Resignations shall be in writing signed by the resigning party, directed to the Superintendent of Schools (Superintendent) and referred to the Board of Directors with a recommendation.  The Superintendent must receive the written resignation at least two weeks in advance of the date the employee plans to terminate employment.

The requirements stated in the Master Contract between employees in the certified collective bargaining unit and the board regarding resignation of such employees will be followed.

Legal Reference:        
Iowa Code §§ 91A.2, .3, .5; 279.19A; 285.5(9) (2013).

Approved:
October 11, 2021

Classified employees will perform their assigned job, respect and follow board policy and obey the law.  The superintendent is authorized to suspend a classified employee with or without pay pending board action on a discharge or during investigation of charges against the employee or for disciplinary purposes.  It is within the discretion of the superintendent to suspend a classified employee with or without pay.

In the event of a suspension, due process will be followed.

Legal Reference:        
Northeast Community Education Association v. Northeast Community School District, 402 N.W.2d 765, 769 (Iowa 1987).
McFarland v. Board of Education of Norwalk Community School District, 277 N.W.2d 901 (Iowa 1979).
Iowa Code §§ 20.7, .24 (2013).

Approved:
October 11, 2021

The board believes classified employees should perform their jobs, respect board policy and obey the law. 

The Superintendent of Schools or a designee has the authority to suspend the services of any classified employee.  At the next meeting of the Board of Directors (Board), action shall be taken by the Board as to whether or not the employee shall be reinstated or dismissed.  A classified employee may be dismissed for any reason, including, but not limited to, incompetence, willful neglect of duty, reduction in force, willful violation of board policy or administrative regulations, or a violation of the law.  The employee shall have the right to request a hearing before the Board.

Legal Reference:        
Iowa Code §§ 20.7, .24 (2013).

Approved:
October 11, 2021

It is the exclusive power of the board to determine when a reduction in classified employees is necessary.  Employees who are terminated due to a reduction in force will be given thirty days notice.  Due process will be followed for terminations due to a reduction in force.

It is the responsibility of the superintendent to make a recommendation for termination to the board.  The superintendent will consider the relative qualifications, skills, ability and demonstrated performance through evaluation procedures in making the recommendations.

The requirements stated in the Master Contract between employees in the certified collective bargaining unit and the board regarding reduction in force of such employees will be followed.

Legal Reference:        
Iowa Code §§ 20.7, .24 (2013).

Approved:
October 11, 2021