The following information will be released to an entity with whom an employee has applied for credit or has obtained credit: title of position, income, and number of years employed. This information will be released without prior written notice to the employee. Confidential information about the employee will be released to an inquiring creditor with a written authorization from the employee.
It is the responsibility of the Board Secretary to respond to inquiries from creditors.
|
Approved: 2/9/09 |
Reviewed: |
Revised: 4/8/13; 1014/19; 6/9/25 |
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. All licensed school employees, teachers, coaches, and paraeducators and all school employees 18 years of age or older are mandatory reporters as provided by law to report 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 will report to the Iowa Department of Human Services24 hours of becoming aware of the abusive incident. If the mandatory reporter believes the child is in immediate danger, the local law enforcement agency will also be notified. Within forty-eight hours of the oral report, the mandatory reporter will file a written report with the Iowa Department of Human Services.
Within six months of their initial employment, mandatory reporters will take a training course involving the identification and reporting of child abuse , or submit evidence they have taken the course within the previous three years. Once the training course has been taken, the certificate will remain valid for three years. Employees who have taken the two-hour training course will take the one-hour follow-up training course every three years and prior to the expiration of their certificate.
-----------------------------------------------------------------------------------------------------------
|
Approved: 11/13/78 |
Reviewed: |
Revised: 2/9/09, 4/8/13; 10/14/19 6/9/25 |
Iowa law requires district personnel who are mandatory reporters to report to the Iowa Department of Human Services instances of suspected child abuse which they become aware of within the scope of their professional duties.
The law further specifies that an employee who is a mandatory reporter who knowingly or willfully fails to report a suspected case of child abuse is guilty of a simple misdemeanor and that the licensed employee may be subject to civil liability for damages caused by the failure to report.
Iowa law provides that employees participating in good faith in the making of a report or in a judicial proceeding that may result from the report are immune from civil or criminal liability.
Child Abuse Defined
“Child abuse” is defined under Iowa law as:
home with a child, as a result of the acts or omissions of a person responsible for the care of the child.
Teachers in public school are not “persons responsible for the care of the child,” under this definition. However, a teacher who abuses a child is subject to civil, criminal, and professional sanctions.
Reporting Procedures
Employees who are mandatory reporters are required to report, either orally or in writing, within twenty-four (24) hours to the Iowa Department of Human Services when, within the scope of their professional duties, the employee reasonably believes a child has suffered from abuse. Within forty-eight (48) hours of an oral report, a written report must be filed with the Iowa Department of Human Services.
Each report should contain as much of the following information as can be obtained within the time limit; however, Iowa law specifies a report will be considered valid even if it does not contain all of the following information:
• name, age, and address of the child;
• name and address of parent(s), guardian(s) or other person(s) believed to be responsible for the care of the child;
• the child’s present whereabouts if different from the parent(s), guardian(s) or other person(s) legally responsible for the child;
• description of injuries, including evidence of previous injuries;
• name, age, and condition of other children in the same home;
• any other information considered helpful; and
• name and address of the person making the report.
It is not the responsibility of employees to prove that a child has been abused or neglected. Employees should not take it upon themselves to investigate the case or contact the family of the child. The Iowa Department of Human Services is responsible to investigate any incident of alleged abuse.
-----------------------------------------------------------------------------------------------------------
|
Approved: 4/8/13 |
Reviewed: 10/14/19 |
Revised: 6/9/25 |
It is the policy of the district that school employees not commit acts of physical or sexual abuse, including inappropriate and intentional sexual behavior, toward students. Physical or sexual abuse of students, including inappropriate and intentional sexual behavior, by employees will not be tolerated. The definition of employees for the purpose of this policy includes not only those who work for pay but also those who are volunteers of the school district under the direction and control of the school district. Employees found in violation of this policy will be subject to disciplinary action up to and including discharge.
The school district will respond promptly to allegations of abuse of students by school district employees by investigating or arranging for the investigation of an allegation. The processing of a complaint or allegation will be handled confidentially to the maximum extent possible. Employees are required to assist in the investigation when requested to provide information and to maintain the confidentiality of the reporting and investigation process.
The school district has appointed a Level I investigator and alternate Level I investigator. The school district has also arranged for a trained, experienced professional to serve as the Level II investigator. The Level I investigator and alternate will be provided training in the conducting of an investigation at the expense of the school district. The names of the investigators are listed in the student handbook published annually and posted in all school facilities.
The Superintendent, or a designee of the Superintendent, is responsible for drafting regulations in accordance with the rules adopted by the Iowa Department of Education to implement this policy .
------------------------------------------------------------------------------------------------------------
|
Approved: 1/9/90 |
Reviewed: 10/14/19 |
Revised: 2/9/09; 4/8/13; 9/9/19; 6/9/25 |
Please complete the following as fully as possible. If you need assistance, contact the Level I investigator in your school.
Student's name and address: ______________________________________________________
______________________________________________________
Student's telephone no.: _________________________________________________________
Student's school: ______________________________________________________________
Name and place of employment of employee accused of abusing student:
______________________________________________________________________________
______________________________________________________________________________
Allegation is of ______ Physical abuse ______Sexual abuse*
Please describe what happened. Include the date, time and where the incident took place, if known. If physical abuse is alleged, also state the nature of the student's injury:
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Were there any witnesses to the incident or are there students or persons who may have information about this incident? ______ yes ______ no
If yes, please list by name, if known, or classification (for example "third grade class," "fourth period geometry class"):
______________________________________________________________________________
*Parents of children who are in pre-kindergarten through sixth grade and whose children are the alleged victims of or witnesses to sexual abuse have the right to see and hear any interviews of their children in this investigation. Please indicate "yes" if the parent/guardian wishes to exercise this right:
______ yes ______ no Telephone Number _________________________
Has any professional person examined or treated the student as a result of the incident?
______ yes ______ no ______ unknown
If yes, please provide the name and address of the professional(s) and the date(s) of examination or treatment, if known
______________________________________________________________________________
______________________________________________________________________________
Has anyone contacted law enforcement about this incident? ______ yes ______ no
Please provide any additional information you have which would be helpful to the investigator. Attach additional pages if needed.
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Your name, address and telephone number:
______________________________________________________________________________
______________________________________________________________________________
Relationship to student: __________________________________________________________
Complainant Signature ___________________________________________________________
Witness Signature _____________________________________________________________
Date _____________________ Witness Name (please print)____________________________
Witness Address _______________________________________________________________
Be advised that you have the right to contact the police or sheriff's office, the county attorney, a private attorney, or the State Board of Educational Examiners (if the accused is a licensed employee) for investigation of this incident. The filing of this report does not deny you that opportunity.
You will receive a copy of this report (if you are the named student's parent or guardian) and a copy of the Investigator's Report within fifteen calendar days of filing this report unless the investigation is turned over to law enforcement.
------------------------------------------------------------------------------------------------------------
|
Adopted: 2/9/09 |
Reviewed: 10/14/19 |
Revised: 4/8/13; 6/9/25 |
Student's name: ________________________________________________________________
Student's age: _________________________ Student's grade:___________________________
Student's address: _______________________________________________________________
Student's school: _______________________________________________________________
Name of accused school employee: ____________________________ Building: ____________
Name and address of person filing report:
______________________________________________________________________________
Name and address of student's parent or guardian, if different from person filing report:
______________________________________________________________________________
Date report of abuse was filed: _____________________________________________________
Allegation is of ________ Physical abuse ________ Sexual abuse*
Describe the nature, extent and cause of the student's injury, if any and if known: (Attach additional pages if needed).
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
Describe your investigation: Attach additional pages if needed. (Please do not use student witnesses' full names.
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
*Were parent(s) or guardian(s) advised of their right to see and hear any interview of their pre-kindergarten through
sixth grade children who are alleged victims of or a witness in a sexual abuse investigation?
________Yes ________ No Was the right exercised? ________Yes ________ No
Were audio tapes made of any interviews? _______yes ________no
Were video tapes made of any interviews? _______yes _______no
Was any action taken to protect the student during/as a result of the investigation?
_______ yes ________ no
If yes, describe:
________student excused from school ________school employee placed on leave
________student assigned to different class ________other (please specify)
Level I investigator's conclusions:
_____ The complaint is being dismissed for lack of jurisdiction.
_____ Physical abuse was alleged, but no allegation of injury was made.
_____ Physical abuse was alleged, but no evidence of physical injury exists and the nature
of the alleged incident makes it unlikely an injury, as defined in the rules, occurred.
_____ Sexual abuse was alleged, but the alleged actions of the school employee, even if
true, would not meet the definition of sexual abuse in the rules.
is not currently employed by this school district.
_____ Alleged incident did not occur on school grounds, on school time, at a
school- sponsored activity, nor in a school-related context.
_____ The complaint has been investigated and concluded at Level I as unfounded.
_____ Complaint was withdrawn.
_____ Insufficient evidence exists that an incident of abuse, as defined in the rules, took place.
_____ The complaint has been investigated at Level I and is founded.
_____ The investigation is founded at Level I and is being turned over to Level II for
further investigation.
_____ Investigation of the complaint was deferred at Level I and referred to law enforcement
at this time.
_____ The investigation is concluded at Level I because the accused school employee
has admitted the violation, has resigned, or has agreed to relinquish any teaching
license held.
Current status of investigation:
_____ Closed. No further investigation is warranted.
_____ Closed and referred to school officials for further investigation as a personnel matter.
_____ Deferred to law enforcement officials.
_____ Turned over to Level II investigator.
Other comments: _______________________________________________________________
______________________________________________________________________________
I have given a copy of the report of abuse and of this investigative report to the employee named in the report, the employee's supervisor, and the student's parent or guardian and informed the person filing the report of the options of contacting law enforcement, private counsel, or the State Board of Educational Examiners, if the accused school employee holds an Iowa teacher's certificate or license.
Name of investigator (please print) _________________________________________________
Investigator's place of employment _________________________________________________
Signature of investigator _________________________________________________________
Date _________________________________________________________________________
------------------------------------------------------------------------------------------------------------
|
Adopted: 2/9/09 |
Reviewed: 10/14/19 |
Revised: 4/8/13; 6/9/25 |
Pursuant to Chapter 102 of the School Rules of Iowa, abuse may fall into either of the two following categories.
To constitute a violation of the Iowa Code, acts or omissions of the employee must have occurred on school grounds, on school time, on a school-sponsored activity, or in a school- related context. The student need not be a student in the school district, and can be from another school district.
It shall be the responsibility of the superintendent/designee to annually identify a designated investigator and an alternate investigator. The names and telephone numbers of these investigators shall be included in the employee handbooks.
An individual who has knowledge an employee has physically or sexually abused a student may immediately report it to the designated investigator or their alternate if the investigator is named in the report. The report shall be written, signed and witnessed by a person of majority age. The witness may be the Level I investigator. The report shall contain a completed response for each question on the Level I reporting form.
Upon request, the Level I investigator may assist the reporter in completing the report. An incomplete report will not be rejected unless the missing information would render the investigation futile or impossible.
To be investigable, the written report must include basic information showing that the victim of the alleged abuse is or was a student at the time of the incident, that the alleged act of the employee resulted in injury or otherwise meets the definition of abuse in these rules, and that the person responsible for the act is currently an employee. If the report is not investigable due to lack of jurisdiction, the investigator will dismiss the complaint and inform the reporter of other options available. Other options available to the reporter include contacting law enforcement authorities, private counsel, or the Board of Educational Examiners in the case of a licensed employee.
The investigator shall then make and provide a copy of the report to the person filing, the student's parent/guardian and the district employee named in the report. Within five (5) school days of receipt of the report, the investigator shall conduct an informal investigation to determine whether the allegations are true. In the course of this investigation, the investigator shall interview the alleged victim, the district employee named in the report, and any collateral sources who may have knowledge of the circumstances contained in the report. The investigator shall exercise prudent discretion to preserve the confidentiality interests of the individuals involved.
The investigator's role is not to determine the guilt or innocence of the involved party, but whether it is likely that an incident took place between the student and the district employee. If, in the investigator's opinion, the magnitude of the allegations suggests immediate and professional investigation is necessary, the investigator may waive informal investigation. In such cases, the investigator shall contact appropriate law enforcement officials, the child's parent/guardian, and the person filing the report, and shall document in writing the action taken.
Within fifteen (15) calendar days of receipt of the report, the investigator shall complete a written investigative report which shall include those items required by Chapter 102.9 of the Iowa Code. If the report is founded by a preponderance of the evidence, the investigator shall promptly notify law enforcement in case of sexual abuse allegations. The investigator may notify law enforcement authorities in serious cases of physical abuse. In addition, the investigator shall (1) file a copy of the report with the district employee's supervisor, (2) file a complaint with the Board of Educational Examiners in cases involving a licensed district employee, and (3) document all actions taken.
Any record created by an investigation shall be handled subject to formally adopted or bargained policies on the maintenance of personnel records.
------------------------------------------------------------------------------------------------------------
|
Approved: |
Reviewed: 10/14/19 |
Revised: 4/8/13; 6/9/25 |
The Board understands the desire of students, parents, and others to give gifts to show appreciation of an employee. Rather than giving gifts, the Board encourages, as more welcome and appropriate, the writing of letters to express gratitude and appreciation or the donation of a gift to benefit the District rather than an individual employee. Employees may receive a gift on behalf of the District.
Employees shall not, either directly or indirectly, solicit, accept, or receive any gift, series of gifts or an honorarium unless the donor does not meet the definition of a “restricted donor” stated below or the gift or honorarium does not meet the definition of “gift” or an “honorarium” stated below. However, employees may receive non-monetary gifts of a value less than $3.00 if the donor does not intend to influence the employee's professional judgment.
A "restricted donor" is defined as a person or other entity which:
1. Is seeking to be or is a party to any one or any combination of sales, purchases, leases, or contracts to, from, or with the District;
2. Is engaged in activities, which are regulated or controlled by the District;
3. Will be directly and substantially affected financially by the performance or nonperformance of the employee's official duty in a way that is greater than the effect on the public generally or on a substantial class of persons to which the person belongs as a member of a profession, occupation, industry, or region; or
4. Is a lobbyist with respect to matters within the District's jurisdiction.
A "gift" is the giving of anything of value in return for which something of equal or greater value is not given or received. However, "gift" does not include any of the following:
1. Contributions to a candidate or a candidate's committee;
2. Informational material relevant to an employee's official function, such as books, pamphlets, reports, documents, periodicals or other information in written, audio or visual format;
3. Anything received from a person related within the fourth degree by kinship or marriage, unless the donor is acting as an agent or intermediary for another person not so related;
4. An inheritance;
5. Anything available or distributed to the public generally without regard to
6. Actual expenses of an employee for food, beverages, travel, and lodging for a meeting, which is given in return for participation in a panel or speaking engagement at the meeting when the expenses relate directly to the day or days on which the employee has participation or presentation responsibilities;
7. Plaques or items of negligible resale value given as recognition for public services;
8. Non monetary items with a value of less than three dollars that are received from any one donor during one calendar day;
9. Items or services solicited or given to a state, national, or regional organization in which the state of Iowa or a political subdivision of the state of Iowa is a member;
10. Items or services received as part of a regularly scheduled event that is part of a conference, seminar, or other meeting that is sponsored and directed by any state, national or regional organization in which the state of Iowa or a political subdivision of the state of Iowa is a member.
11. Funeral flowers or memorials to a church or nonprofit organization;
12. Gifts other than food, beverages, travel and lodging received by an employee which are received from a person who is a citizen of a country other than the United States and is given during a ceremonial presentation or as a result of a custom of the other country as is of personal value only to the employee;
13. Gifts which are given to an employee for the employee's wedding or twenty-fifth or fiftieth wedding anniversary;
14. Payment of salary or expenses by the school district for the cost of attending a meeting of a subunit of an agency when the employee whose expenses are being paid serves on a board, commission, committee, council or other subunit of the agency and the employee is not entitled to receive compensation or reimbursement of expenses from the school district for attending the meeting; or
15. Actual registration costs for informational meetings or sessions which assist a public official or public employee in the performance of the person's official functions. The costs of food, drink, lodging and travel are not "registration costs" under this paragraph. Meetings or sessions which a public official or public employee attends for personal or professional licensing purposes are not 'informational meetings or sessions which assist a public official or public employee in the performance of the person's official functions" under this paragraph.
1. Actual expenses of an employee for food, beverages, travel, or lodging for a meeting, which is given in return for participation in a panel or speaking engagement at the meeting when the expenses relate directly to the day or days on which the employee has participation or presentation responsibilities;
2. A nonmonetary gift or series of nonmonetary gifts donated within thirty days to a public body, a bona fide educational or charitable organization, or the department of general services; or
3. A payment made to an employee for service rendered as part of a bona fide private business, trade, or profession in which the employee is engaged if the payment is commensurate with the actual services rendered and is not being made because of the person's status as an employee but rather, because of some special expertise or other qualification.
It shall be the responsibility of each employee to know when it is appropriate to accept or reject gifts or an honorarium. An employee who violates this policy may be subject to disciplinary action, up to and including termination.
------------------------------------------------------------------------------------------------------------
|
Approved: 6/12/89 |
Reviewed: 10/14/19 |
Revised: 2/9/09, 4/8/13; 6/9/25 |
___________________________________________________________________________________
Approved: 6/9/25 Reviewed: Revised:
The board believes the primary responsibility of employees is to the duties of their position within the school district as outlined in their job description. The board considers an employee's duties as part of a regular, full-time position as full-time employment. The board expects such employees to give the responsibilities of their positions in the school district precedence over any other employment.
It is the responsibility of the superintendent to counsel employees, whether full-time or part-time, if, in the judgment of the superintendent and the employee's immediate supervisor, the employee's outside employment interferes with the performance of the employee's duties required in the employee's position within the school district.
The board may request the employee to cease the outside employment as a condition of continued employment with the school district.
___________________________________________________________________________________
Approved: 6/9/25 Reviewed: Revised: