Code No. 401.4

Staff Personnel

Employee Complaints

              Purpose.  The purpose of these complaint procedures is to resolve, at the lowest possible level, complaints of employees which may arise from time to time regarding their working conditions.

              Exclusion.  Any matter brought under a grievance procedure of a negotiated agreement shall not also be brought under the procedures of this Policy.

              Procedures.

 (1)        Any employee with a complaint regarding his/her working conditions shall first discuss such complaint with his/her immediate supervisor in a scheduled meeting in an attempt to resolve the matter informally.

 (2)        If the employee feels that the matter is not satisfactorily resolved, the employee shall file a signed, written complaint with the immediate supervisor, which must be filed within twenty (20) calendar days of the event giving rise to the complaint.  The immediate supervisor shall indicate the disposition of the filing of  the complaint.

 (3)        If the employee feels that the matter is not satisfactorily resolved,  the employee shall file the written complaint and the supervisor’s  disposition with the superintendent of schools within seven (7) calendar days of the disposition by the supervisor.  The superintendent or his/her designee shall meet with the employee  within seven (7) days of receipt of the complaint.  Within seven (7) calendar days of the meeting, the superintendent or his/her designee shall indicate in writing the disposition of the complaint.

 (4)        If the employee feels that the matter is not satisfactorily resolved, within seven (7) calendar days of the disposition by the superintendent or the superintendent’s designee, the employee may request to appear before the Board of Directors by filing the written complaint and the written dispositions of the immediate supervisor and of the superintendent or the superintendent’s designee with the Board Secretary and ask for a place on the Board’s agenda.  The employee may appear at the Board meeting and discuss the matter with the Board.  The administrative staff may also discuss the matter with the Board.  The Board may refuse in its sole discretion to take action on the complaint, or the Board shall decide the matter as soon as practicable, and the Board Secretary shall communicate the Board’s decision to the employee.  If the Board declines to decide the matter, the disposition of the superintendent or of the superintendent’s designee shall be final.

              Bar.  The failure of an employee to follow these complaint procedures within the prescribed time limits or the failure of an employee to follow other mandates of these procedures will act as a bar to any further processing of the complaint.  A supervisor’s or administrator’s failure to give a decision within the time limits will permit the employee to proceed to the next step.  Time limits, however, may be extended by mutual agreement.

              Noninterference.  All investigations, handling or processing of any complaint  shall be conducted so as to result in no interference with or interruption of work activities.

Legal Reference:     Iowa Code Chapters 20.7; .9; 279.8 (2003).

Cross Reference:    300 Series     Communication Channels

Approved:        August 14, 1989                

Reviewed:       April 18, 2006                    

Revised: