All Policies Policy Group 5000 Personnel Jt. Jerome School District No. 261 PERSONNEL 5410P Family and Medical Leave Procedure Who Is Eligible—Employees are eligible if they have worked for the District for at least one (1) year, and for one thousand two hundred fifty (1,250) hours over the previous twelve (12) months, and if there are at least fifty (50) District employees within a seventy‐five (75) mile radius. Benefit—Under certain conditions, eligible employees, if qualified, may be entitled to up to twelve (12) weeks leave with continuing participation in the District’s group insurance plan. An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered service member who is recovering from a serious illness or injury sustained in the line of duty on active duty is entitled to up to twenty six (26) weeks of leave in a single twelve (12) month period to care for the service members. Reasons for Taking Leave—Unpaid leave will be granted to eligible employees for any of the following reasons: a) to care for the employee’s child after birth, or placement of a child for adoption or foster care with the employee; or b) to care for the employee’s spouse, child, or parent (does not include parents in‐ law) who has a serious health condition; or c) for a serious health condition that makes the employee unable to perform the employee’s job.; or d) for any qualifying exigency arising out of the fact that a spouse, son, daughter, or parent of the employee is on active duty status, or has been notified of an impending call to active duty status, in support of a contingency operation. Substitution of Paid Leave—Paid leave will be substituted for unpaid leave under the following circumstances: a) Accumulated sick/personal leave will be utilized concurrently with any FMLA leave that is taken for a serious health reason as described in (b) or (c) above. b) Accumulated vacation/personal leave will be utilized concurrently with any FMLA leave that is taken for a family reason as described in (a) above. c) Accumulated sick leave will be utilized concurrently with FMLA leave whenever the FMLA leave is taken for reasons which qualify for sick leave benefits pursuant to District policy. d) Whenever appropriate workers’ compensation absences shall be designated FMLA leave. When Spouses Are District Employees—If spouses are employed by the District, they each are entitled to a total of twelve (12) weeks of leave per year. However, where the reason for the leave is for birth of a child, or because of adoption or foster care, or to care for a sick parent, such leave may be limited to an aggregate of 12 weeks, between the spouse/employees. Advance Notice—Employees must provide thirty (30) days advance notice when the leave is “foreseeable.” In other situations an employee must give notice as soon as practicable. Leave may be allowed in emergency situations when no advance warning is possible. Inexcusable delays in notifying the District may result in the delay or denial of leave. Requests—A sick leave request form is to be completed whenever an employee is absent from work for more than three (3) days or when an employee has need to be absent from work for continuing treatment by (or under the supervision of) a health care provider. Medical Certification—The District will require medical certification to support a request for leave or any other absence because of a serious health condition (at employee expense), and may require second or third opinions (at the employer’s expense) and a fitness for duty report to return to work statement. Intermittent/Reduced Leave—FMLA leave may be taken “intermittently or on a reduced leave schedule” under certain circumstances. Where leave is taken because of birth or placement of a child for adoption or foster care, an employee may take leave intermittently or on a reduced leave schedule only with the approval of the District. Where FMLA leave is taken to care for a sick family member or for an employee’s own serious health condition, leave may be taken intermittently or on a reduced leave schedule when medically necessary. An employee may be reassigned to accommodate intermittent or reduced leave. When an employee takes intermittent leave or leave on a reduced leave schedule, increments will be limited to the shortest period of time that the District’s payroll system uses to account for absences or use of leave. Insurance—An employee out on FMLA leave is entitled to continued participation in the appropriate group health plan, but it is incumbent upon the employee to continue paying the usual portion of the premiums the employee usually pays throughout the leave period. An employee’s eligibility to maintain health insurance coverage will lapse if the premium payment is more than thirty (30) days late. The District will mail notice of delinquency at least fifteen (15) days before coverage will cease. Return—Upon return from FMLA leave, reasonable effort shall be made to place the employee in the original or equivalent position with equivalent pay, benefits, and other employment terms. Record Keeping—Employees, supervisors and building administrators will forward requests, forms and other material to payroll to facilitate proper record keeping. Summer Vacation—The period during the summer vacation or other scheduled breaks (i.e., Christmas) an employee would not have been required to work will not count against that employee’s FMLA leave entitlement. SPECIAL RULES FOR INSTRUCTIONAL EMPLOYEES Leave More Than Five (5) Weeks Before End of Term—If an instructional employee begins FMLA leave more than five (5) weeks before the end of term, the District may require the employee to continue taking leave until the end of a semester term if: (a) the leave is at least three (3) weeks; and (b) the employee’s return would take place during the last three‐(3)‐week period of the semester term. Leave Less Than Five (5) Weeks Before End of Term—If an instructional employee begins FMLA leave for a purpose other than that employee’s own serious health condition less than five (5) weeks before the end of term, the District may require the employee to continue taking leave until the end of a semester term if: (a) the leave is longer than two (2) weeks; and (b) the employee’s return would take place during the last two‐(2)‐week period of the semester term. Leave Less Than Three (3) Weeks Before End of Term—If an instructional employee begins FMLA leave for a purpose other than that employee’s own serious health condition less than three (3) weeks before the end of term, the District may require the employee to continue taking leave until the end of the academic term if the leave is longer than five (5) days. Intermittent or Reduced Leave—Under certain conditions, an instructional employee needing intermittent or reduced leave for more than twenty percent (20%) of the total working days over the leave period may be required by the District to: (a) Take leave for a period(s) of particular duration not to exceed the duration of treatment; or (b) Transfer to an alternate but equivalent position. Legal Reference: 29 CFR 825, 29 USC 2601, et seq. Family Medical Leave Act ‐‐ National Defense Authorization Act for FY 2008 (NDAA), Pub. L. 110‐181 Procedure History: Adopted on: 02/28/12 Revised on: Policy History: Adopted on: February 28, 2012 Last Revised: February 20, 2025 at 5:02:23 PM

All Policies Policy Group 2000 Instruction Jerome Joint School District No. 261 CURRICULUM AND INSTRUCTION 2355 Release Time for Religious Instruction For students in grades K through 8 (K-8), the District will/will not allow release time for religious instruction. Upon application, students in grades 9-12 may be excused from school for religious instruction provided that no student will be excused in excess of five (5) periods in a school week or one hundred sixty-five (165) hours in any given school year. The Board shall, in its sole discretion, determine religious release time(s) Release time shall not interfere with the scheduling of classes, activities and programs of public schools. No credit shall be given for completion of courses during release time for religious purposes. Registration for release time programs shall not occur on school property. The District is not responsible for the health, safety and welfare of a student participating in a release time program nor will the District be liable for acts, injuries or events occurring while: (1) a student is being transported to and from release time programs; or (2) while a student participates in religious instruction. Legal Reference: Article IX, § 6 Idaho Constitution – Religious Test and Teaching in School Prohibited I.C. § 33-519 Release for Religious Instruction I.C. § 33-1603 Sectarian Instruction Forbidden IDAPA 08.02.02.220 Release Time Program for Elementary and Secondary Schools Policy History: Adopted on: February 27, 2007 Revised on: Policy History: Adopted on: February 27, 2007 Last Revised: February 20, 2025 at 5:02:22 PM

All Policies Policy Group 5000 Personnel Jerome Joint School District No. 261 PERSONNEL 5370 Non-school Employment by Professional Staff Members A staff member’s outside work or self-employment is of concern to the Board insofar as it may: Prevent the employee from performing assigned responsibilities in an effective manner; Be prejudicial to proper effectiveness in the position or compromise the District; or Raise a question of conflict of interest – for example, where the employee’s position in the District permits access to information or other advantages useful to the outside employer. Therefore a regular, full-time employee’s position in the District shall take precedence over any type of outside work or self-employment. Employees are free to carry on individual work or self-employment projects as long as no District facilities, equipment, or school(s) are used, except as provided by policy, and the outside work or self-employment does not interfere with the employees’ performance of District assigned duties. In addition, an employee may not perform any duties related to outside work or self-employment during regular District working hours or during the additional time that is needed to fulfill the responsibilities of the District position. Employees who violate this policy are subject to reprimand, suspension, or termination. Except by prior written authorization from the Superintendent, school buildings are not to be used for private tutoring or classes for which students pay a fee to a staff member unless a rental contract has been entered into with the District. Policy History: Adopted on: 03/25/2008 Revised on: 09/23/2025 Policy History: Adopted on: March 25, 2008 Last Revised: October 6, 2025 at 7:33:19 PM

All Policies Policy Group 2000 Instruction Jerome Joint School District No. 261 CURRICULUM AND INSTRUCTION 2585F Student Permission for Exposure to Animals(s) To be used when therapy dogs are brought into the classroom for educational or therapeutic purposes. Student: ___________________________________ Grade/Teacher: ____________________________________ Dear Parent(s)/Guardian(s): As allergies, asthma, immune problems, and/or other health concerns may make animal contact inappropriate for some students, District guidelines require prior parent/guardian permission for student contact with animal(s) in school. For the school year ______________, a therapy dog will visit my classroom for educational or therapeutic purposes: The building principal or designee will ensure that the District’s policies and procedures for the use of a therapy dog in education or therapeutic purposes are followed. I will also supervise the entire student-animal contact session. Under no circumstances are students allowed to clean animals or handle animal waste. Please complete and return this form to me this date: _______________ . If you have any questions or concerns, please feel free to contact me at: _______________________________ . To Be Completed by Parent/Guardian: _____ I do permit my student identified above to be exposed to the animal listed above. I further agree to indemnify and hold harmless the School District and its employees and agents against any claims, except a claim based on willful and wanton conduct, arising out of my student’s exposure to the animal listed above. _____ I do not permit my student identified above to be exposed to the animal(s) listed above. Parent/Guardian Name (please print) ___________________________________________________________ _____________________________ Parent/Guardian Signature Date Parent/Guardian Name (please print) ___________________________________________________________ _____________________________ Parent/Guardian Signature Date Note: If only one parent/guardian signs this form, please certify the following: I, ______________________________ (parent/guardian), have full authority to sign and consent to this Permission Form and Release as an agent of any and all other parent(s) and/or legal guardian(s). Policy History: Adopted on: 11/15/2022 Revised on: 00/00/0000 Policy History: Adopted on: November 15, 2022 Last Revised: February 20, 2025 at 5:02:23 PM

All Policies Policy Group 5000 Personnel Jerome Joint School District No. 261 PERSONNEL 5250 Certified Staff Complaints And Grievances It is the Board’s desire that procedures for settling certified staff grievances be an orderly process within which solutions may be pursued. Further, that the procedures provide prompt and equitable resolution at the lowest possible administrative level. Additionally, it is the Board’s desire that each certified employee be assured an opportunity for orderly presentation and review of grievances without fear of reprisal. Grievance Definition A grievance pursuant to this policy shall be a written allegation of a violation of Board approved District policies or a written allegation of a violation of the Master Agreement between the District and the teachers’ association. Grievance Procedure The District will first review the collective bargaining agreement for any applicable grievance procedures. If such a provision exists, such procedures shall govern the resolution of certificated staff grievances. A staff member with a grievance is encouraged to first discuss it with their immediate supervisor, with the objective of resolving the matter promptly and informally. An exception is that complaints of sexual harassment should be addressed according to Policy 3085 and Procedure 3085P, and violation of any other protected status should be discussed with the first line administrator that is not involved in the alleged grievance. This attempt at informal resolution is not a required component of the grievance policy but is suggested in an effort to attempt to resolve disputes informally. If the grievance is not resolved informally, and the grievant wishes to continue to seek to address the grievance, the grievant shall file the written grievance with their immediate building principal. The written grievance shall state: The policy or provision of the Master Agreement the employee believes was violated; The alleged date of violation; The actor involved in the alleged violation; and The remedy requested by the employee. The written grievance must be filed with the immediate building principal within ten working days of the date of the initial event allegedly giving rise to the grievance. The immediate building principal or designee of the building principal shall meet with the grievant and shall, at the discretion of the principal or designee, conduct whatever additional meetings or investigative activities the principal or designee believes are necessary to address the grievance. Subsequent to these activities and within a period of ten working days, the principal shall provide the grievant with a written response to the grievance of the certificated employee. If the grievant is not satisfied with the decision of the principal or designee, the individual shall have a period of five working days to advance the grievance to the Superintendent by submitting a written objection to the decision with the Superintendent. If the principal or designee does not provide a written response to the grievance at the conclusion of ten working days and no extension of this time period has been agreed to between the grievant and principal or designee, the grievance shall be advanced to the Superintendent without written response of the principal or designee. Upon receipt by the Superintendent, the Superintendent or his or her designee shall schedule a meeting between the parties and the principal. The parties shall be afforded the opportunity to either dispute or concur with the principal’s report. The Superintendent or designee shall, within a period of 15 working days, decide the matter notifying all the parties in writing of the decision. The decision of the Superintendent or designee shall be controlling, regardless of whether it is in agreement or in disagreement with the decision of the principal. If either party is not satisfied with the decision of the Superintendent, the Board is the next avenue for appeal. A written appeal must be submitted to the Board within five days of receiving the Superintendent’s decision. The Board is the policy-making body of the District, however, and appeals to that level must be based solely on whether or not policy has been followed. Any individual appealing a decision of the Superintendent to the Board bears the burden of proving a failure to follow Board policy. Upon receipt of a written appeal of the decision of the Superintendent, and assuming the individual alleges a failure to follow Board policy, the matter shall be placed on the agenda of the Board for consideration not later than their next regularly scheduled meeting. A decision shall be made and reported in writing to all parties within 30 days of that meeting. The decision of the Board will be final. Grievances will be processed according to the step-by-step process outlined in the Uniform Grievance Procedure 4120, however, in the case where a person designated to hear a grievance is the subject of the grievance, the grievance process will begin at the next highest step and the process shall be modified as needed to meet the objectives of the Grievance Procedure. If a grievance is directly based on official Board action, the grievance shall be directed to the Clerk of the Board. The grievance may be heard by the Board at the sole discretion of the Board. Cross Reference: Description: 3085 Sexual Harassment, Discrimination, and Retaliation Policy 3085-P(1) Sexual Harassment, Discrimination, and Retaliation Policy-Title IX Sexual Harrassment Grievance Procedure, Requirements, and Definitions 3085-F(1) Sexual Harassment, Discrimination, and Retaliation Policy-Notice of Investigation & Allegation Template 3085-F(2) Sexual Harassment, Discrimination, and Retaliation Policy-Reporting Form for Students 4110 Public Complaints 5120 Equal Employment Opportunity and Non-Discrimination 5230 Accommodating Individuals with Disabilities 5395 Whistleblowing Policy History: Adopted on: 03/25/2008 Revised on: 08/26/2025 Policy History: Adopted on: March 25, 2008 Last Revised: September 8, 2025 at 3:13:22 AM

All Policies Policy Group 8000 Non-Instructional Operations Jerome Joint School District No. 261 NONINSTRUCTIONAL OPERATIONS 8220 Food Services The District supports the philosophy of the National School Lunch and Breakfast Programs and shall provide wholesome, appetizing, and nutritious meals for children in the District's schools. Because of potential liability to the District, the food services program shall not accept donations of food without the approval of the Board and the appropriate agency such as the local public health district and/or the United States Department of Agriculture (USDA). Should the Board approve a food donation, the Superintendent shall establish inspection and handling procedures for the food and determine that the provisions of all State and local laws have been met and consult with local public health districts before selling the food as part of the school meals. Community Involvement The District shall promote activities to involve students and parents in the school lunch and breakfast programs. Such activities may include teaching students about good nutrition practices and involving the school faculty and the general community in activities to enhance the program. To the maximum extent practical, the District shall inform families about the availability of breakfast for students. Information shall be distributed just prior to or at the beginning of the school year. Additional reminders may be sent throughout the school year and/or posted to the District’s website. United States Department of Agriculture Foods The District shall use USDA foods made available under the Federal Food Distribution Program for school meals. Qualifications of School Food Service Staff Qualified nutrition professionals will administer the school meal programs. As part of the District’s responsibility to operate a food service program, continuing professional development opportunities may be provided to select District nutrition professionals. These development programs should include appropriate certification and/or training programs for child nutrition directors, school nutrition managers, and cafeteria workers, according to their levels of responsibility. The District may work with the School Nutrition Association for such professional development offerings. Free and Reduced Price Food Services The District shall provide free and reduced price meals to students according to the terms of the National School Lunch Program (NSLP) and the National School Breakfast Program (SBP). The District shall inform parents of the eligibility standards for free or reduced price meals. Identity of students receiving free or reduced price meals will be confidential in accordance with the guidelines for the NSLP and SBP. A parent has the right to appeal any decision with respect to his or her application for free or reduced price food services to a designated hearing official. The amount charged for such meals shall be sufficient to cover all costs of the meals, including preparation labor, food costs, handling costs, utility costs, and equipment depreciation costs. Every effort is to be made to eliminate any social stigma attached to, and prevent the overt identification of, students who are eligible for free and reduced-price school meals. Toward this end, the availability of school meals to all students will be promoted and electronic identification of students and payment systems utilized where feasible. Summer Food Service Program If more than 50% of a school’s students are eligible for free or reduced-price school meals, that school may sponsor the Summer Food Service Program. Legal Reference: 42 U.S.C. 1751et seq. National School Lunch Act 7 CFR Parts 210.12 Student, Parent, and Community Involvement Policy History : Adopted on: 02/28/2017 Revised on: Policy History: Adopted on: February 28, 2017 Last Revised: February 20, 2025 at 5:02:23 PM

All Policies Policy Group 4000 Community Relations Jerome Joint School District No. 261 COMMUNITY RELATIONS 4330 Conduct and Sportsmanship for Athletic and Co-Curricular Events Any person, including an adult, who behaves in an unsportsmanlike manner during an athletic or co-curricular event may be ejected from the event the person is attending and/or denied admission to school events for up to a year. The Board delegates to the Superintendent the authority to deny future admission to any person for up to one year by delivering or mailing a notice informing them of this denial of admission. Examples of unsportsmanlike conduct include, but most certainly are not limited to: Using vulgar or obscene language or gestures; Possessing or being under the influence of any alcoholic beverage or illegal substance; Possessing a weapon; Fighting or otherwise striking or threatening another person; Failing to obey the instructions of a security officer or School District employee; and Engaging in any activity which is illegal or disruptive of the educational process. Legal Reference: I.C. § 18-6409 Disturbing the Peace I.C. § 18-916 Abuse of School Teachers I.C. § 331222 Freedom of Abuse I.C. § 33-205 Denial of School Attendance I.C. § 33-512 District Trustees-Governance of Schools Policy History: Adopted on: 10/24/2006 Revised on: 03/19/2024 Revised on 07/22/2025 Policy History: Adopted on: October 24, 2006 Last Revised: August 6, 2025 at 5:08:28 PM

All Policies Policy Group 8000 Non-Instructional Operations Jerome Joint School District No. 261 NONINSTRUCTIONAL OPERATIONS 8240 School Meals This policy supports the mission of the District, including providing an environment that cultivates maximum student potential. Nutrition influences a child's development, health, well- being, and potential for learning. To afford students the opportunity to fully participate in the educational process, students must attend school with minds and bodies ready to take advantage of their learning environment. This policy encourages all members of the school community to create an environment that supports lifelong healthy eating habits. Decisions made in all school programming need to reflect and encourage positive nutrition messages and healthy food choices. National School Lunch Program and the National School Breakfast Program The full meal program will follow the United States Department of Agriculture (USDA)’s National School Lunch Program (NSLP) and the National School Breakfast Program (SBP) Nutrition Standards as well as Smart Snacks in Schools standards, and offer a variety of fruits and vegetables. All of the grains served shall be whole grain; The meals served will be appealing and attractive to children; and The NSLP and SBP provider shall follow the Nutrition Standards for these programs when determining the items in a la carte sales. Breakfast To ensure that all children have breakfast, either at home or at school, and in order to meet their nutritional needs and enhance their ability to learn, District schools will: To the extent possible, operate the School Breakfast Program; To the extent possible, arrange bus schedules and utilize methods to serve school breakfasts that encourage participation, including serving breakfast in the classroom, “grab-and-go” breakfast, or breakfast during morning break or recess; Notify parents and students of the availability of the School Breakfast Program; and Encourage parents to provide a healthy breakfast for their children through newsletter articles, take-home materials, or other means. Lunchroom Climate A lunchroom environment that provides students with a relaxed, enjoyable climate should be developed; and The Board encourages schools to make the lunchroom environment a place where students have adequate space to eat and pleasant surroundings. Meal Times and Scheduling Recommendations District schools, to the greatest extent possible, should: Provide students with at least ten minutes to eat after sitting down for breakfast and 20 minutes after sitting down for lunch; Schedule meal periods at appropriate times, e.g., lunch should be scheduled between 10:00 AM and 2:00 PM; Not schedule tutoring, club or organizational meetings, or activities during mealtimes unless students may eat during such activities; Schedule lunch periods in elementary schools to follow recess periods; Provide students access to hand washing or hand sanitizing before they eat meals or snacks; and Take reasonable steps to accommodate the tooth-brushing regimens of students with special oral health needs such as orthodontia or high tooth decay risk. Legal Reference: 42 U.S.C. 1751 et seq. National School Lunch Act 7 CFR Parts 210 Nutrition School Lunch and School Breakfast Programs: Final Rule Smart Snacks in School Regulations by the United States Department of Agriculture Policy History: Adopted on: 02/28/2017 Revised on: Policy History: Adopted on: February 28, 2017 Last Revised: February 20, 2025 at 5:02:22 PM

All Policies Policy Group 4000 Community Relations Jerome Joint School District No. 261 COMMUNITY RELATIONS 4150 Accommodating Individuals with Disabilities Individuals with disabilities shall be provided an opportunity to participate in all school-sponsored services, programs, or activities on an basis equal to those without disabilities and will not be subject to illegal discrimination. The District may provide auxiliary aids and services where necessary to afford individuals with disabilities equal opportunity to participate in or enjoy the benefits of a service, program, or activity. The Superintendent or designee is designated the Americans With Disabilities Act, Title II Coordinator and, in that capacity, is directed to: 1. Oversee the District’s compliance efforts, recommend necessary modifications to the Board, and maintain the District’s final Title II self-evaluation document and keep it available for public inspection for at least three (3) years after its completion date. 2. Institute plans to make information regarding Title II’s protection available to any interested party. Individuals with disabilities should notify the Superintendent or building principal if they have a disability which will require special assistance or services and, if so, what services are required. This notification should occur as far as possible before the school-sponsored function, program, or meeting. Individuals with disabilities may allege a violation of this policy or federal law by reporting it to the Superintendent, as the Title II Coordinator, or by filing a grievance under the Uniform Grievance Procedure. The District will provide the parent or guardian of each student who has a disability with a copy of the Procedural Safeguards Notice available on the website of the Idaho State Department of Education. This notice will be provided one time each year. It will also be provided, as outlined in 34 C.F.R. 330.504(a), upon initial referral or parental request for an evaluation, upon filing a request for a due process hearing, upon a disciplinary action constituting a change in placement, and upon the request of a parent or guardian. The notice must be provided in the parent or guardian’s native language unless it is not feasible to do so. Cross Reference: 4120 Uniform Grievance Procedure Legal Reference: Americans with Disabilities Act, 42 U.S.C. §§ 12111, et seq., and 12131, et seq.; 28 C.F.R. Part 35. Individuals with Disabilities Education Act, 20, U.S.C. §§ 1415 Procedural Safeguards Notice, 34 C.F.R. § 300.504 Policy History: Adopted on: 10/24/2006 Revised on: 12/18/2012 Revised on: 01/28/2020 Policy History: Adopted on: October 24, 2006 Last Revised: February 20, 2025 at 5:03:22 PM

All Policies Policy Group 4000 Community Relations Jerome Joint School District No. 261 COMMUNITY RELATIONS 4510 Public Gifts to the Schools: Donations of Material/Equipment Affecting Building Structure or Maintenance (Regulations) Organizations desiring to donate equipment or material that will affect the physical structure of a building, either in appearance or in operating maintenance expense, must have the project approved by the school administration. Items to be donated must meet the technical specifications and standards of similar equipment or materials purchased by the district. If items are not new, the condition or the equipment or materials must be evaluated by qualified persons other than the organization making the donation. The following procedures shall apply to filing a project request: 1. The organization desiring to make the donation must ensure the proposed project will not cause inequitable treatment of any student(s) or student group(s). 2. The organization will discuss the proposed project with the building principal prior to filing a request with the central office. 3. After discussion with the building principal, the organization will submit a written request to superintendent or designee specifying the type of item to be donated, the technical specifications of the item, and information regarding installation, maintenance, and replacement of the item. 4. The request will be evaluated by a committee appointed by the superintendent or designee. The committee will use the following criteria in evaluating the proposed project: a. Educational value to the student body; b. Cost factors in relation to the Board’s of education’s approved budget: i. Immediate costs such as installation or remodeling, ii. Long-range costs such as operation and maintenance, iii. Replacement costs when the item is no longer operable. c. Technical quality of the proposed donated item; d. Commitment of the donating organization to continuance of the project. 5. Based upon the committee’s evaluation and recommendations, the superintendent will approve or disapprove the request. If the request is disapproved, the committee will make recommendations to the requesting organization as to requirements necessary to approve the request. 6. If a project is disapproved by the committee and the superintendent, the requesting organization may appeal the decision to the Board of education. Donations Regarding National Motto In accordance with Idaho law, the District is prepared to receive donations to display the national motto as described in Policy 9802. Cross Reference: 9802 Display of National Motto Policy History: Adopted on: 10/24/2006 Revised on: 10/24/2023 Policy History: Adopted on: October 24, 2006 Last Revised: February 20, 2025 at 5:02:21 PM

All Policies Policy Group 3000 Students Jerome Joint School District No. 261 Physician’s Order for Prescription Medication Given in School 3510F1 Jerome School District #261 - District Nurse Services 830 10th Ave E • Jerome, Idaho 83338 Telephone (208) 324-3361 • FAX (208) 324-3362 Physician’s Order for Prescription Medication Given in School Note to Parent/Guardian: The Provision of medications to students during school hours is discouraged. However, Jerome School District recognizes those special cases where a student’s physician documents a need for in-school dosing. It is the policy to maintain a signed order for medication that the school personnel are asked to dispense during school hours. This form must be completed BEFORE any medication(s) can be given. This form must be renewed each school year. The medication must be sent to school in its ORGINAL container with ORGINAL pharmacy label with student’s name, name of drug, name of prescriber, pharmacy name, Rx number, date of prescription and expiration date. The district shall incur no liability as a result of any injury arising from the self-administration of medication. By signing, parent/guardian is agreeing to indemnify and hold harmless the district and employees against any claims arising out of the self-administration of medication by your student. Student’s Name: _______________________________________ Date of Birth: _______________ School: ______________________________________________ Grade: _____________________ To be completed by the Physician or Authorized Prescriber Diagnosis: _______________________________________________________________________ Name of Medication: _______________________________________________________________ Form of Medication/Treatment: ____Tablet/Capsule _____Liquid _____ Inhaler _____ Injection _____Nebulizer _____Other Instruction: _______________________________________________________________________ Restrictions and/or Other Important Side Effects: _____None anticipated _____Yes. Please Describe: ________________________________________________________ Storage Requirements: _____None _____Refrigerate _____Immediate access to this medication by the student: _____Be kept with the student at all times _____Be kept in the school’s office _____Be kept in student’s desk _____Be kept in student’s classroom Physician’s/Prescriber’s Signature: ___________________________________ Date: _______________ Address: __________________________________________________ Phone #: __________________ To be completed by Parent Guardian: I give my permission for my child to receive the above medication at school according to school policy. Date: __________ Signature: _______________________________________________________ Policy History: Adopted on: 04/28/2009 Revised on: 02/24/2015 Revised on: 05/27/0225 Policy History: Adopted on: April 28, 2009 Last Revised: May 30, 2025 at 10:15:52 PM

All Policies Policy Group 5000 Personnel Jerome Joint School District No. 261 PERSONNEL 5820 Evaluation of Non-Certified Staff Each non-certified staff member’s job performance shall be evaluated by the staff member’s direct supervisor. The evaluation process includes scheduled evaluations, on forms applicable to the job classification and description, and day-to-day appraisals. The supervisor shall provide a copy of the completed evaluation to the staff member and shall provide an opportunity to discuss the evaluation. The original should be signed by the staff member and filed with the Superintendent. If the staff member refuses to sign the evaluation, the supervisor should note the refusal and submit the evaluation to the Superintendent. The employee will be allowed the opportunity to attach a rebuttal to any information contained in the evaluation. This policy shall be made available to any District employee or person seeking employment with the District. Legal Reference: I.C. § 33-517 Noncertificated Personnel I.C. § 33-518 Employee Personnel Files Policy History: Adopted on: 03/25/2008 Revised on: 08/27/2013 Policy History: Adopted on: March 25, 2008 Last Revised: February 20, 2025 at 5:02:22 PM