Code No. 403.1

EMPLOYEE PHYSICAL EXAMINATIONS

The Riverside Community School District beleives good health is important to job performance.  School bus drivers shall present evidence of good health upon intial hire and evey other year in the form of a physical examination report annually in the form of a physical examiniation report, unless otherwise required by law or medical opinion. All other employees will present evidence of good health, in the form of a post-offer, pre-employment physical exam if requersted.

The cost of the inital examination will be paid by the employee. The form indicating the employee is able to perform the duties, with or without reasonable accomodations, for which the employee was hired, must be returned prior to performance of duties.  The cost of bus driver renewal physicals will be paid by the school district up to a maximum of $60. The school district will provide the standard examination form to be completed by the personal physician of the employee or a certified medical examiner for bus drivers.

Employees whose phyiscal or mental health, in judgment of the administration, may be in doubt will submit to addtioanl examiniations to the extent job-related and consistent with business necessity, when requested to do so, at the expense of the school district.

The district will comply with occupational safety and health requirements as applicable to its emplyees in accordance with law.  Iowa law no longer requires physical examination of all employees.

Legal Reference: 

29 C.F.R. & 1910.1030

49 C.F.R. && 391.41-391.49

Iowa Code 20; 279.8;321.376

281 I.A.C. 43.15; 43.17

Approved 8-21-06  Reviewed 5-15-2023      Revised 6-17-2019

HEPATITIS B VACCINE INFORMATION AND RECORD

The Disease

Hepatitis B is a viral infection caused by the Hepatitis B virus (HBV) which causes death in 1-2% of those infected. Most people with HBV recover completely, but approximately 5-10% become chronic carriers of the virus. Most of these people have no symptoms, but can continue to transmit the disease to others. Some may develop chronic active hepatitis and cirrhosis. HBV may be a causative factor in the development of liver cancer. Immunization against HBV can prevent acute hepatitis and its complications.

The Vaccine

The HBV vaccine is produced from yeast cells. It has been extensively tested for safety and effectiveness in large scale clinical trials. Approximately 90 percent of healthy people who receive two doses of the vaccine and a third dose as a booster achieve high levels of surface antibody (anti-HBs) and protection against the virus. The HBV vaccine is recommended for workers with potential for contact with blood or body fluids. Full immunization requires three doses of the vaccine over a six-month period, although some persons may not develop immunity even after three doses. There is no evidence that the vaccine has ever caused Hepatitis B. However, persons who have been infected with HBV prior to receiving the vaccine may go on to develop clinical hepatitis in spite of immunization.

Dosage and Administration

The vaccine is given in three intramuscular doses in the deltoid muscle. Two initial doses are given one month apart and the third dose is given six months after the first. 

Possible Vaccine Side Effects

The incidence of side effects is very low. No serious side effects have been reported with the vaccine. Ten to 20 percent of persons experience tenderness and redness at the site of injection and low grade fever. Rash, nausea, joint pain, and mild fatigue have also been reported. The possibility exists that other side effects may be identified with more extensive use.

Approved 8-21-2023        Reviewed              Revised  

Code No. 4O3.1R1

UNIVERSAL PRECAUTIONS REGULATION

Universal precautions (UP) are intended to prevent transmission of infection, as well as decrease the risk of exposure for employees and students. It is not currently possible to identify all infected individuals, thus precautions must be used with every individual. UP pertain to blood and other potentially infectious materials (OPIM) containing blood. These precautions do not apply to other body fluids and wastes (OBFW) such as saliva, sputum, feces, tears, nasal secretions, vomit and urine unless blood is visible in the material. However, these OBFW can be sources of other infections and should be handled as if they are infectious. The single most important step in preventing exposure to and transmission of any infection is anticipating potential contact with infectious materials in routine as well as emergency situations. Based on the type of possible contact, employees and students should be prepared to use the appropriate precautions prior to the contact. Diligent and proper hand washing, the use of barriers, appropriate disposal of waste products and needles, and proper decontamination of spills are essential techniques of infection control. All individuals should respond to situations practicing UP followed by the activation of the school response team plan. Using common sense in the application of these measures will enhance protection of employees and students.

Hand Washing

Proper hand washing is crucial to preventing the spread of infection.

Textured jewelry on the hands or wrists should be removed prior to washing and kept off until completion of the procedure and the hands are rewashed. Use of running water, lathering with soap and using friction to clean all hand surfaces is key. Rinse well with running water and dry hands with paper towels.

·         Hands should be washed before physical contact with individuals and after contact is completed.

·         Hands should be washed after contact with any used equipment.

·         If hands (or other skin) come into contact with blood or body fluids, hands should be washed immediately before touching anything else.

·         Hands should be washed whether gloves are worn or not and, if gloves are worn, after the gloves are removed.

Barriers

Barriers anticipated to be used at school include disposable gloves, absorbent materials and resuscitation device. Their use is intended to reduce the risk of contact with blood and body fluids as well as to control the spread of infectious agents from individual to individual. Gloves should be worn when in contact with blood, OPIM or OBFW. Gloves should be removed without touching the outside and disposed of after each use.

Disposal of Waste

Blood, OPIM, OBFW, used gloves, barriers and absorbent materials should be placed in a plastic bag and disposed of in the usual procedure. When the blood or OPIM is liquid, semi-liquid or caked with dried blood, it is not absorbed in materials, and is capable of releasing the substance if compressed, special disposal as regulated waste is required. A band-aid, towel, sanitary napkin or other absorbed waste that does not have the potential of releasing the waste if compressed would not be considered regulated waste. It is anticipated schools would only have regulated waste in the case of a severe incident. Needles, syringes and other sharp disposable objects should be placed in special puncture-proof containers and disposed of as regulated waste. Bodily wastes such as urine, vomit or feces should be disposed of in the sanitary sewer system.

 Clean-up

Spills of blood and OPIM should be cleaned up immediately.

·         Wear gloves.

·         Clean up the spill with paper towels or other absorbent material.

·         Use a solution of one part household bleach to one hundred parts of water (1:100), or other EPA approved disinfectant. Wash the area well.

·         Dispose of gloves, soiled towels and other waste in a plastic bag. Clean and disinfect reusable supplies and equipment.

Laundry

Laundry with blood or OPIM should be handled as little as possible with a minimum of agitation. It should be bagged at the location. If it has the potential of releasing the substance when compacted, regulated waste guidelines should be followed. School employees who have contact with this laundry should wear protective barriers.

Exposure

An exposure to blood or OPIM through contact with broken skin, mucous membrane or by needle or sharp stick requires immediate washing, reporting and follow-up.

·         Always wash the exposed area immediately with soap and water.

·         If a mucous membrane splash (eye or mouth) or exposure of broken skin occurs, irrigate or wash the area thoroughly.

·         If a cut or needle stick injury occurs, wash the area thoroughly with soap and water.

The exposure should be reported immediately, the parent or guardian is notified, and the person exposed contacts a physician for further health care

Approved 9-13-93        Reviewed 5-15-2023             Revised  6-17-2019

Code No. 403.2

EMPLOYEE INJURY ON THE JOB

When an employee becomes seriously injured on the job, the employee’s supervisor will attempt to notify a member of the family, or an individual of close relationship, as soon as the employee’s supervisor becomes aware of the injury.

If possible, an employee may administer emergency or minor first aid.  An injured employee will be turned over to the care of the employee's family or qualified medical employees as quickly as possible.  The school district is not responsible for medical treatment of an injured employee.

It is the responsibility of the employee injured on the job to inform the superintendent within twenty-four hours of the occurrence. It is the responsibility of the employee's immediate supervisor to file an accident report within twenty-four hours after the employee reported the injury.

It is the responsibility of the Business Manager to file workers' compensation claims.

Legal Reference: 

Iowa Code § 85; 279.40; 613.17 (2013)

1972 Op. Att'y Gen. 177.

Approved 9-13-93        Reviewed 5-15-2023       Revised  6-17-2019

Code No. 403.3

COMMUNICABLE DISEASES –EMPLOYEES

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 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 blood borne pathogens exposure control plan. The procedures will include scope and application, definitions, exposure control, method of compliance, universal precautions, vaccination, post-exposure evaluation, follow-up, communication of hazard to employees and record keeping. This plan shall be 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.

Health data of an employee is confidential and it will not be disclosed to third parties. Employee 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.

Legal Reference: 

29 U.S.C. § 794; 1910

42 U.S.C. §§ 12101 etseq. 

45 C.F.R. Pt. 84.3 

Iowa Code § 139(a); 141(a)

641 I.A.C. 1.2, .7

Approved          Reviewed 5-15-2023      Revised  6-17-2019

Code No. 4O3.3R1

UNIVERSAL PRECAUTIONS

Universal precautions (UP) are intended to prevent transmission of infection, as well as decrease the risk of exposure for employees and students.  It is not currently possible to identify all infected individuals, thus precautions must be used with every individual.  UP pertain to blood and other potentially infectious materials (OPIM) containing blood.  These precautions do not apply to other body fluids and wastes (OBFW) such as saliva, sputum, feces, tears, nasal secretions, vomitus and urine unless blood is visible in the material.  However, these OBFW can be sources of other infections and should be handled as if they are infectious.  The single most important step in preventing exposure to and transmission of any infection is anticipating potential contact with infectious materials in routine as well as emergency situations.  Based on the type of possible contact, employees and students should be prepared to use the appropriate precautions prior to the contact.  Diligent and proper hand washing, the use of barriers, appropriate disposal of waste products and needles, and proper decontamination of spills are essential techniques of infection control.  All individuals should respond to situations practicing UP followed by the activation of the school response team plan.  Using common sense in the application of these measures will enhance protection of employees and students.

Hand Washing

Proper hand washing is crucial to preventing the spread of infection.  Textured jewelry on the hands or wrists should be removed prior to washing and kept off until completion of the procedure and the hands are rewashed.  Use of running water, lathering with soap and using friction to clean all hand surfaces is key.  Rinse well with running water and dry hands with paper towels.

• Hands should be washed before physical contact with individuals and after contact is completed.
• Hands should be washed after contact with any used equipment.
• If hands (or other skin) come into contact with blood or body fluids, hands should be washed immediately before touching anything else.
• Hands should be washed whether gloves are worn or not and, if gloves are worn, after the gloves are removed.

Barriers

Barriers anticipated to be used at school include disposable gloves, absorbent materials and resuscitation devices.  Their use is intended to reduce the risk of contact with blood and body fluids as well as to control the spread of infectious agents from individual to individual.  Gloves should be work when in contact with blood, OPIM or OBFW.  Gloves should be removed without touching the outside of the disposed of after each use.

Disposal of Waster

Blood, OPIM, OBFW, used gloves, barriers and absorbent materials should be placed in a plastic bag and disposed of in the usual procedure.  When the blood or OPIM is liquid, semi-liquid or caked with dried blood, it is not absorbed in materials, and is capable of releasing the substance if compressed, special disposal as regulated waste is required.  A band-aid, towel, sanitary napkin or other absorbed waste that does not have the potential of releasing the waste if compressed would not be considered regulated waste.  It is anticipated schools would only have regulated waste in the case of a severe incident.  Needles, syringes and other sharp disposable objects should be placed in special puncture-proof containers and disposed of as regulated waste.  Bodily wastes such as urine, vomit or feces should be disposed of in the sanitary sewer system.

Clean up

• Spills of blood and OPIM should be cleaned up immediately.  The employee should:
• Wear gloves.
• Clean up the spill with paper towels or other absorbent material.
• Use a solution of one part household bleach to one hundred parts of water (1:100) or other EPA-approved disinfectant and use it to wash the area well.
• Dispose of gloves, soiled towels and other waste in a plastic bag.
• Clean and disinfect reusable supplies and equipment.

Laundry

Laundry with blood or OPIM should be handled as little as possible with a minimum of agitation.  It should be bagged at the location.  If it has the potential of releasing the substance when compacted, regulated waste guidelines should be followed.  Employees who have contact with this laundry should wear protective barriers.

Exposure

An exposure to blood or OPIM through contact with broken skin, mucous membrane or by needle or sharp stick requires immediate washing, reporting and follow-up.

• Always wash the exposed area immediately with soap and water.
• If a mucous membrane splash (eye or mouth) or exposure of broken skin occurs, irrigate or wash the area thoroughly.
• If a cut or needle stick injury occurs, wash the area thoroughly with soap and water.

The exposure should be reported immediately, the parent or guardian is notified, and the person exposed contacts a physician for further health care.

Approved 5-2-11         Reviewed 5-15-2023           Revised  7-17-23

Code No.: 403.3R2

COMMUNICABLE DISEASES SPECIFIC GUIDELINES AND COMMENTS

The following guidelines are recommended, in addition to the other administrative regulations and procedures for communicable disease, to handle AIDS in the school district. Current epidemiological data reveals that AIDS and its related viral infection is transmitted by close, intimate sexual contact and/or by blood. This virus is not spread by casual contact that a student or school district employee is expected to have in the school environment, and to date there is no recorded transmission of AIDS or the viral infection to a family member of an AIDS patient unless there is direct sexual or blood contact. Casual transmission from one person to another by sitting near each other, living in the same household, or playing together has not been documented.

Approved 9-13-93        Reviewed 5-15-2023         Revised  6-17-2019

Code No.: 4O3.3R3

COMMUNICABLE DISEASES GUIDELINES FOR PREVENTING THE SPREAD OF INFECTIOUS DISEASE

A.  Transmission of infectious diseases may occur more readily where close personal contact is involved in student care. Preschool and kindergarten settings, as well as special facilities for special education students, need special attention for the prevention of infectious diseases.

B.  Preventing the spread of infection requires that personal and environmental cleanliness techniques be practiced at all times in every school setting.

C.  Prior to the enrollment or continued attendance in the regular or special classroom of an infected student, the school nurse or principal's designee shall develop specific procedures appropriate to the student's age and the stage of development for the specific disease. The school nurse or principal's designee should carry out the following procedures:

1.  Conduct a health and developmental assessment, including a review of the student's medical records. Collaborate with parents and physician to ensure that the records are complete.

2.  Attempt to identify students and employees who may be at risk, such as those who are chronically ill, pregnant or taking immunosuppressant medication, if the information is available.

3.  Identify appropriate personal and environmental cleanliness techniques in accordance with student and employee needs.

4.  If the regular education program cannot be modified and the student is identified as an individual with special education needs, write appropriate health objectives for the student's Individualized Educational Program (IEP).

5.  Orient and train employees, including custodians, support employees and bus drivers. Orientation and training must be ongoing and must be scheduled to include new employees.

6.  Maintain ongoing communication with parents and the primary physician regarding the student' status.

7.  Verify the school district's efforts to prevent the spread of infection and to protect the health of employees and students by documenting the training and supervision of employees.

Approved 9-13-93        Reviewed 5-15-2023        Revised  6-17-2019

Code No.: 403.3R4

COMMUNICABLE DISEASES GUIDELINES FOR MAINTAINING A SAFE, HEALTHFUL SCHOOL ENVIRONMENT

These guidelines and procedures should be followed regardless of the presence or absence of a student or employee known to have an infectious disease.

A.  All facilities should make provisions for personal and environmental cleanliness.

1. Allow sufficient time for hand washing after using the toilet and before eating meals and snacks.
2. Provide ready access to hand washing facilities. These should include hot and cold running water and liquid soap in a workable dispenser.
3. Provide disposable paper towels. The use of cloth towels is discouraged; however, if cloth towels are used, discard them with other contaminated linens after each use.
4. Maintain storage areas for linens, utensils, equipment, and disposable items. These areas must be separate from areas used for storage of soiled items.
5. Keep soiled disposable items in covered waste receptacles lined with disposable plastic bags. At the end of each day, the plastic bags are to be sealed and discarded. DO NOT REUSE.

B.  Hand washing is the most important technique for preventing the spread of disease and should be done frequently. Proper hand washing requires the use of soap and water and vigorous washing under a stream of running water for at least 10 seconds. Rinse under running water. Use paper towels to thoroughly dry hands.

1. Before drinking, eating or smoking.
2. Before handling clean utensils or equipment.
3. Before and after handling food.
4. Before and after assisting or training a student in toileting and feeding.
5. After going to the bathroom.
6. After contact with body secretions, such as blood (including menstrual flow), urine, feces, mucus, saliva, semen, tears, drainage from wounds, etc.
7. After handling soiled diapers, menstrual pads, garments, or equipment.
8. After caring for any student, especially those with nose, mouth, eye, ear or other body secretions.
9. After removing disposable gloves.

C.  All employees should practice specific hygienic principles designed to protect themselves and others from infection.

1. Maintain optimum health through effective daily health practices such as adequate nutrition, rest, exercise, and appropriate medical supervision.
2. If an employee has a cut or an open lesion on his/her hands, disposable gloves should be worn when providing direct care for any student where there is contact with bodily excretion or secretions.
3. Avoid rubbing or touching eyes.
4. Refrain from kissing or being kissed by students.
5. Wash hands frequently.
6. Avoid the use of jewelry such as rings, dangling bracelets and earrings during working hours.
7. Use one's own personal care items such as combs, fingernail files, nail clippers, lipsticks, and toothbrushes.

Approved 9-13-93       Reviewed 5-15-2023        Revised  6-17-2019

Code No.: 4O3.3R5

COMMUNICABLE DISEASES GUIDELINES FOR MAINTAINING A CLEAN SCHOOL ENVIRONMENT

These guidelines and procedures should be followed regardless of the presence or absence of a student or employee known to have an infectious disease.

A.  Clean the following areas and items daily:

1. Classrooms, bathrooms, and kitchen
2. Floors
3. Sink and faucet handles
4. Soap dispenser spigots and/or bar soap containers
5. Walls behind sinks
6. Toilets

B.  Vacuum carpets daily. If a rug or carpet is soiled, it should be disinfected immediately.

C.  Clean waste receptacles at least weekly.

D.  If heavy nondisposable gloves are worn when a disinfectant is being used, they must be washed and air-dried after each use. They must be stored in the room reserved for soiled articles.

E.  Techniques for Handling Food and Utensils.

1. Maintain a clean area of the kitchen for serving food.
2. Maintain a separate area of the kitchen for clean-up.
3. All leftover food, dishes, and utensils should be treated as if they were contaminated.
4. Scrape food from soiled dishes and/or place disposable dishes in plastic-lined, covered waste receptacle.
5. Pour liquids into sink drain.
6. Rinse dishes and utensils with warm water before placing them in the dishwasher.
7. Clean sinks, counter tops, tables, chairs, trays, and any other areas where foods or liquids have been discarded or spilled: use approved disinfectant. (See Selecting an Appropriate Disinfectant).
8. Wash hands prior to removing clean dishes from the dishwasher and storing them in a "clean" area of the kitchen.

Approved 9-13-93              Reviewed  5-15-2023           Revised  6-17-2019

Code No.: 4O3.3R6

COMMUNICABLE DISEASES SPECIAL PROCEDURES FOR EARLY CHILDHOOD AND SPECIAL CLASSROOM SETTINGS

These procedures should be used for all students regardless of their infectious disease status.

A.  Guidelines for Diapering

1. Purpose: To avoid cross-contamination when diapering.
2. Equipment:
3. Changing table, student's own bed, cot, mat, or safe, firm, nonporous surface (clean and sanitized).
4. Readily accessible hand-washing facility, including hot and cold running water, liquid soap in workable dispenser and disposable paper towels.
5. Supplies for cleaning student's skin: disposable baby wipes, soap, water and cotton balls or soft tissue.
6. Plastic bags for student's soiled clothing.
7. Covered waste receptacle inaccessible to students lined with a disposable plastic bag for disposable diapers.
8. The use of cloth diapers is discouraged. However, if cloth diapers are used, a covered receptacle lined with a disposable plastic bag should be used for each student. Soiled cloth diapers should be stored in an area inaccessible to the students. 
9. Plastic bag ties or masking tape for sealing disposable plastic bags at time of discard.
10. Disposable plastic gloves (medium or large size, nonsterile) for use with cloth diapers.
11. Disinfectant for cleaning changing surface (See Selecting an Appropriate Disinfectant).

3.  Procedure:

1. Wash hands.
2. Place student on clean changing surface.
3. Remove soiled diaper and place in appropriate receptacle.
4. If other clothing is soiled, remove, rinse and place it directly in a plastic bag that can be marked with student's name, secured and sent home at the end of the day.
5. Cleanse the perineum and buttocks thoroughly with disposable baby wipes or soap and water.
6. Rinse well and dry skin prior to applying clean diaper.
7. After rinsing, place the cloth diaper in the appropriate receptacle.
8. Remove gloves and discard them in the appropriate receptacle.
9. Wash student's hands.
10. Wash hands.
11. Return student to class activity.
12. Report abnormal conditions to the appropriate supervisory employee or school nurse.
13. Use disinfectant to clean changing area and other contaminated surfaces (See section on Selecting an Appropriate Disinfectant).

B.  Guidelines for Classroom Cleanliness

Purpose: To prevent the transmission of infectious disease.

Equipment:

• Covered waste receptacles with disposable plastic bags.
• Plastic bags that can be labeled and sealed for individual's soiled laundry.
• Disposable plastic gloves (medium or large size, nonsterile) if needed.
• Disinfectant (See section on Selecting an Appropriate Disinfectant).
• Hand-washing facility, including hot and cold running water, liquid soap and .workable dispenser and disposable paper towels.
• Washer and dryer if disposable linens are not available.
• Dishwasher (if disposable eating utensils are not available).

3.  Procedure:

Wash hands.

If a lab coat or smock is worn:

1. Use a clean garment each day.
2. Always hang the garment right side out when leaving the work area for breaks or lunch.
3. If there are open cuts, abrasions, or weeping lesions on hands, wear disposable plastic gloves.
4. Use a new pair of gloves in each situation in which hand washing is indicated.
5. Discard used gloves in plastic bag in covered waste receptacle.
6. Store and handle clean clothing and linens separately from soiled clothing and linens.
7. Immediately place each student's soiled clothing and linens in an individually labeled plastic bag, an individually labeled plastic bag, which is to be sealed and sent home at the end of the day.
8. Immediately place all soiled school linens in a plastic bag in a covered waste receptacle. Launder linens daily.

C.  Techniques for Storing, Cleaning, and Disposing of Classroom Equipment, Supplies and Other Items

1. Immediately after use, discard any soiled disposable items by placing them in a plastic bag in a covered waste receptacle.
2. Store each student's personal grooming items (combs, brushes, toothbrushes) separately.
3. In handling disposable diapers, at least once a day, seal and discard the disposable plastic bag used to line the covered receptacle.
4. When laundry facilities are available at school, launder diapers, sheets or other cloth items daily.
5. Launder diapers or other items soaked with body fluids separately.
6. Presoak heavily soiled items.
7. Follow the manufacturer's directions on the label to determine the amount of detergent to be added.
8. If the material is bleachable, add 1/2 cup of household bleach to the wash cycle.
9.  If the material is not colorfast, add 1/2 cup nonclorox bleach(e.g., Chlorax II, Borateam, etc.) to wash cycle.
10. fUse hot cycle o~ washer and dryer.
11. Seal and discard the soiled plastic bag used to line the covered waste receptacle at least once a day.
12. Establish a routine cleaning and disinfecting schedule.
13. Clean protective floor pads, bolsters, wedges, and so forth after each nonambulatory student has been
14. Removed at the end of each day.
15. Wash all toys with soap and water and rinse thoroughly as needed and at the end of each day.
16. Clean all equipment at the end of each day.
17. If a rug or carpet becomes soiled, clean it immediately (as described in Procedures for Cleaning Up Body Fluid Spills, C).
18. Clean changing surface, bathtubs, sinks, portable potties, and toilet seats after each use. Rinse with clear water and wipe dry.

Approved 9-13-93        Reviewed 5-15-2023        Revised  6-17-2019

Code No.: 403.3R7

COMMUNICABLE DISEASES SELECTING AN APPROPRIATE DISINFECTANT

A.  Any liquid or bar soap is acceptable for routine hand washing.

B.  Select and stock a sanitary absorbent agent for cleaning body fluid spills.

C.  Select an intermediate-level disinfectant which will kill vegetative bacteria, fungi, tubercle bacillus and virus. Aerosol sprays are not recommended because of possible inhalant problems and flammability.

1.  Select an agent that is registered by the U.S. Environmental Protection Agency (EPA) for use as a disinfectant in schools.

2.  Select an agent that belongs to one of the following classes of disinfectants:

a.  Ethyl or isopropyl alcohol (70-90 percent).

b.  Quaternary ammonium germicidal detergent solution (2 percent aqueous solution).

c.  Iodophor germicidal detergent (500 ppm available iodine).

d.  Phenolic germicidal detergent solution (I percent aqueous solution).

e.  Sodium hypochlorite (1:10 dilution of household bleach). This solution must be made fresh daily.

3.  Use all products according to the manufacturer's instructions.

4.  Store all disinfectants in a safe area inaccessible to students.

Approved 9-13-93        Reviewed 5-15-2023       Revised  6-17-2019

Code No.: 4O3.3R8

COMMUNICABLE DISEASES SPECIAL PROCEDURES FOR SCIENCE CLASSES

A.  Sanitation Aspects of Microscope Slides Used in Blood Typing in Science Courses

1.  All slides, after use, are to be discarded into a container that is of a material strong enough to withstand puncture.

2.  Any swabs, needles, toothpicks, or stylets must be discarded immediately after use into a container that is of a material strong enough to withstand puncture. The items used in the unit involving blood materials should not be laid on the desk or table but always placed in the discard container immediately. This container should be placed in a plastic bag, tied, and discarded at the close of the class period.

3.  Students and employees should wash their hands under running water with soap after working with any body fluid.

4.  Lab tables should be washed with clorox solution (one part clorox to ten parts water) after experiment is completed. Clorox solutions should always be made fresh daily.

5.  Students must always work with their own blood exclusively to avoid contamination by any transmissible agents that might be present in someone else's blood. If bleeding persists after the finger is punctured, student must apply a sterile bandage using moderate pressure.

B.  Sanitation Aspects of Saliva Testing in Science Courses

1.  Students should carefully rinse the test tube into which students expectorate. The test tube should then be placed in a plastic dishpan of soapy water and clorox solution (one tablespoon clorox to one gallon soapy water).

2.  At the close of the class period the teacher will need to wash and disinfect the test tubes. The teacher should wear gloves to do this. The soaking test tubes should be rinsed. A new solution of soapy water and clorox should be made (one tablespoon clorox to one gallon soapy water). Test tubes should be washed, rinsed, then rinsed in a clorox solution. (one tablespoon clorox to one gallon water) and allowed to dry.

3.  Students and employees should wash their hands under running water with soap after working with any body fluid.

4.  Lab tables should be washed with clorox solution (one part clorox to ten parts water) after experiment is completed. Clorox solutions should always be made fresh daily.

5.  Students must always work with their own saliva exclusively.

Approved 9-13-93        Reviewed 5-15-2023        Revised  6-17-2019

Code No. 403.4

HAZARDOUS CHEMICAL DISCLOSURE

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 is distributed to all employees, and training is conducted for the appropriate employees.  The superintendent will maintain a file indicating which hazardous substances are present in the workplace and when 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 to develop administrative regulations regarding this program. 

Legal Reference: 

29 C.F.R. Pt. 1910;1200 etseq.

Iowa Code Chap. 88; 89B

Approved 9-13-93   Reviewed 5-15-2023  Revised  6-17-2019

Code No. 403.5

SMOKING AND NONSMOKING EMPLOYEE WORK AREAS

School district buildings and vehicles shall be off limits for smoking and use of other tobacco products. Employees who violate this policy may be subject to disciplinary action. It shall be the responsibility of the employees to enforce this policy.

ACKNOWLEDGEMENT FORM

I, ______________________________________ have received a copy of this policy.

________________________________________    __________________________

Signature                                            Date

Legal Reference: 

Iowa Code §§ 142B;

279.9; 297 (2009).

Approved 9-13-93   Reviewed 11-21-16        Revised  6-17-2019

Code No. 403.6

EMPLOYEE WELLNESS PROGRAM

The board recognizes the contribution of good health to the performance and well-being of the employee and the school district. The board supports and encourages a wellness program.

It is the responsibility of the superintendent, in conjunction with the school nurse, to develop, oversee, and maintain a wellness program.

Legal Reference:

Iowa Code § 279.8 (2013).

Approved 09-13-93       Reviewed 11-21-16        Revised   6-17-2019

Code No. 403.7

HARASSMENT

Harassment of employees and students will not be tolerated in the school district. School district includes school district facilities, school district premises, and non-school property if the employee or student is at any school-sponsored, school-approved or school-related activity 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.

Harassment includes, but is not limited to, racial, religious, national origin, age, disability and sexual harassment. Harassment by board members, administrators, employees, parents, students, vendors, and others doing business with the school district is prohibited. Employees whose behavior is found to be in violation of this policy will be subject to the investigation procedure, which may result in discipline, up to and including, discharge or other appropriate action. Other individuals whose behavior is found to be in violation of this policy will be subject to appropriate sanctions as determined and imposed by the superintendent or board.

Sexual harassment shall include, but not be limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

• submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;
• submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or

• such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Other types of harassment may include, but not be limited to, jokes, stories, pictures or objects that are offensive, tend to alarm, annoy, abuse or demean certain protected individuals and groups.

Employees and students who believe they have suffered harassment shall report such matters to the investigator for harassment complaints. However, claims regarding harassment may also be reported to the alternate investigator for harassment complaints.

Upon receiving a complaint, the investigator shall confer with the complainant to obtain an understanding and a statement of the facts. It shall be the responsibility of the investigator to promptly and reasonably investigate claims of harassment and to pass the findings on to the superintendent who shall complete such further investigation as deemed necessary and take such final action as deemed appropriate. Information regarding an investigation of harassment shall be confidential to the extent possible, and those individuals who are involved in the investigation shall not discuss information regarding the complaint outside the investigation process.

No one shall retaliate against an employee or student because they have filed a harassment complaint, assisted or participated in an harassment investigation, proceeding, or hearing regarding an harassment charge or because they have opposed language or conduct that violates this policy.

It shall be the responsibility of the board members, administrators, licensed and support employees, students, and others having business or other contact with the school district to act appropriately under this policy. It shall be the responsibility of the superintendent and investigator to inform and educate employees or students and others involved with the school district about harassment and the school district's policy prohibiting harassment.

It shall be the responsibility of the superintendent, in conjunction with the investigator, to develop administrative rules regarding this policy.

Legal Reference: 

Meritor Savings Bank v. Vinson,

477 U.S. 57 (1986).

Hall v. Gus Const. Co.,

842 F.2d 1010 (8th Cir. 1988).

Lvnch v. Citv of Des Moines,

454 N.W.2d 827 (Iowa 1990).

42 U.S.C. §§ 2000e etseq. (1988).

29 C.F.R. Pt. 1604.11. (1990).

Iowa Code ch. 216 (1993).

Approved 2-19-07        Reviewed 11-21-16       Revised

Code No. 403.7El

HARASSMENT COMPLAINT FORM

Name of complainant: ________________________________________________________

Position of complainant: ____________________________________________________  

Date of complaint: __________________________________________________________

Name of alleged harasser: ___________________________________________________

Date and place of incident or incidents:_____________________________________

Name of witnesses (if any):__________________________________________________

Evidence of harassment, i.e., letters, photos, etc. (attach evidence if possible): 

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

Any other information:_______________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

I agree that all of the information on this form is accurate and true to the best of my knowledge.

Signature: __________________________________________________________________

Date:________________________________________________________________________

Code No. 403.7E2

WITNESS DISCLOSURE FORM

Name of witness: ____________________________________________________________  

Position of witness: ________________________________________________________

Date of testimony, interview: _______________________________________________

Description of instance witnessed: __________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

Any other information: ______________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

I agree that all of the information on this form is accurate and true to the best of my knowledge.

Signature: __________________________________________________________________

Date: _______________________________________________________________________

Code No. 403.7Rl

HARASSMENT INVESTIGATION PROCEDURES

Harassment of employees and students will not be tolerated in the school district. School district includes school district facilities, school

district premises, and non-school property if the employee or student is at any school sponsored, school approved or school related activity 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.

Harassment includes, but is not limited to, racial, religious, national origin, age, disability and sexual harassment. Harassment by board members, administrators, employees, parents, students, vendors, and others doing business with the school district is prohibited. Employees whose behavior is found to be in violation of this policy will be subject to the investigation procedure which may result in discipline, up to and including, discharge or other appropriate action. Other individuals whose behavior is found to be in violation of this policy will be subject to appropriate sanctions as determined and imposed by the superintendent or board.

Sexual harassment shall include, but not be limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of asexual nature when:

• submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;

• submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
• such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Other types of harassment may include, but not be limited to, jokes, stories, pictures or objects that are offensive, tend to alarm, annoy, abuse or demean certain individuals and groups.

An employee or student who believes that they have been harassed shall notify the school nurse, the designated investigator. The alternate investigator is the superintendent. The investigator may request that the employee or student complete the Harassment Complaint form and turn over evidence of the harassment, including, but not limited to, letters, tapes, or pictures. Information received during the investigation shall be kept confidential to the extent possible.

The investigator, with the approval of the superintendent, or the superintendent has the authority to initiate an harassment investigation in the absence of a written complaint.

INVESTIGATION PROCEDURE

The investigator shall reasonably and promptly commence the investigation upon receipt of the complaint. The investigator shall interview the complainant and the alleged harasser. The alleged harasser may file a written statement refuting or explaining the behavior outlined in the complaint. The investigator may also interview witnesses as deemed appropriate.

Upon completion of the investigation, the investigator shall report to the superintendent. The investigator will outline the findings of the investigation to the superintendent.

RESOLUTION OF THE COMPLAINT

The superintendent will complete the next step in the investigation reasonably and promptly upon receipt of the investigator's report. Following the investigators report, the superintendent may investigate further, if deemed necessary, and make a determination of the appropriate next step, which may include discipline up to and including discharge.

Prior to the determination of the appropriate remedial action, the superintendent may, at the superintendent's discretion, interview the complainant and the alleged harasser. The superintendent shall file a written report closing the case. The complainant, the alleged harasser and the investigator shall receive notice as to the conclusion of the investigation.

POINTS TO REMEMBER IN THE INVESTIGATION

• Evidence uncovered in the investigation is confidential.
• Complaints must be taken seriously and investigated.
• No retaliation will be taken against individuals involved in the investigation process.
• Retaliators will be disciplined up to and including discharge.

CONFLICTS

If the investigator is the, alleged harasser or a witness to the incident, the alternate investigator shall be the investigator.

If the alleged harasser is the superintendent, the alternate investigator shall take the superintendent's place in the investigation process. The alternate investigator shall report the findings to the board.

Approved 9-13-93 Reviewed  11-21-16 Revised

Code No. 403.8

SUBSTANCE-FREE WORKPLACE

The board expects the school district and its employees to remain substance free. No employee shall 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 or alcoholic beverage as defined by federal or state law. "Workplace" includes school district facilities, school district premises or school district vehicles. 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.

If an employee is convicted of a violation of any criminal drug offense committed in the workplace, the employee shall 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. An employee who violates this policy may be required to successfully participate in a substance abuse treatment program approved by the board. 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 shall 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. §§ 81 (2012).

42 U.S.C. §§ 12101 etseq. (2012).

34 C.F.R. Pt. 85 (2012).

Iowa Code §§ 123.46; 124, 279.8 (2013)

Approved 9-13-93  Reviewed 11-21-16 Revised   6-17-2019

Code No. 403.8El

SUBSTANCE-FREE WORKPLACE NOTICE TO EMPLOYEES

EMPLOYEES ARE HEREBY NOTIFIED it is a violation of the Substance Free Workplace policy for an employee to 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 or alcohol, as defined in Schedules I through V of section 202 of the Controlled Substances Act (21 U.S.C. 812) and as further defined by regulation at 21 C.F.R. 1300.11 through 1300.15 and Iowa Code Chapter 204.

"Workplace" is defined as the site for the performance of work done in the capacity as a employee. This includes school district facilities, other school premises or school district vehicles. 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.

Employees who violate the terms of the Substance-Free Workplace policy may be required to successfully participate in a substance abuse treatment program approved by the board. The superintendent retains the discretion to discipline an employee for violation of the Substance-Free Workplace policy. If the employee fails to successfully participate in such a program the employee shall be subject to discipline up to and including termination.

EMPLOYEES ARE FURTHER NOTIFIED it is a condition of their continued employment that they comply with the above policy of the school district and will notify their supervisor of their conviction of any criminal drug statute for a violation committed in the workplace, no later than five days after the conviction.

SUBSTANCE-FREE WORKPLACE ACKNOWLEDGMENT FORM

I, ___________________________________ , have received a copy of this policy.

_________________________________

(Signature of Employee)

____________________________________

 (Date)

Code No. 403.8Rl

SUBSTANCE-FREE WORKPLACE REGULATION

A superintendent who suspects an employee has a substance abuse problem shall follow these procedures:

1. Identification -the superintendent shall document the evidence the superintendent has which leads the superintendent to conclude the employee has violated the Substance-Free Workplace policy. After the superintendent has determined there has been a violation of the Substance-Free Workplace policy, the superintendent shall discuss the problem with the employee.

2. Discipline- if, after the discussion with the employee, the superintendent determines there has been a violation of the Substance-Free Workplace policy, the superintendent may recommend discipline up to and including termination or may recommend the employee seek substance abuse treatment.  Participation in a substance abuse treatment program is voluntary.

3.  Failure to participate in referral -if the employee refuses to participate in a substance abuse treatment program or if the employee does not successfully complete a substance abuse treatment program, the employee may be subject to discipline up to and including termination.

4.  Conviction -if an employee is convicted of a criminal drug offense committed in the workplace, the employee must notify the employer of the conviction within five days of the conviction.

Approved 9-13-93        Reviewed 11-21-16         Revised   6-17-2019

Code No. 403.9

EMPLOYEE ASSISTANCE PROGRAM

The school district will provide an employee assistance program (EAP) to its employees and immediate family for confidential assistance with off-the-job problems to help prevent them from becoming on-the-job performance or disciplinary problems.

This service is designed to provide short-term counseling or referral for treatment for such problems as family or marriage, financial, physical/emotional health, drug/alcohol, stress, legal, relationship, crisis intervention, grief and loss, and other concerns.

Employees may choose to use EAP services voluntarily prior to job performance problems or employees may be referred to EAP by a supervisor because of a job performance problem.

Confidentiality will be maintained and EAP staff will not release information to supervisors or school district management for any reason except for emergency safety, legal, or health reasons.

When a supervisor makes a mandatory referral of an employee to EAP as a result of performance problems, the supervisor will inform the superintendent who will receive updates of compliance by the employee with the EAP recommendations. No EAP reports will become part of the employee I s personnel file.

Under no circumstances will the school district be required to have employees obtain EAP counseling before the school district can take actions affecting an employee's terms and conditions of employment.

Approved 8-21-95        Reviewed 11-21-16             Revised   6-17-2019

Code No. 403.10

DRUG AND ALCOHOL TESTING PROGRAM

Employees who operate school vehicles are subject to drug and alcohol testing if a commercial driver's license is required to operate the school vehicle and the school vehicle transports sixteen or more persons including the driver or the school vehicle weighs twenty-six thousand one 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 school vehicle.

The employees operating a school vehicle as described above are subject to pre-employment drug testing and 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 contact person, [superintendent/transportation director/other] at (building address).

Employees who violate the terms of this policy are subject to discipline, up to and, including termination.  The district is required to keep a record of all drug or alcohol violations by employees for a minimum of five years.  Employees are put on notice that information related to drug or alcohol violations will be reported to the Federal Motor Carrier Safety Administration (FMCSA) Clearinghouse.  Additionally, the district will conduct FMCSA Clearinghouse queries for employees annually.  Employees must provide written consent for the district to conduct FMCSA Clearinghouse queries; however, employees who choose to withhold consent will be prohibited from performing any safety sensitive functions

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

The superintendent will also be responsible for publication and dissemination of this policy and supporting administrative regulations and forms to employees operating school vehicles.  The superintendent 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.

IASB Drug and Alcohol Testing Program (IDATP) Web site: 

https://www.ia-sb.org/Main/Affiliated_Programs/Iowa_Drug_Alcohol_Testing_Program.aspx.

Legal Reference: 

American Trucking Association, Inc., v. Federal Highway Administration, 51 Fed. 3rd 405 Cir. (4th 1995).

49 U.S.C. §§ 5331 et seq.

42 U.S.C. §§ 12101

41 U.S.C. §§ 81

49 C.F.R. Pt. 40; 382; 391

34 C.F.R. Pt. 85 

Local 301, Internat'l Assoc. of Fire Fighters, AFL-CIO, and City of Burlington, PERB  No. 3876

Iowa Code §§ 124; 279.8; 321.375(2); 730.5 

Approved 1-15-07 Reviewed 11-21-16       Revised   7-17-23

Code No. 403. 10El

DRUG AND ALCOHOL TESTING PROGRAM NOTICE TO EMPLOYEES

EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE HEREBY NOTIFIED they are subject to the school district's drug and alcohol testing program for pre-employment drug testing and 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 administrative 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" include applicants who have been offered a position to operate a school vehicle. Employees that 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 to inform employees of the drug and alcohol testing program requirements. Employees with questions regarding the drug and alcohol testing requirements shall contact the school district contact person.

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

EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING 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 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 administrative regulations or the law.

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

Revised 7-17-23

Code No. 4O3.10R2

DRUG AND ALCOHOL TESTING PROGRAM DEFINITIONS

Air blank - a reading by an evidentiary breath testing device (EBT) of ambient air containing non alcohol.

Alcohol - the intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohols including methyl and isopropyl alcohol.

Alcohol concentration (or content) -the alcohol in a volume of breath expressed in terms of grams of alcohol per two hundred ten liters of breath as indicated by an evidentiary breath test under the law.

Alcohol use - the consumption of any beverage, mixture or preparation, including any medication, containing alcohol.

BAC - breath alcohol concentration.

Breath Alcohol Technician (BAT) - an individual who instructs and assists drivers in the alcohol testing process and operates an evidentiary breath testing device.

Canceled or invalid test - in drug testing it is a drug test that has been declared invalid by a Medical Review Officer or a specimen that has been rejected for testing by a laboratory .In alcohol testing it is a test that is deemed to be invalid under the law. A canceled test drug or alcohol test is neither a positive nor a negative test.

Chain of Custody - procedures to account for the integrity of each urine or blood specimen by tracking its handling and storage from point of specimen collection to final disposition of the specimen. With respect to drug testing, these procedures require that an appropriate drug testing custody form be used from time of collection to receipt by the laboratory and that upon receipt by the laboratory an appropriate laboratory chain of custody form(s) account(s) for the sample or sample aliquots within the laboratory.

Collection site - a place where drivers present themselves for the purpose of providing body fluid or a tissue sample to be analyzed for specific drugs or breath alcohol concentration.

Confirmation test - for alcohol testing it is a second test following a screening test with a result of 0.02 breath alcohol concentration or greater that provides quantitative data of alcohol concentration. For drug testing it is a second analytical procedure (GC/MS) to identify the presence of a specific drug or metabolite, which is independent of the initial test and which uses a different technique and chemical principle from that of the initial test in order to ensure reliability and accuracy.

Controlled substances/Drugs - marijuana, cocaine. opiates. amphetamines and phencyclidine.

Driver - any person who operates a school vehicle. This includes. but is not limited to: full time, regularly employed drivers; casual, intermittent or occasional drivers; leased drivers and independent, owner-operator contractors who are either directly employed by or under lease to the school district or who operate a school vehicle at the direction of or with the consent of the school district. For the purposes of pre-employment/pre-duty testing only. the term "driver" includes applicants for drivers of school vehicles positions.

Initial test (or screening test) - in drug testing it is an immunoassay screen to eliminate "negative" urine specimens from further consideration. In alcohol testing it is an analytic procedure to determine whether a

driver may have a prohibited concentration of alcohol in a breath specimen.

Medical review officer (MRO) - a licensed physician (medical doctor or doctor of osteopathy) responsible for receiving laboratory results generated by an employer's drug testing program who has knowledge of substance abuse disorders and has appropriate medical training to interpret and evaluate a driver's confirmed positive test result together with the driver's medical history and any other relevant bio-medical information.

Non-suspicion-based post-accident testing - testing of a driver after an accident without regard to whether there is any reasonable suspicion of drug usage, reasonable cause to believe the driver has been operating the school vehicle while under the influence of drugs, or reasonable cause to believe the driver was at fault in the accident and drug usage may have been a factor.

Performing a safety-sensitive function - a driver is considered to be performing a safety-sensitive function during any period in which the driver is actually performing, ready to perform, or immediately available to perform any safety-sensitive function.

NOTE: Alcohol tests may only be administered just before, during or just after the performance of a safety-sensitive function. At this time the U.S. Department of Transportation is interpreting this language to mean thirty minutes before or thirty minutes after the performance of a safety-sensitive function.

Random Selection Process - when drug tests are unannounced and every driver has an equal chance of being selected for testing.

Reasonable suspicion - when the school district believes the appearance, behavior, speech or body odors of the driver are indicative of the use of drugs or alcohol.

Refusal to test - when a driver (1) fails to provide adequate breath for alcohol testing without a valid medical explanation after he or she has received notice of the requirement for breath testing in accordance with the provisions of the law, (2) fails to provide adequate urine for drug testing without a valid medical explanation after he or she has received notice of the requirement for urine testing in accordance with the provisions of the law, or (3) engages in conduct that clearly obstructs the testing process. A refusal to test is treated as a positive drug test result or an alcohol test result of 0.04 breath alcohol concentration or greater.

Safety-sensitive function - all time from the time when a driver begins to work or is required to be in readiness to work until the time the driver is relieved from work and all responsibility for performing work.

NOTE: Alcohol tests may only be administered just before, during or just after the performance of a safety-sensitive function. At this time tile U.S. Department of Transportation is interpreting this language to mean thirty minutes before or thirty minutes after the performance of a safety-sensitive function.

School vehicle - a vehicle owned, leased, and/or operated at the direction or with tile consent of the school district which transports sixteen or more persons, including the driver, or weighs over twenty-six thousand one pounds and requires the driver to have/possess a commercial driver's license in order to operate the vehicle.

Split specimen/split sample - the division of the urine specimen into thirty milliliters in a specimen bottle (the primary sample) and into at least fifteen milliliters in second specimen bottle (the split sample).

Substance abuse professional (SAP) - a licensed physician (medical doctor or doctor of osteopathy) or a licensed or certified psychologist, social worker, employee assistance professional, or addiction counselor (certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission) with knowledge of, and clinical experience in, the diagnosis and treatment of alcohol and controlled substances-related disorders.

Revised  7-17-23

Code No. 4O3.l0E2

DRUG AND ALCOHOL TESTING PROGRAM ACKNOWLEDGMENT FORM

I, _______________________________________have received a copy, read and understand the Drug and Alcohol Testing Program policy of the Riverside Community School District and it supporting documents.

I understand that if I violate the Drug and Alcohol Testing Program policy, its supporting documents or the law, I may be subject to discipline up to and including termination.

I also understand that I must inform my supervisor of any prescription medication I use.

In addition, I have received a copy of the U.S. DOT publication, “What Employees Need t Know about DOT Drug & Alcohol Testing,” and have read and understand its contents.

Furthermore, I know and understand that I am required to submit to a controlled substance (drug) test, the results of which must be received by this employer before being employed by the school district and before being allowed to perform a safety-sensitive function.  I also understand that if the results of the pre-employment test are positive, that I will not be considered further for employment with the school district.

I further understand that drug and alcohol testing records and information about me are confidential, and may be released at my request or in accordance with the district’s drug and alcohol testing program policy, its supporting documents or the law.

____________________________________________

Signature of Employee

_________________________________

Date

Revised  7-17-23

Code No. 4O3.l0E2

DRUG AND ALCOHOL TESTING PROGRAM ACKNOWLEDGMENT FORM

I, _______________________________________have received a copy, read and understand the Drug and Alcohol Testing Program policy of the Riverside Community School District and it supporting documents.

I understand that if I violate the Drug and Alcohol Testing Program policy, its supporting documents or the law, I may be subject to discipline up to and including termination.

I also understand that I must inform my supervisor of any prescription medication I use.

In addition, I have received a copy of the U.S. DOT publication, “What Employees Need t Know about DOT Drug & Alcohol Testing,” and have read and understand its contents.

Furthermore, I know and understand that I am required to submit to a controlled substance (drug) test, the results of which must be received by this employer before being employed by the school district and before being allowed to perform a safety-sensitive function.  I also understand that if the results of the pre-employment test are positive, that I will not be considered further for employment with the school district.

I further understand that drug and alcohol testing records and information about me are confidential, and may be released at my request or in accordance with the district’s drug and alcohol testing program policy, its supporting documents or the law.

_____________________________________________

Signature of Employee

_______________________________

Date

Revised 7-17-23

Code No. 4O3.10E3

CONSENT FOR RELEASE OF INFORMATION

Name (print):________________________________________________________________

Social Security Number:______________________________________________________

The following records should be on file prior to, and must be no later than 14 days of, your performing a safety-sensitive function for the school district. Without these records from your prior employers you will be unable to perform a safety-sensitive function for the school district and will no longer be employed by the school district at the expiration of the 14-day period.

I authorize release of the following records related to my participation in a U.S. DOT approved and/or other drug and alcohol testing program for the prior two years:

1.  Alcohol test results of 0. 04 breath alcohol concentration or greater;

2.  Positive drug test results;

3.  Refusals to be tested for drugs or alcohol;

4.  Substance abuse evaluations;

5.  Recommended treatment by a substance abuse professional;

6.  Completion of treatment recommended by a substance abuse professional; and

7.  Other information related to violations of U. S .DOT drug and alcohol regulations.

Signature:___________________________________________________________________

Date:________________________________________________________________________

RECORDS TO BE RELEASED FROM:

Company Name: _______________________________________________________________

Address: ____________________________________________________________________

Telephone/other: ____________________________________________________________

RECORDS TO BE RELEASED TO:

School District Contact Person: Vicki Palmer

Address: Riverside Community School District, P .0. Box 218, Carson, IA 51525

Requested information enclosed

I certify, to the best of my knowledge, the company named above has a U .S. DOT drug and alcohol testing program conforming to U.S. DOT requirements in place and the above named individual participated in such program from (date) to (date) and, within the two years preceding this request, had no alcohol test results of 0. 04 breath alcohol concentration or greater, no positive drug test results, no refusals to be tested for drugs or alcohol, no substance abuse professional evaluations, no recommended treatment for substance abuse, or other violations related to the U.S. DOT drug and alcohol regulations.

Name ________________________________________________________________________

Signature ___________________________________________________________________

Title _______________________________________________________________________

Date ________________________________________________________________________

Revised  7-17-23

Code No. 403.10E4

DRUG/ALCOHOL TEST NOTIFICATION FORM

Date: _______________________________________________________________________

Name (print): _______________________________________________________________

Social Security Number: _____________________________________________________

The above named employee is to have the following test done:

Drug __________  Alcohol  __________  Both Drug and Alcohol ____________

Type of Test: _______________________________________________________________

Time Sent by District: ______________________________________________________

School District Contact Person, Vicki Palmer, 712-484-2291

Time Arrived at Collection Site: ____________________________________________

Collection Site Person: _____________________________________________________

Time Test Was Completed:_____________________________________________________             _____________________________________________________________________________

Collection Site Person: _____________________________________________________

I understand I am to go directly to the collection site located at:

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

Employee's Signature: _______________________________________________________  

Date: _______________________________________________________________________

Revised  7-17-23

Code No. 4O3.10E5

CERTIFICATION OF PREVIOUS EMPLOYERS REQUIRING A COMMERCIAL DRIVER’S LICENSE

Name: _______________________________________________________________________

Social Security Number: _____________________________________________________

I certify that I have been employed by the following employers during the two years prior to the date stated below and that I was required to possess a commercial driver's license (CDL) during the term of my employment.

Company  ____________________________________________________________________

Address  ____________________________________________________________________

City/State/Zip ______________________________________________________________

Company _____________________________________________________________________

Address _____________________________________________________________________

City/State/Zip ______________________________________________________________

Company  ____________________________________________________________________

Address _____________________________________________________________________

City/State/Zip  _____________________________________________________________

Company _____________________________________________________________________

Address _____________________________________________________________________

City/State/Zip ______________________________________________________________

Company  ____________________________________________________________________

Address  ____________________________________________________________________

City/State/Zip  _____________________________________________________________

Signature: __________________________________________________________________

Date: _______________________________________________________________________

Revised:  7-17-23

Code No. 4O3.10E6

DRUG AND ALCOHOL REASONABLE SUSPICION OBSERVATION

Employee's Name:  ____________________________________

Date of Observation: _________________

Time of Observation:  From __________ a.m./p.m. to __________ a.m./p.m.

Location: _____________________________________________________________________________

Observed personal behavior: (check all appropriate items)

Speech: Normal_____ Incoherent_____ Confused_____ Slurred _____ Whispering_____ Silent_____

Balance: Normal_____ Swaying_____ Staggering_____ Falling_____

Walking and Turning: Normal_____ Stumbling_____ Swaying_____

Falling_____ Arms raised for balance_____ Reaching for support_____

Awareness: Normal_____ Confused_____ Paranoid_____ Sleepy Stupor_____ Lack of coordination_____

Odor: ________Normal ________Alcohol ________Burned rope ________

Other observed behavior/odor:________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

Reasonable suspicion of current use or impaired by: alcohol_____ drugs_____.

Above behavior witnessed by:

_____________________________________________________________________________

_____________________________________________________________________________

Signed: _______________________________________  Date: ______________________

Signed (optional)______________________________ Date: ______________________

This form must be completed by each trained employee observing the driver suspected of drug use and/or alcohol misuse by behavior, speech and/or odor while on duty, the earlier of within 24 hours or the determination of reasonable suspicion or prior to receiving tile test results. The observations must be specific, contemporaneous and articulable concerning the appearance, behavior, speech and body odor of the driver.

Revised  7-17-23

Code No. 4O3.l0E7

DRUG AND ALCOHOL TESTING PROGRAM PRE-EMPLOYMENT DRUG TEST ACKNOWLEDGMENT FORM

I,________________________________ have been informed of the requirement to submit to a drug test prior to being employed by the school district to perform a safety-sensitive function. I consent to submit to the drug and alcohol testing program as required by the Drug and Alcohol Testing Program policy, it’s supporting administrative regulations and the law.

I understand that the results of my drug test will be shared with the school district. I also understand that if I have a positive drug test result, I will not be considered further for employment with the school district.

I further understand that the drug and alcohol testing records and information about me is confidential, and may be released at my request or in accordance with the law.

Signature of Applicant: ___________________________________________________

Date: ___________________________________

Revised   7-17-23

Code No. 403.10E8

RANDOM TESTING DRIVER CHANGE LIST FORM IOWA DRUG AND ALCOHOL TESTING PROGRAM

Nicole Koric, Riverside Community School District Contact Person

Date: _________________________

Riverside Community School District

Phone: 712-484-2291

P .0. Box 218, Carson, Iowa 51525

Social Security Number and Name (first and last).

Example 111-22-3333, John Doe.

Additions

SSN _________________________  Name _________________________________________

                                                                           SSN       Name  _____________________________

Deletions

SSN _________________________  Name  ________________________________________

                                                                                SSN        Name  _______________________

Please list all qualified drivers who must be tested under the federal regulations. Make copies of this form if you need additional space. Changes must be made in writing. Telephone changes cannot be accepted. Changes for a month must be received the last business day of the prior month to be effective for the month. Random list updates cannot be data entered for a new month if this form is received on or after the first of the new month.

Revised 7-17-2023

Code No. 4O3.10E9

DRUG AND ALCOHOL TESTING PROGRAM REFERRAL TO SUBSTANCE ABUSE PROFESSIONAL ACKNOWLEDGMENT FORM

I, ___________________________________understand 1 have violated the Drug and Alcohol Testing Program policy, its supporting administrative regulations and the law by having a _________Positive drug test result, _________Alcohol test result of 0.04 alcohol breath concentration or greater.

I understand in order to continue my employment, I must be evaluated by a substance abuse professional who shall determine what assistance, if any, I need in resolving problems associated with drug use and/or alcohol misuse. I consent to submit to an evaluation by a substance abuse professional and I understand that my failure to cooperate with and complete the substance abuse evaluation may subject me to discipline up to and including termination.

I also understand that in order to continue my employment, I must successfully complete the substance abuse professional's recommended substance abuse treatment program if any. I consent to successfully complete any recommended substance abuse treatment program, and I understand that my failure to successfully participate and complete the recommended substance abuse treatment program, if any, may subject me to discipline up to and including termination.

I further understand that in order to continue my employment, I must authorize the release to the school district any records related to my substance abuse evaluation and recommended substance abuse treatment program in the possession of or accessible by the substance abuse professional. I consent to authorize the release of the substance abuse professional's records related to my substance abuse evaluation and I recommended substance abuse treatment program, if any, to the school district and I understand that my failure to release these records may subject me to discipline up to and including termination.

Signature of Employee: __________________________________________

Date: _______________________________________________

Revised  7-17-2023

Code No. 4O3.10E10

POST-ACCIDENT DRUG AND ALCOHOL TESTING INSTRUCTIONS TO DRIVERS

The following instructions have been reviewed by the drivers subject to the drug and alcohol testing program. These instructions must be kept in the school vehicle for reference in the event of an accident. The driver operating the school vehicle is responsible to carry out the instructions.

1.  Take action to maintain the safety and health of the persons being transported in the school vehicle.

2.  Report the accident to the following person as soon as practicable following the accident and follow any directions given to the driver.

Nick Bates or Nicole Koric

Riverside Community School District

712-484-2291 work

3.  Determine whether any of the following have occurred, and if so, post-accident drug and alcohol testing must be done.

a.  The driver was cited and bodily injury occurred to a person who, as a result of the injury, required immediate medical treatment away from the scene of the accident.

b.  The driver was cited and one or more motor vehicles incurred disabling damage as a result of the accident, requiring a vehicle to be transported away from the scene by a tow truck or other vehicle.

c.  A fatality other than the driver occurred.

4.  Consume no alcohol for eight hours or prior to submitting to a post-accident alcohol test, whichever occurs first, following an accident meeting the criteria in "3" above.

5.  Remain available to submit to a post-accident alcohol test within two hours and no later than eight hours after the accident.

6.  Remain available to submit to a post-accident drug test as soon as possible after the accident and no later than 32 hours after the accident.

7.  Failure to remain available for post-accident drug and alcohol testing is considered a refusal to test and may subject the driver to discipline up to and including termination.

8.  Seek appropriate medical attention despite the need to remain available to submit to a post-accident drug and alcohol tests.

9.  Using the Transportation Emergency Assistance Program developed by the Iowa Pupil Transportation Association, contact the nearest school district transportation director for assistance.

10.Obtain the name, badge number and telephone number of the law enforcement officer if the law enforcement officer conducts a post-accident drug and/or alcohol test. If possible, obtain copies of any alcohol and drug test results conducted by the law enforcement officer. Since these test results are generally unacceptable to meet the school district's requirements for post-accident drug and alcohol testing, the driver must remain available for post-accident drug and alcohol testing by a trained collection site person.

11.Complete the School Bus Accident Report form issued by the Iowa Department of Education as soon as possible.

12.Document failure to submit to a post-accident alcohol test:

a.  Document why the driver was not alcohol tested within two hours after the accident.

b.  Document why the driver was not alcohol tested within eight hours after the accident.

c.  A copy of the documentation must be submitted to the school district contact person upon return to the school district.

13.Document failure to submit to a post-accident drug test:

a.  Document why the driver was not drug tested within 32 hours after the accident.

b.  A copy of the documentation must be submitted to the school district contact person upon return to the school district.

Revised  7-17-2023