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  • Effective: 3/21/2006
  • Revision: 7/22/2014
  • Reviewed: 7/25/2017

This policy only applies to employees who were hired before July 1, 2006, and who retire from the District and the Utah Retirement Systems after June 30, 2006.

  1. Board Directive
    It is the intent of the Board to:

    1. Implement procedures for terminating District post-retirement benefits to employees.
    2. Comply with the Age Discrimination in Employment Amendments of 1986 (P.L. No. 99-592).  An employee's age shall not be a factor in determining separation from employment.
    3. Eliminate policies DP319 NEG, Retirement–Licensed; DP319B NEG, Retirement–Classified;  DP320, Early Retirement Incentive for Administrators (Voluntary) and DP321 NEG, Early Retirement Incentive–Licensed (Voluntary) for any employee retiring after the start of their 2006-07 contract or any employee hired after July 1, 2006.  If the employee retired with the District and the Utah Retirement Systems before the 2006-07 contract year, the following policies apply: DP319 NEG, DP319B NEG, DP320 and DP321 NEG.
    4. Provide a frozen benefit for employees hired prior to July 1, 2006.
    5. Allow all regular full-time employees participating to purchase years of service as allowed by Utah Retirement System.
  2. Administrative Policy
    1. Eligibility
      This policy pertains to eligible employees who meet all of the following criteria:

      1. Hired before July 1, 2006.
      2. Was an active employee at the end of the 2005-06 contract year.  Those on official leaves of absence or sabbatical leaves are considered active employees (however, for this policy, to determine the amount used and eligibility, refer to the previous year paid).  Those on disability or personal leaves are not considered active employees since their employment was terminated at the time of their leave.
      3. Retires from the District and under the provisions of the Utah State Retirement Systems, at the same time, after the beginning of the 2006-07 contract year.
    2. Notification of Intent to Retire
      1. An employee must give notice of intent to retire in writing at least 30 days (60 days for Administration) before the effective retirement date to the Human Resources Department to facilitate an appropriate time to hire a replacement for the position being vacated.  Failure to do so will result in a $500 penalty and a letter of unprofessional conduct placed in the employee's personnel file.
        before the effective retirement date to the Human Resources Department to facilitate an appropriate time
      2.   The Director of Payroll, or his/her designee, shall provide assistance to retiring District employees with their District retirement benefits.  Application for State retirement benefits should be coordinated through the Utah Retirement Systems.
    3. Scaling Down of Benefit Calculation
      Under each of the following cash payments (Sick and Personal Leave Bonus, $75 per Year Service Credit, Cash in Lieu of Insurance, and Early Retirement Incentive) the calculated amount will be multiplied by the following factor.  Those with 25 or more full-time equivalent contract years as of the end of the 2005-06 contract year will receive 100 percent of the calculated amount and those with less than 25 years have a 3.06 percent reduction for each year under 25 years as follows:

      Full-Time Equivalent Contract Years in Jordan School
      District at the End of the 2005-06 Contract Year

      Multiplication
      Factor

      25+
      25
      24
      23
      22
      21
      20
      19
      18
      17
      16
      15
      14
      13
      12
      11
      10
      9
      8
      7
      6
      5
      4
      3
      2
      1

      1.0000
      1.0000
      0.9694
      0.9388
      0.9082
      0.8776
      0.8470
      0.8164
      0.7858
      0.7552
      0.7246
      0.6940
      0.6634
      0.6328
      0.6022
      0.5716
      0.5410
      0.5104
      0.4798
      0.4492
      0.4186
      0.3880
      0.3574
      0.3268
      0.2962
      0.2656

    4. Benefits
      The first three of the following benefits are applicable to all three employee groups (Licensed, Classified, and Administrative).  The fourth benefit, Retirement Incentive, is only applicable to Administrative and Licensed employees.

      1. Sick and Personal Leave Bonus:
        Eligible employees will be paid for unused sick, personal leave days, and alternative leave days up to the end of their 2005-06 contract.  This will be paid at the time of retirement based on 30 percent for Classified and 25 percent for Licensed and Administrative employees' 2005-06 lane and step (daily rate).

        1. Daily rate at the end of the 2005-06 contract year is used for figuring the value of unused sick leave (Licensed use the standard 184-day contract - C salary schedule).
        2. Total eligible days will be computed at the rate of one (1) day per basic contract month from the date of continuous employment in the District up to the end of the 2005-06 contract.  For example, nine (9) days per year for nine-month employees, 11 days per year for 11-month employees, and 12 days per year for 12-month employees.
        3. Sick days used, including sick bank days and family health days used, from the date of continuous employment in the District up to the end of the 2005-06 contract will be subtracted from the total possible accumulation.  Emergency days used between July 1, 1993, and July 1, 1997, are also subtracted from the total accumulation.
        4. The maximum benefit is 180 days for nine-month employees, 220 days for 11-month employees, and 240 days for 12-month employees.
        5. Additional days will be added to this maximum benefit at the rate of two (2) days for each year (up to the end of the 2005-06 contract year) that no more than one (1) day of sick leave was used, including days deducted for sick leave bank and family sick days.
        6. Additional days will be added to this maximum benefit for Alternative Leave Days and Personal Leave Days not used up to the end of the 2005-06 contract year.
        7. At the time of retirement, if an employee has fewer days available than were accrued at the end of the 2005-06 contract, then the incentive amount will be reduced to reflect the lower number of days.
          Example 1:  An employee has his/her days figured according to the above outlined formula (A. through F.) and has 106 total days allowed for the sick leave payout at the end of the 2005-06 school year.  In the 2006-07 school year if the employee accrued 15 new sick leave days and used 25 sick leave days and then retired at the end of the school year, the employee total days allowed of 106 would be reduced to 96 days for the retirement payout.
          Example 2:  An employee has reached the maximum days allowed for his/her contract and does not show any new accrued days.  At the time of retirement a calculation will be done to show what days would have accrued if the employee had not reached the maximum allowed.  These examples show an employee whose maximum days allowed is 180 and works until the 2013-14 school year before retiring:
          Employee A:  Would have earned 15 days per year during eight additional years of employment equaling 120 days and during the eight-year period used 50 days.  There is no change from the retirement sick leave calculated at the end of 2005-06.
          Employee B:  Accrued 15 days during the eight more years of employment equaling 120 but his/her usage during the eight-year period amounted to 150 days.  His/her calculated sick leave retirement benefit would be reduced by 30 days.
        8. Employees will continue to accrue leave days beyond the 2005-06 contract.
        9. Retirees with 25 years of service with the Utah State Retirement Systems have the option of authorizing the District to use the sick and personal leave bonus and the $75 per year service award to purchase additional service credit for the employee through the State Retirement System.  Compensation used to purchase service credit is not reported as income to the employee.
        10. The above calculated dollar amount will be multiplied by the applicable factor in item C.
          Note:  This formula for retirement benefit has no relationship to the amount of available eligible sick leave days shown on the Time and Attendance Report or on the employee's check stub.
      2. $75 per Year Service Award:
        At the time of retirement, a one-time payment will be made of $75 for each year of service in Jordan School District up to the end of the 2005-06 contract year.  This dollar amount will be multiplied by the applicable factor in item C.  (For example, 24.68 years multiplied by $75 equals $1,851 multiplied by the applicable yearly factor (0.9694) equals a one-time payment of $1,794.)
      3. Cash in Lieu of Health and Life Insurance Benefits for Retirees
        1. Health and Life Insurance
          (1) Employees working fewer than four hours per day (at the end of the 2005-06 contract year) are not eligible for this retiree insurance benefit.
          (2) This benefit shall be calculated using contracted full-time equivalent years of service in Jordan School District.  Years of service will be calculated on full-time equivalents; e.g. two years of half-time service equal one year of full-time service, up to the end of the 2005-06 contract year.
          (3) The amount paid to the retiree shall be based on the 2005-06 District paid composite rate of insurance of $7,560 per insurance year earned and the current District Medicare supplemental rate (not less than $1,812 a year and not to exceed $7,560 a year) per insurance year earned beyond the age of Medicare eligibility (in 2005-06, age 65).  If the District does not have a Medicare supplemental rate, the rate to be used will be based on $1,812 for 2006-07 and will increase five percent for each year thereafter (not to exceed $7,560 a year) as follows:

          2006-07
          2007-08
          2008-09
          2009-10
          2010-11
          2011-12
          2012-13
          2013-14
          2014-15
          2015-16
          2016-17
          2017-18
          2018-19
          2019-20
          2020-21
          2021-22
          $1,812
          $1,903
          $1,998
          $2,098
          $2,202
          $2,313
          $2,428
          $2,550
          $2,677
          $2,811
          $2,952
          $3,099
          $3,254
          $3,417
          $3,588
          $3,767
          2022-23
          2023-24
          2024-25
          2025-26
          2026-27
          2027-28
          2028-29
          2029-30
          2030-31
          2031-32
          2032-33
          2033-34
          2034-35
          2035-36
          2036-37
          $3,955
          $4,153
          $4,361
          $4,579
          $4,808
          $5,048
          $5,301
          $5,566
          $5,844
          $6,136
          $6,443
          $6,765
          $7,103
          $7,458
          $7,560

          For example, if the employee retires at age 63 and has 4.80 insurance years, the retiree would receive two years at $7,560 a year and 2.80 years at the current supplemental rate, or the amount above if no District rate is available (no less than $1,812 and not to exceed $7,560) per year.
          (4) The number of insurance years to be paid shall be computed by multiplying the full-time equivalent years in the District by 0.2 and rounding to the nearest month.  For example, 24.25 years in the District equals 4.85 years of insurance which rounds to 58 months.
          (5) The amount calculated above will be paid to the employee over the same period of time calculated in item (4) above in monthly installments as earnings (which is taxable).  If, in the future, other payment options become legal (as determined by District legal counsel or the IRS) and appropriate (i.e. tax deferred, health savings account, flex plan) the District will allow such options.
          (6) Employees who complete their contract and retire effective at the end of their contract year shall be covered under their regular contract insurance plan to the end of the contract year.  The cash in lieu of retiree insurance coverage shall commence with the next contract year and shall continue for the number of years indicated by item (4) above.
          (7) Should an employee retire before the end of the contract year, their employee health insurance coverage terminates on the last day of the month of employment effective Sept. 1, 2010.  The payments for the cash in lieu of insurance coverage begin the following month.
          (8) The above calculated dollar amount will be multiplied by the applicable factor in item C.

        2. Insurance Lump-Sum Payout
          The retiree may choose to receive the entire insurance benefit in one lump-sum payment.  The lump-sum payment will be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.  If this option is chosen, and the retiree returns to District employment during the calculated payout period, the employee is not eligible for District-paid insurance.  The employee may at his/her option purchase health insurance at the retiree insurance rate (not the employee insurance rate).
          Insurance monies received in a lump sum are taxable. These funds, once paid to the employee, may be used at the employee's discretion, including the purchase of retirement credit.
        3. Insurance Benefits for Retirees Enrolled in COBRA
          Upon retirement, the employee may elect to receive insurance benefits through COBRA.  This is a federal law requiring employers to give former employees and their dependents the option to purchase insurance from the former employer at the rate of 102 percent of the premium cost for 18 months.  For more information on COBRA coverage and how it affects the spouse or dependents of the employee, please contact the Insurance Department.
        4. Retiree Purchase of Insurance
          Beginning with the 2006-07 contract year, those employed at the end of the 2005-06 contract year, who later retire with the Utah State Retirement Systems and Jordan School District at the same time, will be able to purchase health insurance through Jordan School District using the following guidelines:
          (1) Retirees must have worked ten (10) full-time equivalent years in Jordan School District by the time they retire (including years before and after the 2005-06 contract year) to qualify for the retiree health insurance benefit.
          (2) Health insurance must be continuous from the date of retirement.  Any lapse in coverage will cause forfeiture of the benefit.
          (3) The retiree must remain on the health insurance plan for eligible dependents to enroll.
          (4) The retiree must elect COBRA coverage at 102 percent of the yearly premium amount for the first 18 months after retirement.
          (5) After COBRA coverage has ended, the health insurance premiums for retirees will be based upon 110 percent of the current yearly premium for the next six months.
          (6) After the 110 percent six-month period has ended, the health insurance premiums for retirees will be based upon a percentage added to the yearly premium.  The percentage added to the yearly District premium will be reassessed annually and be based on the average of the three prior years of actual retiree claims data.
          (7) A retiree, or his/her dependents, are no longer eligible to purchase District insurance coverage upon the death of the retiree or when the retiree becomes Medicare eligible. (COBRA coverage will be offered to eligible dependents.)
          (8) If the employee had dual coverage during employment (i.e. spouse working for the District as well), and the couple purchases couple coverage into retirement and the spouse dies, the retiree will have the option to purchase insurance as if he/she chose single coverage when he/she retired, unless the retiree took the insurance lump-sum payout.
          (9) If the retiree returns to Jordan School District employment and works beyond earned months of the insurance payout and then terminates employment, the retiree will be given a COBRA offer for the continuation of insurance for up to 18 months.  Beyond COBRA coverage, the retired employee will no longer be eligible to purchase further insurance coverage.
        5. All District insurance benefits, including the cash in lieu of insurance coverage, terminate at the time of the retiree's death.
        6. If a retiree returns to Jordan School District/or Canyons District employment while still eligible for the cash in lieu of insurance payout, the retiree may choose District-provided health insurance or continue receiving the cash in lieu payment.
          (1) The payout months will run concurrent with active months.
          (2) The payout months will not be postponed or delayed while actively employed.
        7. Future changes in federal or state law can change this benefit.  It is not the intent for this policy to be given in addition to obligations mandated or provided by governing bodies in the future (e.g. state or national health plans).  Under these circumstances the employee will no longer be eligible for this cash in lieu of insurance payment.
      4. Retirement Incentive
        1. Only licensed and administrative employees as of the end of the 2005-06 contract year, who later retire with the District under the provisions of the Utah Retirement Systems, are eligible for this benefit.
        2. Employees working fewer than four hours per day (at the end of the 2005-06 contract year) are not eligible for this retiree benefit.
        3. This benefit shall be calculated using contracted full-time equivalent years of service in Jordan School District.  Years of service will be calculated on full-time equivalents (e.g. two years of half-time service equal one year of full-time service) up to the end of the 2005-06 contract year.
        4. For a period of time described below:
          (1) Licensed retirees will receive a percentage of the difference between Lane A, Step 1, of the 2005-06 Teachers Salary Schedule C (see attached schedule) and that lane and step which the employee was on at the end of the 2005-06 contract year.  Retirees paid on any other salary schedule shall have their salary placement converted to the full-time equivalent lane and step on the C schedule to calculate this benefit.
          (2) Administrative retirees will receive a percentage of the difference between Lane A, Step 1, of the 2005-06 Teachers Salary Schedule C (see attached schedule) and Lane G, Step 25 of the 2005-06 Teachers Salary Schedule C, plus 10 percent of the difference between the Administrator's 2005-06 salary and the amount on Lane G, Step 25, of the 2005-06 Teachers Salary Schedule C.
        5. The percentage referred to in item d. above shall be the lower of 58 percent or 1.93333 percent for each year in the District.  For example, 24.25 years equals 46.88 percent.
        6. The above calculated amount will be multiplied by the applicable factor in item C.
        7. The amount calculated above is paid for four (4) years.  Upon retirement, an employee has four options:
          (1) An employee retiring during the contract year will be paid monthly commencing the month following the actual retirement date.  Employees retiring at the end of the contract year will receive a monthly entitlement commencing with the July 1 pay period.
          (2) The retiree may authorize the District to purchase additional service credit for the employee through the State Retirement Systems as allowed by the Utah State Retirement Systems and Utah State law (See Senate Bill 34 passed by the State Legislature in 1995).  The lump sum amount used to procure retirement credit shall be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.
          (3) The retiree may receive the monthly benefit for the remainder of the current fiscal year (ending June 30) in a lump sum payment.  The prime interest rate (at the end of the previous quarter) plus two percent will be imposed to offset the District's loss of interest earnings.
          (4) The retiree may receive the entire retirement in one lump sum.  The lump sum payment will be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.
        8. If the retiree should die at any point between actual retirement and the four-year entitlement, a one-time lump sum death benefit payment still due the retiree will be paid to the designated surviving beneficiary as listed at the time of retirement on District life insurance forms, unless a change in beneficiary status has been filed with the District.  The lump sum payment will be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.
    5. Post Retirement
      If an employee has retired under the Utah State Retirement Act and desires to be rehired, he/she must meet the provisions of the current Utah Code:

      1. Retirees desiring to be rehired by the District must make application to Jordan School District.
      2. Employees who have retired and are then rehired will not be placed on a step greater than:
        1. Classified employees –Step 3 Lane B. (Effective July 1, 2013-Step 4 of the appropriate lane)
        2. Licensed employees – See policy DP309 NEG - Salary Guidelines
        3. Administrative employees – Step 5
          This provision does not supersede policies DP307, Staff Selection, Promotion, and Salary Placement–Classified item II. D. 6.; and DP309 NEG, Salary Guidelines item II. F.
      3. A person who retires and returns to work for Jordan School District or Canyons District while still eligible for the cash in lieu of insurance payout, the retiree may choose District-provided health insurance or continue receiving the cash in lieu payout.
      4. Employees who have retired and are then rehired serve one year as a provisional employee and all policies regarding provisional status must be followed.

2005-06
TEACHERS SALARY SCHEDULE C

Hours Represented on the Lanes are Hours Earned Beyond and After
Bachelor's Degree and Original Teaching License

BACHELOR'S PLUS 90 QTR/60 SEM = LANE D + $500 - DOCTORATE = LANE G + $1,200 - NATIONAL BOARD CERT +$1000

Step

Bachelor's
Degree

Graduate and/or Approved Credit
Earned After Bachelor's Degree

Master's
Degree

Graduate
Hours
and/or
Credit
Earned After
Master's

Lane A

Lane B

Lane C

Lane D

Lane E

Lane G

Bachelor's
Degree

B + 30
quarter or
20 semester

B + 45
quarter or
30 semester

B + 60
quarter or
40 semester

Master's
Degree

M + 45
quarter or
30 semester

1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25

 $26,382
$26,382
$26,382
$27,614
$28,907
$30,258
$31,676
$33,161
$34,714
$36,816
$37,001
$37,001
$37,001
$37,001
$37,001
$37,001
$37,741
$37,741
$37,741
$37,741
$38,011
$38,011
$38,011
$38,011
$38,678

 $26,968
$26,968
$26,968
$28,211
$29,512
$30,874
$32,300
$33,785
$35,342
$36,974
$39,187
$39,383
$39,383
$39,383
$39,383
$39,383
$40,171
$40,171
$40,171
$40,171
$40,457
$40,457
$40,457
$40,457
$41,155

 $27,311
$27,311
$27,311
$28,574
$29,890
$31,270
$32,708
$34,218
$35,797
$37,446
$39,688
$41,513
$41,721
$41,721
$41,721
$41,721
$42,555
$42,555
$42,555
$42,555
$42,859
$42,859
$42,859
$42,859
$43,587

 $27,778
$27,778
$27,778
$29,031
$30,344
$31,716
$33,151
$34,649
$36,210
$37,849
$40,068
$41,911
$43,784
$44,004
$44,004
$44,004
$44,881
$44,881
$44,881
$44,881
$45,202
$45,202
$45,202
$45,202
$45,958

 $29,187
$29,187
$29,187
$30,468
$31,808
$33,209
$34,671
$36,198
$37,786
$39,453
$41,347
$42,998
$44,886
$47,481
$47,718
$47,718
$48,675
$48,675
$48,675
$48,675
$49,022
$49,022
$49,022
$49,022
$49,824

 $30,501
$30,501
$30,501
$31,847
$33,246
$34,709
$36,234
$37,828
$39,494
$41,232
$43,046
$44,937
$46,914
$49,621
$49,870
$49,870
$50,867
$50,867
$50,867
$50,867
$51,229
$51,229
$51,229
$51,229
$52,060

  • Effective: 12/8/1998
  • Revision: 9/27/2016

  1. Board Directive
    1. Purpose
      The Board recognizes the need for specific procedures to govern procurement of equipment, supplies, textbooks, services, professional services and all aspects of construction.  The Board further recognizes that such procedures should provide for both quality and price consideration and should comply with all applicable state and federal procurement laws.  No purchase shall be made and no indebtedness shall be incurred by any officer or employee of the school district that exceeds the authority given in this administrative policy, except those authorized by the Board.  Utah State Code 53A-3-405
    2. Adoption
      The Board adopts the rules and procedures set forth in the Utah Procurement Administrative Rule R33, adopted by the Chief Procurement Officer of the State of Utah.  This election is made pursuant to Utah Code Title 63G-6a also known as the “Utah Procurement Code” (UPC).
    3. Purchasing Authority
      The Board, in adopting this policy, acts pursuant to 63G-6a-103(39) and hereby grants approval and authority to the Jordan School District Purchasing Department (Purchasing Department) and such other designees as are stated in this policy to carry out the duties stated herein.
    4. Board Approval
      The Board shall approve procurement through either of the following methods:

      1. The Board shall approve an appropriation for the procurement identified in the District budget, or;
      2. The Board shall approve an individual purchase when made during the fiscal year if not previously individually approved as part of the District budget.  53A-3-405
    5. Compliance with State and Federal Law and Exemptions from Chapter
      This policy is not applicable to funds administered under the Percent-for-Art Program of the Utah Percent-for-Art Act.  This policy is not applicable to grants awarded by the State of Utah or contracts between the State of Utah and the District where the grant specifically requires expenditures be made to specific vendors for predetermined products.  This policy shall not prevent the District from complying with the terms and conditions of any grant, gift or bequest that is otherwise consistent with law.  When procurement involves the expenditure of federal assistance or contract funds, the District and Purchasing Department shall comply with mandatory applicable federal law and regulations not reflected in this policy.  63G-6a-107.
  2. Administrative Policy
    1. Purchasing Department Organization
      This section shall apply to all procurement by the District unless otherwise indicated.

      1. Purchasing Department
        There is established a Purchasing Department in the administration of Jordan School District.  The Purchasing Department shall be staffed by those administrators and support personnel as the Administration deems necessary and appropriate.  The Purchasing Department personnel may take any action of a procurement nature to advance the economic well-being and efficient operation of the District, so long as that action is not in conflict with the Utah Procurement Code, Utah Procurement Rules, the policies of the State Board of Education or policies of the Board of Education of Jordan School District.
      2. Director of Purchasing
        1. The Director of Purchasing (Director) is delegated the authority by the Board to carry out the procurement functions of the District and to ensure such functions are in accordance with established policies and written procedures.
        2. The Director may delegate, in writing, purchasing authority to other District employees as necessary to fulfill the purpose and philosophy of this policy.
        3. The Director is also given authority to withdraw delegated authority.
      3. Sole Source Procurement
        A contract may be awarded for a supply, service or construction item without using a standard procurement process when the Director or Business Administrator determines in writing that there is only one source for the required supply, service or construction and if it is in the best interest of the District not to seek competition. 63G-6a-802
      4. Emergency Procurement
        The Director or designee may authorize an emergency procurement without using a standard procurement process when an emergency condition exists.  When the Director authorizes an emergency procurement, he/she shall:

        1. Ensure that the procurement is made with as much competition as reasonably practicable while avoiding harm, or a risk of harm, to the public health, safety, welfare, or property; or protecting the legal interests of the District..
        2. After the emergency has abated, prepare a written document explaining the emergency condition that necessitated the emergency procurement.  UPC 63G-6a-804
      5. Contracts
        1. All procurement activities must be conducted in strict accordance with all applicable procurement laws, including the Utah Procurement Code and the Utah Public Officers’ and Employees’ Ethics Act.  District employees shall also comply with all District policies and procedures when making any purchases.
        2. Contracts must be approved by the Business Administrator or designee, according to procedures outlined in the Financial Accounting Manual.
        3. These procedures apply to any purchases or contracts over $2,000 made within the District, regardless of the source of the money to be expended or received.
      6. Description and Specification Development
        1. Product and service specifications are to be drafted by the requesting school or department and submitted with a requisition to the Purchasing Department.  If unable to do so, the Department will assist the requesting school or department to develop specifications.
        2. Specifications shall seek to promote the overall economy and best use for the purposes intended and encourage competition in satisfying the needs of the District, and may not be unduly restrictive.  63G-6a-111
    2. Small Purchases
      1. The purchase of items costing less than $50,000 shall be designated as a small purchase and must be approved by the Purchasing Department.
      2. Procurements shall not be artificially subdivided so as to constitute a small purchase.   UPC 63G-6a-506.
      3. The Board delegates to the Director, the authority to establish guidelines for small purchases.  Such guidelines shall be set forth in the Financial Accounting Manual which shall be at least as restrictive or more restrictive than the established state procurement rules and using sound accounting practices. R33-5-104
    3. Purchases $50,000 and Greater
      1. Except for bids which are approved by the Director under the amount of $50,000, or in the event of a sole source or emergency procurement, the District may proceed using a standard procurement process which is best suited for the District’s purposes and according to the requirements of the Utah Procurement Code.
      2. All purchases $50,000 and greater shall be approved by the Board of Education.
    4. Procurement of Construction and Related Services
      The rules and procedures regarding procurement of goods and services under Section II of this policy shall apply to the procurement of construction services, except as outlined below.

      1. Direct Award without Competition
        1. $0 to $4,999
          Direct purchase using a signed and authorized purchase order by the originating department entered in the non-printed comments on the electronic purchase order system.
        2. $5000 to $19,999
          Direct purchase using a signed and authorized purchase order by the originating department selected from a list of prequalified vendors solicited by the Purchasing Department.
        3. $20,000 to $79,999
          Competition must be solicited either using at least three (3) written quotes or following the standard bid process outlined in the Utah Procurement Code.
      2. Solicitation Type
        The Purchasing Department shall determine which method of construction contracting management is to be used for each particular project.  The Department shall execute and include in the contract file a written statement setting forth the facts, which led to the selection of a particular method of construction contracting management for each project.  63G-6a-1302
      3. Architects and Engineers
        1. A licensed architect or engineer shall prepare the plans and specifications for the construction or alteration of school buildings.
        2. The selection of an architect or engineer shall follow the most recent adoption of the Utah Procurement Code and Utah Office of Education rules and requirements.
        3. Architect and engineering services estimated to be under $80,000 will be selected from a prequalified pool of firms to provide design services.
        4. Architect services estimated to be $80,000 and above must be approved by the Board of Education.  Contracts may be signed by the Business Administrator after a project has been approved by the Board, as all fees are negotiated between the District and the architect, since the final dollar amount of the contract is often undetermined and based upon a percentage of the construction bid price.
      4. Limited Compliance with Local Zoning Ordinances
        The District shall comply with local zoning and land use ordinances except as follows:

        1. The District is not required to comply with a local municipality or county regarding its land use or zoning ordinances with respect to:
          1. Landscaping;
          2. Fencing;
          3. Aesthetic considerations;
          4. Construction methods or materials;
          5. Building codes;
          6. Building use for educational services; or
          7. Use or construction of temporary class rooms on school property.
        2. The District, at its discretion, is not required to participate in the cost of any study or construction of any sidewalk unless:
          1. The sidewalk is necessary for the safety of school children; or
          2. The sidewalk is on or contiguous to school property.
        3. The District is not required to participate in the cost of any study or construction of any roadway unless the roadway is necessary to connect an otherwise isolated school site to an existing roadway.
        4. The District shall not pay fees to either the county or a local municipality unless:
          1. The District has elected not to provide its own inspectors to inspect school construction or otherwise fails to provide for inspections; in such case, the District must pay local municipal inspection fees;
          2. The fee relates to an impact fee for an improvement project that is reasonably related to the impact of the District’s project upon the need that the improvement is to address; or
          3. The cost imposed is necessary to avoid unreasonable risks to health or safety.
        5. The District shall provide its own inspectors to inspect school District construction whenever possible.
      5. Change Orders
        1. Under a construction contract, any change order which increases the contract amount shall be subject to prior written certification that the change order is within the determined project or contract budget.  The certification shall be made by the Administrator of Auxiliary Services.  The change order shall be signed by the Business Administrator.
        2. If the certification discloses a resulting increase in the total project or contract budget, the Business Administrator shall not execute or make the change order unless sufficient funds are available for the scope of the project or the contract is adjusted to permit the degree of completion feasible within the total project or contract budget as it existed prior to the change order under consideration.  63G-6a-1207
        3. In order to assure that construction work proceed without interruption, the Administrator of Auxiliary Services is authorized to approve change orders up to $20,000 without prior approval, if the change order is within the budget.
    5. Protests and Remedies
      The following provisions apply to all competitive bids or competitive requests for proposals, including construction procurement.

      1. Protest Officer
        The Director of Purchasing is designated as the protest officer for the District, and as such will follow requirements outlined in 63G-6a-1603 and the rules defined in the Utah Administrative Code section R33-16.
      2. Submitted in Writing
        1. Any actual or prospective bidder, offer or contractor who is aggrieved in connection with the solicitation or award of the contract may protest to the Director of Purchasing.
        2. A protest with respect to a standard procurement shall be submitted in writing prior to the opening of bids or the closing date for proposals unless the aggrieved person did not know or should not have known of the facts giving rise to the protest prior to bid opening or the closing date for proposals.
        3. The protest shall be submitted in writing within seven (7) calendar days after the aggrieved person knows or should have known of the facts giving rise to the protest.
        4. The Director has the authority, prior to the commencement of an action in court concerning the controversy, to settle and resolve the protest.
        5. Failure to submit a timely protest shall constitute a waiver of such right.  63G-6a-1602
      3. Stay of Proceedings
        In the event of a timely protest, the Department shall not proceed further with the solicitation or with the award of the contract until all administrative and judicial remedies have been exhausted or until the Director makes a written determination that the award of the contract without delay is necessary to protect substantial interests of the District.
      4. Appeal of Decision
        Under provisions outlined in 63G-6a-1702, any person that has successfully submitted a protest under the above requirements may appeal to the Utah State Procurement Policy Board if a decision made by the protest officer is not in their favor.
    6. Conflict of Interest as Applied to Purchasing
      1. Definition
        1. For purposes of this policy, a conflict of interest exists when any employee puts his/her interest or the interests of some other individual(s) or entity ahead of or in opposition to the interests of the School District.
        2. Employees must avoid all situations that create even the appearance of a conflict of interest.
      2. Conflict of interest restrictions shall apply to all members of the Board of Education, Officers of the Board, Administrators of Schools, school and district-level administration or any employee of the District.
      3. No one who has a financial or other interest in the transaction shall participate in the selection, award, or administration of a contract or purchase agreement.
      4. Employees of the District shall comply with and be subject to Part 24 of the Utah Procurement Code, titled “Unlawful Conduct and Penalties.”
      5. Knowing and willful violation of the conflict of interest policy by District employees is cause for personnel action and, in accordance with due process procedures, may result in termination.
    7. Purchasing Cards
      The purpose of the purchasing card is to establish a more efficient, cost-effective method of purchasing and payment for small-dollar transactions.  The purchasing card is designed to replace a variety of processes including petty cash, NPOs, small dollar purchase orders and certain open purchase orders.

      1. Only designated employees may, in the process of conducting District business, use the District’s authorized purchasing cards for purchases in strict accordance with the District’s purchasing card policies and procedures as found in the District’s Financial Accounting Manual.
      2. Purchasing cards have a single transaction limit of $2,000 unless a greater limit has been pre-approved by the Department.
      3. Card usage will be audited regularly.

  • Effective: 8/27/1985
  • Revision: 9/8/2009

THIS POLICY ONLY APPLIES TO EMPLOYEES WHO HAVE RETIRED PRIOR TO THE 2006-07 CONTRACT YEAR.

  1. Board Policy
    The Board shall provide certificated employees of the District retirement incentive, and directs the District Administration to administer the program as outlined below.
  2. Administration Policy
    The Administration shall administer the retirement program according to the following guidelines:
    Guidelines

    1. A licensed employee is eligible for this benefit if:
      1. The employee has a minimum of ten (10) years full-time equivalent service with the District and, at the time of resignation, retires under the provisions of the Utah Retirement Systems. Years of service will be calculated on the full-time equivalents; i.e., 2 years of half-time service equal I year of full-time service.
      2. The employee has signed a voluntary retirement acknowledgment agreement and waiver to the Age Discrimination in Employment Act (P.L. 101—433) prior to the retirement date of the employee.
    2. Each year the retiree will receive a percentage of the difference
      between Lane A, Step 1, of the teachers' C salary schedule andthat lane and step which the employee is on at the time of retirement.
      Retirees paid on the B salary schedule shall have their salary placement converted to the full-time equivalent lane and step on the C schedule to calculate this benefit. The percentages shall be based on Jordan District full-time equivalent service, as listed in the following table:

      Equivalent Full-time Years
      Percentage of the Difference
      10 years
      28%
      15 years
      38%
      20 years
      48%
      25 years
      53%
      30 years
      58%
    3. Upon retirement, an employee has four options:
      1. This benefit will be paid for a maximum of four (4) years or until the month in which the employee reaches the age for the unreduced Social Security benefit, whichever comes first. An employee retiring during the contract year will be paid monthly commencing the month following the actual retirement date. Employees retiring at the end of the contract year will receive a monthly entitlement commencing with the July 1 pay period.
      2. The retiree may authorize the District to purchase additional service credit for the employee through the State Retirement System as allowed by the Utah State Retirement System and Utah State law (See Senate Bill 34 passed by the State Legislature in 1995). The lump sum amount used as to procure retirement credit shall be discounted by the current prime interest rate plus 2 percent for each year to offset the District’s loss of interest earnings.
      3. The retiree may receive the monthly benefit for the first 12 months in a lump sum payment. The current prime interest rate plus 2 percent will be imposed to offset the District’s loss of interest earnings.
      4. The retiree may receive the entire early retirement in one lump sum. The lump sum payment will be discounted by the current prime interest rate plus 2 percent for each year to offset the District’s loss of interest earnings.
    4. Upon death of retiree, a one-time lump sum survivor payment will be made to surviving beneficiary as listed at the time of retirement, unless appropriate changes have occurred. The lump sum payment will be discounted by the current prime interest rate plus 2 percent for each year to offset the District’s loss of interest earnings.

NOTE: The prime interest rate shall be examined annually and adjusted as necessary to reflect significant changes in interest rates.

  • Effective: 8/27/1969
  • Revision: 11/8/2005

  1. Board Policy
    The Board recognizes the need for uniformity and clarity on financial accounting issues. All District employees are to follow the "Financial Accounting Manual." The Administration may change this manual from time to time as necessary. When this manual is updated, copies will be distributed to the Board.