426 – Equal Employment Opportunity/Affirmative Action

Selection for Employment and Assignments.  The Urbandale Community School District will select for employment qualified applicants for each position without regard to race, color, creed, sex, religion, marital status, parental status, sexual orientation, gender identity, national origin, ethnic background, age, genetic information, or disability.  The District shall take affirmative action, consistent with its adopted affirmative action plan, in the recruitment, appointment, assignment and advancement of personnel to accomplish the goals of equal employment opportunity.  In keeping with the law, the District shall consider the veteran status of applicants.

Employment Conditions.  The Urbandale Community School District will not discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment because of such individual’s race, color, creed, sex, religion, marital status, parental status, sexual orientation, gender identity, national origin, ethnic background, age, genetic information, or disability

Complaints of Discrimination.  Any applicant or employee alleging discrimination on the basis of race, color, creed, sex, religion, marital status, parental status, sexual orientation, gender identity, national origin, ethnic background, age, genetic information, or disability shall file a complaint with the compliance officer, whose decision may be appealed to the Superintendent of Schools.  The decision of the Superintendent shall be final.  Inquiries or complaints may also be directed to federal and state agencies including the Iowa Civil Rights Commission, the Equal Employment Opportunity Commission, and the Office of Civil Rights of the United States Department of Education.

The complainant may be required to complete a complaint form and to turn over copies of evidence of discrimination including, but not limited to, tapes, memoranda, letters and pictures.  The compliance officer or designee shall promptly commence an investigation and proceed to completion.  Both the complainant and the alleged perpetrator will be given an opportunity to give a statement.  Witnesses may also be interviewed.  A written investigation report shall be completed, and a summary of the report, including a finding that the complaint was founded, unfounded, or inconclusive based on preponderance of the available evidence will be forwarded to the complainant and to the alleged perpetrator.

Compliance Officer.  The Director of Human Resources shall be designated as the District’s compliance officer to insure that applicants and employees are treated in accordance with this policy.  In the event the Director of Human Resources is the alleged perpetrator or otherwise has a conflict of interest, the Superintendent shall be the alternate compliance officer.  The compliance officer shall also be responsible for coordinating the preparation, implementation, evaluation, and updating of written equal employment opportunity and affirmative action plans, with systematic input from diverse racial/ethnic groups, women, men and persons with disabilities.

Confidentiality.  Any matters involving complaints of discrimination shall remain confidential to the extent reasonably possible.  Confidential documentation of allegations or investigations will not be filed in the complainant’s personnel file.

No Retaliation.  No person shall retaliate against an employee because the employee has filed a discrimination complaint, assisted or participated in an investigation, or has opposed language or conduct that violates this policy, as long as the participation or action was done in good faith.

Code No. 426


Corrective Action.  The District will take action to halt any improper discrimination and will take other appropriate corrective actions, including disciplinary measures which may include discharge of a perpetrator, to remedy all violations of this policy.

Notice.  In order to effectively communicate and interpret the District’s policy to all levels of the administration and to all other employees, applicants, educational agencies and to the public, a statement of the District’s policy shall be distributed to all applicants for employment and shall be disseminated annually to employees, students, parents and recruitment sources.  District employees involved in the hiring or management of personnel shall be trained on proper equal employment opportunity procedures.

Staff Development.  Periodic training shall be provided all staff who hire or supervise personnel on the principles of equal employment opportunity and the implementation of the District’s affirmative action plan.

Date of Revision: January 8, 2018

Legal References: 20 U.S.C. 1681 et seq.; 29 U.S.C. 206(d); 29 U.S.C. 621, et seq.; 29 U.S.C. 701 et seq.; 29 U.S.C. 794; 42 U.S.C. 2000(e) et seq., 42 U.S.C. 2000ff et seq., 42 U.S.C. 12101 et seq.; 29 C.F.R. 1604.11; Chapter 19B, 20.10, Chapter 35C, Chapter 216, Chapter 729, Code of Iowa; 281 I.A.C. Chapter 95; 282 I.A.C. 12.3(3)(a)


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