The Interstate 35 Community School District has an established policy of equal employment opportunity with respect to age, race, creed, color, sex, sexual orientation, marital status, gender identity, national origin, religion, or disability in any program or activity.  The district has an established policy of taking affirmative action in recruitment, appointment, assignment and advancement of women, minorities and disabled.

All employment decisions will be made in accordance with these principles.  All employment related programs will be administered in a manner consistent with these principles.  No employee or applicant shall suffer any form of discrimination because of age (except for students), gender, sexual orientation, gender identity, marital status, socioeconomic status, disability, race, national origin, color, religion, and creed.

In order to effectively communicate and interpret the district’s policies to all levels of the administration and to all other employees, community and educational agencies, and the public in general, the following will be undertaken:

1. Dissemination of Policy
   1. Employees will be reminded annually of the district’s written statement of policy by:
      1. Annual notification in newspaper or newsletter that goes to all community folks.
      2. Description of policy by publication or reference in all issues or re-issues of personnel handbooks.
      3. When appropriate, publicize the EEO policy and such activities through news stories or other articles in district publications.
      4. Detailed discussions at administrative meetings and staff meetings.
   2. Employment advertisements will contain assurance of equal employment opportunity.
   3. All employment and recruiting sources where jobs are listed by the district will be reminded of this policy, in writing.
   4. Notices will be posted on bulletin boards and in locations where applicants are interviewed.  These will inform employees and applicants of their rights under federal and state civil rights laws.
2. Responsibility for Implementing the Affirmative Action Program
   1. Responsibility is assigned to the Affirmative Action Coordinator, who will render full assistance and support for those seeking help and assistance in taking affirmative action.
3. Recruiting
   1. Additional emphasis will be given to seeking and encouraging applicants from minority groups, women and the disabled where such applicants with the necessary qualifications or potentials are available.
4. Training
   1. All training and in-service programs supported or sponsored by the district will continue to be equally open to all employees on the basis of qualifications.
5. Hiring, Placement, Transfer, and Recall
   1. The district recognizes that to accomplish the long-range objectives of its Equal Employment Opportunity policy, continued affirmative action must be taken to ensure that job opportunities of all kinds are called to the specific attention of members of minority groups, women, and the disabled and that qualified members of such groups should be offered positions on the same basis as all other applicants or employees.  To assure achievement of the objectives, the district will periodically review its practices in hiring job applicants.
6. Compensation
   1. All employees will receive compensation in accordance with the same standards.  Opportunities for performing overtime work or otherwise earning increased compensation will be afforded to all qualified employees without discrimination based on age, race, creed, color, sex, sexual orientation, socio-economic status, marital status, gender identity, national origin, religion, or disability in any program or activity.

This Affirmative Action Program will be reviewed and updated bi-annually.

Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action shall be directed to the Affirmative Action Coordinator, Interstate 35 Community School District.  Inquiries may also be directed, in writing, to the Iowa Civil Rights Department, or to the Director of the Region VII, Office of Civil Rights, Department of Education, Kansas City, Missouri.  Such inquiry or complaint to the state or federal office may be done instead of, or in addition to, an inquiry or complaint at the local level.

Further information and copies of the procedures for filing a complaint are available in the district’s central administrative office and the administrative office in each district attendance center.

Approved:  May 18, 2015

Revised/Reviewed:  January 24, 2022

Employees of the school district and applicants for employment with the district have the right to file a formal complaint alleging non-compliance with federal and state regulations requiring non-discrimination in employment.

Level One- Principal or Immediate Supervisor

Individuals with a grievance of discrimination on the basis of race, color, creed, gender, national origin, religion, age, sexual orientation, gender identity, genetic information, or disability may first discuss it with their principal/designee or immediate supervisor, with the goal of resolving the matter informally.  An applicant for employment with a complaint of discrimination on the basis of race, color, creed, gender, national origin, religion, age, sexual orientation, gender identity, genetic information, or disability may discuss it with the instructor, counselor, supervisor, department chairperson, building administrator or personnel contact person involved.

Level Two- The Affirmative Action Coordinator

If the grievance is not resolved at level one and the grievant wishes to pursue the grievance, he or she may formalize it by filing a complaint in writing. 

The complaint shall state the date filed, the name of complainant, home address, home and work phone number, the nature of the grievance, the date the alleged violation occurred, the remedy requested, and the signature of the complainant.  The filing of the formal, written complaint at level two must be within fifteen (15) working days from the date of the event giving rise to the grievance or from the date the grievant could reasonably become aware of such occurrence.  The grievant may request that a meeting concerning the complaint be held with the affirmative action coordinator.

The affirmative action coordinator shall investigate the complaint and attempt to resolve it.  A written report from the affirmative action coordinator regarding action taken will be sent within fifteen (15) working days after receipt of the complaint.

Level Three- Superintendent

If the complaint is not resolved at level two, the grievant may process the complaint to level three by presenting a written appeal to the superintendent/designee within ten (10) working days after the grievant receives the report from the affirmative action coordinator.  The grievant may request a meeting with the superintendent/designee.  The superintendent/designee has the option of meeting with the grievant to discuss the appeal.  A decision will be rendered by the superintendent/designee within ten (10) working days after receipt of the written appeal.

This procedure in no way denies the right of the grievant to file formal complaints with the Iowa Civil Rights Commission, the Federal Office of Civil Rights, or the Equal Employment Opportunity Commission for mediation or rectification of civil rights grievances, or to seek private counsel for complaints alleging discrimination.

Level Four- Appeal to Board

If the grievant is not satisfied with the Superintendent's decision, the grievant can file an appeal with the Board within five (5) working days of the decision.  It is within the discretion of the Board to determine whether it will hear the appeal.

Approved:  May 18,2015

Revised/Reviewed:  January 24, 2022