Good health is important to job performance. Employment in the following positions is dependent upon a successful physical examination report. All employees identified as having reasonably anticipated contact with blood or infectious materials will receive the Hepatitis B vaccine or sign a written waiver stating that they will not take the vaccine. *Employees whose physical or mental health, in the judgment of the administration, may be in doubt will submit to additional examinations, when requested to do so, at the expense of the school district.

Teacher Associates

The school district will pay for an initial back screening using the District’s designated medical provider. The form indicating the employee is able to perform the duties for which the employee was hired must be returned prior to payment of salary.

Custodians and Maintenance Workers

The school district will pay for an initial back screening using the district’s designated medical provider.  The form indicating the employee is able to perform the duties for which the employee was hired must be returned prior to payment of salary.

Food Service Workers

The school district will pay for an initial back screening using the district’s designated medical provider.  The form indicating the employee is able to perform the duties for which the employee was hired must be returned prior to payment of salary.

Preschool Employees

Preschool employees (teachers and associates) are required to have a documented health assessment completed before starting work or having contact with children. The health assessment must be updated every two years. The documented health assessment includes: immunizations status; capacities and limitations that may affect job performance and documentation by a licensed health professional of TB skin testing using the Mantoux method and showing the employee to be free from active TB disease.

Preschool employees will have the health assessment administered at the district’s designated medical provider.

School Bus Drivers

School bus drivers will present evidence of good health every other year in the form of a Department of Transportation (DOT) physical examination report unless otherwise required by law or medical opinion. School bus drivers will have the DOT physical examination administered at the district’s designated medical provider.

It is the responsibility of the superintendent to ensure an exposure control plan to eliminate or minimize district occupational exposure to blood borne pathogens is in place. The plan for designated employees will include, but not be limited to, scope and application, definitions, exposure control, methods of compliance, Hepatitis B vaccination and post-exposure evaluation and follow-up, communication of hazards to employees, and record keeping.

*The District will designate the facility to be used for all employment-related physicals as:

Jefferson County Health Center 2000B S Main St Fairfield, IA 52556

Legal Reference:  29 C.F.R. Pt. 1910.1030 (2010).
                                       Iowa Code §§ 20.9; 279.8, 321,365 (2011).
                                       281 I.A.C. 12.4(14); 43.15 -.20.

Cross Reference:  403 Employees’ Health and Well-Being

Approved:  Feb. 10, 1997, Dec. 17, 2012, May 20, 2013, May 13, 2015, Sept 26, 2016, May 20, 2019
Reviewed:  Feb. 13, 2006, June 14, 2010, Nov.1, 2012, Apr. 28, 2014, Oct 27, 2014, Mar 16, 2015, Jul 25, 2016, April 15, 2019
Revised:  Oct. 9, 2000, Dec. 15, 2003, Mar. 13, 2006, July 12, 2010, Nov.1, 2012, Apr.28, 2014, Mar 16, 2015, Jul 25, 2016, May 20, 2019

When an employee becomes seriously injured on the job, the building principal shall notify a member of the family, or an individual of close relationship, as soon as the building principal becomes aware of the injury.

If possible, an employee may administer emergency or minor first aid.  In the case of illness, an employee shall be turned over to the care of the employee's family or qualified medical employees as soon as reasonably possible.  The school district is not responsible for medical treatment of non-work-related injury or illness.

If medical treatment is necessary, for work-related injury or illness, the employee will be directed to the District’s designated medical provider.  For a serious injury or illness (or any treatment that should not wait until the next day) seek treatment at the Jefferson County Health Center or the nearest emergency medical facility.

All employees who experience a work related injury will, along with their supervisor, call the EMC “On Call Nurse” 24 hour phone line.  The nurse will give directions for further care as well as file the initial employees’ Work Injury Report.

Legal Reference:  Iowa Code §§ 85; 279.40; 613.17 (2013).
                                      1972 Op. Att'y Gen. 177.

Cross Reference:  403    Employees' Health and Well-Being
                                      409.2 Licensed Employee Personal Illness Leave
                                      414.2 Classified Employee Personal Illness Leave

Approved:  Feb. 10, 1997, March 19, 2012, May 13, 2015, Jan. 15, 2018     
Reviewed:  Aug. 24, 2005, June 14, 2010, March 19, 2012, Apr.28, 2014, Oct 27, 2014, Mar 16, 2015, December 19, 2017    
Revised:  July 12, 2010, March 19, 2012, Apr.28, 2014, December 19, 2017    

Employees with a communicable disease will be allowed to perform their customary employment duties provided they are able to perform the essential functions of their position and their presence does not create a substantial risk of illness or transmission to students or other employees.  The term "communicable disease" will mean an infectious or contagious disease spread from person to person, or animal to person, or as defined by law.

Prevention and control of communicable diseases is included in the school district's bloodborne pathogens exposure control plan.  The procedures shall include scope and application, definitions, exposure control, methods of compliance, universal precautions, vaccination, post-exposure evaluation, follow-up, communication of hazards to employees and record keeping.  This plan is reviewed annually by the superintendent and school nurse.

The health risk to immunodepressed employees is determined by their personal physician.  The health risk to others in the school district environment from the presence of an employee with a communicable disease is determined on a case-by-case basis by the employee's personal physician, a physician chosen by the school district or public health officials.

An employee who is at work and who has a communicable disease which creates a substantial risk of harm to a student, coworkers, or others at the workplace will report the condition to the superintendent any time the employee is aware that the disease actively creates such risk.

Health data of an employee is confidential and it will not be disclosed to third parties.  Employees’ medical records are kept in a file separate from their personal file.

It is the responsibility of the superintendent, in conjunction with the school nurse, to develop administrative regulations stating the procedures for dealing with employees with a communicable disease.

NOTE:  This policy is consistent with current health practices regarding communicable diseases.  The bloodborne pathogen language in the second paragraph and accompanying regulation is in compliance with federal law on control of bloodborne pathogens.

Legal Reference:  School Board of Nassau County v. Arline, 480 U.S. 273 (1987).
                                      29 U.S.C. § 794, 1910 (2012).
                                      42 U.S.C. §§ 12101 et seq. (Supp. 2012).|
                                      45 C.F.R. Pt. 84.3 (2012).
                                      Iowa Code § 139; 141 (2013).
                                      641 I.A.C. 1.2-.7.0

Cross Reference:  401.5 Employee Records
                                      403.1 Employee Physical Examinations
                                      507.3 Communicable Diseases - Students

Approved:  June 13, 1988, Dec. 17, 2012, Jan. 15, 2018, May 18, 2020     
Reviewed:  Sep. 28, 2005, Nov.1, 2012, December 19, 2017, April 9, 2020          
Revised:  Oct. 10, 1994, Oct. 10, 2005, Nov.1, 2012, December 19, 2017, May 18, 2020 

The board authorizes the development of a comprehensive hazardous chemical communication program for the school district to disseminate information about hazardous chemicals in the workplace.

Each employee will annually review information about hazardous substances in the workplace.  When a new employee is hired or transferred to a new position or work site, the information and training, if necessary, is included in the employee's orientation.  When an additional hazardous substance enters the workplace, information about it will be distributed to all employees, and training will be conducted for the appropriate employees.  The superintendent or designee will maintain a file indicating when which hazardous substances are present in the workplace and training and information sessions take place.

Employees who will be instructing or otherwise working with students will disseminate information about the hazardous chemicals with which they will be working as part of the instructional program.

It is the responsibility of the superintendent or designee to develop administrative regulations regarding this program.

Legal Reference:  29 C.F.R. Pt. 1910; 1200 et seq. (2012).
                                      Iowa Code chs. 88; 89B (2013).
                                      347 I.A.C. 120.

Cross Reference:  403 Employees' Health and Well-Being
                                      804 Safety Program

Approved:  Oct. 12, 1987, Dec. 17, 2012, Jan. 15, 2018     
Reviewed:  Aug. 24, 2005, Nov.1, 2012, December 19, 2017         
Revised:  June 12, 1989, Nov.1, 2012, December 19, 2017   

The board expects the school district and its employees to remain substance free.  No employee will unlawfully manufacture, distribute, dispense, possess, use, or be under the influence of, in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance alcoholic beverage, or tobacco as defined by federal or state law.  "Workplace" includes school district facilities, school district premises or school district vehicle.  "Workplace" also includes non-school property if the employee is at any school-sponsored, school-approved or school-related activity, event or function, such as field trips or athletic events where students are under the control of the school district or where the employee is engaged in school business.

District employees in possession of controlled substances, alcohol, or tobacco in the workplace are subject to disciplinary actions whether or not they are convicted of a criminal act. If an employee is convicted of a violation of any criminal drug offense committed in the workplace, the employee will notify the employee's supervisor of the conviction within five days of the conviction.

The superintendent will make the determination whether to require the employee to undergo substance abuse treatment or to discipline the employee. An employee who violates the terms of this policy may be subject to discipline up to and including termination.  If the employee fails to successfully participate in a program, the employee may be subject to discipline up to and including termination.

The superintendent is responsible for publication and dissemination of this policy to each employee.  In addition, the superintendent will oversee the establishment of a substance-free awareness program to educate employees about the dangers of substance abuse and notify them of available substance abuse treatment programs.

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

Legal Reference:  41 U.S.C. §§ 701-707 (2012).
                                      42 U.S.C. §§ 12101 et seq. (2012).
                                      29 C.F.R. 1910, 1200 et seq. (2012).
                                      Iowa Code §§ 88,89B (2013).
                                      347 I.A.C. 120

Cross Reference:  404 Employee Conduct and Appearance

Approved:  Oct. 9, 1989, Dec. 17, 2012, Jan. 15, 2018     
Reviewed:  Aug. 24, 2005, Nov. 1, 2012, Dec. 19, 2017    
Revised:  Feb. 10, 1997, Nov. 1, 2012, Dec. 19, 2017    

Employees who operate school vehicles classified as “commercial motor vehicles” by the U.S. Department of Transportation, and are required to possess a commercial driver’s license (CDL) to operate those vehicles, are subject to drug and alcohol testing.

A “commercial motor vehicle” is a vehicle that transports sixteen or more persons including the driver or has a gross vehicle weight rating (GVWR) of 26,001 pounds or more.  For purposes of the Drug and Alcohol Testing Program, the term "employees" includes applicants who have been offered a position to operate a commercial motor vehicle owned by the school.

Employees or employee applicants who will operate a school vehicle as described above are subject to pre-employment drug testing prior to being allowed to perform a safety sensitive function using the school vehicle.  In addition, employees will be subject to random, reasonable suspicion and post-accident drug and alcohol testing.  Employees operating school vehicles will not perform a safety-sensitive function within four hours of using alcohol.  Employees governed by this policy are subject to the drug and alcohol testing program beginning the first day they operate or are offered a position to operate school vehicles and continue to be subject to the Drug and Alcohol Testing Program as long as they may be required to perform a safety-sensitive function as it is defined in the administrative regulations.  Employees with questions about the Drug and Alcohol Testing Program may contact the school district superintendent/and or transportation director at 403 S. 20^th Street, Fairfield, Iowa, 52556.

Employees who violate the terms of this policy may be subject to discipline up to and including termination.  Employees who violate this policy bear the personal and financial responsibility, as a condition of continued employment, to successfully participate in a substance abuse evaluation and a substance abuse treatment program recommended by the substance abuse professional.  Employees who fail to or refuse to successfully participate in a substance abuse evaluation or recommended substance abuse treatment program will no longer be allowed to operate a commercial motor vehicle owned by the school and in addition may be subject to discipline up to and including termination. 

It is the responsibility of the superintendent to develop administrative regulations to implement this policy in compliance with the law.  The superintendent/and or transportation director will inform applicants of the requirement for drug and alcohol testing in notices or advertisements for employment.

The superintendent/and or transportation director will also be responsible for publication and dissemination of this policy and its supporting administrative regulations and forms to employees operating school vehicles.  The superintendent/and or director of auxiliary services  will also oversee a substance-free awareness program to educate employees about the dangers of substance abuse and notify them of available substance abuse treatment resources and programs.

Legal Reference:  American Trucking Association, Inc. v. Federal Highway Administration, 51 Fed. 3^rd 405 (4^th Cir. 1995).
                                            49 U.S.C. §§ 5331 et. Seq. (2012).
                                      42 U.S.C. §§ 12101 (2012).
                                      41 U.S.C. §§ 701-707 (2012).
                                      49 C.F.R. Pt. 40; 382; 391.81-123 (2012).
                                      34 C.F.R. Pt. 85  (2012).
                                      Local 301, Internat'l Assoc. of Fire Fighters, AFL-CIO, and City of Burlington, PERB No. 3876 (3-26-91).
                                      Iowa Code §§ 124; 279.8; 321.375(2); 730.5  (2013).

Cross Reference:  403.6  Substance-Free Workplace
                                      409.2  Licensed Employee Personal Illness Leave
                                      414.2  Classified Employee Personal Illness Leave

Approved:  Nov. 13, 1995, Dec. 17, 2012, Jan. 15, 2018     
Reviewed:  Aug. 24, 2005, Nov.1, 2012, Dec. 19, 2017
Revised:  Mar. 14, 2005 , Nov.1, 2012 Dec. 19, 2017    

EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING PROGRAM POLICY ARE HEREBY NOTIFIED they are subject to the school district’s Drug and Alcohol Testing Program for pre-employment drug testing and in addition are subject to random, reasonable suspicion, post-accident, return-to-duty, and follow-up drug and alcohol testing as outlined in the Drug and Alcohol Testing Program Policy, its supporting documents, regulations and the law.

Employees who operate school vehicles classified as “commercial motor vehicles” by the U.S. Department of Transportation are subject to drug and alcohol testing.  A “commercial motor vehicle” is a vehicle that transports sixteen or more persons including the driver or has a gross vehicle weight rating (GVWR) of 26,001 pounds or more.  For purposes of the Drug and Alcohol Testing Program, “employees” also includes applicants who have been offered a position to operate a commercial motor vehicle owned by the school.  Employees who will operate a school-owned commercial motor vehicle are subject to the Drug and Alcohol Testing Program regulations beginning the first day they are offered a position to operate a school vehicle and continue to be subject to the Drug and Alcohol Testing Program until such time employment is terminated or the employee will no longer operate, at any time, a commercial motor vehicle for the school.

It is the responsibility of the superintendent/and or transportation director to inform employees of the Drug and Alcohol Testing Program requirements.  Employees with questions regarding the drug and alcohol testing requirements will contact a school district contact person.

EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING PROGRAM POLICY ARE FURTHER NOTIFIED that employees violating this policy, its supporting documents or regulations will be subject to discipline up to and including termination.

EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING PROGRAM POLICY ARE FURTHER NOTIFIED it is a condition of their continued employment to comply with the Drug and Alcohol Testing Program Policy, its supporting documents, regulations and the law.  It is a condition of continued employment for employees operating a school vehicle to notify their supervisor of any prescription medication they are using.  Drug and alcohol testing records about a driver are confidential and are released in accordance with this policy, its supporting documents, regulations or the law.

EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING PROGRAM POLICY ARE FURTHER NOTIFIED that employees violating this policy, its supporting documents, regulations or the law will be subject to discipline up to and including termination.  As a condition of continued employment, employees violating this policy, its supporting documents, regulations or the law bear the personal and financial responsibility, as a condition of continued employment, to successfully participate in a substance abuse evaluation and a substance abuse treatment program recommended by the substance abuse professional.  Employees who are required to participate in and who fail to or refuse to successfully participate in a substance abuse evaluation or recommended substance abuse treatment program will be subject to discipline up to and including termination.

DRUG AND ALCOHOL TESTING PROGRAM ACKNOWLEDGMENT FORM

I, (____________________), have received a copy, read and understand the Drug and Alcohol
          Name of Employee

Testing Program Policy and its supporting documents.  I consent to submit to the Drug and Alcohol Testing Program as required by the Drug and Alcohol Testing Program Policy, its supporting documents, regulations and the law.

I understand that if I violate the Drug and Alcohol Testing Program Policy, its supporting document, regulations or the law, I may be subject to discipline up to and including termination or I may be required to successfully participate in a substance abuse evaluation and a substance abuse treatment program, if recommended by the substance abuse professional.  If I am required to and fail to or refuse to successfully participate in a substance abuse evaluation or recommended substance abuse treatment program, I understand I will be subject to discipline up to and including termination.

I further understand that drug and alcohol testing records about me are confidential and may be released in accordance with this policy, its supporting documents, regulations or the law.

________________________________________                    ____________________________
                     (Signature of Employee)                                                                (Date)