100 Educational Philosophy
100 The Columbus Community School District
This school district is organized as a school corporation pursuant to the Constitution of the State of Iowa and Iowa law, and known as the Columbus Community School District (the “District”).
The District is located in Louisa County, Iowa. The District’s affairs are conducted by elected school officials, the Columbus Community School District Board of Directors (the “Board”). The District and the Board have exclusive jurisdiction over school matters in the territory of the District.
Approved: 1995-1996
Reviewed: 2001-2002; 2007-2008
Revised: November 19, 2007; March 18, 2013
101 Educational Philosophy of the District
The District and the Board are dedicated to promoting an equal opportunity for a quality public education to its students, within the limitations of the school district’s ability, in order to provide for students, in cooperation with the families and the school district community.
The Board is also dedicated to providing the opportunity for students to develop a healthy social, intellectual, emotional and physical self-concept in a learning environment that provides guidance, promotes critical thinking, and encourages each student to develop his/her full potential and become a productive citizen.
The District and the Board endeavor, through the dedication of the District’s resources, to encourage students who come to the District from a variety of backgrounds to look forward to the time when they will have jobs, homes, families, and places in the community, and attain recognition as individuals. In order to achieve this goal, the District and the Board will seek qualified employees dedicated to the development of their professional skills for the betterment of the education program.
Instruction and curriculum are the key elements of a public education. Critical thinking and problem solving skills that will assist the students' preparation for life are instructed as part of a sequentially coordinated curriculum. The District strives to prepare students for employment, to discover and nurture creative talent and to prepare them to meet and cope with social change in an atmosphere conducive to learning.
The support and involvement of the home and the community are essential to achieve educational excellence in the educational program. The District strives to maintain an active relationship with the home and the community to create within the students an awareness of the dignity and worth of the individual, civil responsibility and respect for authority.
Approved: 1995-1996
Reviewed: 2001-2002; 2007-2008
Revised: November 19, 2007; March 18, 2013
102 Educational and Operational Planning
Long-range needs assessment enables the District to analyze assessment data, get feedback from the community about its expectation of students and determines how well students are meeting student learning. The Board will conduct ongoing and in-depth needs assessment, soliciting information from business, labor, industry, higher education and community members, regarding their expectations for adequate student preparation.
In conjunction with the in-depth needs assessment of the District, the Board will authorize the appointment of a committee, representing administrators, employees, parents, students and community members, to make recommendations and assist the board in determining the priorities of the District in addition to the basic skills areas of the education program. The District will provide opportunities for local community input and feedback on an on-going basis through our School Improvement Advisory Committee.
At least annually, the School Improvement Advisory Committee shall make recommendations to the Board of Directors regarding progress toward annual improvement goals, goals related to locally determined indicators, and the revision or formulation of the next year’s annual improvement goals.
It is the responsibility of the Superintendent to ensure the District community is informed of students' progress on state and locally determined indicators. The Superintendent will report annually to the Board about the means used to keep the community informed.
As a result of the Board and committee's work, the Board will determine major educational needs and rank them in priority order; develop long-range goals and plans to meet the needs; establish and implement short-range and intermediate-range plans to meet the goals and to attain the desired levels of student performance; evaluate progress toward meeting the goals and maintain a record of progress under the plan that includes reports of student performance and results of school improvement projects; and annually report the District’s progress made under the plan to the committee, community and Iowa Department of Education.
Approved: 1995-1996
Reviewed: October 28, 2024
Revised: October 28, 2024
103 Equal Employment Opportunity and Non-Discrimination Policy and Equal Educational Opportunity Policy
The District and the Board will not discriminate in its employment practices or educational programs and/or activities on the basis of race, color, national origin, gender, sexual orientation, gender identity, socioeconomic status, disability, religion, creed, age (except for permitting/prohibiting students to engage in certain activities), political party affiliation, marital status, or genetic information in accordance with all state and federal laws, rules and regulations. Further, the District and the Board affirm the right of all students and staff to be treated with respect and to be protected from intimidation, discrimination, physical harm and harassment.
This nondiscrimination policy extends to educational programs, student activities and athletics, student behaviors, Columbus staff members, the public, Columbus employment practices, and all aspects under the jurisdiction of the Columbus Community School District.
The District and the Board will require all persons, agencies, vendors, contractors and other persons and organizations doing business with or performing services for the District to subscribe to all applicable federal and state laws, executive orders, rules and regulations pertaining to contract compliance and equal opportunity.
Inquiries or grievances related to this policy may be directed to the the District Curriculum Director at the District Administrative Office, 1208 Colton Street, Columbus Junction, Iowa, 319-728-2911; to the Director of the Iowa Civil Rights Commission, 400 East 14th Street, Des Moines, IA 50319-1004, 1-800-457-4416; to the Office for Civil Rights Chicago Office, United States Department of Education, Citigroup Center, 500 W. Madison Street, Suite 1475, Chicago, IL 60661-4544, (312) 730-1560; or to the Equal Employment Opportunity Commission Chicago Office, 500 W. Madison Street, Suite 2000, Chicago, IL 60661, 1-800-669-4000. Inquiries may also be directed to the Director, Iowa Department of Education, Grimes State Office Building, 400 E 14th Street, Des Moines, IA 50319-0146.
Approved: 1995-1996
Reviewed: 2001-2002
Revised: April 9, 2012; March 18, 2013
103.E1 Grievance Form for Complaints of Discrimination or Non-Compliance with Federal or State Regulations Requiring Non-Discrimination
I,_____________________________ , am filing this grievance because:
(Attach additional sheets if necessary)
Describe incident or occurrence as accurately as possible:
(Attach additional sheets if necessary)
Signature __________________________________________
Address __________________________________________
Phone Number __________________________________________
If student, Grade Level __________________________________________
If student, Attendance Center ____________________________________
103.E2 Grievance Documentation
Name of Individual Alleging Discrimination or Non-Compliance:
Name ______________________________________________
Signature ______________________________________________
Date of Grievance ______________________________________________
State the nature of the complaint and the remedy requested.
Indicate Principal's or Supervisor's response or action to above complaint.
103.R1 Notice of Nondiscrimination
Students, parents, employees and others doing business with or performing services for the District are hereby notified that this District does not discriminate on the basis of race, color, national origin, gender, sexual orientation, gender identity, socioeconomic status, disability, religion, creed, age (except for permitting/prohibiting students to engage in certain activities), political party affiliation, marital status, or genetic information in admission or access to, or treatment in, its programs and activities.
The District does not discriminate on the basis of race, color, national origin, gender, sexual orientation, gender identity, socioeconomic status, disability, religion, creed, age (except for permitting/prohibiting students to engage in certain activities), political party affiliation, marital status, or genetic information in admission or access to, or treatment in, its hiring and employment practices. Any person having inquiries concerning the District's compliance with federal and/or state non-discrimination law is directed to contact:
Name: Ms. Jeni Laughlin
Title: Curriculum Director
Location: 1208 Colton St.
Telephone Number: 319-728-2911
This individual has been designated by the District to coordinate the District's efforts to comply with federal and/or state non-discrimination laws.
Revised: March 18, 2013
103.R2 Grievance Procedures
Students, parents of students, employees, and applicants for employment in the school district will have the right to file a formal complaint alleging discrimination under federal or state regulations requiring non-discrimination in programs and employment.
Level One - Principal, Immediate Supervisor or Personnel Contact Person (Informal and Optional - may be bypassed by the grievant)
Employees with a complaint of discrimination based upon their race, color, national origin, gender, sexual orientation, gender identity, socioeconomic status, disability, religion, creed, age (except for permitting/prohibiting students to engage in certain activities), political party affiliation, marital status, or genetic information are encouraged to first discuss it with their immediate supervisor, with the objective of resolving the matter informally.
An applicant for employment with a complaint of discrimination based upon their race, color, national origin, gender, sexual orientation, gender identity, socioeconomic status, disability, religion, creed, age (except for permitting/prohibiting students to engage in certain activities), political party affiliation, marital status, or genetic information are encouraged to first discuss it with the personnel contact person.
A student, or a parent of a student, with a complaint of discrimination based upon their race, color, national origin, gender, sexual orientation, gender identity, socioeconomic status, disability, religion, creed, age (except for permitting/prohibiting students to engage in certain activities), political party affiliation, marital status, or genetic information are encouraged to discuss it with the instructor, counselor, supervisor, building administrator, program administrator or personnel contact person directly involved.
Level Two - Compliance Officer
If the grievance is not resolved at Level One and the grievant wishes to pursue the grievance, the grievant may formalize it by filing a complaint in writing on a Grievance Filing Form, which may be obtained from the Compliance Officer. The complaint will state the nature of the grievance and the remedy requested. The filing of the formal, written complaint at Level Two must be within fifteen working days from the date of the event giving rise to the grievance, or from the date the grievant could reasonably become aware of such occurrence. The grievant may request that a meeting concerning the complaint be held with the Compliance Officer. A minor student may be accompanied at that meeting by a parent or guardian.
The Compliance Officer will investigate the complaint and attempt to resolve it. A written report from the Compliance Officer regarding action taken will be sent to the involved parties within a reasonable time after receipt of the complaint.
Level Three - Superintendent/Administrator
If the complaint is not resolved at Level Two, the grievant may appeal it to Level Three by presenting a written appeal to the superintendent within five working days after the grievant receives the report from the Compliance Officer, the grievant may request a meeting with the Superintendent. The superintendent may request a meeting with the grievant to discuss the appeal. The superintendent will render a decision within a reasonable time after the receipt of the written appeal. If, in cases of disability grievances at the elementary and secondary level, the issue is not resolved through the grievance process, the parents have a right to an impartial hearing to resolve the issue.
Level Four - Appeal to Board
If the grievant is not satisfied with the superintendent's decision, the grievant can file an appeal with the board within five working days of the decision. It is within the discretion of the board to determine whether it will hear the appeal.
The Compliance Officer is:
Mrs. Jeni Laughlin, District Curriculum Director
District Administrative Office
1208 Colton Street
Columbus Junction, IA
Phone Number: 319-728-2911
Office Hours: 8:00 AM to 4:00 PM
This procedure in no way denies the right of the grievant to file formal complaints with the Iowa Civil Rights Commission, the U.S. Department of Education Office for Civil Rights or Office of Special Education Programs, the Equal Employment Opportunity Commission, or the Iowa Department of Education for mediation or rectification of civil rights grievances, or to seek private counsel for complaints alleging discrimination.
104 Anti-Bullying/Harassment Policy
The Columbus Community School District is committed to providing all students, employees, and volunteers with a safe and civil school environment in which all members of the school community are treated with dignity and respect. Bullying and/or harassing behavior can seriously disrupt the ability of school employees to maintain a safe and civil environment, and the ability of students to learn and succeed.
Bullying and/or harassment of or by students, employees, and volunteers is against federal, state, and local policy and is not tolerated by the board.
Accordingly, school employees, volunteers, and students shall not engage in bullying or harassing behavior while on school property, while on school-owned or school-operated vehicles, while attending or participating in school-sponsored or sanctioned activities, and while away from school grounds if the conduct materially interferes with the orderly operation of the educational environment or is likely to do so.
Complaints may be filed with the superintendent or superintendent’s designee pursuant to the regulation accompanying this policy. The superintendent is responsible for implementation of this policy and all accompanying procedures. Complaints will be investigated within a reasonable time frame. Within 24 hours of receiving a report that a student may have been the victim of conduct that constitutes bullying and/or harassment, the district will notify the parent or guardian of the student.
If as a result of viewing surveillance system data or based on a report from a school district employee, the district determines that a student has suffered bullying or harassment by another student enrolled in the district, a parent or guardian of the student may enroll the student in another attendance center within the district that offers classes at the student’s grade level, subject to the requirements and limitations established in Iowa law related to this topic.
A school employee, volunteer, or student, or a student’s parent or guardian who promptly, reasonably, and in good faith reports an incident of bullying or harassment, in compliance with the procedures in the regulation, to the appropriate school official designated by the school district, shall be immune from civil or criminal liability relating to such report and to participation in any administrative or judicial proceeding resulting from or relating to the report.
Retaliation Prohibited
Individuals who knowingly file false bullying or harassment complaints and any person who gives false statements in an investigation may be subject to discipline by appropriate measures.
Any student found to have violated or retaliated in violation of this policy shall be subject to measures up to, and including, suspension and expulsion. Any school employee found to have violated or retaliated in violation of this policy shall be subject to measures up to, and including, termination of employment. Any school volunteer found to have violated or retaliated in violation of this policy shall be subject to measures up to, and including, removal from service and exclusion from school grounds.
Definitions
For the purposes of this policy, the defined words shall have the following meaning:
- “Electronic” means any communication involving the transmission of information by wire, radio, optic cable, electromagnetic, or other similar means. “Electronic” includes but is not limited to communication via electronic mail, internet-based communications, pager service, cell phones, and electronic text messaging.
- “Harassment” and “bullying” mean any repeated or potentially repeated electronic, written, verbal, or physical act or other ongoing conduct toward an individual based on any trait or characteristic of the individual which creates an objectively hostile school environment that meets one or more of the following conditions:
- Places the individual in reasonable fear of harm to the individual’s person or property.
- Has a substantial detrimental effect on the individual’s physical or mental health.
- Has the effect of substantially interfering with the individual’s academic or career performance. Has the effect of substantially interfering with the individual’s ability to participate in or benefit from the services, activities, or privileges provided by a school.
- “Trait or characteristic of the individual” includes but is not limited to age, color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender identity, physical attributes, physical or mental ability or disability, ancestry, political party preference, political belief, socioeconomic status, or familial status.
- “Volunteer” means an individual who has regular, significant contact with students.
Publication of Policy
The board will annually publish this policy. The policy may be publicized by the following means:
- Inclusion in the student handbook,
- Inclusion in the employee handbook
- Inclusion in the registration materials
- Inclusion on the school or school district’s web site
Approved: 10/28/2024
Reviewed: 10/28/2024
Revised: 10/28/2024
104.E1 Anti-Bullying/Harassment Policy - Complaint Form
Approved: 10/28/2024
Reviewed: 10/28/2024
Revised: 10/28/2024
104.E2 Anti-Bullying/Harassment Policy - Witness Disclosure Form
Approved: 10/28/2024
Reviewed: 10/28/2024
Revised: 10/28/2024
104.E3 Anti-Bullying/Harassment Policy - Disposition of Complaint Form
Approved: 10/28/2024
Reviewed: 10/28/2024
Revised: 10/28/2024
104.R1 Anti-Bullying/Harassment Policy - Investigation Procedures
An individual who believes that the individual has been harassed or bullied may file a complaint with the superintendent or superintendent’s designee. The complaint form is available in the board policy under board policy Exhibit 104-E(1) or is available at the district's central office. If the complainant is a school employee, after filing the complaint with the superintendent or superintendent’s designee, the employee may separately notify the parent or guardian of the student alleged to have been harassed or bullied.
An alternate investigator will be designated in the event it is claimed that the superintendent or superintendent’s designee committed the alleged bullying or harassment or some other conflict of interest exists. Complaints shall be filed within 180 days of the event giving rise to the complaint or from the date the Complainant could reasonably become aware of such occurrence. The Complainant will state the nature of the complaint and the remedy requested. The Complainant shall receive assistance as needed.
Investigation
The school district will promptly and reasonably investigate allegations of bullying or harassment upon receipt of a written complaint. The superintendent or the superintendent’s designee (hereinafter “Investigator”) will be responsible for handling all complaints alleging bullying or harassment.
The investigation may include, but is not limited to the following:
- Interviews with the Complainant and the individual named in the complaint (“Respondent”)
- A request for the Complainant to provide a written statement regarding the nature of the complaint;
- A request for the Respondent to provide a written statement;
- Interviews with witnesses identified during the course of the investigation;
- A request for witnesses identified during the course of the investigation to provide a written statement; and
- Review and collection of documentation or information deemed relevant to the investigation.
The Investigator shall consider the totality of circumstances presented in determining whether conduct objectively constitutes bullying or harassment as defined in Board policy. Upon completion of the investigation, the Investigator shall issue a report with respect to the findings, and provide a copy of the report to the appropriate building principal or Superintendent if the investigation involved the building principal.
The complaint and identity of the Complainant, Respondent, or witnesses will only be disclosed as reasonably necessary in connection with the investigation or as required by law or policy. Similarly, evidence uncovered in the investigation shall be kept confidential to the extent reasonably possible.
Additional suggestions for administrative procedures regarding this policy include:
- Organizing training programs for students, school employees, and volunteers regarding how to recognize bullying and harassing behavior and what to do if this behavior is witnessed; and
- Developing a process for evaluating the effectiveness of this policy in reducing bullying and harassing behavior.
Decision
The investigator, building principal or superintendent, depending on the individuals involved, shall inform the Complainant and the accused about the outcome of the investigation. If, after an investigation, a student is found to be in violation of the policy, the student shall be disciplined by appropriate measures, which may include suspension and expulsion. If after an investigation a school employee is found to be in violation of this policy, the employee shall be disciplined by appropriate measures, which may include termination. If after an investigation a school volunteer is found to be in violation of this policy, the volunteer shall be subject to appropriate measures, which may include exclusion from school grounds.
Individuals who knowingly file false bullying and/or harassment complaints and any person who gives false statements in an investigation may be subject to discipline by appropriate measures, as shall any person who is found to have retaliated against another in violation of this policy. Any student found to have retaliated in violation of this policy shall be subject to measures up to, and including, suspension and expulsion. Any school employee found to have retaliated in violation of this policy shall be subject to measures up to, and including, termination of employment. Any school volunteer found to have retaliated in violation of this policy shall be subject to measures up to, and including, exclusion from school grounds.
Approved: 10/28/2024
Reviewed: 10/28/2024
Revised: 10/28/2024