The Spirit Lake Community School District shall provide equal opportunity to all employees and applicants for employment in accordance with applicable equal employment opportunity and affirmative action laws directives and regulations of federal, state and local governing bodies. The school district shall take affirmative action in recruitment, appointment, assignment and advancement of women, minorities and the disabled. Employees will be given notice of this policy annually.
Individuals who file an application with the school district will be given consideration for employment if they meet or exceed the qualifications set by the board, administration, and Iowa Department of Education for the position for which they apply. In employing school district personnel, the board will consider the qualifications, credentials, and records of the applicants without regard to race, color, creed, sex, national origin, religion, age (except for students), marital status, socioeconomic status, sexual orientation, ,gender, gender identity or disability. In keeping with the law, the board will consider the veteran status of applicants.
Prior to a final offer of employment for any teaching position the school district will perform the background checks required by law. The district may determine on a case-by-case basis that, based on the duties, other positions within the district will also require background checks. Based upon the results of the background checks, the school district will determine whether an offer will be extended. If the candidate is a teacher who has an initial license from the BOEE, then the requirement for a background check is waived.
Advertisements and notices for vacancies within the district will contain the following statement: "The Spirit Lake Community School District is an Equal Employment Opportunity/Affirmative Action employer." The statement will also appear on application forms.
Employees or applicants for employment having inquiries regarding compliance with equal employment opportunity and affirmative action are directed to contact:
Affirmative Action Coordinator,
Spirit Lake Community School District,
2701 Hill Avenue
Spirit Lake, Iowa 51360
Telephone Number: 712-336-2820.
Inquiries may also be directed in writing to the Iowa Civil Rights Department or to the Director of the Region VII Office of Civil Rights, Department of Education, Kansas City, Missouri. Such inquiry or complaint to the state or federal office may be done instead of, or in addition to, an inquiry or complaint at the local level.
Further information and copies of the procedures for filing a complaint are available in the school's district office.
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Approved: 6/12/89 |
Reviewed: 2/9/09 |
Revised: 4/8/13; 10/14/19; 10/9/23 |
The Spirit Lake Community School District is an Equal Opportunity Employer without regard to age (except for students), sex, gender, sexual orientation, gender identity, marital status, socioeconomic status, disability, race, national origin, color, religion, and creed.
All employment decisions will be made in accordance with these principles. All employment related programs will be administered in a manner consistent with these principles. No employee or applicant shall suffer any form of discrimination because of age (except for students), sex, gender, sexual orientation, gender identity, marital status, socioeconomic status, disability, race, national origin, color, religion, and creed.
To ensure awareness by all levels of the administration, all employees, all students, educational agencies, vendors with which the District works and the community, the District will disseminate information as detailed below.
A. Dissemination of Policy
1. Employees will be reminded annually of the District’s Equal Employment Opportunity Policy (“EEO Policy”) by:
a. Description of the EEO Policy by publication or reference in all issuances or re-issuances of personnel handbooks.
b. Where applicable, detailed discussions of the EEO Policy at administrative conferences and staff meetings.
c. Posting of the EEO Policy on the District’s website.
2. Employment advertisements will contain assurance of equal employment Opportunity.
3. Employment sources and recruiting sources where jobs are posted and/or listed by the District will be reminded of the District’s EEO Policy, both verbally and in writing.
4. Notices informing employees and applicants of their rights under federal and state civil rights laws will be posted on bulletin boards and in locations where applicants are interviewed.
B. Responsibility for Implementing the Affirmative Action Plan and Program
1. The Spirit Lake Community School District is responsible for implementing the Affirmative Action Plan and Program and will render full assistance and support for those seeking help and assistance in taking affirmative action.
C. Recruiting
1. Additional emphasis will be given to seeking and encouraging applicants from minority groups, women's groups and the disabled where such applicants with the necessary qualifications or potentials are available.
D. Training
1. All training and in-service programs supported or sponsored by the District will continue to be equally open to all employees on the basis of qualifications.
E. Hiring, Placement, Transfer, Lay-Off and Recall
1. The District recognizes that to accomplish the long-range objectives of its Equal Employment Opportunity policy, continued affirmative action must be taken to ensure that job opportunities of all kinds are called to the specific attention of members of minority groups, women and the disabled, and that qualified members of such groups should be offered positions on the same basis as all other applicants or employees. To assure achievement of the objectives, the District will periodically review its practices of hiring job applicants.
F. Compensation
1. All employees will receive compensation in accordance with the same standards. Opportunities for performing overtime work or otherwise earning increased compensation will be afforded to all qualified employees without discrimination based on age (except for students), sex, gender, sexual orientation, gender identity, marital status, socioeconomic status, disability, race, national origin, color, religion, and creed.
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Approved: 4/8/13 |
Reviewed: |
Revised: 8/8/16; 10/14/19 |
Employees of the District and applicants for employment with the District have the right to file a formal complaint alleging non-compliance with federal and state regulations requiring non- discrimination in employment.
Level One- Principal or Immediate Supervisor
Individuals with a grievance of discrimination on the basis of gender, sex, race, national origin, disability, religion, creed, sexual orientation, gender identity or age may first discuss it with their principal/designee or immediate supervisor, with the goal of resolving the matter informally. An applicant for employment with a complaint of discrimination on the basis of gender, sex, race, national origin, disability, religion, creed, sexual orientation, gender identity, or age may discuss it with the instructor, counselor, supervisor, department chairperson, building administrator, or personnel contact person involved.
Level Two- The Affirmative Action Coordinator
If the grievance is not resolved at level one and the grievant wishes to pursue the grievance, he or she may formalize it by filing a complaint in writing a Grievance Filing Form which may be obtained from the Affirmative Action Coordinator.
The complaint shall state the date filed, the name of complainant, home address, home and work phone number, the nature of the grievance, the date the alleged violation occurred, the remedy requested, and the signature of the complainant. The filing of the formal, written complaint at level two must be within fifteen (15) working days from the date of the event giving rise to the grievance or from the date the grievant could reasonably become aware of such occurrence. The grievant may request that a meeting concerning the complaint be held with the affirmative action coordinator.
The affirmative action coordinator shall investigate the complaint and attempt to resolve it. A written report from the affirmative action coordinator regarding action taken will be sent within fifteen (15) working days after receipt of the complaint.
Level Three- Superintendent
If the complaint is not resolved at level two, the grievant may process the complaint to level three by presenting a written appeal to the superintendent/designee within five (5) working days after the grievant receives the report from the affirmative action coordinator. The grievant may request a meeting with the superintendent/designee. The superintendent/designee has the option of meeting with the grievant to discuss the appeal. A decision will be rendered by the superintendent/designee within ten (10) working days after receipt of the written appeal. If, in cases of disability grievances at the elementary and secondary level, the issue is not resolved through the grievance process, the parents have a right to an impartial hearing to resolve the issue
This procedure in no way denies the right of the grievant to file formal complaints with the Iowa Civil Rights Commission, the United States Department of Education Office for Civil Rights or Office of Special Education Programs, the Equal Employment Opportunity Commission or the Iowa Department of Education for mediation or rectification of civil rights grievances, or to seek private counsel for complaints alleging discrimination.
Level Four- Appeal to Board
If the grievant is not satisfied with the Superintendent’s decision, the grievant can file an appeal with the Board within five (5) working days of the decision. It is within the discretion of the Board to determine whether it will hear the appeal.
The Compliance Officer is:
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Name |
Ashley Weber |
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Title |
Director of Business and Finance |
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Location |
District Office |
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Telephone Number |
712-336-2820 Ext 3060 |
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Office Hours |
8 a.m. – 4 p.m. |
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Approved: 4/8/13 |
Reviewed: 8/8/2016; 10/14/19 |
Revised:8/8/2016; 8/12/19 |