using social media and do so in a legal, responsible, safe, and ethical manner. The District has established the following guidelines that encourage the appropriate use of social media:

● An employee’s use of any social media and an employee’s postings, displays, or communications on any social media must comply with all state and federal laws and all applicable District policies, including, but not limited to, provisions regarding employee conduct.

● The District recognizes that student groups or members of the public may create social media sites representing students or groups within the District. When employees, including coaches and advisors, choose to join or engage with these social networking groups, they may be viewed as doing do so as an employee of the District and should conduct themselves accordingly. It is the responsibility of the site owner to annually disclose to the District the existence of and their participation in such networks. The District shall have a process for collecting the sites at the building and department level.

● Employees may create a social media site for a program, school, activity, or class with the prior approval of the District. All employees shall share administrative rights to such sites and with the applicable building or department designee. Employees should understand and abide by the social media site’s policies and terms of use. No school logos, mascots, photographs, or other such graphic representations of images associated with the District may be used on such sites without permission.

● Employees have responsibility for maintaining appropriate employee-student relationships at all times. Employees should carefully consider the pros and cons, potential difficulties, and additional responsibilities that may be involved if they accept students as “friends” or “follow” them on social media.

● Employee requirements for mandatory reporting may apply to social media content.

● Employees must be respectful and professional in all communications (by word, image or other means). It is important to remember that District policies and rules prohibiting certain types of communications, such as bullying and harassment, also apply online.

● Employees shall not use obscene, profane or vulgar language on any social media network or engage in communications or conduct that is harassing, threatening, bullying, libelous, or defamatory or that discusses or encourages any illegal activity or the inappropriate use of alcohol, use of illegal drugs, sexual behavior, or sexual harassment.

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● Employees should not use their District e-mail address for communication on public social media networks that do not represent the District. Only predetermined staff members are to act as representatives of or spokespersons for the District.

● Employees may not disclose information on work-related or personal social media sites that is confidential or proprietary to the District, its students, or employees or that is protected by privacy laws.

● Employees shall adhere to District guidelines when using District logos, images or materials on work-related social media sites.

● Employees may not post images on any social media of co-workers without the co-worker’s consent, unless the image is in a group setting.

● Employees may not post images of students on any social media, unless the student’s parent or guardian has indicated otherwise.

The District is free to view and monitor an employee’s social media presence, whether work-related or personal, online at any time without consent or previous approval, to the same extent as the general public. Employees should consider whether a particular posting on social media puts their professional reputation and effectiveness as a District employee at risk. Employees are encouraged to set and maintain appropriate privacy settings for their personal social media sites.

FIELD TRIPS

Field trips and other student activities involving travel may be authorized by the building principal, when such trips or activities contribute to the achievement of educational goals.

Requests should be submitted to the building principal in advance of the proposed activity. All such requests will be considered, based on such factors as availability of funds, the educational value derived, the safety and welfare of the students involved, impact on the regular school program, and availability of appropriate supervision, either from within school staff or from approved volunteers. It is the responsibility of the sponsoring teacher to make certain all approved field trips and special events are listed on the school calendar in the office.

Written, parental permission must be obtained for each student for each approved trip. Staff members should contact the office for appropriate substitute and vehicle arrangements and related, field trip procedures and forms. The sources of funding must be found before requests are granted.

At the beginning of the school year, parents will be asked to complete a volunteer form in order to participate in a field trip. When the check is completed, the school receives the results and this is how parents or other relatives are allowed to volunteer in our school or participate with their child on field trips or other activities.

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. While on field trips, students are guests and considered ambassadors and representatives of our school. Students must treat employees, chaperones and guides with respect and courtesy.

Buses required for field trips must be reserved at least seven (7) business days in advance of the activity through the Transportation Department.

For field trips that require overnight stays, please follow the guidelines outlined in district policy 620 “Field Trips” and administrative regulation 620.1 “Field Trips/Student Travel Procedures.”

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INDIVIDUAL 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. Please refer to policy 607 for details.

PURCHASING

Employees are required to complete a requisition form in advance for any purchases in excess of $2,500. The requisition form must include the account number to be charged, vendor information, quantities and description of items and cost. A purchase order will be created and sent to the vendor. Another copy will be received by the person requesting materials. When materials are received, the purchase order should be signed, dated and returned to the Accounts Payable Department at the ESC. The Accounts Payable Department will match the purchase order with the vendor’s invoice and generate payment. The invoice and/or proof of receipt are necessary paperwork for the business office.

PURCHASING CARDS

Administrators and administrative assistants have a Purchasing Card (P-Card) assigned to them, and each building has at least one generic card available for employee check out. These cards may be used anywhere Visa is accepted, and in place of a Purchase Order, or to pay for meals while traveling. When using the P-Card, please inform the cashier that the purchase is tax exempt. The cashier will require documentation to verify. The District’s sales tax exempt number is embossed on the front of the card. Please discuss the procedure used within your building, with the administrator or administrative assistant, prior to checking out a card. In all cases, when using the card, a detailed receipt must be turned in to your building’s administrative assistant. Any non-approved/non-documented purchases can and will be deducted from your next paycheck. The P-Card Manual is available on StAR.

SCHOOL MEALS

The District operates a school nutrition program. Employees are welcome to purchase school meals and can be purchased using cash at the serving line cashier.

SCHOOL PUBLICITY GUIDELINES AND NEWS MEDIA OUTREACH

The District welcomes news media coverage of school activities and events as well as student and staff achievements. When staff members have information or ideas for news media stories, they must utilize the Communications Department to connect with reporters or other members of the news media. Furthermore, any staff members who are contacted or approached by the news media are required to direct them to the Communications Department. Employees shall not speak on behalf of the school district or school without being designated by the Superintendent or Communications Department representative. Employees may decline the request of the Superintendent or Communications Department representative to be interviewed or photographed by the news media.

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STAFF MEETINGS & DEVELOPMENT

Staff meetings provide an opportunity for the communication of important school district information to be shared between administration and employees. Additional information detailing district staff meeting times and locations are emailed at least 30 minutes in advance of meetings.

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 a Supervisor.

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

TRANSPORTING OF STUDENTS BY EMPLOYEES

Students in the Council Bluffs Community School District shall be transported for school purposes on a school bus driven by a licensed school bus driver. When that is not practical, students may be transported by District employees in district-owned or personal vehicles to school activities or events in which the students are participants or to students’ home or other location designated in case of illness or other emergency situations. It is within the discretion of the Superintendent to determine when this is appropriate. Reasonable effort must be made to secure permission from the parents/guardians or designated emergency contact as provided by the parents/guardians of the students to be transported by District employees in district-owned or personal vehicles. District employees transporting students for school purposes must have proof of licensure, certification of insurance and relevant vehicle information. For more details, please refer to policy 528.

TRANSPORTING OF STUDENTS BY STUDENTS

Students may not use their personal vehicles for transportation to and from school classes, functions and activities during regular scheduled school hours. District transportation is provided for students during regular business hours and should be utilized by students. If a student would require an exception to this practice, the student’s parent/guardian must provide a signed permission slip prior to use of the student’s personal vehicle.

Additionally, if a student does provide a permission slip to drive his/her personal vehicle, they will not be allowed to transport another student without a signed permission slip from the passenger student’s parent/guardian. For more details, please refer to the permission slip.

VOLUNTEERS AND VISITORS IN DISTRICT BUILDINGS

District policy 903 outlines the process for allowing volunteers and visitors in school buildings. Volunteers, including parents attending school field trips, shall be pre-approved at least every two years, with the Board-approved protocols. Visitors to schools shall be approved by a building administrator. Staff and students are not permitted to bring visitors to school without prior approval of the building principal or immediate supervisor. Staff members are expected to report any unauthorized persons on school property to the building principal. Unauthorized persons are those other than building staff

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members or school administration. All visitors must display a visitor’s badge. If not, they need to be escorted back to the office to sign in.

WORK YEAR & SCHOOL HOURS

Work Day procedures ensure that students will begin and end their day at a consistent time. Supervisors determine work days based on individual needs of the building or department. Elementary Breakfast Breakfast times to be determined First Bell 8:45 a.m. (Students may enter building) Second Bell 8:55 a.m. (School officially begins) Monday Dismissal 2:05 p.m. Tuesday – Friday Dismissal 3:45 p.m. Middle School School Begins 7:30 a.m. Dismissal on Monday 12:50 p.m. Tuesday – Friday Dismissal 2:30 p.m. High School School Begins 8:10 a.m. Dismissal on Monday 1:30 p.m. Tuesday – Friday Dismissal 3:10 p.m.

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Human Resources

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.

CONFLICT OF INTEREST

Employees of the District shall not engage in any activity that conflicts with their job responsibilities. Employees are expected to use good judgment, adhere to high ethical standards and avoid situations that create an actual or perceived conflict between their personal interests and those of the District. Employees may not use proprietary and/or confidential information for personal gain or to the District’s detriment, nor may they use the District’s assets or labor for personal use.

It is the responsibility of each employee to be aware of an actual or potential conflict of interest, and to take the action necessary to eliminate such a conflict of interest. Should a conflict of interest arise, an employee should not participate in any action relating to the issue from which the conflict arose. Violation of this policy may lead to disciplinary action up to and including termination. For more details, review the Conflict of Interest policy, 403 .

COMPLAINT & CONCERN PROCEDURE

Employees who have a complaint or concern regarding district policies or procedures may address the situation in the follow manner: Level 1: Principal or Supervisor (Informal) If an employee feels a violation, misinterpretations, or misapplication of policies or procedures has occurred, he/she shall within fifteen (15) days of the incident, discuss the matter with the building principal or supervisor. The principal, supervisor or designee shall respond within five (5) school days in writing after presentation of the verbal complaint. Level 2: Principal or Supervisor (Formal) If a complaint or concern is not resolved in Level 1 and the employee wishes to appeal, the employee must submit a written request for reconsideration to the employee’s principal, supervisor or designee within five (5) school days of the denial. The appeal must include all relevant facts upon which the complaint or concern is based, the specific policy or procedure alleged to have been violated and the relief requested. The principal, supervisor or designee shall respond in writing within five (5) school days of receipt of the written appeal. *Level 3: Executive Director of Compliance & Employee Relations (Formal) If a complaint or concern is not resolved in Level 2 and the employee wishes to appeal, the employee must submit a written request for reconsideration to the Executive Director of Compliance & Employee Relations within five (5) school days of the appeal denial. The appeal must include all relevant facts upon which the complaint or concern is based, the specific policy or procedure alleged to have been violated and the relief requested. The Executive Director of Compliance & Employee Relations shall discuss the complaint or concern with the employee within ten (10) school days of the Level 3 appeal. The Executive

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Director of Compliance & Employee Relations shall respond within (5) school days in writing following such meeting. *If the complaint or concern is about one’s immediate supervisor or principal, please send a formal letter to the Executive Director of Human Resources who will forward the information the appropriate director or chief officer of elementary or secondary schools. Level 4: Superintendent of Schools (Formal) If a complaint or concern is not resolved in Level 3 and the employee wishes to appeal, the employee must within (5) school days submit a written request for reconsideration to the Superintendent of Schools or designee. The appeal must include all relevant facts upon which the complaint or concern is based, the specific policy or procedure alleged to have been violated and the relief requested. The Superintendent or designee shall indicate disposition of the complaint or concern in writing within ten (10) school days of receiving the appeal. The Superintendent’s decision shall be final.

This procedure does not waive the District’s right to employ certain employees as “at will” per Iowa law. Those employees may be subject to termination at any time for any reason or no reason. When there are other more specific complaint procedures to be followed for a particular matter, such complaints should be made under those procedures as applicable. For more details, review policy 412. For additional information, review the current CBEA agreement.

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 impeding, obstructing or failing to cooperate with the investigation and related procedures. For more details, review policy 405.

EMPLOYEE ARREST & CONVICTIONS

Employees are expected to perform their assigned jobs, respect and follow District policies, and obey the law. In the event that employees experience any arrests, the filing of any criminal charges, the filing of any charges relating to operating a motor vehicle while intoxicated, or the filing of any charges of child abuse, dependent adult abuse, or domestic abuse, they must notify the Executive Director of Human Resources within five calendar days. Notification to Human Resources must be made prior to the employee returning to work.

If the employee receives a criminal citation or a notification of charges during the summer months and the employee is not scheduled to be at work during that time period, a notification to Human Resources must be made within five calendar days of the date of the issuance of the criminal citation or the date of the receipt by the employee of the notification of charges.

Information relating to arrests, criminal charges, and abuse complaints shall be treated as confidential to the extent provided by law and maintained as part of the employee’s personnel file. Employees who do not notify the District as required by this policy will be subject to disciplinary action up to and including termination. Please refer to policy 431 for details.

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EMPLOYEE ASSIGNMENTS

Employees will be tentatively advised prior to the end of the school year, on the basis of information available, of their assignment for the next school year. Returning employees shall be advised in writing prior to the last individual contractual day of the school year of their general assignment. New employees shall be advised in writing at least two (2) weeks prior to the start of the school year of their general assignment. The giving of notice as herein provided shall not be construed in any way as a guarantee of employment and shall not preclude the reassignment of employees.

EMPLOYEE CONDUCT

The District has expectations for the behavior of all staff. Staff members are expected to be familiar with the pertinent policies and guidelines in the handbook. Additional expectations are written in the Board Policy Manual (most staff-related policies are in the 400 series) available on StAR.

EMPLOYEE DISCIPLINE

Employee violations of board policy and 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 District uses progressive discipline procedures to prevent undesirable employee behavioral issues. In most cases, the District will follow the steps below. However, the District may combine or skip steps depending on the facts of each situation and the nature of the offense.

Step One – Letter of Concern

The employee and the principal or immediate supervisor shall meet to bring attention to the existing conduct issue. The principal or immediate supervisor shall discuss the nature of the problem and clearly describe company policies and procedures. The principal or immediate supervisor shall document this meeting.

Step Two:

Part A – Letter of Reprimand: If the issue in Step One is not corrected, the employee and the principal or immediate supervisor shall meet to review the existing behavioral issue and any additional incidents. The principal or immediate supervisor shall outline the consequences for failing to meet conduct expectations to the employee.

Part B – Corrective Action: Employees in Step Two: Part A, above, shall be placed in an intensive assistance plan which outlines specific behaviors, actions, or milestones which must be completed in the established timeline to continue employment in the District.

The principal or immediate supervisor shall document the Step Two meetings and give a copy of the documentation to the employee. Prior to placing an employee on Step Two, consult with Human Resources. The original copy shall be placed in the employee’s personnel file.

Step Three – Recommendation for Termination of Employment

If the issue in Step Two is not corrected, the employee may be subject to the termination procedures as outlined in Iowa Code and in board policy. The principal or immediate supervisor will discuss the appropriate action with Human Resources.

Following are examples of offenses and disciplinary solutions that can be administered and should not be considered a complete listing:

Offenses that can result in disciplinary action include but are not limited to the following: ● Uncivil conduct

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● Tardiness ● Unauthorized or excessive absence from the employee’s job assignment ● Failure to maintain satisfactory and harmonious working relationships with the public or other employees ● Foul and abusive language ● Inefficiency, incompetence, or negligence in the performance of duties ● Careless, negligent, or improper use of property ● Unauthorized or improper use of any type of leave ● Unauthorized use of District equipment ● Failure to report to work without notification for a period of one or two days ● Sleeping on the job ● Failure to fully cooperate or provide truthful information in a District investigation

Offenses that may result in immediate discharge: ● Fighting ● Refusal to work ● Theft ● Willful destruction of property ● Gross misconduct unbecoming an employee ● Conviction of a felony charged by court of proper jurisdiction, provided the felony is relevant to the position ● Intentionally releasing confidential information without proper authority ● Falsifying reported time cards or inappropriately altering payroll information ● Interference in a District investigation or the intentional frustrating of District purposes and goals ● Indecent conduct or inappropriate conduct of a sexual nature ● Falsification, fraud, or omission of information in applying for a position or in completing job responsibilities ● Failure to report to work without notifying supervisor of an appropriate reason, for a period of three

consecutive days ● Failure or inability to complete a required training program that is a part of a job assignment ● Possession of a controlled substance ● Possession of weapons on District property ● Failure to obtain or maintain a current license or certificate required by law or organizational standards as

a condition of employment ● Violation of, or failure to comply with, an executive order or published rules and regulations of the District,

i.e. sexual harassment, hostile work environment harassment, Chapter 102 (student abuse), Chapter 103, discrimination, etc.

● Any other act which endangers the safety, health, or well-being of another person, or which is of sufficient magnitude that the consequences cause or act to cause disruption of work or gross discredit to the organization.

EMPLOYEE PERFORMANCE EVALUATIONS

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.

All Administrators, Standard, and Classified employees are to have an annual evaluation completed by June 30th. Evaluation forms can be found online, via StAR. Building principals and/or supervisors conducting the evaluations are to keep one copy for their employee file, and send one copy to Human Resources no later than July 1st.

For additional Licensed/Certified staff evaluation processes, see current CBEA agreement.

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EMPLOYEE PHYSICALS

All district employees are required to file with the Board a written medical report of physical examination by a licensed physician. This report shall be filed within six weeks of the date of employment. The Board or designee, at its discretion, will have the exclusive right to determine the nature and the provider of the physical examination. All employees shall be reimbursed up to a maximum of $35.00 toward the cost of the original physical examination upon employment. Actual reimbursement will be made after the employee has submitted a receipt from a licensed physician to Human Resources.

EMPLOYEE RECORDS

The District will maintain personnel records on employees. Employee health and medical records shall be kept in a record separate from the employee’s personnel records. Employee personnel records are District records and may be considered confidential records under the law and therefore may not be open to public inspection or accessibility.

Employees may have access to their personnel records, with the exception of letters of reference, and may copy items from their personnel records at a time mutually agreed upon between the Executive Director of Human Resources and the employee. The District may charge a reasonable fee for each copy made. For more details, review policy 411.

EMPLOYEE SEARCHES

Employees should have no expectation of privacy in their classrooms, desks, computers or other school district provided space or equipment. The District may look into these items when needed. Anything on the District’s computers, server, website, etc. and in school district files, etc. are considered a public record and open to public inspection. If the 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 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 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.

EMPLOYEE TRANSFERS

Assignments will be made by the Superintendent or designee and will be based on the needs of the District and the qualifications of staff members. Personnel will be assigned without regard to race, religion, creed, color, gender, marital status, citizenship, geographic location, socioeconomic status, national origin, ancestry, age, physical or mental disability, sexual orientation, gender identity or any other legally protected trait or characteristic.

The District reserves the right to fill vacancies with employees through voluntary or involuntary transfers.

VACANCIES shall be posted online for a minimum of five (5) business days. When filling a vacancy, the District will consider the applicant’s education, experience, previous evaluation, and years in the District. Final selection of the qualified candidate will be at the discretion of the District.

VOLUNTARY/INTERNAL TRANSFERS are when employees choose to apply for an open position. Employees must submit an online application to apply for a vacant position. Employees must be in their current position for a minimum of twelve (12) months before they are eligible to apply for a new position. If an employee has been in his or her positon for less than twelve (12) months, an exception can be made

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by the Executive Director of Human Resources after meeting with the employee and current supervisor. Certified-licensed employees cannot apply for a voluntary transfer for the subsequent year after May 15th of the current year.

INVOLUNTARY TRANSFERS of employees may be made by the District when transfers are necessary for the efficient operation of the District. When determining which employees will be transferred, the District will consider:

● The educational needs of the District ● The employee’s academic background ● The financial needs of the District ● The applicable laws, rules, and regulations, and ● The number of years the employee has worked for the District

Employees who are transferred will be notified, in writing, of the involuntary transfer and the reasons why at least 30 days before the transfer goes into effect. The employee may request a conference with the Superintendent or designee to discuss the reasons for transfer.

PARAEDUCATORS are allocated to individual students or classrooms, not a specific school. The allocation is determined by student enrollment and district need.

If a 1:1 student moves to another school within our district, the paraeducator is to follow the student.

If the student graduates or no longer attends school within our district, the 1:1 paraeducator position for the assigned student is eliminated.

If a paraeducator elects to not follow the student or the student is no longer enrolled in our district, the paraeducator can apply for a voluntary/internal transfer to an open paraeducator position, resign, or retire from his or her current assignment.

EMPLOYMENT VERIFICATION

The District will release requested information to an entity upon request by, or authorization of, a current or former employee made by a person who, in good faith, is believed to be a representative of the prospective employer of a current or former employee. A District employee who provides work related information about the current or former employee is immune from civil liability unless the District or its representative acted unreasonably in providing the work-related information.

Information appropriately released from the District may include, but is not limited to: positions held, performance evaluations, professional assessment of knowledge, skills and abilities, attendance record, criminal record, reason(s) for leaving employment, or other information pertinent to the position for which the individual applied. Review policy 417.

NEW EMPLOYEE ORIENTATION

Employees must know their roles and duties. New employees will participate in an orientation program. An employee’s immediate supervisor should provide the new employee with a review of the employee’s responsibilities and duties. Payroll procedures, employee benefit programs, and accompanying forms will be explained to the employee during new employee orientation, which is held every other Monday at the central office.

NEPOTISM & PERSONAL RELATIONSHIPS

More than one individual in a family may be an employee of the District. As with all employees, the employment of more than one individual in a family is a decision made on the basis of the individual’s

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qualifications, credentials and records. Favoritism or other preferential treatment with regard to the employment of more than one individual in a family is strictly prohibited. In order to avoid conflicts of interest in the supervision and evaluation of employees, at no time may any administrator or supervisor be directly responsible for the assignment of duties, supervision and/or evaluation of any employee who is related to the administrator or supervisor within the third degree by birth or marriage.

Similarly, romantic relationships between an employee and another employee may compromise or create a perception that compromises the ability of both individuals to effectively perform their jobs, and therefore romantic relationships between an employee and any administrator or supervisor directly responsible for the assignment of duties, supervision and/or evaluation of the employee are prohibited.

When such a family relationship or romantic relationship prohibited by this policy is established after an individual has been employed in the District, a transfer may be effected as soon as practical or other action may be taken as deemed necessary to ensure a productive work environment. In situations involving a family or romantic relationship between employees that is not prohibited by this policy, the District reserves the right to take personnel action as deemed necessary to ensure a productive work environment, to the same extent it does with all employees. Review policy 403.

PROBATIONARY STATUS

The first three years of a newly licensed/certified 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/certified employees who have successfully completed a probationary period in a previous Iowa school district will serve a two-year probationary period.

Non-licensed staff members or administrative employees shall be considered in a probationary period for the first ninety (90) days of continuous service, after which seniority will date back to the date of hire. Probationary employees may be released from their assignment for any reason during the probationary period.

PUBLIC COMPLAINTS ABOUT AN EMPLOYEE

The Board of Directors recognizes that situations may arise in the operation of the District which are of concern to parents or members of the public. An attempt should be made to resolve concerns at the level of decision-making closest to the matter of concern. It is the responsibility of employees of the District to consider and respond to the questions of parents and members of the public. When there are other, more specific, complaint procedures to be followed for a particular matter, such complaints will be addressed under those procedures outlined in Administrative Regulation 909.1, rather than pursuant to this policy. Review policy 909.

REDUCTION IN FORCE

The board has the exclusive authority to determine the appropriate number of employees. A reduction of employees may occur as a result of, but not be limited to, changes in the education program, staff realignment, changes in the size or nature of the student population, financial considerations and other reasons deemed relevant by the board.

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RESIGNATION

Any staff member who wishes to resign shall submit his/her resignation in writing to the applicable supervisor and Human Resources Department. As a professional courtesy, the District requests a minimum of a 2-week notice when possible.

ADMINISTRATOR or LICENSED/CERTIFIED STAFF: Release from a contract may be made contingent upon finding a suitable replacement. Employees requesting release from a signed contract before it expires may be required to pay the cost incurred to locate and hire a suitable replacement. Upon written mutual agreement between the employee and the superintendent, the costs may be deducted from the employee's salary. When required, payment of these costs will be a condition for release from the contract. Failure to pay these expenses when required may result in the District filing a cause of action in small claims court against the employee.

Any resignation for an ensuing school year shall be accepted without question if submitted prior to issuance of continuing contract or within 21 days of issuance of a continuing contract. Resignations of this nature will be accepted by the Board.

RETIREMENT

Employees who will complete their current contract with the board may apply for retirement. Any retirement request for an ensuing school year shall be accepted without question if submitted prior to issuance of continuing contract or within 21 days of issuance of a continuing contract. Retirements of this nature will be accepted by the board.

No employee will be required to retire at a specific age. Any employee who plans to retire shall concurrently submit his/her resignation to the School Board and his/her application to IPERS for benefits. Employees are encouraged to submit the resignation and application form at least 90 days in advance of the retirement date to ensure their retirement check is issued the month following the last month of service with the District.

An employee upon retirement shall have the option of receiving all of his/her earned, contracted salary less authorized deductions on their next scheduled payday.

Board action to approve an employee’s application for retirement is final and such action constitutes nonrenewal of the employee’s contract for the next school year.

SUSPENSION OF PERSONNEL

Employees shall perform their assigned jobs, follow Board policy and obey the law. The Superintendent is authorized to suspend an employee pending Board action on a discharge for investigation of charges against the employee. The Superintendent is also authorized to suspend any employee for disciplinary purposes. It shall be within the discretion of the Superintendent to suspend an employee with or without pay; however, a licensed employee shall not be suspended without pay for disciplinary purposes if a discharge proceeding has been initiated. In the event of a suspension, due process procedures shall be followed as may be required by applicable law.

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Conduct in the Workplace

ABUSE OF STUDENTS BY A SCHOOL DISTRICT EMPLOYEE

School district employees are encouraged to create professional relationships with students 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 up to and including termination.

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. For more details, please refer to policy 406.

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. Employees are required to be mandatory reporters, reporting alleged incidents of child abuse they become aware of within the scope of their professional duties.

When a mandatory reporter suspects a student is the victim of child abuse, the mandatory reporter shall 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 shall 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 five years. The course will be re-taken at least every five years.

District employees have legal and moral responsibility to report all suspected cases of child abuse/neglect. When you have reason to believe that a child has been abused or neglected you must report that information to the Department of Human Services at 712-328-4875. Once a report is filed, Iowa law restricts discussion about the report with anyone other than an employee of the Department of Human Services. For more details, please refer to policy 519 or 519.1.

CORPORAL PUNISHMENT, RESTRAINT & DETAINING STUDENTS

All employees shall be trained annually regarding the definition of corporal punishment, reasonable physical force, physical restraint and physical confinement as outlined in Chapter 103 of the Iowa Administrative Code. Corporal punishment is defined as the intentional physical punishment of a student and is prohibited. It includes the use of unreasonable or unnecessary physical force or physical contact made with the intent to harm or cause pain.

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● Reasonable physical force should be commensurate with the circumstances of the situation. ● Physical restraint is defined as the application of physical force that reduces or restricts a student’s ability

to move his or her arms, legs or head freely. ● Physical restraint shall only be performed by a staff member that is CPI certified unless the student is in

imminent danger. ● Physical restraint shall be consistent with the approved CPI methods. This does not include temporary

holding to assist an individual with daily living activities. ● Physical seclusion is defined as seclusion of a student in a time out room whether within or outside a

classroom from which the student’s egress is restricted. This does not include time out at a desk, in a corner, at the back of the class, in the hall, before or after school detention, or typical in school suspension arrangements.

Reports of physical restraint or physical seclusion must be completed and submitted to the office of Special Education at the Educational Service Center. For more details, please refer to policy 511.2.

EMPLOYEE OUTSIDE EMPLOYMENT

Employees shall not engage outside employment or an activity that involves any of the following conduct: ● Use of the District's time, facilities, equipment, and supplies or the use of the District's badge,

uniform, business card, or other evidences of office or employment to give the person or member of the person'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.

● Receipt of, promise of, or acceptance of money or other consideration by the person, or a member of the person's immediate family, from anyone other than the District for the performance of any act that the person would be required or expected to perform as a part of the person's regular duties or during the hours in which the person performs service or work for the District.

● Employees engaging in such conduct shall take the appropriate action as required by law, which may include immediately ceasing the outside employment or activity, or publicly disclosing the existence of the conflict and refraining from taking any official action or performing any official duty that would detrimentally affect or create a benefit for the outside employment or activity. Please refer to policy for details, 403 & 403.1.

EMPLOYEE POLITICAL ACTIVITY

Employees may participate in political activities of their choosing during non-work hours off District property. Employees may attend political events, which are open to the public, occurring on District property.

The time and effort directed toward political participation must not detract from assigned duties, and the classroom must not be used as a forum to further a partisan political cause. Employees are prohibited from soliciting other employees for political purposes during work hours.

Engaging in prohibited political activities may be grounds for disciplinary action, up to and including termination. Please refer to policy for details.

EMPLOYEE USE OF CELLPHONES, TELEPHONES & VOICEMAIL

Telephones are made available throughout the building for use relating to school business. It is expected that telephone use for personal reasons will only take place during breaks and non-instructional periods. Non-emergency calls of a non-business nature will not be forwarded to classrooms during normal

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instructional time. Staff members are responsible for all costs related to long-distance calls made for personal use.

Phone messages from parents and/or others will be put in your voicemail or inbox unless there is an emergency situation. You are expected to return parent phone calls within 24 hours. Phone calls will not be put through to your classroom during the school day unless you are on a planning period and have indicated a phone call is expected. Use of personal cell phones for personal business is restricted to “non-instructional” times before or after school, or during free lunch periods.

Failure to follow this guideline will result in disciplinary action, up to and including termination.

FAILURE TO COMPLETE REPORTS

In order to have the school district function in an efficient manner, all employees are expected to meet deadlines for all assigned paper or electronic reports, including but not limited to: time sheets, grade reports, student records, Individualized Education Plan (IEP) documentation and testing results. Failure to meet the required deadlines may result in disciplinary action.

FIGHTING

Any verbal or physical altercations between or among employees or others will not be tolerated and may subject the employee(s) to disciplinary action, up to and including termination.

FRAUD/UNLAWFUL GAIN

Any deliberate deception which secures an employee unfair or unlawful gain will be grounds for discipline and may be turned over to law enforcement. The school district will also file a complaint with the Iowa Board of Educational Examiners as a violation of the employee’s Code of Ethics and the District will also petition for license revocation.

GIFT/HONORARIUM TO EMPLOYEES

The Board of Directors understands the desire of students, parents/guardians and others to show appreciation of an employee. Rather than presenting a gift to an employee, the Board encourages the writing of a letter to express gratitude and appreciation or the donation of a gift which will benefit the District.

As defined in Policy 404, employees shall not, either directly or indirectly, solicit, accept or receive a gift, series of gifts or an honorarium. If an employee is unsure if they can accept a gift they must verify with supervisor prior to accepting gift. An employee who violates this policy may be subject to disciplinary action.

INSUBORDINATION

Insubordination, disobedience, failure or refusal to follow the written or oral instructions of supervisory authority or to carry out work assignments will not be tolerated. Insubordination will result in discipline, up to and including termination.

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NEGLECT OF DUTIES

All employees are mindful that students are not to be left unattended and employees should not place themselves in any position where student safety may be compromised or neglect of duty could be claimed. Employees in a supervisory role needing to leave an area where students are present must ensure another adult is present before leaving.

OFFENSIVE OR ABUSIVE LANGUAGE

Threatening, intimidating, or using abusive and profane language by school district employees towards others, including derogatory slurs, will not be tolerated. Violation will incur discipline, up to and including termination.

PERFORMING UNAUTHORIZED WORK WHILE ON DUTY

All district employees are prohibited from performing unauthorized work while on duty. Doing so could result in discipline, up to and including termination.

PROFESSIONAL APPEARANCE

All employees of the Council Bluffs Community School District are expected to model appropriate dress for the school setting. All employees will maintain a clean and professional appearance at all times. Clothing should be clean and free of rips, tears and stains. Employee dress guidelines are designed to align with the expectations for student dress, and therefore all staff shall comply with the employee dress code guidelines as identified in Policy 430.1.

PROFESSIONAL BEHAVIOR

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 Examiner’s (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 classified employees, except coaches, are not subject to the BOEE Code of Ethics, it is good guidance for all employees and recommended reading for classified employees as well. For a copy of the ethics code, please visit www.boee.iowa.gov/doc/ethHndot.pdf.

THEFT

All thefts should be reported immediately to a principal or supervisor. Any employee found to be involved in theft of the District’s or another person’s property will result in appropriate discipline, up to and including termination.

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USE OF SCHOOL EQUIPMENT

The District attempts to maintain equipment and supplies which permit work to be accomplished in the most efficient and effective manner possible. While employees are encouraged to use these items, it is important to understand that they are school district property only to be used for conducting school district business.

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Workplace Health, Safety & Security

ANTI-BULLYING & ANTI-HARASSMENT

In accordance with Policy 513, 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 shall not engage in bullying or harassing behavior in school, on school property or at any school function or school-sponsored activity.

EMPLOYEE AND STUDENT SAFETY

The District shall provide an environment in which all reasonable precautions have been taken to ensure the safety of students, employees and visitors. A District Emergency Management Plan shall be developed and updated annually to guide the planning and response to potential threats against the health and safety of students, employees and visitors. For additional details, refer to Policy 522.

Staff responsibilities for safety include but are not limited to:

Knowing the Emergency Operations Plan

Knowing his/ her role in the plan

Immediately reporting any suspicious activity in or outside the school

Follow the school’s recommendations to secure the building: wear name badge, secure doorways and windows, and question those that are not staff and not wearing proper identification.

GUIDELINES FOR FOOD IN THE SCHOOLS

In the ongoing effort to ensure the health and safety of our students and staff, the District has guidelines for the food children are allowed to eat in the classroom. This is an expansion of the work the District has done with the Council Bluffs Public Health Department to comply with safe food regulations to help prevent food-related illness in all our public arenas. To make this possible, we are asking for parents and staff to help in following these guidelines:

Food guidelines for parents: ● If parents send snacks for their child’s classroom, the child may bring only commercially-produced food from an

establishment licensed to sell food by a health department. ● As a general rule of thumb, food that is individually wrapped is best. ● Examples of safe snacks include cupcakes or other goods prepared by a grocery store bakery, individual cups of

pudding or ice cream, juice boxes, and an unopened bag or box of store-bought cookies. ● Fruits and vegetables that are washed under running water are also good choices. ● Parents should ask their child not to trade or share food with others.

School Employee role: ● Strongly encourage all students to wash hands with soap and warm water prior to eating. ● Ensure that all eating surfaces are cleaned and sanitized. ● Require an adult who has washed his or her hands and is wearing serving gloves to serve the food by placing it

on a napkin or paper towel.

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● Remind children not to share or trade food with others. ● Classroom food preparation is routinely allowed in Family Consumer Science. Other classroom food preparation

activities must be approved by building administrators.

For additional information, please refer to policy 522.2.

INCLEMENT WEATHER OR EMERGENCY CLOSINGS

In the event of snow, ice or severe weather, the District will utilize a variety of communications vehicles to notify of school delays or closures. This includes local news media, Facebook, Twitter, staff email, and the School Messenger automated calling system. Each school or department maintains a list of preferred contact phone numbers of staff members for emergency notifications.

Once school is in session, the school day will be completed if possible. If weather is bad and schools are open, principals will respect a parent’s decision not to send children to school for safety reasons. However, students are expected to make up any work missed. If the decision is made to cancel classes or dismiss early, radio and television stations are notified immediately. Kids & Company will make every effort to remain open during snow days even though school may be cancelled.

MEDICATION ADMINISTRATION

The supervision of any medication distribution to students shall 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 517.

SAFE SCHOOLS ONLINE TRAINING

Employees are required to complete all online safe schools training within the established timeline.

SMOKE & TOBACCO-FREE WORKPLACE

The District is committed to providing a safe and healthy workplace and to promoting the health and well-being 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. Please review policy 904 for more details.

STAFF IDENTIFICATION BADGES

All employees are required to prominently display a District-issued picture identification badge on their person at all times. Employees will be able to obtain a badge at the Education Service Center. Lost badges should be immediately reported to Human Resources. Badges will be replaced at no cost for employees due to normal wear at no cost. If an employee loses or misplaces a badge a $10.00 fee will be imposed by the District for replacement.

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STAFF HEALTH & SAFETY

The District may require an employee to submit to fitness-for-duty examinations in certain circumstances, including but not limited to the following: (1) when absence from work due to illness, injury, impairment or physical or mental condition has occurred and there is a need to confirm the employee is able to resume work; (2) if there is a reasonable belief that the employee is unable to perform the essential functions of the job; or (3) if there is a reasonable belief that the employee poses a direct threat to the employee or others because of a health condition. A direct threat occurs when an individual poses a significant risk of substantial harm to the health and safety of himself/herself or others, and the risk cannot be eliminated or reduced below the direct threat level through reasonable accommodations.

The Board shall make reasonable provisions for maintaining safe working conditions for employees during the hours of employment, and it will expect employees to follow all established safety rules and regulations. For additional details, please refer to policy 522.

STANDARD RESPONSE PROTOCOL FOR EMERGENCY RESPONSE

The Standard Response Protocol is implemented in the Council Bluffs Schools. This protocol provides training and resources for staff and students to respond appropriately to emergency situations. These responses include a lockout for potentially disruptive situations outside of the school, lockdown for potentially disruptive situations inside the school, evacuation for potentially dangerous situations inside the school, shelter for moving to a safer location within the building, and hold for being able to navigate the school without disruption. Each school conducts emergency drills. At the beginning of each school year, teachers notify students of the procedures to follow in the event of a drill. Emergency procedures and proper exit areas are posted in all rooms. All students are required to participate in these drills for everyone’s safety, and are expected to remain quiet and orderly during a drill or an emergency. Employees are expected to participate in drills and assist others appropriately during events. For additional details, refer to policy 522.1.

SUBSTANCE-FREE WORKPLACE

It is the intent and obligation of the Board of Directors to provide a substance-free work environment. No employee engaged in work for the District shall unlawfully manufacture, distribute, dispense, possess, or use or be under the influence of, in the workplace, any illegal or other controlled substance or alcoholic beverage as defined by federal or state law. Medications used appropriately and as legally prescribed by a physician are exempt from this policy.

The District also retains the right to require employees to submit to testing for the presence of alcohol or illegal substances in their systems based on reasonable suspicion that this policy has been violated. The District reserves the right and authority to discipline any employee for violation of this policy even without testing. An employee who violates the terms of this policy may be subject to discipline up to and including termination and/or may be required to satisfactorily participate in an approved substance abuse assistance or rehabilitation program at the employee’s expense. Please review policy 410 and 410.1 for more details.

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SUPERVISION OF STUDENTS

Students should never be left unsupervised in the building or on the school grounds during the school day. Students should always be visible and within a reasonable distance from where a supervisory employee is physically located. Students should never be left alone, regardless of time length.

THREATS OF VIOLENCE

All reports of threats or violence must be reported to a building principal or supervisor immediately. If there is an immediate risk of safety, staff should notify the police or sheriff department.

WEAPONS AND DANGEROUS OBJECTS

Possession of a dangerous object, weapon, or ammunition on school grounds is prohibited. A dangerous object and/or weapon shall be defined as any object designed to cause bodily harm or used in such a manner to indicate an intent to cause bodily harm. Examples of prohibited weapons and dangerous objects include: any “dangerous weapon” as may be defined by state law, firearms (including those that may be included within the definition of a “firearm” under state or federal law), hunting rifles, knives, chains, clubs, nunchaku (nunchucks), stars, bombs, grenades, mines, stun guns, brass knuckles, and fireworks and other explosives and gas repellant.

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ACKNOWLEDGEMENT OF ACCESS TO

HANDBOOK & BOARD POLICIES COUNCIL BLUFFS COMMUNITY SCHOOL DISTRICT Upon review of the handbook document (considered one of the mandatory trainings within SafeSchools) and checking the completed box, staff is considered to be in compliance having reviewed and understood the contents. I acknowledge that I have received or can access a copy of the Council Bluffs Community School District’s Employee Handbook available at www.cb-schools.org. I understand the Employee Handbook contains important information about the District and my role, responsibilities, and duties as an employee. I acknowledge I am expected to be familiar with the contents. I also understand that I should consult Human Resources with any questions I have about the contents of the Employee Handbook or any questions that I feel were not addressed. I understand that the Employee Handbook is a general source of information and may not include every possible situation that may arise. I acknowledge that the Employee Handbook is not intended, and does not constitute a contract between the District and any one or all of its employees.

_____________________________________________________________________________________ Employee’s Name (print) __________________________________________________ ______________________ Employee’s Signature Date

TO BE PLACED IN EMPLOYEE’S PERSONNEL FILE – COPY PROVIDED TO EMPLOYEE