The Fairfield 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 equity 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 for 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 Fairfield Community School District is an equal employment opportunity/affirmative action (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 Affirmative Action Coordinator by writing to the Affirmative Action Coordinator, Fairfield Community School District,  403 South 20^th Street, Fairfield, Iowa  52556-4243; or by telephoning 641-472-2655. 

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, 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 East 14^th Street, Des Moines, Iowa, 50319-1004, (515) 281-4121 or 1-800-457-4416, 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.

 

 

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; 14.1; 95.                                                                 

Cross Reference:  102 Equal Educational Opportunity
                                      104    Bullying/Harassment
                                      405.2 Licensed Employee Qualifications, Recruitment, Selection
                                      411.2 Classified Employee Qualifications, Recruitment, Selection

Approved:  Feb. 11, 1985, March 19, 2012, December 19, 2017
Reviewed:  July 20, 2007, Oct. 11, 2010, March 19, 2012, November 7, 2017
Revised:  Oct. 8, 1990, Aug. 13, 2007, Nov. 8, 2010, March 19, 2012

 

Employees' use of their position with the school district for financial gain will be 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:

          (1)       The outside employment or activity involves the use of the school district's time, facilities, equipment and supplies or the use of the school district's badge, uniform, business card or other evidences of office to give the employee or the employee's immediate family an advantage or pecuniary benefit that is not available to other similarly situated members or classes of members of the general public.  For purposes of this section, a person is not "similarly situated" merely by being related to an employee who is employed by the school district.

          (2)       The outside employment or activity involves the receipt of, promise of, or acceptance of more or other consideration by the employee or a member of the employee's immediate family from anyone other than the school district for the performance of any act that the employee would be required or expected to perform as part of the employee's regular duties or during the hours during which the employee performs service or work for the school district.

          (3)       The outside employment or activity is subject to the official control, inspection, review, audit, or enforcement authority of the employee during the performance of the employee's duties.

 

If the outside employment or activity is employment or activity in (1) or (2) above, the employee must cease the employment of or activity.  If the activity or employment falls under (3), then the employee must:

•   Cease the outside employment or activity; or

•   Publicly disclose the existence of the conflict and refrain from taking any official action or performing any official duty that would detrimentally affect or create a benefit for the outside employment or activity.  Official action or official duty includes, but is not limited to, participating in any vote, taking affirmative action to influence any vote, or providing any other official service or thing that is not available generally to members of the public in order to further the interests of the outside employment or activity.

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.

 

 

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

Approved:  Feb. 10, 1997, March 19, 2012, December 19, 2017      
Reviewed:  Aug. 24, 2005, Sep. 14. 2009, March 19, 2012, November 7, 2017   
Revised:   Oct. 12, 2009, March 19, 2012 

 

More than one family member may be an employee of the school district.  It will be within the discretion of the superintendent to allow one family member employed by the school district to supervise another family member employed by the school district [subject to the approval of the board].

The employment by the board of more than one individual in a family will be on the basis of their qualifications, credentials and records.

 

 

Legal Reference:  Iowa Code §§ 20; 71; 277.27; 279.8 (2013).

Cross Reference:  405.2 Licensed Employee Qualifications, Recruitment and Selection
                                      411.2 Classified Employee Qualifications, Recruitment and Selection

Approved:  Feb. 10, 1997, March 19, 2012, December 19, 2017           
Reviewed:  Aug. 24, 2005, March 19, 2012, November 7, 2017.
Revised:                           

 

Complaints of employees against fellow employees should be discussed directly between employees.  If necessary, complaints will be brought directly to the immediate supervisor, principal or superintendent and will be made in a constructive and professional manner.  Complaints will never be made in the presence of other employees, students or outside persons.

 

 

Legal Reference:  Iowa Code §§ 20.7, .9; 279.8

Cross Reference:  307 Communication Channels

Approved:  Feb. 10, 1997, March 19, 2012, December 19, 2017           
Reviewed:  Aug. 24, 2005, March 19, 2012, November 7, 2017
Revised:                           

 

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, and 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 except the total amount charged for all copies cannot exceed $5.00.  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 will be the responsibility of the superintendent to keep employees' personnel files current.  The board secretary will be the custodian of employee records.

It will be the responsibility of the superintendent to develop administrative regulations for the implementation of this policy.

 

 

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

Approved:  Feb. 11, 1985, March 19, 2012 , December 19, 2017          
Reviewed:  Aug. 24, 2005, March 19, 2012, November 07, 2017.    
Revised:  Feb. 10, 1997

 

Generally, transportation of students will be 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 administration.

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.

 

 

Legal Reference:  Iowa Code chs. 285; 321 (1995).

Cross Reference:  401.7  Employee Travel Compensation
                                      711     Transportation
                                      904.1  Transporting of Students in Private Vehicles

Approved:  Feb. 10, 1997, March 19, 2012, December 19, 2017          
Reviewed:  Aug. 24, 2005, March 19, 2012, November 07, 2017
Revised:                           

 

Employees traveling on behalf of the school district and performing approved school district business will be reimbursed for their actual and necessary expenses up to the limits set by the Board in the teacher handbook.  Actual and necessary travel expenses will include, but not be limited to, transportation and/or mileage costs, lodging expenses, meal expenses and actual registration costs up to the district’s approved limits.

 

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, will be approved by the superintendent.

Prior to reimbursement of actual and necessary expenses, the employee must provide the school district with an itemized list of expenses incurred in the performance of their duties and a receipt for all expenses incurred, 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 will be 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 will be reimbursed by the employee to the school district no later than 10 working days following the date of the expense

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 district rate per mile.

 

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 will be reimbursed at the district rate per mile.  It will be the responsibility of the superintendent to approve travel within the school district by employees.  It will be 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 will be 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 by the school district and the procedures for obtaining approval for travel outside of and within the school district.

 

At Request of School District

In unique situations where the district desires to send select personnel to a specific event, the superintendent may preapprove payment or reimbursement of registration, overnight, travel and/or meals at cost.

 

 

Legal Reference:  Iowa Constitution, Art. III, § 31.
                                      Iowa Code §§ 70A.9-.11 (2013).
                                      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

Approved:  Feb. 10, 1997, March 19, 2012, December 19, 2017, July 20, 2018, August 20, 2018             
Reviewed: Aug. 24, 2005, Nov. 9, 2009, Oct. 11, 2010, March 19, 2012, November 7, 2017, July 20, 2018    
Revised:  Dec. 14, 2009, Nov. 8, 2010, March 19, 2012

 

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.

 

 

Legal Reference:  Iowa Const. Art. III, § 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

Approved:  Feb. 10, 1997, March 19, 2012, December 19, 2017           
Reviewed:  Aug. 24, 2005, March 19, 2012, November 07, 2017    
Revised:                               

 

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.

 

 

Legal Reference:  Iowa Code §§ 55; 279.8 (2013).

Cross Reference:  409.5 Licensed Employee Political Leave
                                      414.5 Classified Employee Political Leave

Approved:  Feb. 10, 1997, March 19, 2012, December 19, 2017           
Reviewed:  Aug. 24, 2005, March 19, 2012, November 07, 2017.    
Revised:                               

 

Employees may use school district gasoline credit cards for the actual gasoline expenses incurred while traveling in a school vehicle on school business. 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 gasoline 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 will be 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 will be 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 will be the responsibility of the superintendent to determine whether the school district credit card use is for appropriate school business.  It will be 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.

 

 

Legal Reference:  Iowa Constitution, Art. III, § 31.
                                      Iowa Code §§ 279.8, .29, .30 (2013).
                                      281 I.A.C. 12.3(1).

Cross Reference:  216.3 Board of Directors' Member Compensation and Expenses
                                      401.7 Employee Travel Compensation

Approved:  Feb. 10, 1997, March 19, 2012, December 19, 2017           
Reviewed:  Aug. 24, 2005, Apr. 13, 2009, March 19, 2012, November 7, 2017.    
Revised:  May 11, 2009

 

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 business manager.  Regular employees ineligible for the school district's group health plan will be given information regarding where they can obtain health care or health care insurance.

 

 

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

Approved:  Feb. 10, 1997, Sep 15, 2014, December 19, 2017           
Reviewed:  Aug. 24, 2005, Aug 18, 2014, November 07, 2017    
Revised:    Aug 18, 2014                   

 

Computers 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 computers 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 computer resources.  Employees must conduct themselves in a manner that does not disrupt from or disrupt the educational process and failure to do so will result in discipline, up to and including, discharge.

 

General Provisions

The Director of Technology will oversee the use of school district computer resources. The TLC Specialist and Curriculum Director in conjunction with the Director of Technology will prepare in-service programs for the training and development of school district staff in computer skills, appropriate use of computers and for the incorporation of computer use in subject areas.

The superintendent, working with appropriate staff, will 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 computer resources, including students, staff and volunteers, will 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 computer resources is a privilege, not a right, and that use entails responsibility.  All information on the school district’s computer system may be 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 computer network must not expect, nor does the school district guarantee, privacy for e-mail or use of the school district’s computer network including web sites visited.  The school district reserves the right to access and view any material stored on school district equipment or any material used in conjunction with the school district’s computer network.

The superintendent, working with the appropriate staff, will establish procedures governing management of computer records in order to exercise appropriate control over computer records, including financial, personnel and student information.  The procedures will address: 

• passwords,
• system administration,
• separation of duties,
• remote access,
• data back-up (including archiving of e-mail),
• record retention, and
• disaster recovery plans.

Social Networking or Other External Web Sites

For purposes of this policy any web site, other than the school district web site or school-school district sanctioned web sites, are considered external web sites.  Employees should not post confidential or proprietary information, including photographic images, about the school district, its employees, students, agents or others on any external web site without consent of the superintendent.  The employee will adhere to all applicable privacy and confidentiality policies adopted by the school district when on external web sites.  Employees will not use the school district logos, images, iconography, etc. on external web sites.  Employees will not use school district time or property 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 administrators to know their personal information, should refrain from exposing it on the Internet.  Employees should not connect with students via external web sites without consent of the superintendent.  Employees should be aware of the risks involved in texting individual students directly. It is recommended that employees should text a group of students or include another staff member or the parent in receipt of the text. Employees who would like to start a social media site for school district sanctioned activities should contact the superintendent.

It is the responsibility of the superintendent to develop administrative regulations implementing this policy.

 

 

Legal Reference:  Iowa Code § 279.8 (2013).
                                        282 I.A.C. 13.35, .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 of Employment
                                        605         Instructional Materials

Approved:  December 19, 2017         
Reviewed:  July 11, 2011, November 07, 2017                                                             
Revised:     September 18, 2017 

 

Fairfield Community School District prohibits the texting or talking on a hand-held phone while operating a district vehicle or while using a school district issued cell phone while operating a personal vehicle.  This includes, but is not limited to:  answering or making phone calls, engaging in phone conversations, reading or responding to e-mails and text messages.

Fairfield Community School District employees are required to: 

• Turn cell phones off or put on silent, vibrate or connect to a hands free device before beginning the trip.
• Pull over to a safe place if a call must be made or received while on the road, unless already connected to a hands free device.
• Consider modifying voice mail greeting to indicate that you are unavailable to answer calls or return messages while driving.
• Inform clients, associates and business partners of this policy as an explanation of why calls may not be returned immediately.

Vehicles that are operated that require a Commercial Driver’s License (CDL) must follow the restrictions for cell phone usage as required for the CDL.  Applicable state laws which may be more restrictive must be followed where the vehicle is being operated for all operators.

Violations of this policy may lead to disciplinary action and denial of use of school vehicles and district cell phones.

 

 

Approved:  July 11, 2011, February 18, 2019, May 18, 2020   
Reviewed:  July 11, 2011, January 21, 2018, March 16, 2020
Revised:  May 18, 2020

 

The Fairfield Community School District Board of Directors is offering a one-time, supplemental benefit of early retirement for those employees who meet the eligibility and application requirements. The program provides an incentive that will be of mutual benefit to the District and employees. The benefit to the District will be cost savings in the general fund and the benefit to employees will be cash incentive and single health insurance until age 65 to aid in the transition to retirement. Participation in this program is voluntary. This plan is for the year ending June 30, 2021 only. There is no guarantee that this program, or any early retirement program, will be offered in future years.

 

Eligibility Requirements:

The Board of Directors hereby extends an offer of early retirement benefits to all full-time, regular employees who meet all of the following requirements: at least 55 years of age on or before June 30, 2021 and currently have at least 10 years of continuous service with the district.

 

Application Requirements:

An employee who wants to receive early retirement benefits must complete and turn in an application to the A.C.T. office (See Policy 401.15R1). Approval by the Board of Directors of the employee’s application for early retirement benefits constitutes voluntary resignation from all employment with the district provided they finish out their contract and are not scheduled for layoff or have received an official notice of layoff/termination.  

 

 

Resignation Date for Year-Round Employees:

In an effort to ease the transition of certain key support personnel, a 12-month employee may request and qualify for this early retirement incentive with the understanding that his/her retirement date may be delayed to a date mutually beneficial to the District and the retiring employee. However, the final date of separation will be within a six-week period following June 30, 2021. 

 

Benefit Computation:

An employee who participates in this early retirement program will receive 20%-40% of his/her base salary in the final year of employment (See chart below).  The benefit will be calculated on regular contract, base salary only; not including any stipend, TLC contract, extra-curricular, co-curricular, or over-time pay. For purposes of calculating the years of service, employment must be continuous, regular, and based on 30 hours or more per week.  Absence due to reductions in force or due to approved leaves will not constitute a voluntary interruption in service, unless the absence or leave exceeds six (6) consecutive months in length. However, the period of time during which an employee is absent due to a reduction in force or due to an approved leave will not be counted for purposes of determining the minimum length of service required to establish eligibility.

Continuous years	% of
of internal service	base salary
10-14	20%
15-19	25%
20-24	30%
25-29	35%
>30	40%

 

Benefit Payment

Payment to employees of early retirement funds shall be made in two payments over a two-year period with the first payment made approximately on September 25th of the year of retirement. The second payment will be made one year later. All cash distributions will be made into the District’s Special Pay Deferral Plan. (If a 12-month employee delays the date of retirement, his/her first benefit payment will be made approximately 60 days after his/her final date of employment.)

In the event of the death of the employee prior to the full payment of the designated amount, payment shall be made to a designated beneficiary, or in the event no beneficiary is named, payment will be made to the estate of the employee. In the event of the death of the employee, the entire sum remaining to be paid to the beneficiary or estate will be paid in one lump sum.

 

Program Timeline

Completed applications for early retirement must be received in the office of the Superintendent by Noon, February 01, 2021. Applications will be accepted via email to:  christine.willmon@fairfieldsfuture.org or in person.  Any eligible employee who has not committed their participation in the program by Noon on February 01, 2021, will forever lose their opportunity to participate in this Early Retirement Program. 

 

Benefit Payments Limit

The Board will limit the total early retirement benefits paid under this program to a total of $2,000,000. If it will be necessary to limit the number of approved applications, the Board will use a process based on seniority in Fairfield and the most senior employee(s) will be granted early retirement benefits.

 

Status of Participants

An employee who elects to participate in this early retirement program and whose application for early retirement is approved will become a retired employee and will be entitled to all rights and privileges of an employee under applicable law and policies of the Fairfield Community School District. An employee who elects to participate in this early retirement program and whose application for early retirement is approved shall not be eligible to be rehired in any capacity with the Fairfield Community School District nor shall the District be required to accept an application for employment from an employee who elects to participate in this early retirement program; however, that, at the sole discretion of the Board of Directors, the District may employ an employee who elects to participate in this early retirement program as a temporary substitute employee.

 

Additional Provisions and Conditions:

All eligible employees who elect early retirement will receive single health insurance.  The health insurance coverage available under this plan shall be the group coverage offered to the staff and may be altered from time to time.  All employees who elect early retirement may purchase health insurance by paying the entire premium for family coverage until the maximum age permitted by the policy. In accordance with Iowa Code 509A.13, employees are eligible to participate until age 65. Employees paying for family insurance must arrange a payment schedule with the District’s Business Office one month prior to the start of coverage. Failure to meet the arranged payment schedule shall result in the loss of family insurance coverage.

 

Right to Waive Requirements:

The Board reserves the right to waive any requirement or condition of this policy at its discretion and at any time. Any decision by the Board to waive a requirement or condition which is a part of this policy shall not establish any precedent with regard to any other request for a waiver.

 

Termination:

This plan shall terminate on June 30, 2021. Notwithstanding the termination of this plan, employees who are granted benefits pursuant to this plan will continue to receive such benefits as set forth herein.

 

No Vesting/Right to Amend or Revoke:

The adoption of this Early Retirement Plan shall not vest any right in any employee whether or not the employee is currently eligible for early retirement.  The Board shall have the complete discretion to amend or repeal this plan or any provisions thereof at any time with or without notice and shall not be obligated to provide any benefits to any employee after the date of such amendment or repeal, except to those employees whose early retirement pursuant to this plan has commenced prior to amendment or repeal.

 

Conflict/Severability:

Should any portion of this policy be in conflict with state or federal rules, regulations or laws, that portion of the policy shall be invalid, and all other portions remain in full force and effect. Any decision by the Board to waive a requirement or condition which is part of this policy shall not establish any precedent with regard to future requests for a waiver.

Plan Interpretation:

The Board is the final arbiter of all questions of interpretation under this plan, including but not limited to, questions of eligibility or benefit calculations.

An employee contemplating participation in this early retirement program should seek the advice of a financial planner and/or an attorney.