See Policies Below.
STAFF PERSONNEL
Series 400
Policy Title: Equal Employment Opportunity Code No. 401.1
The Oskaloosa Community School District will provide equal opportunity to 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. 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.
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 individuals, the Board will consider the qualifications, credentials, and records of the applicants without regard to race, color, creed, sex, national origin, religion, age, sexual orientation, 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 of 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 Oskaloosa Community School District is an equal employment opportunity/affirmative action 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, will be directed to the Affirmative Action Coordinator by writing to School Board Secretary, Oskaloosa Community School District, Oskaloosa, Iowa 52577; or by telephoning 641-673-8345.
Inquires 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 Director of the Region VII Office of Civil Rights, U.S. Department of Education, 310 W. Wisconsin Ave., Ste. 800, Milwaukee, Wisconsin, 53203-2292, (414) 291-1111 or the Iowa Civil Rights Commission, 400 E. 14th Street, Des Moines, Iowa, 50319-1004, (515) 281-4121 or 8-800-457-4416, 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.
Approved: April 13, 2004
Reviewed: May 14, 2019
Revised: May 14, 2019
Legal Reference: 29 U.S.C. §§ 621-634 (2012). 42 U.S.C. §§ 12101 et seq. (2012). Iowa Code §§ 19B; 20; 35C; 73; 216; 279.8; 281 I.A.C. 12.4; 95. 281 I.A.C. 14.1; 2000.
Cross Reference: 102 Equal Educational Opportunity; 104 Anti-Bullying/Harassment; 405.2 Licensed Employee Qualifications, Recruitment, Selection; 411.2 Classified Employee Qualifications, Recruitment, Selection
STAFF PERSONNEL
Series 400
Policy Title: Employee Conflict of Interest Code No. 401.2
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 such solicitations as a condition of continued employment.
Employees will not act as an agent or dealer for the sale of textbooks or other school supply companies doing business with 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 to 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.
It will also be a conflict of interest for an employee to engage in any outside employment or activity which is in conflict with the employee's official duties and responsibilities. In determining whether outside employment or activity of an employee creates a conflict of interest, situations in which an unacceptable conflict of interest is deemed to exist will include, but not be limited to, any of the following:
If the outside employment or activity is employment or activity in (1) or (2) above, the employee must cease the employment or activity. If the activity or employment falls under (3), then the employee must:
When procurement is supported by Federal Child Nutrition funds, employees will not participate in the selection, award, or administration of a contract if there is a real or apparent conflict of interest in the contract. Contract, for purposes of this paragraph, includes a contract where the employee, employee’s immediate family, partner, or a non-school district employer of these individuals is a party to the contract.
It is the responsibility of each employee to be aware of and take the necessary action to eliminate a potential conflict of interest should it arise.
Approved: April 13, 2004
Reviewed: May 14, 2019
Revised: December 10, 2013
Legal Reference: 7 C.F.R. 3016.36(3). Iowa Code §§ 20.7; 68B; 279.8; 301.28 (2013).
Cross Reference: 203 Board of Directors’ Conflict of Interest; 402.4 Gifts to Employees; 402.6 Employee Outside Employment; 404 Employee Conduct and Appearance
STAFF PERSONNEL
Series 400
Policy Title: Nepotism Code No. 401.3
The school district may employ more than one member of the same family. Assignment of members of one family to the same building shall be approved by the superintendent.
No person shall directly supervise a member of their family. Indirect supervision shall be avoided, if possible. For purposes of this policy, a family member includes a person related by birth, adoption, or by marriage.
As with all employees and applicants for employment, no employee’s family member shall be given preferential treatment unrelated to that person’s qualifications, credentials, and record. Administration will not be involved in the hiring, promotion, transfer, evaluation of a member of their family.
The employment of more than one individual in a family is on the basis of their qualifications, credentials, and records.
Approved: April 13, 2004
Reviewed: May 14, 2019
Revised: May 14, 2019
Legal Reference: Iowa Code §§ 20; 71; 277.27; 279.8 (2013).
Cross Reference: 405.2 Licensed Employee Qualifications, Recruitment Selection; 411.2 Classified Employee Qualifications, Recruitment Selection
STAFF PERSONNEL
Series 400
Policy Title: Employee Complaints
Code No. 401.4
Complaints of employees against fellow employees should be discussed directly between employees in an attempt to settle the complaint. If necessary, complaints will be brought directly to the immediate supervisor. If the complaint is not resolved, the complaint should follow the chain of command. All complaints will be made and handled in a constructive and professional manner. Complaints will never be made in the presence of other employees, students, or outside persons.
Approved: April 13, 2004
Reviewed: May 14, 2019
Revised: May 14, 2019
Legal Reference: Iowa Code §§ 20; 279.8
Cross Reference: 307 Communication Channels
STAFF PERSONNEL
Series 400
Policy Title: Employee Records Code No. 401.5
The 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, 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 considered confidential records and therefore are not generally open to public inspection or accessibility. Only in certain limited instances, when the employee has given a signed consent, 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 Superintendent and the employee. The School District may charge a reasonable fee for each copy made. However, employees will not be allowed access to the employment references written on behalf of the employee. Board members will generally only have access to an employee’s file when it is necessary because of an employee related matter before the Board.
It is the responsibility of the Superintendent to develop administrative regulations for the implementation of this policy.
Approved: April 13, 2004
Reviewed: May 14, 2019
Revised:
Legal Reference: Iowa Code chs. 20; 21; 22; 91B (2013).
Cross Reference: 402.1 Release of Credit Information; 403 Employees’ Health and Well-Being; 708 Care, Maintenance, and Disposal of School District Records
STAFF PERSONNEL
Series 400
Policy Title: Role Of And Guiding Principles For Employees Code No. 401.5R1
Employee Personnel Records Content
Applicant File Records Content
Records on applicants for positions with the school district are maintained in the Central Administration office. The records will include, but not be limited to:
Record Access
Only authorized school officials will have access to an employee's records without the written consent of the employee. Authorized school officials may include, but not be limited to, the Superintendent, building principal, or board secretary. In the case of a medical emergency, the school nurse or other first aid or safety personnel may have access to the employee's health or medical file without the consent of the employee. Board members will generally only have access to an employee's personnel file without the consent of the employee when necessary for the conducting of board business.
Employee Record Retention
All employee records, except payroll and salary records, are maintained for a minimum of three years after termination of employment with the district. Applicant records are maintained for a minimum of three years after the position was filled. Payroll and salary records are maintained for a minimum of five years after payment.
STAFF PERSONNEL
Series 400
Policy Title: Transporting of Students by Employees Code No. 401.6
Generally, transportation of students is in a motor vehicle owned by the School District and driven by an employee. In some cases, it may be more economical or efficient for the School District to allow an employee of the School District to transport the students in the employee’s motor vehicle.
Employees who transport students for school purposes must have the permission of the Superintendent.
This policy statement applies to transportation of students for school purposes in addition to the regular bus route transporting students to and from their designated attendance center.
Approved: April 13, 2004
Reviewed: May 14, 2019
Revised:
Legal Reference: Iowa Code 285; 321
Cross Reference: 401.7 Employee Travel Compensation; 711 Transportation; 904.1 Transporting Students in Private Vehicles
STAFF PERSONNEL
Series 400
Policy Title: Employee Travel Compensation Code No. 401.7
Employees traveling on behalf of the 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, transportation and/or mileage costs, lodging expenses, meal expenses, and registration costs.
Travel Outside the School District
Travel outside of the School District must be pre-approved. Pre-approval will include an evaluation of the necessity of the travel, the reason for the travel, and an estimate of the cost of the travel to qualify as approved school district business. Travel outside the School District by employees, other than the Superintendent, is approved by the Superintendent. Travel outside of the school district by the superintendent is approved by the board president.
Reimbursement for actual and necessary expenses will be allowed for travel outside the School District if the employee received pre-approval for the travel. Prior to reimbursement of actual and necessary expenses, the employee must provide the School District with a detailed receipt, other than a credit card receipt, indicating the date, purpose, and nature of the expense for each claim item. In exceptional circumstances, the Superintendent may allow a claim without proper receipt. Written documentation explaining the exceptional circumstances is maintained as part of the School District’s record of the claim.
Failure to have a detailed receipt will make the expense a personal expense. Personal expenses, including mileage, in excess of that required for the trip are reimbursed by the employee to the School District no later than 10 working days following the date of the expense.
Reimbursement for actual and necessary expenses for travel outside the School District will be limited to the pre-approved expenses. Pre-approved expenses for registration are limited to the actual cost of registration.
Pre-approved expenses for transportation within three-hundred miles of the School District Administrative Office will be by automobile. If a school district vehicle is not available, the employee will be reimbursed at the current rate allowed by the federal government.
Expenses for lodging and meals shall be reasonable and reimbursement subject to approval of the Superintendent. Reimbursement request forms shall have receipts attached to be considered for approval.
Travel Within the School District
Employees required to travel in their personal vehicle between school district buildings to carry out the duties of their position may be reimbursed at the current rate allowed by the federal government. It is the responsibility of the Superintendent to approve travel within the School District by employees. It is the responsibility of the Board to review the travel within the School District by the Superintendent through the Board’s audit and approval process.
Employees who are allowed an in-school district travel allowance will have the amount of the allowance actually received during each calendar year included on the employee’s W-2 form as taxable income according to the Internal Revenue Code.
The Superintendent is responsible for developing administrative regulations regarding actual and necessary expenses, in-school district travel allowances and assignment of school district vehicles. The administrative regulations will include the appropriate forms to be filed for reimbursement to the employee from the School District and the procedures for obtaining approval for travel outside of and within the School District.
Approved: April 13, 2004
Reviewed: May 14, 2019
Revised: May 14, 2019
Legal Reference: Iowa Constitution, Art. III, § 31; Iowa Code §§ 70A.9-.11; 1980 Op. Att’y Gen. 512
Cross Reference: 216.3 Board of Directors’ Member Compensation and Expenses; 401.6 Transporting of Students by Employees; 401.10 Credit Cards; 904.1 Transporting Students in Private Vehicles
STAFF PERSONNEL
Series 400
Policy Title: Recognition for Service of Employees Code No. 401.8
The Board recognizes and appreciates the service of its employees. Employees who retire or resign may be honored by the Board, administration, and staff in an appropriate manner.
If the form of honor thought appropriate by the administration and employees involves unusual expense to the School District, the Superintendent will seek prior approval from the Board.
Approved: April 13, 2004
Reviewed: May 14, 2019
Revised:
Legal Reference: Iowa Const. Art. II, § 31; Iowa Code § 279.8 (2013); 1980 Op. Att’y Gen. 102
Cross Reference: 407 Licensed Employee Termination of Employment; 413 Classified Employee Termination of Employment
STAFF PERSONNEL
Series 400
Policy Title: Employee Political Activity Code No. 401.9
Employees will not engage in political activity upon property under the jurisdiction of the Board. Activities including, but not limited to, posting of political circulars or petitions, the distribution of political circulars or petitions, the collection of or solicitation for campaign funds, solicitation for campaign workers, and the use of students for writing or addressing political materials, or the distribution of such materials to or by students are specifically prohibited.
Violation of this policy may be grounds for disciplinary action.
Approved: April 13, 2004
Reviewed: May 14, 2019
Revised:
Legal Reference: Iowa Code §§ 55; 279.8 (2013)
Cross Reference: 409.5 Licensed Employee Political Leave; 414.5 Classified Employee Political Leave
STAFF PERSONNEL
Series 400
Policy Title: Credit Cards Code No. 401.10
Employees may use school district credit cards for the actual and necessary expenses incurred in the performance of work-related duties. Actual and necessary expenses incurred in the performance of work-related duties include, but are not limited to, fuel for school district transportation vehicles used for transporting students to and from school and for school-sponsored events, payment of claims related to professional development of the Board and employees, and other expenses required by employees and the Board in the performance of their duties.
Employees and officers using a school district credit card must submit a detailed receipt in addition to a credit card receipt indicating the date, purpose, and nature of the expense for each claim item. Failure to provide a proper receipt will make the employee responsible for expenses incurred. Those expenses are reimbursed to the School District no later than ten working days following use of the School District’s credit card. In exceptional circumstances, the Superintendent or Board may allow a claim without proper receipt. Written documentation explaining the exceptional circumstances is maintained as part of the School District’s record of the claim.
The School District may maintain a school district credit card for actual and necessary expenses incurred by employees and officers in the performance of their duties. The Superintendent may maintain a school district credit card for actual and necessary expenses incurred in the performance of the Superintendent’s duties. The Transportation Director may maintain a school district credit card for fueling school district transportation vehicles in accordance with Board policy.
It is the responsibility of the Superintendent to determine whether the School District credit card use is for appropriate school business. It is the responsibility of the Board to determine through the audit and approval process of the Board whether the School District credit card use by the Superintendent and the Board is for appropriate school business.
The Superintendent is responsible for developing administrative regulations regarding actual and necessary expenses and use of a school district credit card. The administrative regulations will include the appropriate forms to be filed for obtaining a credit card.
Approved: April 13, 2004
Reviewed: May 14, 2019
Revised:
Legal Reference: Iowa Constitution, Art. III, § 31; Iowa Code §§ 279.8, 29, 30; 281 I.A.C. 12.3(1)
Cross Reference: 216.3 Board of Directors’ Member Compensation and Expenses; 401.7 Employee Travel Compensation
STAFF PERSONNEL
Series 400
Policy Title: Employee Orientation Code No. 401.11
Employees must know their role and duties. New employees may be required to participate in an orientation program for new employees. 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 School Business Official.
Approved: April 13, 2004
Reviewed: May 14, 2019
Revised: May 14, 2019
Legal Reference: Iowa Code §§ 20; 279.8 (2013); 191 I.A.C. 74
Cross Reference: 404 Employee Conduct and Appearance; 406 Licensed Employee Compensation and Benefits; 412 Classified Employee Compensation and Benefits
STAFF PERSONNEL
Series 400
Policy Title: Staff & Volunteer Technology Acceptable Use and Social Networking Policy Code No. 401.13
Electronic devices are a powerful and valuable education and research tool and, as such, are an important part of the instructional program. In addition, the School District depends upon technology as an integral part of administering and managing the Schools' resources, including the compilation of data and recordkeeping for personnel, students, finances, supplies, and materials. This policy outlines the Board's expectations in regard to these different aspects of the School District's technology resources. Employees must abide by this policy and conduct themselves in a manner that does not disrupt the educational process and failure to do so will result in discipline, up to and including, discharge.
General Provisions
The Superintendent is responsible for designating a Technology Director who will oversee the use of school district technology resources. The School District will provide in-service programs for the training and development of school district staff in technology skills, appropriate use of technology, and for the incorporation of technology use in subject areas.
The Superintendent, working with appropriate staff, shall establish regulations governing the use and security of the School District's computer resources. The School District will make every reasonable effort to maintain the security of the system. All users of the School District's technology resources, including students, staff, and volunteers, shall comply with this policy and regulation, as well as others impacting the use of school equipment and facilities. Failure to comply may result in disciplinary action, up to and including discharge, as well as suspension and/or revocation of computer access privileges.
Usage of the School District's technology resources is a privilege that entails responsibility. All information on the School District's computer system is considered a public record. Whether there is an exception to keep some narrow, specific content within the information confidential is determined on a case by case basis. Therefore, users of the School District's network must not expect, nor does the School District guarantee, privacy for e-mail or use of the School District's network including websites visited. The School District reserves the right to access and view any material stored on school district sites or any material used in conjunction with the School District's computer network.
The Superintendent, working with the appropriate staff, shall establish procedures governing management of electronic records in order to exercise appropriate control over electronic records, including financial, personnel, and student information. The procedures will address:
Social Networking or Other External Web Sites
For purposes of this policy, any web site, other than the School District web site or school district sanctioned web sites, are considered external web sites. Social media networks are defined to include: web sites, blogs, wikis, social networks, online forums, and virtual worlds.
Employees shall not post confidential or proprietary information, including photographic images, about the School District, it's employees, students, agents, or others on any external web site without consent of their principal or supervisor. The employee shall adhere to all applicable privacy and confidentiality policies adopted by the School District when on external web sites.
Employees shall not use school district time, with the exception of lunch time, on external sites that are not in direct-relation to the employee's job.
Employees, students, and volunteers need to realize that the Internet is not a closed system and anything posted on an external site may be viewed by others, all over the world. Employees, students, and volunteers who don't want school officials to know their personal information, should refrain from exposing it on the Internet.
Employees, who would like to use a social media network for school district sanctioned activities or classroom use, may do so, but must submit information about the social media site through the Social Media Networks form, and follow the Guidelines for Policy #401.13: Social Media Networks.
Employees must avoid posting any information or engaging in communications that violate state or federal laws or District policies.
Employees are advised to maintain their professionalism as District employees and have responsibility for addressing inappropriate behavior or activity on these networks, including requirements for mandated reporting. Because readers of social media networks may view the employee as a representative of the schools and the District, the District requires employees to observe the following rules when referring to the District, its schools, students, programs, activities, employees, volunteers, and communities on any social media networks:
A. An employee's use of any social media network and an employee's postings, displays, or communications on any social media network must comply with all state and federal laws and any applicable District policies. (Student photos, privacy, confidentiality, etc.)
Employees must be respectful and professional in all communications (by word, image, or other means). Employees shall not use obscene, profane, or vulgar language on any social media network or engage in communications or conduct that is harassing, threatening, bullying, libelous, defamatory, that discusses or encourages any illegal activity, or the inappropriate use of alcohol, use of illegal drugs, sexual behavior, sexual harassment, or bullying.
Employees must make clear that any views expressed are the employee's alone and do not necessarily reflect the views of the District.
Employees may not act as a spokesperson for the District or post comments as a representative of the District, except as authorized by the Superintendent or the Superintendent's designee. When authorized as a spokesperson for the District, employees must disclose their employment relationship with the District.
Employees may not disclose information on any social media network that is confidential or proprietary to the District, it's students, or employees or that is protected by data privacy laws.
Employees shall not use the School District logos, images, iconography, etc. on personal web sites that are not for school use.
Employees may not post images on any social media network of co-workers without the co-workers' consent.
Employees may not post images of students on any social media network without written parental consent, except for images of students taken in the public arena, such as at sporting events or fine arts public performances.
Employees may not post any building floor plans.
B. The District recognizes that student groups or members of the public may create social media content relating to students or groups with the District. When employees, including coaches/advisors, choose to join or engage with these social networking groups, they do so as an employee of the District. Employees have responsibility for maintaining appropriate employee-student relationships at all times and have responsibility for addressing inappropriate behavior or activity on these networks. This includes acting to protect the safety of minors online.
C. Employees who participate in social media networks may decide to include information about their work with the District as part of their personal profile, as it would relate to a typical social conversation. This may include:
D. An employee who is responsible for a social media network posting that fails to comply with the rules and guidelines set forth in this policy may be subject to discipline, up to and including termination. Employees will be held responsible for the disclosure, whether purposeful or inadvertent, of confidential or private information, information that violates the privacy rights or other rights of a third party, or the content of anything posted on any social media network.
E. Anything posted on an employee's web site or other Internet content for which the employee is responsible will be subject to all District policies, rules, regulations, and guidelines. The District is free to view and monitor an employee's web site at any time without consent or previous approval. Where applicable, employees may be asked to disclose to the District the existence of and to provide the District with access to an employee's web site or other personal social media network as part of an employment selection, promotion, or disciplinary process.
It is the responsibility of the Superintendent to develop administrative regulations implementing this policy.
Approved: August 12, 2014
Reviewed: December 8, 2020
Revised: September 11, 2018
Legal Reference: Iowa Code § 279.8; 282 I.A.C. 25, 26
Cross Reference: 104 Anti-Bullying/Harassment; 306 Administrator Code of Ethics; 401.11 Employee Orientation; 407 Licensed Employee Termination of Employment; 413 Classified Employee Termination; 605 Instruction Materials
STAFF PERSONNEL
Series 400
POLICY TITLE: Staff Technology Use Regulation Code No. 401.13R1
General
The following rules and regulations govern the use of the School District's computers, network, employee access to the Internet, and management of electronic records:
Employees may be issued a school district e-mail account. Passwords must be changed periodically.
Each individual in whose name an access account is issued is responsible at all times for its proper use.
Employees are expected to review their e-mail daily, and shall reply promptly to inquiries with information that the employee can reasonably be expected to provide or direct the email to the appropriate school personnel.
Email communications with parents and/or students must be made with a school district e-mail account, unless in the case of an emergency.
Employees may access the Internet for education-related and/or work-related activities.
Use of the School District computers and accounts is a public record. Employees cannot have an expectation of privacy in the use of the School District's computers.
Use of technology resources in ways that violate the acceptable use and conduct regulation, outlined below, will be subject to discipline, up to and including discharge.
Off-site access to the School District network will be determined by the Superintendent in conjunction with appropriate personnel.
All network users are expected to abide by the generally accepted rules of network etiquette. This includes being polite and using only appropriate language. Abusive language, vulgarities, and swear words are all inappropriate.
Network users identifying a security problem on the School District's network must notify appropriate staff. Any network user identified as a security risk or having a history of violations of school district computer use guidelines may be denied access to the School District's network.
Prohibited Activity and Uses
The following is a list of some of the kinds of prohibited activity for all employees concerning use of the School District's network. Any violation of these prohibitions and other inappropriate use, may result in discipline, up to and including discharge, or other appropriate penalty, including suspension or revocation of a user's access to the network.
Using the network for commercial activity, including advertising or personal gain.
Infringing on any copyrights or other intellectual property rights, including copying, installing, receiving, transmitting or making available any copyrighted software on the School District computer network. See Policy 605.7, Use of Information Resources for more information.
Using the network to receive, transmit or make available to others obscene, offensive, or sexually explicit material.
Using the network to receive, transmit or make available to others messages that are racist, sexist, and abusive or harassing to others.
Use of another's account or password.
Sharing passwords in an unsecure manner allowing others to gain access.
Attempting to read, delete, copy, or modify the electronic mail (e-mail) of other system users.
Forging or attempting to forge e-mail messages.
Engaging in vandalism. Vandalism is defined as any malicious attempt to harm or destroy school district equipment or materials, data of another user of the School District's network or of any of the entities or other networks that are connected to the Internet. This includes, but is not limited to, creating and/or placing a computer virus on the network.
Using the network to send anonymous messages or files.
Revealing the personal address, telephone number, or other personal information of oneself or another person.
Intentionally disrupting network traffic or crashing the network and connected systems.
Using the network in a fashion inconsistent with directions from teachers and other staff and generally accepted network etiquette.
Using personal printers at school, without permission from the Technology Director.
Using personal devices on a school network other than the designated guest network, without permission from the Technology Director.
Other Technology Issues
Employees should contact students and their parents through the School District account or phone unless in the case of an emergency or with prior consent of the principal. Employees should not release their cell phone number, personal e-mail address, etc. to students or their parents, except when authorized, such as, overnight trips when students are involved. Employees who are coaches or sponsors of activities may create a text list of students and parents in order to communicate more effectively as long as the texts go to all students and the principal is included in the text address list. It is strongly recommended to use an online text messaging system that will keep records of all of the messages sent from the employee.
Oskaloosa Community School District
Guidelines for Policy #401.13: Social Media Networks
These are the guidelines for social media in the Oskaloosa School District. If you're an employee contributing to blogs, wikis, social networks, virtual worlds, or any other kind of social media both on and off the District network-these guidelines are for you. We expect all who participate in social media to understand and follow these guidelines. Failure to do so could put you at risk. These guidelines will continually evolve as new technologies and social networking tools emerge-so check back at once in awhile to make sure you're up to date.
It's your responsibility. What you write is ultimately your responsibility. If it seems inappropriate, use caution. If you're about to publish something that makes you even the slightest bit uncomfortable, take time to review these guidelines. Ultimately, what you publish is your responsibility. What you publish is widely accessible and can be around for a long time, even after removing it from a site, so consider the content carefully. Trademark, copyright, and fair use requirements must be respected.
Ensure the safety of students. When employees, especially coaches/advisors, choose to join or engage with these social networking groups, they do so as an employee of the District and have responsibility for monitoring content and addressing inappropriate behavior or activity on these networks. This includes acting to protect the safety of minors online.
Be transparent. Your honesty or dishonesty will be quickly noticed in the social media environment. If you are posting about your work, use your real name and identify your employment relationship with the District. Be clear about your role; if you have a vested interest in something you are discussing, be the first to point it out. If you publish to a site outside the District's network, please use a disclaimer to state in clear terms that the views expressed are the employee's alone and that they do not necessarily reflect the views of the Oskaloosa School District.
Protect confidential information. Be thoughtful about what you publish. You must make sure you do not disclose or use confidential information. Students, parents, and colleagues should not be identified or obviously referenced without their approval. For example, ask permission before posting someone's picture in a social network (student photos require parental consent) or publishing a conversation that was meant to be private.
It is acceptable to discuss general details about projects, lessons, or events and to use non-identifying pseudonyms for an individual (e.g., Teacher A) so long as the information provided does not make it easy for someone to identify the individual or violate any privacy laws. Furthermore, public social networking sites are not the place to conduct school business with students or parents.
Respect your audience and your coworkers. Always express ideas and opinions in a respectful manner. Make sure your communications are in good taste. Do not denigrate or insult others, including other schools or competitors. Remember that our communities reflect a diverse set of customs, values, and points of view. Be respectful. This includes not only the obvious (no ethnic slurs, personal insults, obscenity, etc.) but also proper consideration of privacy and of topics that may be considered objectionable or inflammatory. Be sensitive about linking to content. Redirecting to another site may imply an endorsement of its content.
Perception can be reality. In online networks, the lines between public and private, personal and professional are blurred. Just by identifying yourself as a District employee, you are creating perceptions about your expertise and about the District by community members, parents, students, and the general public; and you are creating perceptions about yourself with your colleagues and managers. If you choose to join or engage with District students and families in social media context, do so in a professional manner, ever mindful that in the minds of students, families, colleagues, and the public, you are a District employee. Be sure that all content associated with you is consistent with your work and with the District's beliefs and professional standards.
Are you adding value? Communication associated with our District should help fellow educators, parents, students, and co-workers. It should be thought-provoking and build a sense of community. If it helps people improve knowledge or skills, do their jobs, solve problems, or understand education better then it's adding value.
Keep your cool. One of the aims of social media is to create dialogue, and people will not always agree on an issue. When confronted with a difference of opinion, stay cool. If you make an error, be up front about your mistake and correct it quickly. Express your points in a clear, logical way. Don't pick fights, and correct mistakes when needed. Sometimes, it's best to ignore a comment and not give it credibility by acknowledging it with a response.
Be careful with personal information. Make full use of privacy settings. Know how to disable anonymous postings and use moderating tools on your social media site(s). Astute criminals can piece together information you provide on different sites and then use it to impersonate you or someone you know, or even re-set your passwords.
Be a positive role model. Educational employees have a responsibility to maintain appropriate employee-student relationships, whether on or off duty. Both case law and public expectations hold educational employees to a higher standard of conduct than the general public. You should make sure that your online activities do not interfere with your job. Remember that District technologies are provided for educational use. Use of social media for personal use during District time is prohibited.
Citing Sources: The published policies and guidelines of IBM, Intel and Kodak, and Minnetonka Public Schools, provided the foundation for Oskaloosa Community School District Employee Guidelines for social media, which were adapted for an educational organization.
www.minnetonka.k12.mn.us/policies/470.pdf
http://www.kodak.com/US/images/en/corp/aboutKodak/onlineToday/Social_Med...
http://www.intel.com/sites/sitewide/en_us/social-media.htm
http://www.ibm.com/blogs/zz/en/guidelines. html
Cyber Law: Maximizing Safety and Minimizing Risk in Classrooms; A. Bissonette, J.D. Corwin Press, 2009.
Oskaloosa Community School District
Staff Technology Acceptable Use and Social Networking Policy
I have read and understand the information provided about appropriate use of technology resources at the Oskaloosa Community School District. I agree to abide by these provisions and I understand that violations will have disciplinary consequences and may lead to dismissal.
I understand that this form will be kept on file at the school.
_____________________________________________
Employee name (print)
_____________________________________________ Date________________
Employee signature
Building:
___ Elementary
___ Middle School
___ High School
___ Webster
___ Bus Barn/Maint. Shop
___ Central Office
Position:
___ Teacher ___ Assoc./Sec. ___ Nurse
___ Admin/Dir ___ Cust./Maint. ___ Bus
___ Food Service ___ Student Teacher ___ Substitute Teacher
___ Other
For Office Use Only:
Date Received: ____________________ Account Created: __________________
EMPLOYEE EXPRESSION CODE NO: 401.14
The board believes the district has an interest in maintaining an orderly and effective work environment while balancing employees' First Amendment rights to freedom of expression and diverse viewpoints and beliefs. When employees speak within their official capacity, their expression represents the district and may be regulated. The First Amendment protects a public employee’s speech when the employee is speaking as an individual citizen on a matter of public concern. Even so, employee expression that has an adverse impact on district operations and/or negatively impacts an employee’s ability to perform their job for the district may still result in disciplinary action up to and including termination.
Employees who use social media platforms are encouraged to remember that the school community may not be able to separate employees as private citizens, from their role within the district. Employee expression on social media platforms that interferes with the district’s operations or prevents the district from functioning efficiently and effectively may be subject to discipline up to and including termination.
A district employee who acts to protect a student for engaging in free expression or who refuses to infringe on students engaging in free expression; and who is acting within the scope of their professional ethics will not be retaliated against or face any adverse employment action based on their behavior provided that expression is otherwise permitted by law and board policy.
If the board or court finds an employee that is subject to licensure, certification or authorization by the Board of Educational Examiners discriminated against a student or other co-employee, the board will refer the employee to the Board of Educational Examiners for additional proceedings as required by law and which may result in discipline up to and including termination.
Note: This is a mandatory policy required by Iowa Code ch. 279.73.
Legal Reference: U.S. Const. Amend. I
Iowa Code §§ 279.73; 280.22
Cross Reference: 502.3 Student Expression
504.3 Student Publications
Approved: August 10, 2021
Revised:
Reviewed: