Employee Handbook 2020-2021 - Winfield Mt. Union Community School
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Winfield Mt. Union Community School
Employee Handbook
2020-2021
1Table of Contents
OPENING STATEMENT .................................................................................................................................. 6
Welcome Letter ........................................................................................................................................ 6
MISSION STATEMENT ................................................................................................................................... 6
Definitions ................................................................................................................................................. 7
Classroom Teacher Expectations .............................................................................................................. 7
Equal Opportunity Employment ............................................................................................................... 8
Board Policies ............................................................................................................................................ 8
Handbook Subject to Change.................................................................................................................... 8
COMPENSATION AND BENEFITS ................................................................................................................... 9
Compensation and Salary Schedule .......................................................................................................... 9
Method of Payment.................................................................................................................................9
Placement on Salary Schedule ................................................................................................................9
Credit for Experience...............................................................................................................................9
Educational Lanes....................................................................................................................................9
Extra Assignment and Extended Contract Rate.......................................................................................9
State Teacher Salary Supplement..........................................................................................................10
Compensation for Extracurricular and Professional Development ....................................................... 10
Continuing Contracts .............................................................................................................................. 10
Group Insurance Benefits ....................................................................................................................... 10
IPERS ....................................................................................................................................................... 10
Tax Shelter Programs .............................................................................................................................. 11
Travel Compensation – Outside the District ........................................................................................... 11
Use of District Vehicles ......................................................................................................................... 111
EMPLOYEE RELATIONS ................................................................................................................................ 12
Background Checks ................................................................................................................................. 12
Complaint Procedures............................................................................................................................. 12
Conflict of Interest .................................................................................................................................. 12
Employee Orientation ............................................................................................................................. 13
Employee Records................................................................................................................................... 13
Employee Searches ................................................................................................................................. 13
Evaluation .................................................................................................................................. …………..13
Mandatory Cooperation in Workplace Investigations ............................................................................ 14
Mandatory Reporting of Post-Employment Arrests and Convictions .................................................... 14
Probationary Status ................................................................................................................................ 14
Public Complaints about an Employee ................................................................................................... 14
Qualifications, Recruitment, and Selection ............................................................................................ 15
2Release of Credit Information ................................................................................................................. 15
Work Day................................................................................................................................................. 15
DISTRICT PROCEDURES AND GUIDELINES................................................................................................... 16
Copyright ................................................................................................................................................. 16
Discipline ................................................................................................................................................. 16
Employee Recognition ............................................................................................................................ 17
Employee Publication or Creation of Materials ...................................................................................... 18
Professional Development and Staff Meetings .................................................................................... ..18
Purchasing ............................................................................................................................................... 18
Religious Holiday Celebrations in Public Schools .................................................................................... 18
School Activities ...................................................................................................................................... 19
School Fees ............................................................................................................................................. 19
School Lunch Program ............................................................................................................................ 20
School Publicity and Community Relations ............................................................................................ 20
CONDUCT IN THE WORKPLACE ................................................................................................................... 20
Dishonesty............................................................................................................................................... 20
Drug & Alcohol Policy.............................................................................................................................. 21
Employee Use of Cell Phones and Social Media ..................................................................................... 21
Fighting ................................................................................................................................................... 21
Fraud/Unlawful Gain ............................................................................................................................... 21
Neglect of Duties..................................................................................................................................... 21
Offensive or Abusive Language ............................................................................................................... 21
Performing Unauthorized Work While on Duty ..................................................................................... 21
Sleeping on the Job ................................................................................................................................. 21
Tardiness ................................................................................................................................................. 21
Use of School Facilities and Equipment .................................................................................................. 22
Use of Time ............................................................................................................................................. 22
EMPLOYEE STANDARDS OF CONDUCT ....................................................................................................... 22
Academic Freedom ................................................................................................................................. 22
Break or Meal Periods............................................................................................................................. 22
Computer Technology Use...................................................................................................................... 23
Dress and Grooming ............................................................................................................................... 23
Employee Outside Employment ............................................................................................................. 23
Employee Political Activity ...................................................................................................................... 23
Ethics – Board of Educational Examiners (BOEE) .................................................................................... 23
Failure to Complete Reports ................................................................................................................... 24
3Gifts ......................................................................................................................................................... 24
Keys ......................................................................................................................................................... 24
Insubordination....................................................................................................................................... 24
Relationships with Co-Workers............................................................................................................... 25
Relationships with Students ................................................................................................................... 25
Staff Technology Use/Social Networking ................................................................................................ 25
Theft ........................................................................................................................................................ 26
Treatment of Patrons of the District ....................................................................................................... 26
Volunteers ............................................................................................................................................... 26
STUDENT AND CLASSROOM ISSUES............................................................................................................ 26
Abuse of Students by a School District Employee .................................................................................. 26
Child Abuse Reporting............................................................................................................................. 26
Field Trips ................................................................................................................................................ 27
Individuals with Disabilities Act (IDEA) ................................................................................................... 27
Searches of Students and Property......................................................................................................... 27
Standardized Testing and Assessment.................................................................................................... 27
Student Accident or Injury ...................................................................................................................... 28
Student Funds and Fund Raising ............................................................................................................. 28
Student Records ...................................................................................................................................... 28
Transporting of Students by Employees ................................................................................................. 29
Tutoring................................................................................................................................................... 29
HEALTH AND WELL-BEING .......................................................................................................................... 30
Administering Medication ...................................................................................................................... 30
Anti-Bullying and Anti-Harassment......................................................................................................... 30
Bloodborne Pathogens ........................................................................................................................... 30
Communicable Diseases – Employees ................................................................................................... .30
Smoke and Tobacco Free Workplace ...................................................................................................... 31
Substance Free Workplace ..................................................................................................................... 31
Employee Injury on the Job .................................................................................................................... 31
Employee Physical Examination.............................................................................................................. 32
Hazardous Chemical Disclosure .............................................................................................................. 32
LEAVES AND ABSENCES............................................................................................................................... 33
Absenteeism ........................................................................................................................................... 33
Absent Leave (Types Of) ......................................................................................................................... 33
Family and Medical Leave ....................................................................................................................... 35
Jury Duty Leave ....................................................................................................................................... 35
4Military Service Leave ............................................................................................................................. 35
Political Leave ......................................................................................................................................... 35
Unpaid Leave........................................................................................................................................... 36
SAFETY AND SECURITY ................................................................................................................................ 36
Asbestos Notification .............................................................................................................................. 36
Building Security ..................................................................................................................................... 36
Corporal Punishment, Restraint, and Detaining Students ...................................................................... 37
Drills and Evacuations ............................................................................................................................. 37
Emergency Closings/Inclement Weather/Other Interruptions .............................................................. 37
Staff Identification Badges ...................................................................................................................... 37
Threats of Violence ................................................................................................................................. 38
Visitors/Guests ........................................................................................................................................ 38
Weapons ................................................................................................................................................. 38
TERMINATION OF EMPLOYMENT ............................................................................................................... 39
Contract Release – Licensed Employees ................................................................................................. 39
Resignation – Licensed Employee at Year End........................................................................................ 39
Resignation – Classified Employees ........................................................................................................ 39
Reduction in Force .................................................................................................................................. 39
Reduction and Transfer of Certified Staff…………………………………………………….……………………………………..40
Retirement………………………………………………………………………………………………………………………...………………40
STAFF USE OF INTERNET & ELECTRONIC COMMUNICATIONS………………………………………………………………..41
Appendix ..................................................................................................................................................... 44
Acknowledgement of Receipt and Annual Acceptable Use Agreement................................................. 44
PLEASE NOTE: THIS HANDBOOK
IS NOT A CONTRACT
5OPENING STATEMENT
Welcome Letter
The Winfield – Mt. Union Community School District wishes each of you a sincere welcome. We hope
that you have many happy and worthwhile experiences, and that all students attending our building will
take pride in their school and its programs.
The Mission of the Winfield-Mt. Union Community School District is to provide each individual with the
opportunities for learning within a stimulating environment. Learning experiences will promote
behavior changes that will affect continuing adjustments to life. Since you will be held responsible for
this information it is important to read the entire handbook carefully and know its contents. Not
knowing this information will not be accepted as a valid excuse for noncompliance.
MISSION STATEMENT
Partners preparing productive citizens.
Learning
Development
WISDOM WONDER
COGNITIVE AFFECTIVE
GROWTH
STANDARDS
WHOLE CHILD
PERSONAL STUDENT SOCIAL
DEVELOPMENT WELLNESS DEVELOPMENT
WORK WARMTH
PERSONAL SOCIAL
SKILLS SKILLS
SKILLS/BEHAVIOR
DEVELOPMENT
6Definitions
In this handbook, the word "parent" also means "guardian" unless otherwise stated. An administrator's
title, such as superintendent or principal, also means that individual's designee unless otherwise stated.
The term "school grounds" includes the school district facilities, school district property, property within
the jurisdiction of the school district or school district premises, school-owned or school-operated buses
or vehicles and chartered buses. The term "school facilities" includes school district buildings and
vehicles. The term "school activities," means all school activities in which students are involved whether
they are school-sponsored or school-approved, whether they are an event or an activity, or whether
they are held on or off school grounds.
Classroom Teacher Expectations
1. Classroom expectations should be taught and posted in the classroom. Hold students
accountable for these expectations.
2. Be prepared for class. Lesson plans should be written and materials should be ready in advance.
3. Have materials easily accessible for substitute teachers. This includes a daily schedule, class
lists, seating charts, emergency procedures, information regarding student medical information,
special education and behavior concerns, and where to locate materials in the classroom.
4. Classroom discipline ties directly with student and teacher engagement. Make sure your lessons
keep students actively involved in their learning.
5. Model the behavior you wish your students to follow.
6. It is important that you are punctual. This includes arriving at work, being to assigned duties,
following the lunch schedule, and dropping off and picking up students from special classes.
7. Do not leave your students unsupervised. If you need assistance please contact the office.
8. Your classroom should be an inviting atmosphere. Classrooms should be kept in an orderly
fashion for safety purposes and to assist with cleaning.
9. Classroom assignments and tests should be graded in a timely fashion and communicated with the
student. Your Power School grade book should be updated weekly at a minimum.
10. Staff meetings will occur and attendance is required. If you need to be absent please notify your
building principal in advance.
11. All copyright laws are to be followed.
Communication
1. Parents play an important role in education, and it is important to view them as a partner. Inform
parents of both concerns and celebrations that their child is experiencing as well as changes in
behavior that you may be noticing. It is better to be proactive than reactive.
2. Remember that student information is confidential. Please use caution when discussing student
issues. This includes how you share information with co-workers, classroom volunteers, the
public, and conversations in the staff workroom.
3. We encourage staff to build relationships with students. We want our students to feel that they
are cared for by the WMU School staff. These relationships need to be kept at a professional
level.
4. Please keep your building principal informed of situations as they arise in your classroom.
5. Remember that your building principal is a resource. At WMU our administrators maintain an
open door policy. Feel free to come in and share, ask for assistance, or to discuss a concern.
6. Use proper channels when discussing a concern that you have. You should first voice your
concerns with the building principal before seeking the superintendent and school board.
7. When using social media with students, including texting & Facebook, carbon copy parents
and/or administrator to messages.
7Equal Opportunity Employment
Winfield Mt. Union School will provide equal opportunity to employees and applicants for employment
in accordance with applicable equal opportunity and affirmative action laws, directives and regulations
of federal, state and local governing bodies. The school district will not discriminate against employees
or potential employees based upon race, color, creed, sex, national origin, religion, age, sexual
orientation, gender identity or disability. Opportunity to all employees and applicants for employment
includes hiring, placement, promotion, transfer or demotion, recruitment, advertising or solicitation for
employment, treatment during employment, rates of pay or other forms of compensation, and layoff or
termination. The school district will take affirmative action in major job categories where women, men,
minorities and persons with disabilities are underrepresented. Employees will support and comply with
the district’s established equal employment opportunity and affirmative action policies. Employees will
be given notice of this policy annually.
The board will appoint an affirmative action coordinator. The affirmative action coordinator will have
the responsibility for drafting the affirmative action plan. The affirmative action plan will be reviewed by
the board at least every two years.
Advertisements and notices for vacancies within the district will contain the following statement: “The
Winfield Mt. Union School District is an EEO/AA employer.” The statement will also appear on
application forms.
Inquiries by employees or applicants for employment regarding compliance with equal employment
opportunity and affirmative action laws and policies, including but not limited to complaints of
discrimination, may also be directed in writing to the Equal Employment Opportunity Commissions,
Milwaukee Area Office, Reuss Federal Plaza, 310 West Wisconsin Ave., Suite 800, Milwaukee, WI.,
53203-2292, (800) 669-4000 or TTY (800) 669-6820, http://www.eeoc.gov/field/milwaukee/index.cfm or
the Iowa Civil Rights Commission, 400 E. 14th Street, Des Moines, IA 50319, (800) 457-4416,
http://www.state.ia.us/government/crc/index.html. This inquiry or complaint to the federal office may
be done instead of, or in addition to, an inquiry or complaint at the local level.
Further information and copies of the procedures for filing a complaint are available in the school
district’s central administrative office and the administrative office in each attendance center.
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 on the district website. Employees are
expected to know existing board policies and know to refer to the policies when necessary.
Handbook Subject to Change
Although every effort will be made to update the handbook on a timely basis, Winfield Mt. Union
School District reserves the right, and has the sole discretion, to change any policies, procedures,
benefits, and terms of employment without notice, consultation, or publication, except as may be
required by contractual agreements and law. Winfield Mt. Union School District reserves the right, and
has the sole discretion, to modify or change any portion of this handbook at any time.
8COMPENSATION AND BENEFITS
Compensation and Salary Schedule
An employee required to hold a license, authorization, or certification for his/her position is solely
responsible for ensuring it is current. Failure to do so could, and likely will, result in termination because
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, located at http://www.boee.iowa.gov/.
Method of Payment
Each employee will be paid and receive an email notification on the 20th of each month. When
a pay date falls on or during a school holiday, vacation, or weekend, employees will receive
their paychecks on the last previous working day. All employees are required to use direct
deposit.
Placement on Salary Schedule A
All teachers shall be placed at their appropriate contractual step on the salary schedule except that the
teachers now being paid above their appropriate level may remain above. If a position vacancy presents
a problem because of shortage in that field, the board reserves the right to fill that vacancy by hiring
above schedule.
Credit for Experience
The Board may allow up to ten (10) years credit on the salary schedule for previous experience,
providing the previous experience has been within the last fifteen (15) years.
Educational Lanes
Employees on the regular salary schedule who move from one educational lane to a higher educational
lane shall move to the corresponding eligible step on the higher lane. For an employee to advance from
one educational lane to another, he/she shall file an official transcript with the superintendent or
business manager by the first Friday of September. Courses must be graduate level or undergraduate
level hours approved by the Superintendent, principal or teacher quality committee. All credits must be
earned from accredited institutions.
Extra Assignment and Extended Contract Rate
The salary schedule A is based on 190 contract days. Any days beyond the stated contract days shall be paid
at a teacher’s per diem rate. First year teachers are based on 191 days.
9State Teacher Salary Supplement
The Winfield Mt Union School District will distribute any teacher salary supplement funds provided by
the State of Iowa to beginning teachers state required minimums and the remainder on an equal (non-
indexed) pro-rated basis among all certified staff.
Compensation for Extracurricular and Professional Development
1. An employee may volunteer or be required, depending on a given situation, to take on extra duty
position, with the extra duty being secondary to the major responsibility of the employee. The board will
establish a salary schedule for extra duty employee positions, keeping in mind the financial condition of
the school district, the education and experience of the employee, the educational philosophy of the
school district, and other considerations as determined by the board.
2. Extracurricular activities listed in the attached schedule are a part of the total school program and as
such are official school-sponsored activities covered by school insurance. The Board may, after exhausting
all other possible means, assign teachers to extracurricular activities subject to compensation per schedule,
if it is necessary to maintain an extracurricular activity.
Method of Payment: Employees participating in extracurricular activities shown on Schedule B shall be
compensated according to the rate of pay as shown on Schedule B. Employees will be paid during their
season. If the season is cancelled, the contract will not be paid. If the season has started, the contract will
be pro-rated based on percent of season completed.
3. Certified Staff will be paid $25.00 an hour or $100.00 per day for approved professional development
time beyond the eight-hour workday. The Teacher Quality Committee will set guidelines for approved
professional development as per Senate File 277. This supplemental pay is contingent on receiving state
professional development funding.
Continuing Contracts
Contracts entered into with licensed employees, other than an administrator, will continue from year to
year unless the contract states otherwise, as modified by mutual agreement between the board and the
employee, or the contract is terminated by the board.
Group Insurance Benefits
The District offers health insurance to all staff who work 30 hours per week per the ACA Guidelines.
Health, dental, and vision are available. AFLAC and American Fidelity supplemental insurance is
available for all staff. For forms, benefit booklets and to keep updated on benefits, refer to the Human
Resources page under District Info on the wmucsd.org website.
Certified Staff Only: All certified employees must purchase a single plan or show evidence of major
medical insurance. The district will contribute a fixed amount to be determined annually for single and
family health insurance. Staff hired prior to January 1, 2017 who waived insurance and are participating
in the district 403B program will continue to receive a cash benefit until they elect district health
insurance or terminate employment. Part time employees will be pro-rated.
10IPERS
Winfield Mt. Union School 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. For additional information, please contact IPERS at 1-800-622-3849 or visit the IPERS
website located at https://www.ipers.org/index.html.
Tax Shelter Programs
The board authorizes the administration to make a payroll deduction for employees’ tax-sheltered
annuity premiums purchased from a company approved by the Department of Administrative Services
in accordance with legal requirements. Employees wishing to have payroll deductions for tax sheltered
annuities will make a written request to the Central Office.
Travel Compensation – Outside the District
Employees traveling on behalf of Winfield Mt. Union School District and performing approved school
district business will be reimbursed for their actual and necessary expenses. Actual and necessary travel
expenses will include, but not be limited to, lodging expenses, meal expenses and registration costs.
Employees will be furnished a school vehicle or paid $.30/mile if a school vehicle is not available.
Advance approval is required and a school vehicle will be used when available.
Prior to reimbursement of actual and necessary expenses, the employee must provide the school district
with a detailed receipt, indicating the date, purpose, and nature of the expense for each claim item.
Failure to have a detailed receipt will make the expense a personal expense.
A maximum of $5 for breakfast, $10 for lunch and $15 for dinner which includes tips will be reimbursed
for meals when you are required to travel over night for the district. A detailed receipt with actual food
items purchased must be presented for reimbursement.
Meals are not allowed with the district credit card without prior approval. Meal expenses for
meetings or travel not requiring an overnight stay will not be reimbursed. According to IRS guidelines,
this would be taxable income and therefore the district will not be reimbursing these meals.
Use of District Vehicles
Only employees who possess a valid driver’s license and have appropriate insurance coverage may
operate a district vehicle in their work performance. When using a school vehicle, employee must
complete trip log and return vehicle with full tank of fuel and all trash and belongings removed. Drivers
of vehicles will be responsible to pay fines received, including parking tickets. Unsafe use, breaking
motor vehicle laws, or personal use of district vehicles will not be tolerated.
Employees are required to use a school vehicle for attending professional meetings and
approved school events. If a school vehicle is not available or cost effective, the district will pay
thirty (.30) cents per mile for driving between the school and meeting destination. If the
employee chooses to use their own vehicle, the employee will pay all expenses.
11EMPLOYEE RELATIONS
Background Checks
Employees are subject to criminal, dependent adult abuse and child abuse background checks every five
years at least. The background check will either be conducted by the school district or another agency.
Volunteers will also be subject to background checks.
Complaint Procedures
Complaints of employees against fellow employees should be discussed directly between employees. If
necessary, complaints will be brought directly to the immediate supervisor, principal or superintendent
and will be made in a constructive and professional manner. Complaints will never be made in presence
of other employees, students or outside persons.
A formal grievance procedure is outlined in this handbook between the employee’s licensed bargaining
unit and the board. This policy will not apply to a complaint that has been or could be filed at the
employee’s discretion under that formal grievance procedure.
A formal, written complaint must be filed with the immediate supervisor if the concern is not resolved
and a more formal investigation is requested. If the complaint is not resolved, the appeal process may
be implemented by contacting – in order – the next supervisor in the line of responsibility, then the
appropriate member of the superintendence. The issue may be resolved at any step in the appeal
process. The Board of Education is the final appeal body. If specific information is shared with an
individual board member, he or she may be recused from participating in an appeal hearing.
No appeal will be heard by the Board of Education and no concerns regarding staff members will be
investigated or acted upon unless the concern is submitted in written form, signed by the person lodging
the complaint and submitted to the board though the superintendent. Due process rights dictate that
information should not be shared with the board until it formally convenes as a hearing or appeal body.
Conflict of Interest
Employees’ use of their position with the school district for financial gain is considered a conflict of
interest with their position as employees and may subject employees to disciplinary action.
Employees have access to information and a captive audience that could award the employee personal
or financial gain. No employee may solicit other employees or students for personal or financial gain to
the employee without the approval of the superintendent. If the approval of the superintendent is
given, the employee must conduct the solicitations within the conditions set by the superintendent.
Further, the superintendent may, upon five days’ notice, require the employee to cease approved
solicitations as a condition of continued employment.
Employees will not act as an agent or dealer for the sale of textbooks or other school supplies to the
school district. Employees will not participate for personal financial remuneration in outside activities
wherein their position on the staff is used to sell goods or services to students or parents. Employees
will not engage in outside work or activities where the source of information concerning the customer,
client, or employer originates from information obtained because of the employee’s position in the
school district
12Employee Orientation
Employees must know their roles and duties. New employees will participate in an orientation program.
The employee’s immediate supervisor should provide the new employee with a review of the
employee’s responsibilities and duties. Payroll procedures and employee benefit programs and
accompanying forms will be explained to the employee by the business office. Employees ineligible for
the school district’s group health plan will be given information regarding where they can obtain health
care or health care insurance.
Employee Records
Winfield Mt. Union School District will maintain personnel records on employees. The records are
important for the daily administration of the educational program, for implementing board policy, for
budget and financial planning, and for meeting state and federal requirements.
The records will include, but not be limited to transcripts, current license and records necessary for the
daily administration of the school district, salary records, evaluations, application for employment,
references, and other items needed to carry out board policy. Employee personnel files are school
district records and are generally considered confidential records and therefore are not open to public
inspection or accessibility. Only in certain limited instances, when the employee has given a signed
consent or non-confidential records such as an employee’s salary or individual contract, will employee
personnel records be accessible to individuals other than the employee or authorized school officials.
Employees may have access to their personnel files, with the exception of letters of reference, and copy
items from their personnel files at a time mutually agreed upon between the business office and the
employee. The school district may charge a reasonable fee for each copy made.
Employee Searches
Employees should have no expectation of privacy in their classrooms, desks, computers or other school
district provided space or equipment. The school district may look into these items when needed.
Anything on the school district’s computers, server, web site, etc. and in school district files, etc. are
considered a public record and open to public inspection. If the school 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 school 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 school 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.
Evaluation
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.
Non-certified staff will be evaluated based on the Letter of Assignment.
13Certified staff will be evaluated based on the Iowa Teaching Standards and Criteria. A comprehensive
evaluation of beginning teachers that includes a review of the teacher’s progress on the Iowa teaching
standards and the use of the Department of Education’s comprehensive evaluation instrument.
A performance review of career teachers will be conducted at least once every three years. Classroom
observations, progress on the Iowa teaching standards, implementation of the teacher’s individual
professional development plan, and supporting documentation from other administrators, teachers,
parents and students will all be utilized in reviewing the staff member’s job performance.
Mandatory Cooperation in Workplace Investigations
Any workplace investigation conducted by administrative staff or their designee will receive complete
cooperation of all employees.
Mandatory Reporting of Post-Employment Arrests and Convictions
Any employee who is arrested or convicted of any criminal charges shall report such information to the
building supervisor within 24 hours. Failure to do so shall incur discipline, up to and including
termination.
Probationary Status
The first three years of a newly licensed 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 employees who have successfully completed a probationary period in a previous
Iowa school district will serve a one year probationary period.
Licensed employees may also serve a probationary period based on performance. Such probationary
period is determined on a case-by-case basis in light of the circumstances surrounding the employee’s
performance as documented in the employee’s evaluations and personnel file. The probationary period
for classified employees is one year unless otherwise stated to an individual employee.
Public Complaints about an Employee
The board recognizes situations may arise in the operation of the school district which are of concern to
parents, employees, students and other members of the school district community. While constructive
criticism is welcomed, the board desires to support its employees and their actions to free them from
unnecessary, spiteful, or negative criticism and complaints that do not offer advice for improvement or
change.
The board firmly believes concerns should be resolved at the lowest organizational level by those
individuals closest to the concern. Whenever a complaint or concern is brought to the attention of the
board it will be referred to the administration to be resolved. Prior to board consideration however, the
following should be completed:
(a) Matters should first be addressed to the teacher or employee;
(b) Unsettled matters from (a) above or problems and questions about individual attendance
centers should be addressed to the employee’s building principal;
(c) Unsettled matters regarding (b) above or problems and questions concerning the school
district should be directed to the superintendent;
14(d) If a matter cannot be settled satisfactorily by the superintendent, it may be brought to the
board president in writing and signed. It is within the board’s discretion to hear and act
upon complaints.
Qualifications, Recruitment, and Selection
Job applicants for all positions will be considered on the basis of the following: training, experience, and
skill; nature of the occupation; demonstrated competence; and possession of, or ability to obtain, state
license if required for the position.
Announcement of the position is in a manner which the superintendent believes will inform potential
applicants about the position consistent with board policy, state law, and the Affirmative Action Plan.
The board will approve employees after receiving recommendations from the superintendent. The
superintendent, however, will have the authority to hire an employee on a temporary basis until a
recommendation can be made and action can be taken by the board on the position.
Release of Credit Information
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 as it is all public information. Confidential
information about the employee will be released to an inquiring creditor with a written authorization
from the employee.
Employee School Passes
School personnel should attend school functions. The admission to home contests is as follows:
1. An activity pass will be issued to any staff member signing up to work one gate.
2. Activity passes will be issued to spouses and K-5 children after signing up to work two or more gates.
3. Sign up will be via google doc at the beginning of the school year.
4. Employees, spouses and K-5 children must show passes at all sporting events to be admitted.
Work Day
LICENSED STAFF
1. Teachers will work an 8-hour day given they will arrive no later than 7:45 a.m. and depart no
earlier than 3:30 p.m. unless prior arrangements are made with the building principal. Teachers
agree to attend regularly scheduled in-service meetings, curriculum meetings, buildings
meetings, and special education meetings. Teacher’s attendance will only be required for one
15hour outside of their normal workday. Please let the principal know if you have any items you
wish discussed or you cannot attend a meeting.
2. On Friday or on the day preceding holidays or vacations the employee’s day shall end at the
close of the pupil day if all responsibilities have been fulfilled. Teachers will have a daily duty-
free lunch. This does not apply to extra-curricular activities.
3. All classroom employees shall have a reasonable daily preparation time.
CLASSIFIED STAFF
The board will determine the compensation to be paid for the classified employees’ positions, keeping
in mind the education and experience of the classified employee, the educational philosophy of the
school district, the financial condition of the school district and any other considerations deemed
relevant by the board. The scheduled employee’s hours will be determined by the Superintendent or
designee.
1. Employees are considered full-time if they work thirty (30) or more hours per week.
2. Employees who work over forty (40) hours in a workweek will be paid overtime at the rate of 1.5
times their regular hourly wage rate. Leave cannot be used in addition to an eight (8) hour day of work
or used to incur an overtime situation (1.5 x pay) for a forty (40) hour work week, regular time will apply.
3. Employees who work second shift only will not be required to take a lunch break.
4. Overtime will not be permitted without prior authorization of the superintendent.
Each hourly employee paid on an hour-by-hour basis must clock in and out according to scheduled
time. Hours worked outside of work schedule must be pre-approved by supervisor. Failure of the
employee to maintain, or falsification of, a daily time record will be grounds for disciplinary action.
DISTRICT PROCEDURES AND GUIDELINES
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.”
Discipline
16Employee violations of board policy and work rules may result in discipline, up to and including
termination. All employees who do not have a 279.13 teaching contract or 279. 24 administrator
contract are considered "at-will" employees and serve at the will of the board. Employees whose
employment is terminated will be given the appropriate level of due process as required by law.
WMUEA Grievance Procedure
1. A grievance is a claim by a teacher that there has been an alleged violation. The grievant may meet
and adjust individual complaints with the administration. The failure of the grievant to act on any
grievance within the prescribed time limits will act as a bar to any further appeal. The time limits
however may be extended by mutual agreement.
2. If a teacher believes there is a basis for a grievance, he/she shall first discuss the alleged grievance
with his/her principal within fifteen (15) workdays of its occurrence.
3. If as a result of the informal discussion with the principal, a grievance still exists, the following formal
grievance procedure may be invoked. The grievant shall submit to the principal a written copy of the
grievance within five (5) workdays of the informal discussion. The written grievance shall state the
nature of the grievance, shall note the specific clause or clauses of the grievance, and shall state the
remedy requested. If the grievance involves more than one school building a duplicate copy shall be
filed with the superintendent. The principal shall meet with the grievant, at a mutually agreeable time
within five (5) workdays, in an effort to resolve the grievance. The principal shall indicate the disposition
of the grievance in writing within ten (10) workdays after such meeting, and shall furnish a copy to the
grievant and the Association president.
4. If the grievant and the Association are not satisfied with the disposition of the grievance, the
grievance must be submitted to the superintendent within five (5) workdays. With ten (10) workdays
after such written grievance is filed, the superintendent shall meet with the grievant and shall indicate
the disposition of the grievance in writing within ten (10) workdays of such meeting.
5. If the grievant and the Association are not satisfied with the disposition of the grievance made by the
superintendent, the Association may submit, in writing, a notification on behalf of the Association and
the grievant, to the superintendent within thirty (30) workdays of his/her disposition of the grievance, to
enter into arbitration. If the parties cannot agree as to the arbitrator within seven (7) work days from
the notification that arbitration will be pursued, the PERB will be requested to provide a panel of five (5)
arbitrators. If the PERB refuses to appoint arbitrators, then the American Arbitrators Association will be
requested to provide a panel of five (5) arbitrators. The parties shall determine by lot which party shall
have the right to remove the first name from the list. Each of the two parties will alternately strike one
name at a time until only one shall remain. The remaining name shall be the arbitrator. No party shall
be permitted to assert in such arbitration proceeding any ground or rely on any evidence not previously
disclosed to the other party. The decision of the arbitrator will be binding by both parties. The
arbitrator shall be strictly limited to deciding only the issues presented to him/her in writing by the
School District or the grievant.
6. The Association shall be provided information on the resolution of all grievances whether settled
formally or informally. Information will be limited to the part of the contract grieved and the resolution
of the grievance.
The Board and grievant shall share equally the fees and expenses of the arbitrator.
17Employee Recognition
Winfield Mt. Union School District recognizes and appreciates the services of its employees. Employees
who retire or resign may be honored by the board, administration, and staff in an appropriate manner.
Staff members will receive recognition gifts for years of service to the school district.
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.
Professional Development and Staff Meetings
High quality teaching is imperative for student success and professional development plays a key role in
this success. 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 the building
principal. Non-certified staff may be required to attend meetings deemed necessary by the
administration.
Requests for attendance or participation in a development program, other than those development
programs sponsored by the school district, are made to the building principal. Approval of the
superintendent must be obtained prior to attendance by a licensed employee in a professional
development program when the attendance would result in the licensed employee being excused from
their duties or when the school district pays the expenses for the program.
Purchasing
Once a year orders will be collected from staff needing supplies, textbooks, and equipment. The
main offices will process PO’s and order all merchandise. When unforeseeable purchases for
items are needed a request must be submitted to the appropriate office. To make a request, follow
the ordering procedures outlined by the principals. All purchases require administrative approval.
Teachers/Coaches are not to order supplies on their own initiative. This includes review
materials. Staff will pay for all materials ordered without following proper procedures.
Religious Holiday Celebrations in Public Schools
Public school officials need to be respectful of the religious beliefs of employees and students. The Iowa
Department of Education has provided the following non-exhaustive checklist for prohibited and
permissive activities related to religious holiday celebrations in public schools. This information may be
located at https://www.educateiowa.gov/resources/laws-and-regulations/legal-lessons/religious-
holiday-celebrations-public-schools.
Prohibited Activities:
o Displays of religious symbols such as a crèche, an angel, a menorah, or a banner with a
religious message (e.g., “Gloria in Excelsis Deo,”)
o Display of religious symbols such as stars, angels, the baby Jesus.
o School-wide prayer or Scripture readings.
o A musical concert with exclusively religious music.
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