Annual Notices

It is the policy of the Iowa School for the Deaf not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact Dr. Mike Rupprecht, 3501 Harry Langdon Blvd, Council Bluffs, IA 51503. You may also reach Dr. Rupprecht via text message at (402) 987-8107 or via email at michael.rupprecht@iaedb.org.

Iowa School for the Deaf recognizes the following protected classes for federal purposes:

Iowa School for the Deaf recognizes the following protected classes for state purposes:

NOTIFICATION AND EFFECTIVE DATE

All executive branch employees are required to read this Equal Opportunity, Affirmative Action, and Anti-Discrimination Policy, and are expected to sign an Acknowledgment indicating that the Policy was read and fully understood by the employee. This Policy is being issued without revision on July 1, 2023.

1. GENERAL STATEMENT OF POLICY
   It is the policy of the executive branch of state government in the State of Iowa to “Provide equal employment opportunity within state government to all persons.” (Iowa Code chapter 19B.) The intent of this policy is to ensure that individuals are not denied equal access to state employment opportunities because of their race, creed, color, religion, sex, national origin, age, physical or mental disability, sexual orientation, gender identity, pregnancy or pregnancy-related condition, consistent with applicable state and federal policies and regulations. It is also the policy of the executive branch of state government in the State of Iowa to apply affirmative action measures to correct the underutilization of females, minorities, and persons with disabilities in the state employment system whenever remedial measures are appropriate.
   
   
2. DISCRIMINATORY HARASSMENT IN VIOLATION OF IOWA CODE CHAPTERS 216 AND 19B AND APPLICABLE FEDERAL STATUTES
   Harassment of employees based upon their race, creed, color, religion, sex, national origin, age, physical or mental disability, sexual orientation, gender identity, pregnancy or pregnancy-related condition is a violation of the Iowa Civil Rights Act (Iowa Code chapter 216, as amended). For the Policy Prohibiting Sexual Harassment for Executive Branch Employees, see the following link: https://das.iowa.gov/sites/default/files/hr/documents/MS_manual/Policy-SexualHarassment.pdf. Other laws also prohibiting discriminatory harassment in one or more of specified covered areas include: Iowa Code section 19B.12, Title VII of the Civil Rights Act of 1964, as amended; the Age Discrimination in Employment Act of 1978, as amended; and the Americans with Disabilities Act of 1990.
   
   Examples of discriminatory harassment based on the employees’ protected status include, but are not limited to:
   • Abusing the dignity of an employee through insulting or degrading remarks or conduct.
   • Threats, demands, or suggestions that an employee’s work status is contingent upon submission to harassment.
   • Subjecting an employee to demeaning or degrading activities in order to gain co-worker acceptance, e.g., hazing.
3. DISCRIMINATORY PRACTICES IN VIOLATION OF IOWA CODE CHAPTER 216 AND THE FEDERAL AMERICANS WITH DISABILITIES ACT
   A person with a disability is a person who has a physical or mental impairment that substantially limits a “major life activity,” or has a record of such impairment, or is regarded as having such impairment. “Major life activities” include functions such as caring for oneself, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, and working.
   
   A “qualified” person with a disability is one who meets the legitimate job requirements and is able to perform the essential functions of the position with or without reasonable accommodations and without being a direct threat to the health or safety of themselves or others. Essential functions are absolute requirements for producing critical job results/outputs. Essential, by definition, means indispensable, vital, necessary, or related to the essence of the job. It does not include marginal functions or duties performed. As such, departments are not required to provide reasonable accommodations that would result in fundamental alterations in the nature of the work to be performed.
   
   The State of Iowa and its departments, agencies and other instrumentalities and all their employment practices, services and programs shall comply with the requirements of the ADA. The ADA requires, in part, that the State of Iowa:
   • Make reasonable modifications in policies, practices, and procedures that deny equal access to individuals with disabilities, unless fundamental alteration in the program or an undue hardship would result.
   • May not refuse to allow a person with a disability to participate in a service, program, or activity simply because the person has a disability.
   • Provide programs and services in an integrated setting unless separate or different measures are necessary to ensure equal opportunity.
   • Prohibit requirements that tend to screen out individuals with disabilities, such as requiring a driver’s license as the only acceptable means of identification.
   • Eliminate unnecessary eligibility standards or rules that deny individuals with disabilities an equal opportunity to enjoy their services, programs or activities unless “necessary” to the provisions of the services, program or activity.
   • Impose safety requirements only when they are necessary for the safe operation of the program in question, such as requirements for eligibility for drivers’ licenses if they are based on actual risks and not on mere speculation, stereotypes, or generalizations about individuals with disabilities.
   • Ensure that individuals with disabilities are not excluded or limited from participation in services, programs, and activities because buildings are inaccessible.
   • Provide services, programs, and activities offered in the facility to persons with disabilities through alternative methods, if physical barriers are not removed.
4. COMPLAINT REPORTING PROCEDURE
   Any person who feels that he or she has been denied an employment opportunity, has had terms and conditions of employment adversely affected or has been subjected to discrimination because of the employee’s race, creed, color, religion, sex, national origin, age, physical or mental disability, sexual orientation, gender identity, pregnancy or pregnancy-related condition should immediately report the matter to the attention of his or her immediate supervisor, agency director or other designated agency personnel. If the concern or complaint involves the employee’s immediate supervisor, the employee is encouraged to file the complaint with the next highest supervisor, or, in the alternative, to the director of the Department of Administrative Services. An employee may also file a complaint with the Iowa Civil Rights Commission or the appropriate federal enforcement agency. (For sexual orientation or gender identity, protection is offered under the State of Iowa statute only.)
   
   A person who is not an executive branch employee and who alleges he or she was subject to actions by an executive branch employee in violation of this policy may report the incident to the director of the department affected or to the director of the Department of Administrative Services.
   
   A person who witnesses or has knowledge of a violation of this policy may report the incident to the director of the department affected or to the director of the Department of Administrative Services.
   
   For reporting allegations of sexual harassment, please see the complaint reporting procedure set forth in the Policy Prohibiting Sexual Harassment for executive branch employees at https://das.iowa.gov/sites/default/files/hr/documents/MS_manual/Policy-SexualHarassment.pdf.
   
   
5. INVESTIGATION PROCEDURE
   The Department of Administrative Services is responsible for conducting investigations regarding complaints alleging violation(s) of this policy (for allegation involving sexual harassment, please see the Investigation Procedure set forth in the Policy Prohibiting Sexual Harassment for executive branch employees). All complaints alleging violation(s) of this policy shall be promptly investigated. All executive branch employees must cooperate fully with any investigation. Failure to cooperate with an investigation may result in discipline up to and including termination of employment.
   
   
6. CORRECTIVE ACTION
   The Department of Administrative Services will work with appropriate executive branch agency personnel to ensure corrective action is taken immediately to remedy violations of this policy. Corrective action may include disciplinary action up to and including termination of employment for parties whose conduct violates this policy. A manager or supervisor who fails to properly act upon complaints or who has personal knowledge of a violation of this policy and fails to take appropriate action shall be subject to disciplinary action up to and including termination of employment.
   
   
7. RETALIATION PROHIBITED
   Any form of discrimination or retaliation against an individual because he or she files a complaint or aids another individual in filing a complaint is prohibited. An employee who has reason to believe that he or she has been retaliated against because of participation in an investigation of a discrimination complaint may also file a complaint with the Department of Administrative Services, the Iowa Civil Rights Commission, or the U.S. Equal Employment Opportunity Commission, whichever is appropriate.
   
   
8. ASSIGNMENT OF RESPONSIBILITIES
   The director of the Department of Administrative Services is designated as the State Affirmative Action Administrator pursuant to Iowa Code section 19B.3 and shall be “responsible for the administration and promotion of equal opportunity and affirmative action efforts in the recruitment, appointment, assignment, and advancement of personnel by all state agencies except the state board of regents and the institutions under its jurisdiction.”
   
   The director of the Department of Administrative Services shall also be designated as the State Americans with Disabilities (ADA) Coordinator in compliance with the U. S. Department of Justice’s Title II Regulations Section 35.107. The director shall carry out this responsibility as follows:
   
   • Employment: The Human Resources Enterprise of the Department of Administrative Services shall be responsible for equal employment opportunity efforts under the ADA.
   • Accessibility: The General Services Enterprise of the Department of Administrative Services shall be responsible for equal access to State facilities under the ADA.
   • Complaint Reporting Procedure: The ADA Coordinator shall utilize existing complaint reporting procedures detailed in this policy to ensure that policies and procedures of the State of Iowa and its departments, agencies and other instrumentalities do not discriminate against persons with disabilities.
     
     Department directors have the responsibility for the overall administration of this policy within their departments. This includes the following responsibilities:
     
     
   • Equal Opportunity: Integrating equal opportunity into all parts of human resource and program management, reviewing all policies and procedures as they affect equal opportunity and ensuring compliance with relevant statutes.
   • Affirmative Action: Implementing an internal system for auditing and remedying underutilization in the workforce, and annually reporting the effectiveness of affirmative action efforts to the director of the Department of Administrative Services.
   • Prevention of Harassment: Making every reasonable effort to prevent all forms of harassment from occurring and taking immediate and appropriate corrective action when harassment is brought to their attention, either directly or indirectly. Any administrator, supervisor, or employee who engages in any form of discrimination or harassment prohibited by this policy or who retaliates against an individual who has complained of discrimination or harassment will be subject to disciplinary action up to and including discharge. Also, any administrator or supervisor who fails to act upon complaints of or on personal knowledge of workplace discrimination or harassment will be subject to disciplinary action up to and including discharge.
   • Access to Program Services: Department directors shall ensure their activities, services and programs are in compliance with the ADA and accessible to the general public.
9. TRAINING
   The Department of Administrative Services shall offer training courses in equal opportunity, affirmative action, diversity, and prevention of discrimination/harassment through its Performance and Development Solutions (PDS) program area. These courses are found on the Department of Administrative Services—Human Resources Enterprise website at https://das.iowa.gov/human-resources/training-and-development. Executive branch employees are strongly encouraged to attend training offered through PDS.
   
   
10. RESOURCES
    Individuals needing assistance may also contact the Department of Administrative Services – Human Resources Enterprise, Hoover Building, Level A, Des Moines, Iowa 50319. Phone: 515-281-3087 or dashre.info@iowa.gov.
    
    The Iowa Civil Rights Commission and the Equal Employment Opportunity Commission administer laws and regulations regarding employment discrimination and harassment, which include deadlines for filing discrimination complaints. For more information, these agencies may be contacted at the following:
    
    _{IOWA CIVIL RIGHTS COMMISSION}
    Iowa Civil Right Commission
    Grimes State Office Building, 400 E. 14th Street, Des Moines, IA 50319
    515-281-4121; 800-457-4416 (toll free); 515-242-5840 (fax)
    http://icrc.iowa.gov
    
    _{EQUAL EMPLOYMENT OPPORTUNITY COMMISSION}
    Reuss Federal Plaza
    310 West Wisconsin Avenue, Suite 500
    Milwaukee, WI 53203-2292
    Phone: 1-800-669-4000
    
    
11. POSTING
    This policy is posted on the Department of Administrative Services website at https://das.iowa.gov/sites/default/files/hr/documents/aaeeo/eo_aa_policy.pdf and is incorporated in the State executive branch employee handbook. Executive branch agencies are responsible for distributing this policy to employees at the time of hire or orientation.

Last revised Oct. 25, 2018

The Iowa School for the Deaf offers the following career and technical programs either on campus or as part of a student exchange program with the Lewis Central Community School District:

• Applied Sciences, Technology, Engineering and Manufacturing Architecture and Construction
• Applied Sciences, Technology, Engineering and Manufacturing Science Technology, Engineering and Mathematics
• Business, Finance, Marketing and Management Business, Management and Administration
• Human Services
• Information Solutions Information Technology

It is the policy of the Iowa School for the Deaf not to discriminate on the basis of race, color, national origin, sex, disability, religion, creed, age (for employment), marital status (for programs), sexual orientation, and socioeconomic status (for programs) in its educational programs and its employment practices. There is a grievance procedure for processing complaints of discrimination. If you have questions or a grievance related to this policy please contact Dr. Mike Rupprecht, 3501 Harry Langdon Blvd, Council Bluffs, IA 51503. You may also reach Dr. Rupprecht via text message at (402) 987-8107 or via email at michael.rupprecht@iaedb.org.

Iowa School for the Deaf recognizes the following protected classes for federal purposes:

Iowa School for the Deaf recognizes the following protected classes for state purposes:

To attend school in Iowa, students are required by state law to have up-to-date immunizations. Families who have medical or religious reasons for not vaccinating may request an exemption.

• Medical exemptions must be signed by a licensed healthcare provider.
• Religious exemptions must be signed by a parent/guardian.

Exemption certificates are available from the Iowa Department of Health and Human Services or from our school offices. Completed exemption forms must be on file with the school before your child attends.

The Iowa School for the Deaf enforces and upholds Title IX, the civil rights law passed in 1972. This federal law prohibits sex-based discrimination in any school or other education program that receives federal funds.

Title IX also is meant to prevent and report sexual discrimination or harassment. The law applies to all ISD programs and activities involving students, staff and volunteers.

Sexual harassment means unwelcome behavior or conduct (physical, verbal, written, electronic) that is directed at someone because of that person’s sex or gender, and that meets any of the following definitions:

• “Quid Pro Quo” Harassment: An ISD employee explicitly or implicitly conditions the provision of an aid, benefit, or service of the Iowa School for the Deaf on an individual’s participation in unwelcome sexual conduct.

• Hostile Educational/Work Environment: Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to ISD’s education program or activity.

• Sexual assault: An offense that meets the definition any one of the following offenses:
  • Rape: the penetration, no matter how slight, of the vagina or anus, with any body part or object, or oral penetration by a sex organ of another person without consent of the victim;
  • Fondling: the touching of the private body parts of another person for the purpose of sexual gratification without consent of the victim;
  • Incest: sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by law; or
  • Statutory rape: sexual intercourse with a person who is under the statutory age of consent.

• Stalking: An offense that meets the following criteria:
  • Purposefully engaging in a course of conduct directed at a specific person (“target”) that would cause a reasonable person to fear bodily injury to, or the death of, the target or a member of the target’s immediate family;
  • When the person (“stalker”) knows or should know that the target will be placed in reasonable fear of bodily injury to, or the death of, the target or a member of the target’s immediate family by the course of conduct; and
  • The stalker’s course of conduct induces fear in the target of bodily injury to, or the death of, the target or a member of the target’s immediate family.

• Dating Violence: Violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim. The existence of such a relationship shall be determined based on a consideration of:
  • The length of the relationship.
  • The type of relationship.
  • The frequency of interaction between the persons involved in the relationship.

• Domestic Violence: Any felony or misdemeanor crime of violence committed:
  • By a current or former spouse or intimate partner of the victim;
  • By a person with whom the victim shares a child in common;
  • By a person who is cohabiting with, or has cohabited with, the victim as a spouse or intimate partner;
  • By a person similarly situated to a spouse of the victim under the domestic or family violence laws of the State of Iowa; or
  • By any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of the State of Iowa.

Individuals who wish to report a case of sex-based discrimination or sexual harassment/misconduct by a student, staff member, or volunteer may submit an online complaint form or report the incident to ISD’s Title IX Coordinator:

Dr. Mike Rupprecht
Title IX Coordinator
michael.rupprecht@iaedb.org
402-987-8107 (text only)

State Employee Grievance Filing Instructions