All Policies Policy Group 5000 Personnel Jt. Jerome School District No. 261 PERSONNEL 5325 The Board recognizes that new technologies, such as social media, have shifted the ways that information may be accessed, communicated and transferred; and, as such, can alter instruction and student learning. These new technologies can alter the information landscape for schools by opening the classrooms to a broader array of resources. Because of the unique nature of social media sites, such as Facebook and Twitter, and because of the District’s desire to protect its interest with regard to its electronic records, the following rules have been established to address social media site usage by all employees: Protect Confidential and Proprietary Information Employees shall not post confidential or proprietary information about the District, its employees, students, agents or others. The employee shall adhere to all applicable privacy and confidentiality policies adopted by the District or as provided by state of federal law. Do Not Use District Name, Logos, or Images Employees shall not use the District logos, images, iconography, etc. on personal social media sites. Nor shall employees use the District name to promote a product, cause or political party or political candidate. Nor shall employees use personal images of students, names or data relating to students, absent written authority of the parent of a minor or authority of an adult or emancipated student. Respect District Time and Property Employees will use e-mail and social media for personal purposes only during non-work times, such as during lunch or before or after school. Employees are prohibited from downloading the TikTok app or visiting the TikTok website on any District device or using internet access provided by the District. Any use of permissible social media sites must occur during times and places that the use will not interfere with job duties, negatively impact job performance, or otherwise be disruptive to the school environment or its operation On Personal Sites If you identify yourself as a District employee online, it should be clear that the views expressed, posted or published are personal views, not necessarily those of the District, its Board, employees, or agents. Opinions expressed by staff on a social networking website have the potential to be disseminated far beyond the speaker’s desire or intention, and could undermine the public perception of fitness of the individual to educate students, and thus undermine teaching effectiveness. In this way, the effect of the expression and publication of such opinions could potentially lead to disciplinary action being taken against the staff member, up to and including termination or nonrenewal of the contract of employment Keep Personal and Professional Accounts Separate Staff members who decide to engage in professional social media activities will maintain separate professional and personal email addresses. Staff members will not use their District email address for personal social media activities. Use of District email for this purpose is prohibited and will be considered a violation of District policy that may result in disciplinary action. Contact with Students Although it is desired that staff members have a sincere interest in students as individuals, partiality and the appearance of impropriety must be avoided. Pursuant to the Code of Ethics for Idaho Professional Educators, individuals shall maintain a professional relationship with all students, both inside and outside of the classroom. Excessive informal and/or social involvement with students is therefore prohibited. This includes: Listing current students as “friends” on personal social networking sites wherein personal information is shared or available for review which results in the certificated professional employee not maintaining the Code of Ethics requiring professional relationships with students both inside and outside the classroom; Contacting students through electronic means other than the District’s email and telephone system; Coaches electronically contacting a team member or members without including all team members in the communication; Giving private cell phone or home phone numbers to students without prior approval of the District; Inappropriate contact of any kind including via electronic media. Nothing in this policy prohibits District staff and students from the use of education websites and/or use of social networking websites created for curricular, co-curricular, or extracurricular purposes where the professional relationship is maintained with the student. Failure to maintain a professional relationship with students, both inside and outside of a classroom setting, including interaction via social networking websites of any nature, e-mailing, texting, or any other electronic methods will result in the required reporting of such conduct to the Professional Standards Commission by the District’s Administration. Rules Concerning District-Sponsored Social Media Activity If an employee wishes to use Facebook, Twitter, or other similar social media sites to communicate meetings, activities, games, responsibilities, announcements etc., for a school-based club or a school-based activity or an official school-based organization, the employee must also comply with the following rules: The employee must set up the club, etc. as a group list which will be “closed and moderated.” The employee must set up mechanisms for delivering information to students that are not members of the group via non-electronic means. Members will not be established as “friends” but as members of the group list. Anyone who has access to the communications conveyed through the site may only gain access by the permission of the employee. Persons desiring to access the page may join only after the employee invites them and allows them to join. Parents shall be permitted to access any site that their child has been invited to join. Parents shall report any communications by students or school personnel they believe to be inappropriate to District Administration. Access to the site may only be permitted for educational purposes related to the club, activity, organization, or team. The employee responsible for the site will monitor it regularly. The employee’s supervisor shall be permitted access to any site established by the employee for a school-related purpose. Employees are required to maintain appropriate professional boundaries in the establishment and maintenance of all such District-sponsored social media activity. This includes maintaining a separation between the school activity pages and employees’ personal social media profiles and pages. Postings made to the site must comply with the District’s Policy 5335 Employee Use of Electronic Communications Devices; and The Superintendent reserves the right to shut down or discontinue the group if they believe it is in the best overall interest of the students. Cross References: Description: 3270P Acceptable Use of Electronic Networks 4170 District or School Operated Social Meeting 5275 Adult Sexual Misconduct 5330 Employee Electronic Mail and Online Services Usage 5330-F(1) Employee Electronic Mail and Online Services Usage-Employee Electronic Mail and Online Services Use Policy Acknowledge 5335 Employee Use of Electronic Communications Devices Legal Reference: Description: IC § 18-6726 TikTok Use by State Employees on a State-Issued Device Prohibited IDAPA 08.02.02.076 Code of Ethics for Idaho Professional Educators Idaho Executive Order 2022-06 Policy History: Adopted on: 07/27/2010 Revised on: 09/23/2014 Revised on: 08/22/2023 Revised on: 08/26/2025 Policy History: Adopted on: July 27, 2010 Last Revised: September 8, 2025 at 9:33:16 PM

All Policies Policy Group 5000 Personnel Jerome Joint School District No. 261 PERSONNEL 5825 Evaluation of School Bus Drivers Each school bus driver shall be evaluated annually by the transportation supervisor or the District’s school bus driver trainer for the purpose of assessing driver performance. This evaluation shall be conducted in accordance with Policy 5820, and may use the model driver evaluation procedure and form provided by the State Department of Education’s Transportation Department. The completed evaluation and any rebuttal attached by the driver shall be retained in the driver’s personnel file. Legal Reference Description IC § 33-517 Non-Certificated Personnel IC § 33-518 Employee Personnel Files Other References Description Idaho State Department of Education Standards for Idaho School Buses and Operations Specifications & Procedures National School Transportation Specifications & Procedures, Identification and Evaluation of School Bus Route and Hazard Marking Systems Cross References: Code Description 5205 Job Descriptions 5800 Classified Employment, Assignment, and Grievance 5800-P(1) Classified Employment, Assignment, and Grievance - Classified Employee Grievance Procedure 5820 Evaluation of Non-Certified Staff Adopted on: 9/23/2025 Policy History: Adopted on: September 23, 2025 Last Revised: October 6, 2025 at 7:55:11 PM

All Policies Policy Group 4000 Community Relations Jerome School District No. 261 COMMUNITY RELATIONS 4530 Crowdfunding The District recognizes that crowdfunding is a useful tool to assist teachers and other employees in the procurement of funding for specific projects and/or programs. Crowdfunding campaigns have been used with great success to provide revenues for such benefits as classroom supplies, educational programs and activities and community advancement. However, the District also recognizes that unregulated use of employee crowdfunding campaigns that are administered on behalf of the District or an individual school or classroom within the District can subject the District and employees to legal liability. Purpose The purpose of this policy is to ensure that crowdfunding campaigns administered by employees in their capacity as District employees or on behalf of the District or to supplement any District programs are effectively regulated and are appropriately used to further the District’s objectives and mission. Definitions “Crowdfunding campaign” means the practice of raising funds to meet an advertised goal or need by soliciting funds from a large number of people, typically via the Internet. Prohibition on Unapproved Crowdfunding on Behalf of the District District employees, including teachers, coaches, staff, and paraprofessionals, may not engage in crowdfunding campaigns in their official capacity as a District employee, on behalf of the District or for the benefit of a District program or activity, without obtaining prior written authorization from the building administrator. Employees who have not obtained prior written approval pursuant to this policy may not: 1. Solicit funds or items on behalf of the District or an individual school or classroom within the District on a crowdfunding website; 2. Give the appearance of soliciting funds or items on behalf of the District on a crowdfunding website; 3. Use the District's name, logo, mascot, or other identifying information in a crowdfunding post; 4. Link to or reference any of the District's websites or social media sites; or 5. Link to or reference any other sites, platforms, or accounts associated with the District. Absent prior written approval by the District of a crowdfunding project pursuant to this policy, employees are prohibited from providing any information that would lead a reasonable person to conclude that the funds identified on the crowdfunding website are to be used by the District or for any District purpose or program. Procedures Employees wishing to utilize crowdfunding for District purposes or programs are required to obtain written permission to do so by submitting a Crowdfunding Request Form, to the building administrator. Written permission must be received before launching any crowdfunding web page or effort. It shall be the responsibility of building administration to approve or deny all crowdfunding requests. Crowdfunding requests that are incomplete, not submitted in writing, and/or do not meet the requirements of this policy shall not be considered for approval. Information required to be included in the crowdfunding request includes: 1. The name, job title, school, and contact information for the person overseeing the campaign; 2. The crowdfunding website to be used; 3. The items requested and/or the amount of funds targeted to be raised; 4. The classroom, program, and/or activity to be benefited; 5. The exact language that will be included in the post and/or advertising for the crowdfunding campaign; and 6. The start and projected end dates of the post and/or advertising. Guidelines for Crowdfunding 1. All crowdfunding campaigns involving classroom materials, projects, or resources must be consistent with the District-approved curriculum; 2. Before the building administration accepts technology related items, the building administration is responsible for confirming acceptability with the coordinator of technology and media services. 3. All crowdfunding campaigns, including the solicitation of donations, online posting, selection of items, and/or use of funds must be consistent with all applicable laws and District policies; and 4. All crowdfunding campaigns must have specific, pre-determined beginning and ending dates. 5. To the extent that physical property and not funds are solicited, such property shall be delivered directly to the building administrator of the building where the items are to be used and shall be deemed District property, subject to District policies concerning the use and disposal of District property. Crowdfunding campaigns may not: 1. Include personally identifying information of any District student or otherwise focus on any identifiable student or groups of students; 2. Include pictures of District students on the crowdfunding website or post any personal or biographical information about any individual student or students on the website; 3. Reveal any confidential information concerning student academic or disciplinary records, personal confidences, health or medical information, family status or income, or assessment or testing results; 4. Reveal any confidential information about colleagues obtained through employment practices; 5. Disparage the District or any of its buildings, programs, students, or employees or paint the District or any of its employees, students, or programs in a negative light; 6. Be used for personal gain to the teacher or of any individual other than the District-related benefits associated with the campaign's purpose; 7. Result in funds and/or items being provided or delivered directly to the individual who requested the funds; 8. Solicit funds for items or projects that are religious or political in nature or that have a religious or political purpose; 9. Violate Title IX or any other applicable state or federal law; 10. Be contingent on additional District spending or require "matching" funds from the District or another organization; 11. Request food items that do not meet the "smart snacks" standards of the USDA regulations for school nutrition; or 12. Contain language that suggests or states that an item or items for which the donations are being sought are required for or otherwise integral to a student's special education program, necessary for a student to achieve his or her IEP goals, or necessary to ensure participation of a student or students with disabilities in school or any program offered by the District. Requirements for Crowdfunding Sites All crowdfunding sites that are approved by the District must meet all of the following requirements: 1. The site must be operated by a legitimate corporation or limited liability company with no significant history of fraud, unlawful activity, financial mismanagement, or other misconduct; and 2. The site must have a policy that requires all funds raised by an individual on behalf of the school to go directly to the school, not the individual who posted or advertised the fundraising request. Additional Requirements and Regulations Where a crowdfunding campaign requires the electronic transfer of funds, the building administrator in consultation with the business manager shall ensure that such transfer is made properly and in accordance with acceptable standards of practice. Where such transfer cannot be properly achieved, the campaign should not be approved. The District reserves the right to refuse funds that have been raised through an approved crowdfunding campaign if it discovers that the project violated this policy or was in violation of the crowdfunding site's requirements, policies, or regulations. The District reserves the right to terminate any pre-approved crowdfunding campaign for any reason or withhold approval for any crowdfunding campaign project for any reason. Delegation of Responsibility The Superintendent or designee shall ensure that procedures and guidelines are in place to monitor all crowdfunding requests. Building administrators will be responsible for forwarding all information to his or her staff. Building administrators are responsible for reviewing all crowdfunding requests and determining the appropriate response. The building administrator or designee shall review any ongoing crowdfunding campaigns to ensure compliance. The District’s business manager shall ensure the proper recording and accounting of any funds or items received through a crowdfunding campaign and shall be notified of any unused funds and determine the most appropriate method of expending or returning any unused funds. These duties are intended as a guideline and in no way establish liability on the part of the District if a crowdfunding campaign fails to comply with District policies, state or federal law. Policy History: Adopted on: 08/27/2019 Revised on: Policy History: Adopted on: August 27, 2019 Last Revised: February 20, 2025 at 5:02:52 PM

All Policies Policy Group 7000 Financial Management Jerome Joint School District No. 261 FINANCIAL MANAGEMENT 7430 Travel Allowances and Expenses Every District employee and trustee will be reimbursed for travel expenses while traveling outside of the District and engaged in official District business. All travel expenses must be reported on the established travel expense and voucher forms and, for employees, approval must be granted prior to traveling by the employee's supervisor and the Superintendent. The District business office will be responsible for the development of procedures and forms to be used in connection with travel expense claims and reimbursements. Reimbursement for travel will be made when a properly completed travel expense reimbursement form has been submitted to the district office with a conference agenda attached. For travel, the district will reimburse the employee: Transportation: Mileage: Reimbursement will be made at the rate of $.05 per mile less than the actual IRS reimbursement rate on July 1 of each fiscal year . Travelers are encouraged to share transportation with another employee to keep costs as low as possible. Airfare : Reimbursement will be limited to coach fare only. Airline tickets will be arranged through the district office as early as possible to assure the best possible ticket price. Car Rental : Reimbursement will be made only when approved by the district office prior to actual expense. Arrangements for rental will be made through the district office. Other : Any other mode of transportation requested by employees must be approved by the district office before use or reimbursement will not be granted. Lodging: Arrangements to include direct billing, where possible, will be made through the district office. Reimbursement will be made for the district employee only. Employees are encouraged to share lodging to take advantage of any double occupancy rates. Meals: Meals will be compensated as a per diem . Breakfast per diem will be allowed if travel is prior to 7:00 a.m. at a rate of $15. Lunch per diem will be allowed if travel is between 11:00 a.m. and 1:00 p.m. at a rate of $20. Dinner per diem will be allowed if travel to the event is before 6:00 p.m. and return from the event is after 6:00 p.m. at a rate of $30. Meal expenses will not be compensated if meals are provided at the conference or workshop. Ground Transportation: Expenses usually referred to here include taxi’s, limousine service, buses, and other public transportation and/or tolls paid. Reimbursement will be made for travel to and from airports and the site for lodging if the meeting place is different. Receipts for this type of travel are sometimes difficult to obtain but you should ask for a receipt from any provider. Exceptions to the requirement for receipts will be made here for that reason. Parking: Reimbursement will be made for normal parking needs when traveling. Telephone: Reimbursement will be made for telephone calls related to the official purpose of the travel. Tips: Reimbursement will be made for usual and customary tips (other than meals) for baggage handling, lodging, transportation, etc. Other Incidental expenses: Reimbursement for these types of expenses will not be made except under unusual circumstances approved by the district office. Travel Costs Under Federal Award General: Travel costs are the expenses for transportation, lodging, food, and related items incurred by employees who travel on official business under a federal award. Such costs may be charged on an actual cost basis, or on a per diem mileage basis, or on a combination of the two, provided the method used is applied to an entire trip and not selected days of the trip. Lodging and subsistence: Costs incurred by employees and officers for travel, including costs of lodging, other subsistence, and incidental expenses, shall be considered reasonable and otherwise allowable only to the extent such costs do not exceed charges normally allowed by the District in its regular operations. If these costs are charged directly to the federal award, the District will maintain documentation justifying the following: Participation of the individual is necessary to the federal award; and The costs are consistent with this policy and any related procedures. Temporary dependent care costs above and beyond regular dependent care that directly results from travel to conferences are allowable provided that: The costs are a direct result of the individual’s travel for the federal award; The costs are consistent with this policy and any related procedures; and Are temporary, lasting only during the travel period. Travel costs for dependents are unallowable, except for travel of duration of six months or more with prior approval of the federal awarding agency. Commercial air travel: Airfare costs in excess of the basic, least expensive unrestricted accommodations class offered by commercial airlines are unallowable except when such accommodations would: Require circuitous routing; Require travel during unreasonable hours; Excessively prolong travel; Result in additional costs that would offset the transportation savings; or Offer accommodations not reasonably adequate for the traveler’s medical needs. 7430F - Travel Reimbursement Form Legal Reference: I.C. § 33-701 Fiscal year – Payment and accounting of funds 2 C.F.R. § 474 Travel Costs Policy History: Adopted on: 11/21/2006 Revised on: 02/24/2009 Revised on: 10/23/2012 Revised on: 07/26/2016 Revised on: 07/25/2017 Revised on: 07/17/2018 Revised on: 03/17/2026 Policy History: Adopted on: November 21, 2006 Last Revised: April 8, 2026 at 9:59:10 PM

All Policies Policy Group 4000 Community Relations Jerome School District No. 261 COMMUNITY RELATIONS 4105 Public Participation in Board Meeting All regular and special meetings of the Board shall be open to the public, but any person who disturbs good order may be required to leave. The Board of Trustees encourages all citizens of the District to express their ideas and concerns. The Board may offer the ability to attend their meeting remotely, including the ability to submit patron input electronically ahead of time at a time and in a manner identified by the Board. Such electronically provided input shall be provided to the trustees. The comments of the community will be given careful consideration. In the evaluation of such comments, first priority will be District students and their educational program. NOTICE DUE TO THEIR SENSTIVE NATURE, COMMENTS AND COMPLAINTS ABOUT PERSONNEL OR INDIVIDUAL STUDENTS WILL ONLY BE HEARD IN EXECUTIVE SESSION. ADDITIONALLY, OTHER TOPICS YOU WISH TO ADDRESS MAY ONLY BE APPROPRIATE FOR EXECUTIVE SESSION. IN SUCH INSTANCES, THE BOARD WILL DETERMINE IF YOUR COMMENTS ARE APPROPRIATE FOR OPEN OR EXECUTIVCE SESSION AND WILL NOTIFY YOU ACCORDINGLY. “A PERSON WHO DISRUPTS THE EDUCATIONAL PROCESS OR WHOSE PRESENCE IS DETRIMENTAL TO THE MORALS, HEALTH, SAFETY, ACADEMIC LEARNING OR DISCIPLINE OF THE PUPILS OR WHO LOITERS IN SCHOOLHOUSES OR ON SCHOOL GROUNDS, IS GUILTY OF A MISDEMEANOR.” Any complaint about the District, including instruction, discipline, District personnel policy, procedure or curriculum, should be referred through proper administrative channels before it is presented to the board for consideration and action. All complaints should be resolved through proper channels in the following order: 1. Teacher or Staff 2. Principal or Supervisor 3. Director or Administrator 4. Superintendent 5. Board of Trustees Please also see District Policy No. 4110 regarding public complaints. Members of the public will not be recognized by the Chair as the Board conducts its official business except when the Board schedules a public comment period on a particular item. The Board will listen to the public but, at the same time, expects the public to listen and speak only when properly recognized. At each Regular and Special meeting of the Board the agenda may provide time for public comment before the Board. Persons wishing to address the Board will be required to submit a “REQUEST TO ADDRESS THE BOARD” form. Forms are available from the Board Secretary and will be available at each meeting. The Board shall ensure that members of the following groups, listed in no particular order, are given priority to participate in Board meetings: 1. Students who attend a District school; 2. Parents/guardians of such students; 3. District employees; and 4. People who reside within the District. Attendees who do not belong to any of these groups will only be allowed to speak after members of the groups listed above have provided comment and only if there is still time available within the public comment period. Total time allotted for public comment will not exceed one (1) hour. Public participation will be limited to the time allotted on the agenda. Each speaker will be limited to five (5) minutes. All speakers will be allowed to speak at least once before a speaker is allowed to address the board a second time. Public comment will be taken from the public on matters scheduled on the agenda. Should a large number of members of the public wish to speak on the same issue or topic, members of the public are encouraged to select a representative(s) to summarize their position. Additionally, the Board Secretary will accept written comments for distribution to the Board. The Board may decline to hear repetitive comments. The Chair may also deny an individual the opportunity to address the Board if the individual has previously addressed the Board on the same subject within the past two months. Written materials for Board Members must be submitted to the Board Secretary. The written material must include the name, address and telephone number of the person submitting it. A copy of the materials that meet these requirements will be forwarded to Board Members if received by close of business day the Tuesday preceding the Board Meeting. Materials should not be sent directly to Board Members. Materials may be presented or mailed to the Board Secretary at 125 4th Avenue West, Jerome, Idaho 83338, or emailed to the board clerk at lorri.prescott@jeromeschools.org . If a topic is being considered by a committee established for that purpose, the Chairman may refer the public comment to that committee. Because of the diversity of issues, and the confines of the Open Meeting Laws, Trustees will not respond to public comment nor engage in discussion with individuals of entities presenting public input. Instead, issues may be recorded and referred to the proper staff person for follow-up and/or considered by the Board in addressing the pending agenda items through open discussion or voting. The Chairman may interrupt or terminate an individual’s statement when it is too lengthy, abusive, obscene, repetitive, irrelevant or threatening to any individual. The Board of Trustees as a whole shall have the final decision in determining the appropriateness of all such rulings. Nothing in this policy shall prohibit the removal of any person who, in the judgement of the Board Chair, willfully disrupts a meeting to the extent that orderly conduct is seriously compromised. Defamatory or abusive remarks are always out of order and any person may be removed from the meeting if they are engaging in illegal conduct. The presiding officer may terminate the speaker’s privilege of address if, after being called to order, the speaker persists in improper conduct or remarks. If a special meeting has been held to obtain public comment on a specific issue, the Chairman of the Board may not recognize speakers wishing to comment on the same topic at a regular meeting of the Board. Cross Reference: 4110 Public Complaints 4120 Uniform Grievance Policy 4320 Disruption of School Operations Legal Reference: I.C. § 33-512 (11) Governance of Schools I.C. § 74-206 Executive Sessions – When Authorized Policy History: Adopted on: 10/24/2006 Revised on: 02/23/2016 Revised on: 09/22/2020 Revised on: 02/28/2023 Policy History: Adopted on: October 24, 2006 Last Revised: February 20, 2025 at 5:02:26 PM

All Policies Policy Group 2000 Instruction Jerome Joint School District No. 261 CURRICULUM AND INSTRUCTION 2410P Section 504 of the Rehabilitation Act of 1973 (“Section 504") (1) Impartial Due Process Hearing. If the parent or legal guardian of a student who qualifies under Section 504 for special instruction or related services disagree with a decision of the District with respect to: (1) the identification of the child as qualifying for Section 504; (2) the District’s evaluation of the child; and/or (3) the educational placement of the child, the parents of the student are entitled to certain procedural safeguards. The student shall remain in his/her current placement until the matter has been resolved through the process set forth herein. a. The District shall provide written notice to the parent or legal guardian of a Section 504 student prior to initiating an evaluation of the child and/or determining the appropriate educational placement of the child, including special instruction and/or related services; b. Upon request, the parent or legal guardian of the student shall be allowed to examine all relevant records relating to the child’s education and the district’s identification, evaluation and/or placement decision; c. The parent or legal guardian of the student may make a request in writing for an impartial due process hearing. The written request for an impartial due process hearing shall identify with specificity the areas in which the parent or legal guardian are in disagreement with the District; d. Upon receipt of a written request for an impartial due process hearing, a copy of the written request shall be forwarded to all interested parties within three (3) business days of receipt of the same; e. Within ten (10) days of receipt of a written request for an impartial due process hearing, the district shall select and appoint an impartial hearing officer that has no professional or personal interest in the matter. In that regard, the District may select a hearing officer from the list of special education hearing examiners available at the Office of Public Instruction, the county superintendent or any other person that would conduct the hearing in an impartial and fair manner; f. Once the District has selected an impartial hearing officer, the District shall provide the parent or legal guardian and all other interested parties with notice of the person selected; g. Within five (5) days of the District’s selection of a hearing officer, a pre‐hearing conference shall be scheduled to set a date and time for a hearing, identify the issues to be heard and stipulate to undisputed facts to narrow the contested factual issues; h. The hearing officer shall in writing notify all parties of the date, time and location of the due process hearing; i. At anytime prior to the hearing, the parties may mutual agree to submit the matter to mediation. A mediator may be selected from the Office of Public Instruction’s list of trained mediators. j. At the hearing, the District and the parent or legal guardian may be represented by counsel; k. The hearing shall be conducted in an informal but orderly manner. Either party may request that the hearing be recorded. Should either party request that the hearing be recorded, it shall be recorded using either appropriately equipped or a court‐reporter. The District shall be allowed to present its case first. Thereafter the parent or legal guardian shall be allowed to present its case. Witnesses may be called to testify and documentary evidence may be admitted, however, witnesses will not be subject to cross‐examination and the Idaho Rules of Evidence will not apply. The hearing officer shall make all decisions relating the relevancy of all evidence intended to be presented by the parties. Once all evidence has been received the hearing officer shall close the hearing. The hearing officer may request that both parties submit proposed findings of fact, conclusions and decision; l. Within twenty (20) days of the hearing, the hearing examiner should issue a written report of his/her decision to the parties; m. Appeals may be taken as provided by law. The parent or legal guardian may contact the Office of Civil Rights, 1244 Speer Blvd., Suite 310, Denver, Colorado 80204‐3582, (303) 844‐5695 or 5696. (2) Uniform Grievance Procedure. If a parent or legal guardian of the student allege that the District and/or any employee of the District has engaged in discrimination or harassment of the student, the parent or legal guardian will be required to proceed through the District’s Uniform Grievance Procedure. Legal Reference: 34 C.F.R. 104.36 Procedural safeguards 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 9000 School Facilities Jerome Joint School District No. 261 SCHOOL FACILITIES 9300 Operation and Maintenance of District Facilities The District seeks to maintain and operate facilities in a safe and healthful condition. The facilities manager, in cooperation with the principals, fire chief, and county sanitarian, shall periodically inspect plant and facilities. S/he shall provide for a program to maintain the District physical plant by way of a continuous program of repair, maintenance and reconditioning. Budget recommendations shall be made each year to meet these needs and any such needs arising from an emergency. The facilities manager shall formulate and implement energy conservation measures. Principals and staff are encouraged to exercise other cost‐saving procedures in order to conserve the resources of the District in their buildings. Cross Reference: 8520 Inspection of School Facilities Legal Reference: I.C. § 33‐701 Fiscal year – Payment and accounting of funds I.C. § 33‐1613 Safe public school facilities required Policy History: Adopted on: 12/19/06 Revised on: Policy History: Adopted on: December 19, 2006 Last Revised: February 20, 2025 at 5:02:23 PM

All Policies Policy Group 5000 Personnel Jerome Joint School District No. 261 PERSONNEL 5320 Drug and Alcohol Free Workplace Purpose The Jerome School District is committed to a safe working environment, to making adequate provisions for the safety and health of its employees at their place of employment, and to the safety and health of the students we serve as well as the general public. The use of alcohol and illegal drugs, and the misuse of prescription drugs is unacceptable. All District workplaces are hereby declared to be drug- and alcohol-free workplaces. A copy of this policy will be provided to each employee with materials describing the dangers of drug use in the workplace and information on any drug counseling, rehabilitation, or employee assistance programs available. All employees are prohibited from: Unlawful manufacturing, dispensing, distributing, possessing, being under the influence of a controlled substance, or using illegal drugs or drug paraphernalia, while on District premises, while performing work for the District, or in attendance at District-approved or school-related functions; Distributing, manufacturing, selling, consuming, using, possessing, or being under any degree of intoxication or odor from alcohol while on District premises, while performing work for the District, or in attendance at school-approved or school-related functions; and Taking prescription drugs above the level recommended by the prescribing physician and using prescribed drugs for purposes other than those for which they are intended. In addition, employees will not distribute a prescribed drug to another employee or student. As a condition of employment, each employee shall: Abide by the terms of the District policy respecting a drug- and alcohol-free workplace; and Notify his or her supervisor of his or her conviction under any criminal drug statute for a violation occurring on the District premises or while performing work for the District, no later than five (5) days after such a conviction. Definitions as Used in This Policy 1. "Illegal use of drugs" means the use of drugs, the possession or distribution of which is unlawful. Such term does not include the use of a drug taken under the supervision of a licensed health care professional. 2. "Drug" or "illegal drug" means a controlled substance as defined in Schedules I through V of Section 202 of the Controlled Substances Act found in Chapter 27, Title 37 Idaho Code. 3. "Conviction" means a finding of guilt, including a plea of no-contest, or imposition of sentence, or both, by any judicial body charged with the responsibility to determine violations of the federal or state criminal drug statutes. 4. "Criminal Drug Law" means a federal or non-federal criminal statute involving the manufacture, distribution, dispensing, possession, or use of any controlled substance. 5. Controlled Substance – means any drug or substance that is: 1. Not legally obtainable; 2. Being used in a manner different than prescribed; 3. Legally obtainable, but has not been legally obtained; or 4. Referenced in federal or state controlled substance acts. 6. “Substance Abuse” Substance abuse is the misuse or illicit use of alcohol, drugs, or controlled substances, including but not limited to marijuana, heroin, or cocaine. Confidentiality Records that pertain to the District’s employee required substance screens are recognized to be private and sensitive records. They shall be maintained by the Superintendent or his designee in a secure fashion to insure confidentiality and privacy and be disclosed only to the extent necessary to address any work-related safety risks occasioned by either the drug or alcohol use. Medical records, and information relating directly thereto, shall be maintained in accordance with provisions of Idaho law and used with the highest regard for employee privacy consistent with law and the purpose of achieving and maintaining a drug free workplace. All personnel records and information regarding referral, evaluation, substance screen results, and treatment shall be maintained in a confidential manner and no entries concerning such shall be placed in an employee's personnel file. Pre-Employment Testing Applicants being considered for employment positions shall be required to submit to a urinalysis test for the detection of the illegal use of drugs. Applicants shall be given a copy of this policy in advance of employment. Applicants must acknowledge having read or had this policy explained to them and should understand that as a condition of employment they are subject to its contents. Applicants shall sign an acknowledgment prior to substance screening, permitting the summary result to be transmitted to the Superintendent or his designee. An applicant refusing to complete any part of the drug testing procedure shall not be considered a valid candidate for employment with the District, and such will be considered as a withdrawal of the individual's application for employment. If substance screening shows a confirmed positive result for which there is no current physician's prescription, a second confirming test may be requested by the Superintendent or his designee. If the first or any requested second confirming test is positive, any job offer shall be revoked. Physical Examination/Screening Based Upon Reasonable Suspicion Whenever the Board, through its authorized designee, and/or the Superintendent, reasonably suspects that an employee's work performance or on-the-job behavior may have been affected in any way by illegal drugs or alcohol or that an employee has otherwise violated the District’s Drug-Free Workplace Substance Abuse Policy, the employee may be required to submit a breath, saliva, urine and/or blood sample for drug and alcohol testing. When a supervisor observes or is notified of behaviors or events that lead the supervisor to believe that the employee is in violation of the Drug-Free Workplace Substance Abuse Policy, the supervisor shall notify the Superintendent. An employee who is required to submit to drug/alcohol testing based upon reasonable suspicion and refuses shall be charged with insubordination, and necessary procedures will be taken to terminate the employee in accordance with Board policy and state law. An employee who tests positive on a reasonable suspicion test will be in violation of this policy. Violation of this policy shall constitute grounds for termination in accordance with Board policy and state law. The District’s authorized designee, or the Superintendent are the only individuals in the District authorized to make the determination that reasonable suspicion or cause exists to order a drug screen and are the only individuals who may order an employee to submit to a drug screen. Two types of cases for which reasonable suspicion procedures may be invoked are: Chronic Case - Deteriorating job performance or changes in personal traits characteristics where the use of alcohol or drugs may be reasonably suspected as the cause. Acute Case - Appearing to be under the present influence of alcohol and/or drugs or investigation of an accident where the use of alcohol or drugs is reasonably suspected to be a contributing cause in a specific incident or observation. Circumstances under which substance screening may be considered, in either the chronic or acute cases, include but are not limited to the following: Observed use, possession, or sale of illegal drugs and/or use, possession, sale, or abuse of alcohol and/or the illegal use or sale of prescription drugs. Apparent physical state of impairment of motor functions. Marked changes in personal behavior not attributable to other factors. Employee involvement in or contribution to an accident where the use of alcohol or drugs is reasonably suspected or employee involvement in a pattern of repetitive accidents, whether or not they involve actual or potential injury. Violations of criminal drug law statutes involving the use of illegal drugs, alcohol, or prescription drugs and/or violations of drug statutes. The circumstances under which substance screening may be considered, as outlined above, are strictly limited in time and place to employee conduct on duty or during work hours, or on or in District property, or at District-approved or school-related functions. Post-Accident Testing Drivers while on school business or operating a school vehicle involved in a motor vehicle accident which involves either a fatality or the issuance of a citation for a moving violation to the District employee will be tested for alcohol misuse and controlled substance abuse. The driver will contact the District at the time of the accident unless he or she is physically impaired as a result of the accident. The District will contact the testing lab. The testing lab will specify where the alcohol and/or controlled substance testing is to be completed. If a driver is not able to produce enough breath to test for alcohol using a state approved breath analyzer, a blood test may be done for alcohol. Law enforcement officials may require a driver involved in an accident to submit to tests administered as part of their jurisdiction. For purposes of this policy, only the test results provided by the District testing laboratory will be accepted. Failure of an employee to submit to testing for either alcohol and/or controlled substance will be considered a positive test and will be determined as cause for disciplinary action. Testing for alcohol must be done within eight (8) hours of the time of the accident. Testing for controlled substances must be done within thirty-two (32) hours of the time of the accident. The driver subject to post-accident testing must refrain from consuming alcohol for either eight (8) hours following the accident or until he/she submits to an alcohol test, whichever comes first. Failure to do so will constitute a positive test result and will be determined as cause for disciplinary action. Opportunity to Contest or Explain Test Results Employees or job applicants who have a positive confirmed test result may explain or contest the result to the Superintendent or his designee within five (5) working days after the Superintendent or designee contacts the employee or job applicant and shows him/her the positive test result as it was received from the laboratory in writing. Return to Duty Testing An employee who has been given the opportunity to undergo rehabilitation for drugs or alcohol will, as a condition of returning to duty, shall be required to agree to a reasonable follow-up testing established by the Superintendent or his designee. The extent and duration of the follow- up testing will depend upon the safety or security nature of the employee's position and the nature and extent of the employee's substance abuse problem. The Superintendent or his designee is to review the conditions of continued employment with the employee prior to the employee's returning to work. Any such condition for continued employment shall be given to the employee in writing. This Agreement must be signed by the employee before the employee is allowed to return to the job. Prior to the employee coming back on the job, the employee must complete a drug and/or alcohol test done which shows negative results. The Superintendent or his designee may consult with the employee's rehabilitation program in determining an appropriate follow-up testing program, including the frequency of any substance screening contained in a follow-up testing program. In no instance shall such screening be ordered by the Superintendent or his designee more than one (1) time within a seventy-two (72) hour period. In the event of positive test results, the Superintendent or his designee will work out disciplinary procedures, if any, in accordance with Board policy and state law. Any employee subject to return to duty testing that has a confirmed positive drug test shall be in violation of this policy. Violation of this policy shall constitute grounds for immediate termination in accordance with Board policy and state law. Inspections Employees may be assigned District-owned offices, vehicles, lockers, desks, cabinets, etc. for the mutual convenience of the District and personnel. Employees have no expectation of privacy in any of these locations or any personal belongings which they may place in such areas. Whenever the Board reasonably suspects that an employee’s work performance or on-the-job behavior may have been affected in any way by alcohol or drugs or that an employee has sold, purchased, used or possessed alcohol, drugs or drug paraphernalia on District premises, the Board may search the employee, the employee’s locker, desk or other District property under the control of the employee. Inspections under this policy are limited to investigations into work-related misconduct and offenses. Any searches for law enforcement purposes must comply with all applicable state laws. District Action Upon Violation of Policy Employees in violation of the provisions of this policy shall be subject to disciplinary action up to and including termination. Alternatively, the Board may require an employee to successfully complete an appropriate drug- or alcohol-abuse employee-assistance rehabilitation program. The fact that an employee has been referred for assistance and his or her willingness or ability to rehabilitate are appropriate considerations as to what, if any, disciplinary action may be taken. Should District employees be engaged in the performance of work under a federal contract or grant, or under a state contract or grant of $5,000 or more, the Superintendent or designee shall notify the appropriate state or federal agency from which the District receives contract or grant moneys of the employee’s conviction, within ten (10) days after receiving notice of the conviction. In determining whether and to what extent an employee will be disciplined or discharged in regard to violating this policy, the Board will consider the following factors: the degree to which the nature of the criminal offense reduces the District's ability to maintain a safe working environment; the degree to which the nature of the criminal offense unreasonably endangers the safety of other employees and/or students; the degree to which the conviction unreasonably undermines the public confidence in the District's operations; the nature of the criminal offense; the nature of the employee's job with the District; the existence of any explanatory or mitigating facts or circumstances; whether the employee promptly reports the conviction; and any other facts relevant to the employee, including but not limited to years of service and record of performance with the District. An employee can be discharged for work-related misconduct as provided in I.C. 72-1366, for the following reasons: A confirmed positive drug and/or alcohol test, with a test result of not less than .02 BAC; The employee refusing to provide a sample for testing purposes; The employee altering or attempting to alter a test sample by adding a foreign substance; or The employee submitted a sample that is not his/her own. Within thirty (30) days after receiving notice of a conviction, the District will take appropriate disciplinary action and/or refer the employee to an appropriate substance abuse rehabilitation program. Legal Reference: Descriptions: 29 CFR § 94.205 What Must I Include in my Drug-Free Workplace Statement? 41 USC § 81 Drug Free Workplace Act of 1988 34 CFR Subpart B Requirements for [Financial Assistance] Recipients Other Than Individuals I.C. 72-1701 est. seq. Idaho Employer Alcohol and Drug-Free Workplace Act Policy History: Adopted on: 03/25/2008 Revised on: 07/23/2013 Revised on: 08/26/2025 Policy History: Adopted on: March 25, 2008 Last Revised: September 8, 2025 at 7:56:48 PM

All Policies Policy Group 5000 Personnel Jt. Jerome School District No. 261 PERSONNEL 5120 Equal Employment Opportunity and Non-Discrimination T The District shall provide equal employment opportunities to all persons, regardless of their race, color, religion, creed, national origin, sex, gender identity and expression, sexual orientation, age, ancestry, marital status, military status, citizenship status, pregnancy, use of lawful products while not at work, physical or mental handicap or disability, if otherwise able to perform the essential functions of the job with reasonable accommodations, and other legally protected categories. The District will make reasonable accommodation for an individual with a disability known to the District, if the individual is otherwise qualified for the position, unless the accommodation would impose an undue hardship upon the District. Inquiries regarding discrimination should be directed to the Title IX Coordinator or Nondiscrimination Coordinator. Specific written complaints should follow the Uniform Grievance Procedure. In compliance with federal regulations, the District will notify annually all students and applicants of this policy and the designated coordinator to receive inquiries. Notification should include the name and location of the coordinator. Cross Reference: Description: 4175 Required Annual Notices 5250 Uniform Grievance Procedure 5500 Hiring Process and Criteria Legal Reference: Description: 29 U.S.C. §§ 621, et seq. Age Discrimination in Employment Act, 42 U.S.C. §§ 12111, et seq. Americans with Disabilities Act, Title I, 29 U.S.C. § 206(d) Equal Pay Act, 8 U.S.C. §§ 1324(a), et seq. Immigration Reform and Control Act, 29 U.S.C. §§ 791, et seq. Rehabilitation Act of 1973, 42 U.S.C. §§ 2000(e), et seq., 29 C.F.R., Part 1601 Title VII of Civil Rights Act, 20 U.S.C. §§ 1681, et seq., 34 C.F.R., Part 106 Title IX of the Education Amendments, 29 CFR 1604.10 Pregnancy Discrimination Act - Employment Policies Relating to Pregnancy and Childbirth I.C. § 67-5909 State Government and State Affairs - Acts Prohibited U.S. Supreme Court Decision: Boystock v. Clayton County Georgia Policy History: Adopted on: 06/22/2010 Revised on: 01/26/2021 Revised on: 08/26/2025 Policy History: Adopted on: June 22, 2010 Last Revised: September 8, 2025 at 3:03:31 AM

All Policies Policy Group 8000 Non-Instructional Operations Jerome Joint School District No. 261 NONINSTRUCTIONAL OPERATIONS 8610 Health Insurance Portability and Accountability Act The Board has determined that it meets the definition of a hybrid of covered entities under the Health Insurance Portability and Accountability Act (HIPAA) since the district offers health-care provider programs and services that include electronic billing for the reimbursement of services under Idaho Medicaid programs, or contracts with another entity to provide such services, it is subject to HIPAA. In all electronic transactions involving student education records information, the district will adhere to the transaction requirements of HIPAA and the confidentiality requirements of the Family Education Rights and Privacy Act (FERPA). Additionally, because the district self-insures a health plan and self-administers an Internal Revenue Service Section 125 plan it also meets the health plan definition under HIPAA. Accordingly, the district will safeguard the protected health information of employees from use or disclosure that may violate standards and implementation specifications to the extent required by law. As a covered entity, the district will meet the national electronic transaction standards and applicable requirements of federal law designed to ensure the security of projected health information of employees and student education record information created or received by the district. In order to meet the notice requirements under the health-care provider provisions of the law, information will be provided to students and parents of their rights under FERPA in accordance with established procedures. The superintendent will designate an individual responsible for responding to HIPAA inquires, complaints and for providing adequate notice of employee rights and district duties under the health plan provisions of the Act. Notice will include the privacy provisions of the law, and uses of employee protected health information and disclosures that may be made by the district. Training will be provided to all current staff and new employees determined by the district to have access to the protected health information of employees and student education records. Training will be provided within a reasonable period of time after the individual’s hiring, and to those employees when their duties may be impacted by a change in the district’s policy and/or procedures. Individuals who believe their privacy rights have been violated may file a complaint in accordance with established district procedures. Employee complaints may also be filed directly with the U.S. Secretary of Health and Human Services. There shall be no retaliation by the district against any person who files a complaint or otherwise participates in an investigation or inquiry into an alleged violation of an individual’s protected privacy rights. All complaints received will be promptly investigated and documented, including their final disposition. The superintendent will ensure that satisfactory assurance has been obtained from any business associate performing HIPAA-covered activities or functions on behalf of the district that the protected health information it receives from the district will be protected. Such assurance will be in the form of a written agreement, or may be included as a part of the district’s contract with the business associate. Employees in violation of this policy or procedures established to safeguard student education records information and the projected health information of employees will be subject to discipline up to and including dismissal. The superintendent is directed to ensure an assessment of district operations is conducted to determine the extent of the district’s responsibilities as a covered entity under HIPAA and to develop internal controls and procedures necessary to implement this policy and meet the requirements of the law. The procedures shall include provisions for record keeping, documentation of the district’s compliance efforts and appropriate administrative, technical and physical safeguards to protect the privacy of student education records and employee protected health information and to ensure that any request is limited to information reasonably necessary to accomplish the purpose for which the request is made. In the event of a change in the law that may impact this policy or established district procedures, the superintendent shall ensure appropriate revisions are recommended for Board approval, necessary changes are implemented and notification is made to staff and others, as appropriate. This policy and any other policies, procedures, or directions relating to the implementation of the Health Insurance Portability and Accountability Act of 1996 are to be documented in written form. This documentation may be electronic. Such records are to be retained for at least six (6) years following their creation or last date effective, whichever is later. These documents will be made available to those responsible for implementing the procedures to which the documentation pertains. This documentation shall be reviewed periodically, and updated as needed, in response to environmental or operational changes affecting the security of the electronic protected health information. Legal Reference: Health Insurance Portability and Accountability Act of 1996, P.L. 104-191, 42 U.S.C. 1320d- 1320d-8; 45 CFR Parts 160 and 164. Health Insurance Portability and Accountability Act of 1996 regulations, 45 C.F.R 164.316 Family Educational Rights and Privacy Act, 20 U.S.C. Section 1232g; 34 CFR Part 99 (2000). Policy History: Adopted on: 12/19/2006 Revised on: 12/18/2012 Policy History: Adopted on: December 19, 2006 Last Revised: February 20, 2025 at 5:02:22 PM

All Policies Policy Group 2000 Instruction Jerome Joint School District No. 261 CURRICULUM AND INSTRUCTION 2425 Parental Rights The Board of Trustees encourages parents/guardians to be involved in their student’s school activities and academic progress. As required by IC 33-6001, the District reinforces the rights and responsibilities of parents as primary stakeholders to make decisions regarding the upbringing and control of their child. The Board is mandated to adhere to laws, rules, and regulations including the Constitution of the State of Idaho, the rules of the Idaho State Board of Education (Idaho Administrative Procedures Act), the rules and regulations of the Idaho State Department of Education, the laws, rules and regulations of the federal government and the U.S. Department of Education as well as educational provisions outlined in the Idaho Code. These mandates include the requirement stated at Article IX, Section1 of the Idaho Constitution that it is “. . . the duty of the Legislature of Idaho to maintain a general, uniform and thorough system of public, free common schools.” Based upon the above provisions, as well as the State’s mandated requirements for advancement and graduation, the District has established its practices, policies, and procedures as well as the approved curriculum and assessment program. Failure to follow the District’s practices, policies, and procedures as well as the school’s curriculum and assessment program amounts to a violation of state and/or federal laws, rules, and regulations by the District, including but not limited to the failure to provide a general, thorough, free and uniform system of public education as well as putting the District’s operations and funding in jeopardy. Parents, guardians, and students are expected to abide by the District’s practices, policies, and procedures governing the operation of the schools which are required by various state and/or federal laws, rules, and regulations. However, a student's parent/guardian has the right to reasonable academic accommodation if the accommodation does not substantially impact District staff and resources, including employee working conditions, safety and supervision on school premises for school activities and the efficient allocation of expenditures. The District will strive to balance the rights of parents/guardians, the educational needs of other students, the academic and behavioral impacts to a classroom, a teacher's workload and the assurance of the safe and efficient operations of the school. If a parent has an objection to the District’s implementation of various mandates through the District’s practices, policies and procedures, or if a parent/guardian would like to request reasonable academic accommodation the appropriate avenue for the parent is to first seek to address such concerns through communication with the school’s administration. Should that avenue not resolve the situation, a parent is free to address such concerns with the Board of Trustees in conformance with Board policy regarding public participation at Board meetings. A parent/guardian who has objection to their child’s participation in the District’s adopted curriculum and/or the District’s implementation of practices, policies, and procedures in accordance with educational mandates, on the basis that it harms the child or impairs the parents' firmly held beliefs, values, or principles, may withdraw their child from the activity, class, or program. Except in the case of sex education curriculum, a parent/guardian who chooses to not have their child participate in the provided educational activity, shall be responsible for identification and provision of non-disruptive alternative educational activities for their child during any time of objection, at no cost to the District. The final decision as to the placement of such alternative educational activity shall be at the discretion of the District, with input of the parent, consistent with the requirements for advancement and graduation and consistent with the reasonable accommodation requirements outlined above. In the case of dual credit courses offered by an institution of higher education, academic accommodations and excusing students from objectionable assignments is solely at the discretion of the course provider and not the District. The District has no control over the selection, adoption and removal of curricular materials and it is the responsibility of the parent to have knowledge of and/or review such prior to student enrollment. Access to Learning Materials Parents/guardians are entitled to review all learning materials, instructional materials, and other teaching aids used in their student’s classroom. Parents/guardian can request access to learning materials by contact the school’s administration during school hours. Student Wellbeing If a member of the District’s staff becomes aware of a change in the student’s mental, emotional, or physical health or well-being the staff member shall report this change so the student’s parent/guardian can be notified as described in Procedure 2425. Addressing Parent/Guardian Concerns A parent/guardian who feels the District has violated their rights, as described in this policy and otherwise provided in IC 33-6001 may file a grievance as described in Policy 4120 Uniform Grievance Policy. Notice The District shall annually provide parents/guardians with notice of their rights as specified in this policy. Cross Reference: 2340F Parental Opt-Out Form for Sex Education 2420 Parental and Family Engagement 4105F Request to Address the Board 4120 Uniform Grievance Policy 4175 Required Annual Notices Legal Reference: Idaho Constitution Article IX I.C. § 32-1010 Intent of the Legislature – Parental Rights I.C. § 32-1012 Parental Right to Direct the Education of Children I.C. § 32-1013 Interference with Fundamental Parental Rights Restricted I.C. § 33-6001 Parental Rights I.C. § 33-6002 Annual Notice of Parental Rights I.D.A.P.A. 08, Titles .01, .02, .03 and .04 Policy History: Adopted on: 09/22/2015 Revised on: 10/25/2016 Revised on: 08/25/2020 Revised on: 10/24/2023 Policy History: Adopted on: September 22, 2015 Last Revised: February 20, 2025 at 5:02:52 PM

All Policies Policy Group 2000 Instruction Jerome Joint School District No. 261 CURRICULUM AND INSTRUCTION 2310 Nutrition Education Quality nutrition education should be presented creatively and be grade appropriate builds knowledge and skills throughout the child’s school experience. It addresses factual information and explores the health, social, cultural, and personal issues influencing food choices. Nutrition and nutrition education are recognized as important contributors to overall health. Comprehensive nutrition education programs extend beyond the classroom into the larger school environment. The school cafeteria serves as a laboratory where students apply critical thinking skills taught in the classroom. Physical education programs, after-school sports, and school health services are appropriate avenues for nutrition education efforts. Students need to explore how: 1. Knowledge has purpose and meaning in their lives; and 2. Curriculum points to the connections within and across disciplines. Examples of how nutrition can be integrated into classes include discussing ethnic food practices in the context of history and geography; preparation of healthy food in home economics, adult living, or life skills courses; the study of essential nutrients in science and biology classes; applying mathematical and technological skills to conduct dietary analysis; and addressing the wide range of social, cultural, and psychological aspects of food in language and social studies classrooms. The District has a comprehensive curriculum approach to nutrition in kindergarten through grade 12. All instructional staff are encouraged to integrate nutritional themes into daily lessons when appropriate. The health benefits of good nutrition should be emphasized. These nutritional themes include but are not limited to: 1. Knowledge of My Plate; 2. Healthy choices to decrease illness; 3. Sources and variety of foods; 4. Guide to a healthy diet; 5. Diet and disease; 6. Understanding calories and food as energy; 7. Healthy snacks; 8. Healthy breakfast; 9. Healthy diet; 10. Food labels; 11. Major nutrients; 12. Multicultural influences; 13. Serving sizes by age, sex, and activity level; 14. Proper sanitation; 15. Importance of fluid intake and selection; and 16. Identifying and limiting low nutrition food. The District nutrition policy reinforces nutrition education to help students practice these themes in a supportive school environment. All nutrition education will be scientifically based, consistent with the most recent Dietary Guidelines for Americans. Nutrition education will be offered in the school cafeteria as well as in the classroom, with coordination between school food service staff and teachers. Teachers can display posters, videos, websites, etc. on nutrition topics and send materials home to involve parents. Participation in USDA nutrition programs is encouraged as the District conducts nutrition education activities and promotions that involve students, parents, and the community. The District nutrition team will be responsible for these activities. School Community For a truly comprehensive approach to the school-based nutrition programs and services, it is crucial that all members of the school community help to create an environment that supports healthy eating practices. Administrators, teachers, school food service and other personnel; parents; and students need to be involved in this effort. Decisions made in all school programming need to reflect and encourage positive nutrition messages and healthy food choices. This includes coordination of nutrition education with the cafeteria and the promotion of healthy food choices in the cafeteria and all school events, such as fundraisers. Schools should encourage parents to pack healthy lunches and snacks and to refrain from including beverages and foods that do not meet the District’s nutrition standards for individual foods and beverages. Schools will also encourage the use of foods that comply with Smart Snacks in Schools standards for any school celebrations involving food. The District will provide parents a list of foods that meet the District’s snack standards and ideas for healthy celebrations/parties, rewards, and fundraising activities. Cross Reference: 2305 Nutrition Services 2310 Nutrition Education 2315 Physical Activity Opportunities and Education 4180 Community Involvement in Student Nutrition and Exercise 7310 Advertising in Schools/Revenue Enhancements 8200 Local School Wellness 8210 District Nutrition Committee 8230 District Nutrition Standards 8235 Water Consumption/Water Bottle Policy 8240 School Meals 8250 Guidelines for Food and Beverages Sales Legal Reference: 42 U.S. Code § 1758b Section 204 Healthy, Hunger-Free Kids Act of 2010 7 C.F.R. § 210.11 Competitive Food Service and Standards 7 C.F.R. § 210.12 Student, Parent, and Community Involvement 7 C.F.R. § 210.31 Local School Wellness Policy I.C. § 33-512 District Trustees – Governance of Schools Other References: Smart Snacks in School Regulations by the United States Department of Agriculture Policy History: Adopted on: 02/28/2017 Revised on: 03/15/2022 Revised on: 10/25/2022 Policy History: Adopted on: February 28, 2017 Last Revised: February 20, 2025 at 5:02:23 PM