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Tag: Benefits

Published on
  • Effective: 6/28/1977
  • Revision: 3/31/2020
  1. Board Directive
    The Board of Education encourages employees to avoid absenteeism and to schedule vacations, trips, and other personal activities at times which do not interrupt work schedules. However, the Board recognizes that circumstances may make it necessary for employees to request a leave of absence from time to time. Therefore, the Board authorizes the District Administration to implement a Leave of Absence policy.
  2. Administrative Policy
    The Leave of Absence policy shall be administered according to the following administrative policy provisions:

    1. Employees shall be discouraged from requesting a personal leave of absence during the school year.
    2. In the event that an employee has a serious or compelling need for a leave of absence, a request may be made in writing to the appropriate Administrator of Schools.  This request must be made and approved prior to the leave being taken.  Failure to receive approval prior to the leave may result in disciplinary action, up to and including termination of employment as outlined in DP316 NEG – Orderly Termination Procedures – Licensed.  The request must clearly state the reason that a leave of absence is necessary. After due consideration, the request shall either be granted or denied.  Notification will be provided to the employee in writing.
    3. Leaves of absence granted under this policy shall be without pay.
    4. Contract employees shall not be granted more than fifteen (15) days' leave of absence under this policy in any three-year period.
    5. Extended contract employees shall be granted an additional ten (10) days' leave of absence under this policy in any one-year period.
      1. Extended contract employees who, prior to July 15, declare intent to take up to ten (10) days of unpaid personal leave during the contract year shall have the option of having their contract modified to reflect equal monthly payments.
        1. An Assignment Change form and calendar, signed and dated by the principal, indicating the specific days to be taken as unpaid personal leave must be submitted to the Human Resources Department.
        2. Employees may revise their calendar no more than two times each contract year. To change or delete dates submitted on the original calendar, the following procedures must be used:
          (1) A revised calendar, signed by the principal, must be submitted to the Human Resources Department indicating the change.
          (2) If an emergency arises and the employee must work on a calendared no-pay day, a time sheet and copy of the calendar must be submitted to the Payroll Department with the reason indicated.
      2. Extended contract employees who do not give notice of the intent to take personal leave prior to July 15 shall have the appropriate amount deducted from the next regular paycheck following the absence.
    6. Leave of absence for job share and part-time employees shall be prorated according to the percentage of a full-time contract; e.g., a half-time teacher would receive 15 half days.
    7. An employee whose request for an unpaid leave is denied and who chooses to absent himself/herself from his/her assignment despite the denial shall be deemed to have voluntarily terminated his/her employment with the District.
    8. This leave does not negate the other official administrative leave provisions as listed below:
      1. Adoption
      2. Military
      3. Released Time (Jury Duty)
      4. Bereavement
      5. Personal
      6. Released Time (Professional)
      7. Educational
      8. Sabbatical
      9. Sick Leave
    9. Emergency School Dismissal by Order of the Governor
      1. The limit to the number of no-pay days that an employee may use in a year and still retain his/her position shall be suspended during an emergency school dismissal.
      2. Any no-pay days taken during an emergency school dismissal shall not count toward the limit of fifteen (15) days in three (3) years.
      3. No pay-days must be reported to the employee’s supervisor and recorded in Skyward.

Published on
  • Effective: 10/28/1975
  • Revision: 7/1/2023
  • Reviewed: 6/10/2014
  1. Board Directive
    It is the directive of the Board to allow each employee working 30 or more hours per week annual leave time as indicated below and authorizes the Administration to implement policy regarding annual leave for education support professionals.
  2. Administrative Policy
    The Annual Leave Policy shall be administered in accordance with the following administrative policy provisions.

    1. Each eligible employee of the District shall be allowed annual leave in accordance to the following schedule at no cost to the employee:
      Continuous Service Days Per Year
      Years 1 through 5 12 days per year
      Years 6 through 10 13 days per year
      Years 11 through 15 14 days per year
      Years 16 and beyond 15 days per year
        1. Continuous service includes an approved leave of absence, sick bank, military and/or FMLA leave.
        2. A resignation or retirement constitutes a “break in service.”
        3. Employees returning to Jordan School District following a break in service will receive a new continuous service date reflecting the date of their return.
        4. District seniority will be based on the new continuous service date.
      2. Employees hired after a contract year has started shall receive annual leave benefits on a prorated basis for the remainder of that year.
      3. Unused annual leave will convert to sick leave at the end of the contract year and will accumulate to provide additional leave for personal health-related absences.
      4. The following provisions must be followed:
        1. Effective July 1, 2020, Personal Leave and Sick Leave allocations were combined into the new Annual Leave allocation with no future allocations toward the old Personal Leave. However, accumulated unused Personal Leave remains available for employee use. An employee may not use more than five (5) accumulated Personal Leave days in any contract year. The remaining policy provisions below apply whether the leave is Annual Leave or accumulated Personal Leave.
        2. Employees need supervisor permission to take more than five days annual leave in a row. For health-related absences, see DP322 - Family and Medical Leave Act (FMLA).
        3. Except in unusual circumstances, prior notification must be given to the immediate supervisor at least one (1) day in advance.
        4. Critical Days are the first student attendance days before or after a school holiday. If a non-student attendance day falls before or after a school holiday (e.g. professional development day, grade-transmittal day), the Critical Day is the day before or after that non-student attendance day when students are in attendance.
        5. Annual leave may be taken on a Critical Day for the following specific reasons:
          1. Observance of religious holidays which fall on a regularly scheduled work day.
          2. Family weddings of near relatives including children, father, mother, brothers, sisters, grandchildren, grandparents, or the same to one's spouse or any other person who is a member of the same household as the employee.
          3. Graduations of near relatives as defined in "2." above.
          4. Required court appearances.
          5. Deaths not covered by DP330B—Bereavement Policy.
          6. Conferences and conventions which relate to the individual employee's work assignment and are not covered by DP339 – Released Time - Professional.
          7. To attend to personal or business matters which require the employee’s attendance and scheduling is beyond the employee’s control.
          8. First year employees who notify their supervisor in writing that they are ill.
        6. Annual leave may be taken on a Critical Day for other reasons under the following stipulations:
          1. Based upon a maximum of one annual day for each 100 employees, not to be less than nine (9), annual leave shall be granted on a Critical Day without being required to pay the equivalent of 40 percent of the employee’s daily rate, provided the request is filed with the Human Resources Department at least 35 calendar days but not more than 45 calendar days before the holiday.
          2. On the first working day after the application deadline, numbers will be randomly generated which will identify those employees authorized to take annual leave. Written notification will be sent to all applicants.
          3. Employees shall not be considered for paid annual leave on a Critical Day more than once during any contract year.
          4. Employees who have not registered prior to the deadline will not be allowed to fill unused slots.
          5. Education support professionals who request an annual leave day on a Critical Day, but who are not selected in 6.a. and 6.b. above shall be required to pay the equivalent of 40 percent of the employee's daily rate and apply for the leave at least five (5) working days in advance.
        7. Annual leave shall not be taken during the first five (5) days and last five (5) days that students are in school except under the following conditions:
          1. To attend the wedding of a near relative including child, father, mother, brother, sister, grandchild, grandparents or same to one’s spouse or any other person who is a member of the same household as the employee.
          2. To attend to personal or business matters which require the employee’s attendance and scheduling is beyond the employee’s control.
          3. First year employees who notify their supervisor in writing that they are ill.
        8. Annual leave days may not be used to pursue other employment.
        9. Annual leave days may not be used on make-up days as the result of employee job action.

Published on
  • Effective: 10/28/1975
  • Revision: 7/1/2023
  • Reviewed: 4/26/2013
  1. Board Directive
    It is the policy of the Board to allow each licensed employee, working 20 hours or more per week, annual leave time as indicated below.
  2. Administrative Policy

The Annual Leave Policy shall be administered in accordance with the following administrative policy provisions:

    1. Employees shall be allowed annual leave in accordance to the following schedule at no cost to the employee.   
Continuous Service Days per year
Years 1 through 5 12 days per year 
Years 6 through 10 13 days per year 
Years 11 through 15 14 days per year
Years 16 and beyond 15 days per year 

 

    1. Continuous service includes an approved leave of absence, sabbatical leave, sick bank, military and/or FMLA leave.   
    2. A resignation or retirement constitutes a “break in service.”   
    3. Employees returning to Jordan School District following a break in service will receive a new continuous service date reflecting the date of their return.   
    4. District seniority will be based on the new continuous service date.
  2. Employees hired after a contract year has started shall receive annual leave benefits on a prorated basis for the remainder of that year.   
    1. For example, an employee who is on contract for 50 percent of the contract year would be eligible to receive 50 percent or six (6) days of a 12-day annual leave allowance.)  
    2. When calculating annual leave allowances in subsequent years, employees shall be awarded a full year of service for the first partial year of employment if their hire date is prior to January 1.  If their hire date is after January 1, no service shall be awarded for the first partial year of employment.
  3. Unused annual leave will convert to sick leave at the end of the contract year and will accumulate to provide additional leave for personal health-related absences. 
  4. The following policy provisions must be followed:   
    1. Effective July 1, 2020, Personal Leave and Sick Leave allocations were combined into the new Annual Leave allocation with no future allocations toward the old Personal Leave. However, accumulated unused Personal Leave remains available for employee use. An employee may not use more than five (5) accumulated Personal Leave days in any contract year. The remaining policy provisions below apply whether the leave is Annual Leave or accumulated Personal Leave. 
    2. Employees need principal permission to take more than five days annual leave in a row.  For health-related absences, see DP322 Family and Medical Leave Act (FMLA).  
    3. Except in unusual circumstances, prior notification must be given to the immediate supervisor at least one (1) day in advance. 
    4. Critical Days are the first student attendance days before or after a school holiday. If a non-student attendance day falls before or after a school holiday (e.g. professional development day, grade transmittal day) the Critical Day is the day before or after that non-student attendance day when students are in attendance.
    5. Annual leave may be taken on a Critical Day for the following specific reasons: 
      1. Observance of religious holidays which fall on a regularly scheduled school calendar workday. 
      2. Family weddings of near relatives including children, father, mother, brothers, sisters, grandchildren, grandparents, or the same to one's spouse or any other person who is a member of the same household as the employee. 
      3. Graduations of near relatives as defined in "b." above. 
      4. Required court appearances, 
      5. Deaths not covered by DP330 NEG Bereavement Leave - Licensed. 
      6. Conferences and conventions which relate to the individual employee's work assignment and are not covered by policy DP339 – Released Time—Professional. 
      7. To attend to personal or business matters which require the employee’s attendance and scheduling is beyond the employee’s control. 
      8. First year employees who notify their supervisor in writing that they are ill. 
    6. Annual leave may be taken on a Critical Day for other reasons under the following stipulations: 
      1. Based upon a maximum of one annual leave day for each 100 employees, annual leave shall be granted on a Critical Day without being required to pay 50% of the daily rate of a licensed employee on salary level one provided the request is filed with the Human Resources Department at least 35 calendar days but not more than 45 calendar days before the holiday. 
      2. On the first working day after the application deadline, numbers will be randomly generated which will identify those employees authorized to take annual leave without being required to pay 50% of the daily rate of a licensed employee on salary level one.  Written notification will be sent to all applicants. 
      3. Employees shall not be considered for paid annual leave on a Critical Day more than once during any contract year. 
      4. Employees who have not registered prior to the deadline will not be allowed to fill unused slots. 
      5. Licensed employees not selected in 6.a. and 6.b. above but request an annual leave day must notify their principal five (5) working days prior to the date.  These employees shall be required to pay 50% of the daily rate of a licensed employee on salary level one. 
    7. Annual leave shall not be taken during the first five days and last five days that students are in school except under the following conditions: 
      1. To attend the wedding of a near relative including child, father, mother, brother, sister, grandchild, grandparent or the same to one's spouse or any other person who is a member of the same household as the employee. 
      2. To attend to personal or business matters which require the employee's attendance and scheduling is beyond the employee's control. 
      3. First year employees who notify their supervisor in writing that they are ill. 
    8. Teachers may not take annual leave days during the four (4) days of contract time not involving students but may, through correlation with the principal, arrange to exchange one of these days for another non-contract day. 
    9. Annual leave days may not be used during parent/teacher conferences.   
    10. Annual leave days may not be used to pursue other employment. 
    11. Annual leave days may not be used on make-up days as the result of employee job action. 

Published on
  • Effective: 6/13/1972
  • Revision: 8/11/2020
  • Reviewed: 4/26/2013
  1. Board Directive
    It is the directive of the Board to authorize paid sick leave for education support professionals who work 30 hours per week or more and to comply with requirements of Public Law 103-3, Family and Medical Leave Act.  The Board delegates to the Administration responsibility for establishing policy for sick leave and family leave benefits. If additional leave is needed beyond what is covered in this policy, refer to DP322—Family Medical Leave Act.
  2. Administrative Policy

    1. Definitions
      1. Immediate family is defined as husband, wife, daughter, son, father, mother, brother, sister, or other person residing in the employee’s home on a permanent basis. Special circumstances may be appealed to the Sick Leave Review Committee for consideration of immediate family status.
      2. Continuous service includes an approved leave of absence, sabbatical leave, sick bank, military and/or FMLA leave.
        1. If an employee resigns his/her position in the District and then returns, he/she must start over on years of service and sick leave accumulation.
      3. Sick Leave Review Committee
        1. A Sick Leave Review Committee, composed of the Human Resources administrator for education support professionals, one other member of the Human Resources Department and two members of the employee agent group, shall be appointed to administer use of the sick bank. The Human Resources administrator for education support professionals shall serve as the chairperson. If one of the employee agent group members cannot be in attendance, an alternative representative will be requested by the employee agent group president.
        2. The Committee shall review all sick bank requests and rule on sick bank usage. The unused sick bank days shall be reported to the Committee on a quarterly basis.
        3. The Human Resources administrator for education support professionals shall make available to the Committee all the information that is submitted with an employee’s sick bank request.
      4. Minutes of all Sick Leave Bank Committee meetings shall be recorded and made available to all Committee members.The sick leave policy shall be administered according to the following administrative policy provisions.
    2. Sick Leave Accumulations
      1. Sick leave accumulations are based on unused annual leave. See Policy DP335B Annual Leave – Education Support Professionals for annual leave details.
      2. Annual leave does not need to be exhausted before sick leave can be used.
      3. Maximum accumulations:

        9-Month Employees        : (Includes all bus drivers and attendants)
        Maximum sick leave accumulation 180 days
        10-Month Employees        :
        Maximum sick leave accumulation 200 days
        11-Month Employees:
        Maximum sick leave accumulation 220 days
        12-Month Employees:
        Maximum sick leave accumulation 240 days
    3. Sick Leave Benefits During Approved Absences
      Should an employee be granted a leave for any reason, he/she will keep his/her number of cumulative sick leave days to be used upon return, but shall not be considered for sick leave during the time of leave.
    4. Use of Sick Leave for Critical Family Care
      1. Although sick leave is intended for use by the employee for personal health-related absences, some sick leave may be used for critical family care as described below. Annual leave should be used for non-critical care of an ill family member.
      2. A maximum of twelve (12) days of sick leave may be used each year to care for a critically ill member of the employee’s immediate family, as defined above.
      3. Use of sick leave for critical family illness must be authorized by the Sick Leave Review Committee. The employee must submit his/her request electronically by applying online via Employee Access.
      4. Employees may not apply for critical family care benefits until five (5) annual leave days have been used.
      5. In cases of extended critical care, employees may apply for additional days beyond the twelve (12) day allowance.
        1. If more days are needed, employees who continue to deal with a critical family care (as defined in item D.1. above) may apply to the Sick Leave Review Committee for up to three (3) additional days.
        2. If additional days are granted, 40% of the employee’s daily rate for each additional day of leave shall be deducted from the employee’s pay.
    5. Use of Sick Leave for Adoption
      1. An employee who adopts a child must apply for critical family care days by submitting his/her request electronically to the Sick Leave Review Committee by applying online via Employee Access.
      2. Employees may use up to a maximum of twenty (20) accumulated sick leave days at the time actual custody of the child is received. An employee shall not exceed a total of twenty (20) days of leave time, including the use of accrued personal leave days.
      3. Any additional leave must fall under the provisions of DP322—Family Medical Leave Act.
    6. Notification of Absence
      1.  Absences due to illness are to be reported to the appropriate office or individual as soon as possible.
      2. The Administration may require a doctor's certificate without regard to the number of sick leave days claimed at any one time.
      3. Employees absent for more than five (5) consecutive days shall apply for FMLA within the policy provisions of DP322—Family Medical Leave Act.
      4. Elective surgery shall be scheduled to minimize the time off work.
      5. The employee shall record the absence in Skyward at least one hour prior to the start of his/her contract day or the day of the absence. A supervisor may require additional information.
    7. Abuse of Sick Leave
      1. If an immediate supervisor suspects that an employee has misused his/her sick leave benefit as established by this policy, the immediate supervisor shall conference with the employee.
      2. If it is determined that the employee has misused his/her sick leave the immediate supervisor will forward a written explanation of the abuse to the Administrator of Human Resources or his/her designee and an investigation shall be conducted.
      3. If the investigation of sick leave abuse proves to be true, the following policy provisions will be in effect:
        1. Salary received for those unauthorized days shall be reclaimed.
        2. There shall be a five-day (5) suspension without pay. The principal/director will determine when this suspension will be implemented to cause the least disruption to the school/department and students.
        3. Disciplinary actions taken, up to and including termination of employment shall be entered in the employee's personnel file.
    8. Employee-Funded Sick Bank
      1. Employee Participation in the Sick Bank
        1. Employees are automatically enrolled in the sick bank each year through the annual donation of one (1) annual leave day to the sick bank.
        2. Each year, employees wishing to opt out of participation in the sick bank must annually complete the appropriate online form in Employee Access no later than September 1 for current employees and October 1 for first-year employees.
        3. Employees who have been offered a temporary transitional duty assignment due to a work-related injury, who refuse the temporary transitional duty assignment, will not be eligible for sick bank.
        4. Non-contracted employees shall not be eligible for the sick bank.
      2. Use of the Sick Bank
        1. The sick bank is not intended to be used for in-and-out absences, elective medical procedures or other medical care that could be scheduled during non-contract time.
        2. Employees shall complete an official request for sick bank leave online via Employee Access.
        3. Employees shall complete a release of medical information form to allow the members of the Sick Leave Review Committee to review any medical documentation that they provide with the request for sick bank leave.
        4. Employees shall be required to complete a release of information form to allow the Sick Bank Committee to review their official District personnel file, if the need should arise.
        5. Before an employee is eligible to apply for sick bank leave, the following criteria must be met for each qualifying medical condition. The employee must have:
          1. applied for FMLA (which will run concurrently with any sick bank leave usage); and
          2. exhausted all accrued sick leave days, annual leave days (up to a maximum of five (5) days), vacation days; and
          3. missed a minimum of fifteen (15) work days (any days from #1 and #2 above and/or no-pay days qualify for meeting this requirement).
        6. An employee shall be required to provide the Sick Leave Review Committee with updated information regarding his/her condition every 30 days after the approval of the sick bank leave benefits. Continuation of the sick bank leave shall be contingent upon the information contained in the update.
      3. Sick Bank Allowances
        Employees who are considered “Provisional” as defined in DP314 — Provisional and Probationary Education Support Professionals as of July 1 are not eligible for sick bank benefits that year. An employee’s continuous contracted service as of July 1 will determine his/her sick bank eligibility for that year. Sick leave days per year are based on the following:
        1 - 3 years of service are eligible for up to 15 sick bank days
        4 - 7 years of service are eligible for up to 30 sick bank days
        8 - 11 years of service are eligible for up to 60 sick bank days
        12 years of service and above are eligible for up to 120 sick bank days
      4. Employee Funded Sick Leave Bank Limitations
        1. The illness/injury must be medically documented with a statement bearing an original signature from the attending physician. The verification of absence form may not be stamped with a physician’s signature or signed by the attending nurse, office manager, etc.
        2. A second opinion may be required with any costs not covered by insurance borne by the District.
        3. Prior to granting sick bank leave, an employee shall acknowledge and agree in the online application to repay the sick bank any unused vacation days for sick bank days used or granted before transitioning to long-term disability.
        4. Prior to granting sick bank days an employee shall acknowledge and agree in the online application to repay compensation at his/her daily rate of pay for sick bank days used or granted if he/she terminates employment with the District for other than medical reasons before completion of the current and succeeding contract year. The purpose of said funds would be to purchase days
          for the sick bank.
        5. No employee shall draw more than 120 days from the sick leave bank during a three-year period.
        6. No employee shall take vacation days within 15 working days after drawing upon the sick bank.
        7. No employee shall accrue leave days, i.e., annual leave or vacation while drawing upon the sick bank.
        8. After 180 calendar days, including summer months, sick leave benefits from District sources shall terminate and employees shall transition to long term disability according to the provisions of policy DP317 — Long-Term Disability Insurance.
        9. No appeal beyond the Sick Leave Review Committee is provided.
        10. If all days in the sick bank are exhausted prior to July 1, no additional days will be granted for the remainder of the current contract year.

Published on
  • Effective: 2/10/1970
  • Revision: 7/1/2023
  • Reviewed: 10/27/2015
  1. Board Directive
    It is the directive of the Board to allow employees who qualify for benefits to receive released time with pay for bereavement in the case of the death of a member of the immediate family.  The Board delegates the responsibility for implementing policy regarding bereavement leave for education support professionals.
  2. Administrative Policy
    The Bereavement Leave Policy shall be administered in accordance with the following administrative policy provisions:

    1. Employees shall be granted up to eight (8) days absence without pay deduction in the event of the death of a spouse, daughter, son, step-daughter or step-son.  This would also include any other person residing in the home who may have assumed the role of daughter, son, or spouse.
    2. Employees shall be granted up to three (3) days absence without pay deduction in the event of the death of the employee's or spouse's parent, step-parent, brother, sister, grandfather, grandmother, grandchild, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or other person residing in the employee's home.  Verification of family relationship may be requested.
    3. A maximum of two (2) additional days may be granted if travel time is needed.  Travel must be in excess of 350 miles (one way) to qualify for additional days. An immediate supervisor shall request travel verification information from an employee.
    4. Bereavement Leave is provided only for the death of individuals listed under items A. and B. and must be taken within fourteen (14) calendar days of the individual's death.  Exceptions require verification and Cabinet approval. Employees who request to take additional leave days or who need to miss work because of the death of an individual not covered in this policy should refer to DP335B NEG —Annual Leave – Education Support Professionals.
    5. Bereavement leave for part-time employees shall be prorated according to the percentage of a full-time contract; e.g., an employee on a 30-hour  contract would be eligible for eight (8) six- (6) hour days for the death of individuals listed in items A. and B.
    6. If the death of an employee's parent results in the loss of the only remaining parent, up to three (3) days may be taken to deal with estate issues.  The three (3) additional days must be taken within one (1) calendar year of the parent's death.
    7. Employees shall enter their bereavement leave absence in Employee Access and in Absence Management (formerly known as AESOP), if a substitute is needed.  Bereavement leave requests should include the relationship to the deceased, date of death and location of service.

Review History: 6/14/2005, 7/12/2011, 4/26/2013, 6/10/14
Revision history:  7/12/2011, 5/23/2017

Published on

Effective: 9/2/1969
Revision: 1/12/2016
Reviewed: 12/27/2012

  1. Board Directive
    The Board agrees to participate in a program of health and accident insurance coverage for all eligible employees.  The insuring company shall be selected by the Board after conferring with the officers of various employee organizations. The Administration is responsible to administer the policy.
  2. Administrative Policy
    This insurance policy shall be administered in accordance with the following provisions:

    1. Application for participation in group insurance must be made by the individual employee.
    2. Deductions for participation in the group insurance program shall be made in accordance with the schedule approved by the Board.
    3. Effective January 1, 2016, insurance coverage will be effective on the first day of the month following the employment start date, provided enrollment forms are completed and filed in the District Insurance Office within 30 days of the employment start date.
    4. Health and accident insurance coverage will terminate at the end of the month an employee voluntarily terminates employment with the District, effective Sept. 1, 2010.
    5. Health and accident insurance coverage will remain in force for employees who are involuntarily terminated until district level due process procedures are completed.
    6. If an employee completes his/her contract year, the insurance coverage will continue until the end of the contract year (July 31 for employees on year-round schedules, Aug. 31 for employees on traditional schedules, and June 30 for employees on fiscal year schedules) effective July 1, 2001.
    7. Employees who are eligible for Medicare benefits and continue their employment with the District will have the District's insurance as their prime carrier.  Employees should enroll in the Medicare Program during the first available enrollment period, preferably three (3) months prior to becoming eligible.

Published on
  • Effective: 8/27/1969
  • Revision: 9/8/2009
  1. Board Policy
    The Board recognizes the need for licensed employees to be granted sabbatical leaves in order to continue their professional training. The Board authorizes a maximum of four (4) full-time equivalent employees each year to be selected for sabbatical leave. The Board delegates to the District Administration the responsibility of administering the Sabbatical Leave Policy.
  2. Administration Policy
    Sabbatical leave shall be granted according to the following guidelines:
    Guidelines

    1. A sabbatical leave for continued professional study may be granted to any licensed employee who has completed at least seven (7) years of continuous satisfactory service in Jordan School District.
    2. Application for sabbatical leave shall be filed with the Local Professional Improvement Committee (LPIC) by February 1 of the school year. Applications shall then be screened by the Committee and recommendations shall be made to the Superintendent for approval. All applications for sabbatical leave must be approved by the Board before being granted.
      1. An educational program must be submitted with the application.
    3. Sabbatical leave shall be granted to a licensed employee for the ensuing contract year and shall not extend beyond one (1) year of professional development approved by the LPIC.
    4. Remuneration for approved sabbatical leave shall be given as follows:
      1. Employees who work full time for 7 years prior to the leave will receive one-half their annual salary for the year during which the leave is granted.
      2. If any of the employee's required last 7 years of service were part-time, the employee will be placed on the full-time equivalent step of the salary schedule and receive one-half of that annual salary.
    5. Persons receiving sabbatical leave must return to the District for at least two (2) years at the same level of contract at which the leave was granted or reimburse the District for the total amount received (including fringe benefits) during the leave unless circumstances indicate that the Board make an exception. In the event that the employee elects to return to work before the conditions of the sabbatical leave are met, the employee must reimburse the District for the total amount received. If there are extenuating circumstances, the employee may appeal to the superintendent.
    6. Fringe benefits shall be continued during the duration of the approved leave.
    7. The educator shall be advanced on the salary schedule in the same manner as full-time employees.
    8. Personnel on sabbatical leave must submit a progress report to the LPIC by February 15 of the year the leave is granted. The report is to include the date the employee intends to return to full-time status. Following review by the LPIC, the report will be forwarded to the Human Resources Department.
    9. When the sabbatical is successfully completed, a copy of the educational program and a transcript of credit and a report shall be submitted for LPIC review. The LPIC will notify the Superintendent of successful completion or failure to comply.
    10. Upon returning from a one (1) year sabbatical leave, the educator shall be placed in the same school and position as was held at the time the leave was granted, unless the educator requests otherwise. The educator's replacement shall be hired on a temporary basis and will be so advised upon hiring.

Published on
  • Effective: 8/27/1969
  • Revision: 9/8/2009
  • Reviewed: 9/20/2017
  1. Board Directive
    The Board may authorize a leave of absence without pay for continued study to licensed employees who have served three (3) consecutive years. The Board authorizes the Administration to set up procedures for educational leave and approval of candidates for such leave.
  2. Administrative Policy
    An educational leave for full-time continued study may be granted to a licensed employee upon the recommendation of the Local Professional Improvement Committee (LPIC).

    1. An application for educational leave shall be filed with the Human Resources Department for forwarding to the LPIC by February 1 of the school year. A detailed outline of studies must be submitted with the application. This outline must show the candidate will be a full-time student.
    2. The chairman of the LPIC will obtain a written evaluation of the applicant from his/her immediate supervisor. Only those who have favorable evaluations will be considered for educational leave.
    3. Applications shall be screened by the LPIC and recommendations shall be made to the Superintendent for approval.
    4. There shall be no remuneration for this leave.
    5. Educational leave shall be granted for the ensuing contract year and shall not extend beyond two contract years.
    6. Personnel on educational leave must submit a progress report to the LPIC by February 15 of the year the leave is granted. The report is to include the date the employee intends to return to full-time status and/or a request for a one-year extension if needed. Following review by the LPIC, the report will be forwarded to the Human Resources Department.
    7. When an educational leave is successfully completed, a copy of the outline of studies and a transcript of credit and a report will be submitted to the LPIC and the superintendent for review.
    8. An employee returning from approved educational leave shall be advanced on the salary schedule in the same manner as full-time employees.
    9. The employee may arrange with the insurance carrier to continue his/her insurance program. The employee shall pay for the full premium.
    10. The granting of the leave shall not compel the employee to return to the District.
    11. This leave is void if the employee does not complete the approved course of study as approved by the Local Professional Improvement Committee. It is the responsibility of the employee to submit evidence of successful completion of his/her approved program by June 30.
    12. A candidate shall be guaranteed a comparable position in the District upon his/her return from an educational leave.