The Linn-Mar Community School District will provide equal opportunity to employees and applicants for employment in accordance with applicable equal employment opportunity (EEO) and affirmative action (AA) 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 district will provide a workplace that fosters respect and appreciation for the cultural diversity found in our country; an awareness of the rights, duties, and responsibilities of each individual as a member of a pluralistic society; and reduce stereotyping and bias on the basis of age, color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender identity, physical attributes, genetic information, physical or mental ability or disability, ancestry, political party preference, political belief, military status, socioeconomic status, pregnancy, or familial status.

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 age, color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender identity, physical attributes, genetic information, physical or mental ability or disability, ancestry, political party preference, political belief, military status, socioeconomic status, pregnancy, or familial status.

The 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 on an annual basis.

The board will appoint an affirmative action coordinator. The affirmative action coordinator will have the responsibility of drafting the affirmative action plan. The affirmative action plan will be reviewed by the board at least every two years.

Prior to final offer of employment, the school district will perform the background checks required by law. 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 Board of Educational Examiners (BOEE), then the requirement for a background check is waived. The district will perform repeat background checks on the applicable employees as required by law.

Advertisements and notices for vacancies within the district will contain the following statement: “The Linn-Mar Community 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, will be directed to the Linn-Mar Equity Coordinators and/or Affirmative Action Coordinator in writing to:

Linn-Mar Community School District Equity Coordinators
Karla Christian, Chief Human Resources Officer
319-447-3036 / kchristian@Linnmar.k12.ia.us

Nathan Wear, Associate Superintendent
319-447-3028 / nathan.wear@Linnmar.k12.ia.us  

Affirmative Action Coordinator
Karla Christian, Chief Human Resources Officer
319-447-3036 / kchristian@Linnmar.k12.ia.us

Address: 3556 Winslow Road, Marion IA 52302
Fax: 319-403-8008

Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and/or affirmative action laws and policies, including but not limited to complaints of discrimination, may also be directed in writing to either or both of the following:

Equal Employment Opportunity Commissions
Milwaukee Area Office - Reuss Federal Plaza
310 West Wisconsin Avenue, Suite 800
Milwaukee, WI 53203-2292
800-669-4000 or TTY 800-669-6820
Website: http://www.eeoc.gov/field/milwaukee/index.cfm

Iowa Civil Rights Commission
400 E 14th Street
Des Moines, IA 50319-1004
515-281-4121 or 800-457-4116
Website: http://www.state.ia.us/government/crc/index.html

An inquiry or complaint to the federal office may be done instead of, or in addition to, an inquiry or complaint to the local level.

Further information and copies of the procedures for filing a complaint are available in the district’s Human Resources office.

Adopted: 7/81
Reviewed: 12/11; 2/14; 9/14; 12/16; 4/23
Revised: 1/11; 4/13; 11/18; 4/20; 10/23; 2/24; 9/24
Related Policy: 400.1-E; 401.1; 403.11
Legal Reference (Code of Iowa): §§ 19B; 20; 35C; 73; 216; 279.8; 281 IAC 12.4; 95; HF672
IASB Reference: 401.01
Mandatory Policy

Persons interested in a position, other than administrative positions which will be employed in accordance with board policies in Series 300 (Administration), will have an opportunity to apply and qualify for positions in the school district without regard to age, color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender identity, physical attributes, genetic information, physical or mental ability or disability, ancestry, political party preference, political belief, military status, socioeconomic status, pregnancy, familial status, or any other classification that is protected in accordance with the applicable equal employment opportunity and affirmative action laws, directives, and regulations of federal, state, and local governing bodies.

Job applicants for positions will be considered on the basis of the following qualifications:

1. Training, experience, and skill;
2. Nature of the occupation;
3. Demonstrated competence; and
4. Possession of, or ability to obtain, state or other license or certificate if required for the position.

All job openings will be submitted to the Iowa Workforce Development for posting on IowaWORKS.gov, the online state job posting system. Additional announcements of the positions may occur in a manner which the superintendent [or designee] believes will inform potential applicants about the positions.

Applications for employment may be obtained and completed online using the district’s employment website or applicants may contact the office of Human Resources for assistance in completing an online application.

Administrators will follow district hiring practices to fill positions in their work area and will make recommendations to the superintendent [or designee] concerning a person’s employment and possible assignment. Whenever possible, the preliminary screening of applicants will be conducted by the administrator/supervisor who will be directly supervising and overseeing the person being hired.

The board will employ licensed and unlicensed employees after receiving a recommendation from the superintendent. The superintendent, however, will have the authority to employ:

1. Classified personnel upon the recommendation of the Chief Human resources Officer; and
2. Licensed personnel, on a temporary basis based on the recommendation of the Chief Human Resources Officer until action can be taken by the board on the position.

The superintendent [or designee] will follow the requirements stated in the bargained agreement between employees in that collective bargaining unit and the school board regarding qualifications, recruitment, and selection of such employees.

Adopted: 6/70
Reviewed: 1/11; 2/14; 9/14; 12/16; 4/20; 4/23
Revised: 2/10; 12/11; 4/13; 4/16; 9/16; 8/24
Related Policy: 302.4; 303.1; 400.1-E
Legal Reference (Code of Iowa): §§ 20; 35C; 84A.6(4)(b); 216; 279.13
281 IAC 12; 282 IAC 14; 29 USC §§ 621-634; 42 USC §§ 2000e, 12101 et seq 
IASB Reference: 405.02; 411.02
Mandatory Policy

The Linn-Mar Community School District believes in taking appropriate measures to promote the health and welfare of all students. Any school employee, volunteer, contractor, or agent shall not assist another school employee, volunteer, 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, volunteer, contractor, or agent engaged in sexual misconduct regarding a minor or student in violation of the law. Sexual misconduct means physical or sexual abuse of students including, but not limited to, sexual or physical relationships, grooming behavior, and otherwise inappropriate relationships with students.

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:

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

Adopted: 4/20
Reviewed: 4/23; 8/24
Reference (Iowa Code): §256; 281 IAC 12.3(14);
20 USC § 7926; Iowa House File 2487
IASB Reference: 401.06
Mandatory Policy