Employees are those individuals who are employed by the school district on an ongoing basis who are not independent contractors.  The district may give employees individual contracts or letters of assignment or may not issue any form of written document to employees, as required by law and in the discretion of the district.  Any contracts for employment must be signed by the board president

Licensed employees, including administrators, are those employees required to hold an appropriate license from the Iowa Department of Education for their position as required by the Board of Educational Examiners or others with professional licenses.  Licenses required for a position will be considered met if the employee meets the requirements established by the Iowa Department of Education.  Licensed employees must present evidence of current license to the board secretary prior to payment of salary each year.

Support staff employees or classified are employees who are not administrators or employees in positions which require a license issued by the Iowa Board of Educational Examiners and who are employed to fulfill the duties listed on their job description on a monthly or hourly basis.  Support staff employees required to hold a license for their position must present evidence of their current license to the board secretary prior to payment of wages each year.

It is the responsibility of the superintendent to establish job specifications and job descriptions for employees’ positions, other than the position of the superintendent.  Job descriptions may be approved by the board.

Approved:  July 25, 2018      
Reviewed: October 15, 2025    
Revised: March 14, 2022                 

 

Recruitment and selection of the employees of the district shall be the responsibility of the superintendent.  In the discharge of this responsibility, the superintendent may utilize other administrators and/or staff members as is practical and effective.

Selection of employees shall be based on the following qualifications, as well as any other qualifications the superintendent or administrator deems appropriate:

1. Training, education, experience, and skill
2. Demonstrated professional competency;
3. Personality;
4. General suitability for the position;
5. The needs of the district.

All professional employees shall be properly licensed as required by statutory enactment and the Iowa Department of Education.

The superintendent shall make a recommendation to the board and the board shall approve any recommendation prior to any individual being employed by the board.  However, the superintendent will have the authority to employ an employee on a temporary basis until a recommendation can be made and action can be taken by the board on the position.

 

Approved:  July 25, 2018      
Reviewed: February 14, 2022     
Revised: March 14, 2022                 

 

The Red Oak Community School District believes in taking appropriate measures to promote the health and welfare of all students.  Any school employee, contractor, or agent shall not assist another school employee, contractor, or agent in obtaining a new job, apart from the routine transmission of administrative personnel files, if the individual or agency knows, or has probable cause to believe, that such school employee, contractor, or agent engaged in sexual misconduct regarding a minor or student in violation of the law. The board will employ licensed employees after receiving a recommendation from the superintendent. The superintendent, however, will have the authority to employ a licensed employee on a temporary basis until a recommendation can be made and action can be taken by the board on the position. 

This limitation does not apply if the matter has been properly reported to law enforcement and any other regulatory authorities required by law, and either:

• the matter has been officially closed by the law enforcement agency;
• the individual is acquitted or otherwise exonerated of the alleged misconduct; or
• more than four years has passed since the case was opened, and no charges or indictment have been filed.

 

Approved: March 14, 2022
Reviewed: October 15, 2025
Revised: October 15, 2025

Employees shall be provided leave as required under federal, state or local law; as specified in board policy; as specified in a collective bargaining unit covering the employee; or as specified in the individual employee’s contract with the district.

Unpaid leave may be used to excuse an involuntary absence not provided for in other leave policies. Employees may make requests for unpaid leaves of absence.  Such requests shall be submitted in writing to the superintendent or designee at least five (5) work days in advance except in cases of emergency, in which case authorization must be requested as soon as possible and in no event more than five (5) work days after the absence.  Such requests will be considered individually on their own merits and in accordance with the applicable collective bargaining agreement, if any, and state and federal law. 

The superintendent or designee will have complete discretion to grant or deny the requested unpaid leave.  In making this determination, the superintendent will consider the effect of the employee’s absence on the education program and school district operations, the financial condition of the school district, length of service, previous record of absence, the reason for the requested absence, and other factors the superintendent believes are relevant in making this determination.

If unpaid leave is granted, the duration of the leave period is coordinated with the scheduling of the education program whenever possible, to minimize the disruption of the education program and school district operations.

Approved:  July 25, 2018      
Reviewed: October 15, 2025  
Revised: March 14, 2022

 

Licensed Employees

A licensed employee who wishes to resign must notify the superintendent in writing within the time period set by the board for return of the contract.  This applies to regular contracts for the licensed employee’s regular duties and for an extracurricular contract for extra duty.  Resignations of this nature will be accepted by the board.

The board may require an individual who has resigned from an extracurricular contract to accept the resigned position for only the subsequent school year when the board has made a good faith effort to find a replacement and the licensed employee is continuing to be employed by the school district.

Support Staff Employees

Support staff employees who wish to resign during the school year must notify the superintendent in writing of their intent to resign and final date of employment no less than thirty (30) days prior to their last working day.

 

Approved:  July 25, 2018      
Reviewed: October 15, 2025   
Revised: March 14, 2022                 

 

Licensed employees who wish to be released from an executed contract must give at least twenty-one days notice to the superintendent.  Licensed employees may be released at the discretion of the board.  Only in unusual and extreme circumstances will the board release a licensed employee from a contract.  The board will have sole discretion to determine what constitutes unusual and extreme circumstances.

Release from a contract will be contingent upon finding a suitable replacement.  Licensed employees requesting release from a contract after it has been signed and before it expires may be required to pay the board the cost of advertising incurred to locate and hire a suitable replacement.  Upon written mutual agreement between the employee and the superintendent, the costs may be deducted from the employee’s salary.  Payment of these costs is a condition for release from the contract at the discretion of the board.  Failure of the licensed employee to pay these expenses may result in a cause of action being filed in small claims court.

The superintendent is required to file a complaint with the Iowa Board of Educational Examiners against a licensed employee who leaves without proper release from the board. 

In the event a certified employee (i.e., teacher or administrator) submits a written resignation by November 30, to be effective at the end of the current school year, that employee shall be eligible to receive a $1,250 severance bonus.  A certified employee who submits a written resignation by January 15, to be effective at the end of the current school year, shall be eligible to receive a $750 severance bonus. By acceptance of the severance bonus, the employee waives any rights to seek unemployment or other employment claims against the district. The payment of the severance bonus shall occur within thirty (30) days following board approval of the resignation.  Once the resignation is approved by the Board, all the employee’s rights will be terminated on the employee’s last contract day of the current school year. Once approved, the employee’s resignation may not be rescinded.  This provision may not be applied in conjunction with any other employment separation agreement.

Approved:  August 23, 2021      
Reviewed: October 15, 2025
Revised: March 14, 2022               

 

The Board may, at its sole discretion, offer an Early Retirement Incentive Program for full-time licensed employees in any school year. The Board shall determine annually whether the program will be offered and may establish or modify the program's eligibility requirements, benefit levels, application deadlines, participation limits, and other terms and conditions. Approval of the program in one year shall not obligate the Board to offer the program in any subsequent year.

Definition of Eligible Employee

For purposes of this policy, a full-time licensed employee is an individual employed by the District in a position requiring a valid Iowa Board of Educational Examiners license as a condition of employment and who is regularly scheduled to work at least thirty-five (35) hours per week. Eligibility for participation in the Early Retirement Incentive Program is limited to individuals who are employed by the District as full-time licensed employees on the date of application and who remain employed through the effective date of retirement, unless otherwise approved by the Board.

Approval of participation in the Early Retirement Incentive Program shall be at the sole discretion of the Board. Satisfaction of the eligibility requirements does not entitle an employee to participate in the program or receive any retirement incentive benefit.

Annual Program Parameters

For each year in which the Early Retirement Incentive Program is offered, the Board shall establish the eligibility requirements, application procedures, participation limits, benefit structure, deadlines, and any other terms and conditions governing the program.

Unless otherwise established by the Board, participation in the program shall be limited to five (5) employees per fiscal year. The Board may annually establish a different participation limit in which the program is offered.

If the number of eligible applicants exceeds the established participation limit, applicants shall be ranked based on continuous years of service to the District, with preference given to the employee with the greatest length of service. In the event of a tie, preference shall be given to the employee with the earliest original date of hire.

Notwithstanding the foregoing, the Board reserves the right to deny participation if the retirement of an otherwise eligible employee would create a critical staffing shortage or materially impair District operations.

The Board's determination regarding eligibility, participation, and program administration shall be final.

Eligibility Requirements

Unless otherwise established by the Board for a particular program year, the following eligibility criteria shall apply:

• Has attained age fifty-five (55) on or before August 1 immediately preceding the school year in which retirement becomes effective;
• Has completed at least ten (10) years of continuous service as a full-time licensed employee of the District as of the effective date of retirement;
• Submits a written application to the superintendent on or before December 10 of the school year in which retirement will occur. Applications received after December 10 may be considered only upon approval of the Board, which shall have sole discretion to accept or reject late applications;
• Submits an irrevocable written resignation, effective at the conclusion of the contract year, concurrently with the application for participation in the program. Acceptance of the resignation may be conditioned upon Board approval of the employee's participation in the program; and,
• Receives board approval of the licensed employee's application for participation in the early retirement plan, of the licensed employee's resignation and of the disbursement of early retirement incentive to the licensed employee.

An employee who elects to participate in the Early Retirement Incentive Program shall not be eligible to receive any other early notice or resignation incentive, severance payment, separation agreement, or similar benefit provided under Board Policy 401.6 or any other District policy, program, agreement, or practice. Participation in the Early Retirement Incentive Program shall constitute the employee's sole and exclusive retirement or separation benefit, unless otherwise expressly authorized by the Board.

Approval Process

Board approval of an employee's application for early retirement shall constitute acceptance of the employee's resignation and voluntary termination of the employee's employment with the District effective at the conclusion of the current contract year. Upon approval, the employee's participation in the Early Retirement Incentive Program shall become effective, and any subsequent request to withdraw the resignation or revoke participation in the program may be granted only at the sole discretion of the Board.

The employee shall be eligible to receive the approved early retirement incentive on July 1 following retirement, or on another date authorized by the Board. If the Board does not approve the application, the employee's resignation shall be deemed withdrawn and the employee's contract shall remain in full force and effect.

Voluntary Early Retirement Benefit

Eligible employees approved for participation in the Early Retirement Incentive Program shall elect one (1) of the following three (3) early retirement incentive options. Each option constitutes a separate and complete benefit package and must be accepted in its entirety. The options are mutually exclusive, and no employee shall be permitted to combine, modify, exchange, supplement, or otherwise alter the benefits provided under any option.

Option 1

Upon retirement, the licensed employee is eligible to continue participation in the school district's group insurance plan, with the District subsidizing fifty percent (50%) of the applicable single policy premium for a period of three (3) years, provided the employee continues to meet the requirements of the insurer.

Following the expiration of the District's three-year subsidy period, the retiree may continue participation in the school district's group insurance plan at the retiree's sole expense, provided the retiree continues to meet the requirements of the insurer and timely remits all required premium payments.

This insurance coverage will cease when the licensed employee/retiree reaches age sixty-five, secures other employment in which the employer provides insurance coverage, or dies. If dependent insurance coverage is carried, an eligible spouse may continue coverage beyond the employee's/retiree's sixty-fifth birthday at the spouse’s expense for a period of up to five years or until the spouse reaches age sixty-five, whichever occurs first.

Option 2

Each approved participant shall receive an early retirement incentive of eighteen thousand dollars ($18,000), payable in three (3) annual installments of six thousand dollars ($6,000) each, beginning July 1 following retirement.

In the event the participant dies before all early retirement incentive payments have been distributed, any remaining unpaid balance shall be paid to the participant's estate.

Upon retirement, the licensed employee may continue participation in the District's group health insurance plan, provided the employee continues to meet the requirements of the insurer. The retiree shall be responsible for payment of all premiums and shall remit such payments to the Board Secretary in accordance with the District's payment procedures.

Retiree health insurance coverage shall cease when the licensed employee/retiree reaches age sixty-five, secures other employment in which the employer provides insurance coverage, or dies. If dependent insurance coverage is carried, an eligible spouse may continue coverage beyond the employee's/retiree's sixty-fifth birthday at the spouse’s expense for a period of up to five years or until the spouse reaches age sixty-five, whichever occurs first.

Option 3

Each approved participant shall receive an amount equal to one hundred percent (100%) of the participant's accumulated leave, including sick leave, emergency leave, personal leave multiplied by the current daily substitute teacher pay rate payable in three (3) equal annual installments, beginning in July following retirement. In addition, the participant shall receive a one-time early retirement incentive of thirty-five hundred dollars ($3,500) payable in July following retirement.

In the event the participant dies before all early retirement incentive payments have been distributed, any remaining unpaid balance shall be paid to the participant's estate.

Upon retirement, the licensed employee may continue participation in the District's group health insurance plan, provided the employee continues to meet the requirements of the insurer. The retiree shall be responsible for payment of all premiums and shall remit such payments to the Board Secretary in accordance with the District's payment procedures.

Retiree health insurance coverage shall cease when the licensed employee/retiree reaches age sixty-five, secures other employment in which the employer provides insurance coverage, or dies. If dependent insurance coverage is carried, an eligible spouse may continue coverage beyond the employee's/retiree's sixty-fifth birthday at the spouse’s expense for a period of up to five years or until the spouse reaches age sixty-five, whichever occurs first.

The Board reserves the sole discretion to offer, modify, suspend, or discontinue the Early Retirement Incentive Program at any time. Adoption of this policy shall not be construed as creating a contractual right or entitlement to participation in the program. The Board shall review the program periodically and determine, in its sole discretion, whether the program will be offered for any given school year.

Licensed employees who retire under this policy may qualify for retirement benefits through the Iowa Public Employees Retirement System.

Approved:  July 25, 2018      
Reviewed: October 15, 2025    
Revised: July 15, 2026                 

 

Employees will perform their assigned job, respect and follow board policy, and obey the law.  The superintendent is authorized to suspend an employee pending board action on a discharge, for investigation of charges against the employee, for reasons related to staff and student safety, and for disciplinary purposes.  In the event of a suspension, appropriate due process will be followed.  It is within the discretion of the superintendent to suspend an employee with or without pay.

Approved:  July 25, 2018      
Reviewed: October 15, 2025     
Revised: March 14, 2022                 

 

The superintendent or designee has authority to suspend the services of any employee, as permitted under law.  The superintendent or designee shall make a recommendation to the board regarding the employee’s employment with the district.  The board shall take action whether or not to terminate the employee’s employment with the district, as required and/or permitted under law.

The superintendent, the superintendent’s designee and the board shall follow all applicable procedures and provide appropriate due process as required under the law and/or as required in a negotiated labor contract, if any.

Approved:  July 25, 2018      
Reviewed: October 15, 2025   
Revised: March 14, 2022                 

 

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.

Approved:  February 14, 2022
Reviewed:  October 15, 2025
Revised:

The use of cell phones and other communication devices may be appropriate to provide for the effective and efficient operation of the school district and to help ensure safety and security of people and property while on school district property or engaged in school sponsored activities.

Employees may possess and use cell phones during the school day as outlined in this policy and as provided in the administrative regulation. 

Employees are prohibited from using cell phones or personal electronic devices during instructional time and other duty times, including student supervision periods, staff development, and parent-teacher conferences, except in the case of an emergency or prior administrative approval for educational purposes. Employees may use cell phones or personal electronic devices during non-instructional times such as planning periods, lunch, or breaks, provided it does not disrupt the school environment.

Cell phones are not to be used for conversations involving confidential student or employee information.

Employees are prohibited from using cell phone or personal electronic devices while driving district vehicles or transporting students, except in the case of an emergency and any such use must comply with applicable state and federal law and district policies and regulations.

School bus drivers are prohibited from using any communication device while operating the bus except in the case of an emergency, or to call for assistance, after the vehicle has been stopped.  Any such use must comply with applicable state and federal law and district policies and regulations. 

Employees violating the policy will be subject to discipline, up to and including, discharge.  It is the responsibility of the superintendent to develop administrative regulations regarding this policy.

 

Approved: July 16, 2025
Reviewed: October 15, 2025      
Revised: