Board Directive The Board of Education is committed to providing an employment environment that is free from illegal harassment and other forms of illegal discrimination based upon race, color, sex, pregnancy, childbirth or pregnancy-related conditions, religion, national origin, age (if the individual is 40 years of age or older) disability, sexual orientation or gender identity. It is the intent of this policy to prohibit discrimination against any individual or class of persons specifically enumerated as protected under the Civil Rights Acts of the United States and the Utah Anti-Discrimination Act (UCA §34a-5-101 et seq.). It is not the intent of this policy to broaden coverage beyond those classifications specifically protected by federal or state statute. The responsibility for policy regarding employee discrimination and harassment is delegated to the District Administration.
Administrative Policy This policy is adopted to assist Jordan School District employees in moving toward a workplace that is free of discrimination. It is the policy of Jordan School District to provide fair, expeditious and uniform procedures for investigation and resolution of claims of illegal harassment or discrimination.
Clearly Offensive Conduct: That conduct, be it verbal or nonverbal, which when perceived in its overall context, would be taken by a reasonable person, similarly situated, to be strongly objectionable.
Complainant: A person who files a written or oral complaint about illegal harassment or discrimination.
Compliance Officer: Person or persons designated by the Superintendent to receive and process complaints of harassment or discrimination.
Demeaning or Derisive Behavior: Unlawful behavior which substantially lowers the status, dignity or standing of another individual, or which insults or otherwise belittles or shows contempt for another individual.
Disability: An individual's physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having such an impairment.
Discrimination: Unlawful conduct, including words or gestures and other actions, which adversely affects an employee’s working environment or results in disparate treatment based upon race, color, sex, pregnancy, childbirth or pregnancy-related conditions, religion, national origin, age (if the individual is 40 years of age or older), disability, sexual orientation or gender identity. Discrimination does not include referral to or use of regular District Administration processes relating to employee evaluation and discipline.
Harassment: A form of discrimination that includes unlawful conduct of an offensive nature that is demeaning or derisive or occurs substantially because of the race, color, ethnic background, national origin, religion, sex, creed, age, citizenship, disability, sexual orientation or gender identity and which creates a hostile work environment. Harassment may include but is not limited to any of the three categories listed below:
Generalized Harassment: Includes intentional behavior directed at an entire group which is based on demeaning or derisive stereotypes, and is severe enough that it creates a hostile working environment. Examples include comments or jokes, physical gestures or visual displays such as posters, etc.
Individually Targeted Harassment: Includes intentional, non-criminal behavior which is targeted at an individual or particular members of a group, which can be verbal, physical or visual that is severe enough or pervasive enough that it adversely affects the working environment. Examples include negative or offensive comments, jokes, suggestions or gestures directed to an individual's or group's race, ethnicity or national origin.
Criminal Harassment: Harassing behavior which violates state or federal criminal statutes. Examples include criminal assault, sexual assault, rape, criminal mischief, stalking, arson or trespass.
Respondent: A person named in a discrimination complaint as having engaged in or being responsible for, a discriminatory act or omission.
Retaliation: Any form or sanction, restraint, coercion, discrimination or adverse treatment against a person because that person has asserted, or has assisted another person to assert, a discrimination complaint in either a formal or informal manner with the District, or with any state or federal agency, or because that person has testified, assisted or participated in any manner in an investigation, proceeding or hearing related to a discrimination complaint.
Reprisal: The consequences of a subordinate’s refusal to submit to the requests and/or demands of a supervisor that result in his/her job being adversely affected; an unlawful use of position to avenge or punish one for his/her refusal to consent/submit. Acts of reprisal may be overt or covert and may take many forms such as:
Open hostility to the individual, witnesses, or others involved.
Exclusion/ostracism of the individual, witnesses, or others involved, may range from overt to silent rejection.
Creation of, or the continued existence of, a hostile work environment.
Gender or individual-based negative remarks that are repeated and malicious.
Special attention to, or assignment of the individual or others involved to alternative duties that are less desirable work assignments or even reductions in pay.
Sexual Harassment: A form of sex discrimination. It consists of unwelcome sexual advances, requests for sexual favors, and/or other verbal or physical conduct of a sexual nature that is based on one or more of the following conditions.
Submission to such conduct is made either explicitly or implicitly as a term or condition to work benefit.
Submission to or rejection of such conduct by a co-worker is used as the basis for decisions affecting the work environment.
Such conduct has the purpose or effect of unreasonably interfering with an employee’s work performance or creating an intimidating, hostile, or offensive working environment.
There are two types of sexual harassment:
Hostile Environment: The three levels of hostile environment are the same as those listed for other harassment; e.g., generalized harassment, individually targeted harassment, and criminal harassment.
Harassment that culminates in a tangible action which alters the conditions of the working environment (previously called quid pro quo).
The following procedure is available for those who believe they are victims of harassment or discrimination, or who witness such acts:
Seek to resolve issue directly with the accused.
Seek to resolve issues through administrative personnel. Register a formal complaint with the District compliance officer who will initiate an investigation.
Any employee who knows of a violation of this policy is expected to report such conduct to a supervisor, administrator or the District compliance officer or the Superintendent’s designee.
The initial allegation of harassment may be submitted either orally or in writing.
Complaints must be made to the immediate supervisor/administrator or the District compliance officer or Superintendent’s designee within 45 calendar days after the date of the alleged act of discrimination.
If an investigation reveals evidence of criminal conduct, the matter will be referred to local law enforcement. The District will conduct its own internal investigation independent of law enforcement officials.
All investigations will be treated with discretion to protect the privacy of those involved. All efforts will be made to treat the information as confidential; however, absolute confidentiality of all information obtained through an investigation cannot be guaranteed.
The accused may not contact the complainant during an investigation without the permission of District and the complainant.
When conducting investigations, the District compliance officer or Superintendent’s designee shall disclose his/her role as a neutral investigator rather than an advocate for any party. The extent of the investigation will be determined, among other factors, by the nature and severity of the charges.
An investigation shall be completed as quickly as practicable, but within 30 working days of receipt of the complaint, unless extenuating circumstances require a longer period. All parties shall be notified if an extension becomes necessary.
Within 10 working days of the conclusion of the investigation, the District compliance officer or Superintendent’s designee shall provide all parties a written disposition of the complaint unless extenuating circumstances require a longer period. All parties shall be notified if an extension becomes necessary.
The parties will then have 10 working days to provide written responses to the report and have them considered by the District compliance officer or Superintendent’s designee
Any employee who has been found in violation of this policy will be subject to the following disciplinary procedures:
A first substantiated offense, if minor in nature, will result in a written reprimand to be entered in the employee's personnel file. Should the first offense be determined to be of a serious nature, the employee will be subject to disciplinary action up to and including termination in accordance with District Policy DP316 – Orderly Termination Procedures.
Retaliation under this policy is prohibited. Individuals found to have engaged in retaliatory conduct will face disciplinary action, up to and including termination in accordance with District Policy DP316 – Orderly Termination Procedures.
Records of all discrimination or harassment complaints shall be maintained by the District compliance officer or Superintendent’s designee. The records will be kept in a separate and confidential file as required by GRAMA. Information gathered, developed and documented in the investigation will be regarded as a protected record.
Outside Reporting Procedures
Nothing in this policy shall prohibit a person from filing a discrimination or harassment claim with Utah Anti-Discrimination and Labor Division (UALD) or the Equal Opportunity Commission (EEOC). If an employee pursues a claim of discrimination he/she should be aware that Utah is a “dual filing” state, which means that a complaint is filed with the UALD and the UALD will forward the claim to the EEOC. An employee has a maximum of 180 calendar days from the alleged date of discrimination to file a claim with the UALD.
Board Policy The Board recognizes that employees should not be subject to abuse in the workplace, and delegates to the District Administration responsibility for developing guidelines for handling incidents of verbal and physical abuse.
Administration Policy Abuse will be considered any verbal or physical conduct which places an employee at risk or in fear of personal safety including verbal or physical threats, gross profanity, intimidating gestures, or physical contact such as kicking, striking, pushing, or physically assaulting with or without a weapon. Abusive conduct, physical or verbal, will not be tolerated. Guidelines
Procedures for handling abuse/assault incidents.
Employees will take appropriate precautionary measures to avoid abuse/assault incidents.
If an abuse/assault incident occurs, abused employees will immediately notify their immediate supervisor.
The immediate supervisor will conduct an initial evaluation of the incident, requesting assistance from his/her division administrator, Jordan District police officers or other police officers as appropriate.
In cases of abuse/assault or threatened abuse/assault, an employee may be removed from the building until the immediate supervisor determines it is safe for the employee to return.
Employees who are removed from a building for safety reasons shall be placed on leave with pay.
Paid leave taken for safety reasons does not impact the individual's other leave benefits.
Statements will be taken from all parties involved and from witnesses to the incident.
Related evidence will be gathered or recorded photographically.
Victims of physical abuse will undergo a physical examination by a qualified physician at district expense even if injury is minimal.
The district will make restitution to an employee for verifiable damage or loss of personal property to the extent the district's liability insurance provides such coverage.
Employees whose clothing, glasses, or other items worn upon the body are damaged or destroyed as the result of an assault shall be reimbursed for verifiable damages.
Disposition of abuse/assault incidents
All incidents of employee abuse will be reported to the District compliance officer.
The District compliance officer will be responsible to follow through with the case and take the necessary steps to assure that the issue is resolved and appropriate disciplinary policies and procedures are implemented.
The Administration recognizes that in order to fully implement the law on reporting of child abuse and neglect, school personnel must be fully informed and made aware of their responsibilities in this area. Therefore, the Administration shall cause that any school employee who knows or reasonably suspects that a child's health or welfare has been or appears to have been harmed as a result of abuse and neglect shall report and cause reports to be made in accordance with the procedures in this policy.
The Administration shall provide to school employees annual training on the subject of identifying and reporting children suspected of being abused or neglected.
If a school employee knows or reasonably suspects that a child is being abused or neglected, the employee shall immediately make an oral report to the school principal or his/her designee. Together, the principal or his/her designee and the employee must make immediate contact with the nearest peace officer, local law enforcement agency, or Division of Family and Child Services (DCFS) to report the suspected abuse or neglect.
Within 24 hours after making the oral report to the school principal and reporting the suspected abuse or neglect to local law enforcement agency, the school employee initiating the report shall complete and give to the principal or his/her designee the District's Report of Child Abuse-Neglect form available from the principal.
It is not the responsibility of the school employee to: (1) prove that the child has been abused or neglected, or (2) determine whether the child is in need of protection.
School employees shall not make contact with the child's family or other persons (relatives, friends, neighbors, etc.) for the purpose of determining the cause of the injury and/or possible neglect.
School employees are immune from any civil and/or criminal liability when reporting in good faith suspected child abuse or neglect. (Board Rule R277-401-3)
District policies shall ensure that the anonymity of those reporting or participating in the investigation of the alleged child abuse or neglect is preserved in a manner required by Utah Code §62A-4a-412.
Any school employee who willfully fails to report a case of suspected child abuse or neglect, may face legal and/or disciplinary action. (Utah Code §62A-4a-411 Annotated 1953, as enacted in 1978)