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  • Effective: 6/24/1997
  • Revision: 6/12/2007
  • Reviewed: 6/10/2014

  1. Board Directive
    It is the directive of the Board to allow eligible classified employees an alternative leave day each year and authorizes the Administration to implement a policy for an alternative leave day for classified staff.
  2. Administrative Policy
    The alternative leave policy shall be administered according to the following administrative policy provisions:

    1. Each eligible classified employee shall be allowed one (1) day of alternative leave per year.
    2. Employees taking alternative leave shall be deducted 40 percent of their daily rate.
    3. Alternative leave is non-accumulative.
    4. Employees shall give at least one day’s notice of the intent to take alternative leave.
    5. Alternative leave may not be used the day before or after a personal leave day is taken.
    6. Alternative leave may not be used to seek other employment.

  • Effective: 5/27/1997
  • Revision: 9/8/2009
  • Reviewed: 4/26/13

  1. Board Directive
    It is the directive of the Board to allow eligible licensed employees an alternative leave day each year and authorizes the Administration to implement a policy for an alternative leave day for licensed employees.
  2. Administrative Policy
    The alternative leave policy shall be administered according to the following administrative policy provisions:

    1. Each eligible licensed employee shall be allowed one (1) day of alternative leave per year.
    2. Employees taking alternative leave shall be required to pay the cost of a long-term substitute.
    3. Alternative leave is non-accumulative.
    4. Employees shall give at least one day's notice of the intent to take alternative leave.
    5. Alternative leave may not be used during parent/teacher conferences, on a contract day prior to the first day of school, or during the first five or last five days of the school year.
    6. Alternative leave may not be used the day before or after a personal leave day is taken.
    7. Alternative leave may not be used to seek other employment.

  • Effective: 1/9/1996
  • Revision: 5/26/2015
  • Reviewed: 4/26/13

  1. Board Directive
    It is the policy of the Board to authorize paid sick leave benefits for licensed personnel who work 20 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 guidelines for sick leave and family leave benefits.  Sick leave runs concurrent with Family Medical Leave Act (FMLA) and Workers Compensation.  Refer to Policy DP322 NEG- Family Medical Leave Act.
  2. Administrative Policy
    Definitions
    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.
    Continuous service includes an approval leave of absence, sabbatical leave, sick bank, military and/or FMLA leave.  A resignation or retirement constitutes a “break in service.”  Employees returning to Jordan School District following a break in service will receive a new continuous service date reflecting the date of their return.  District seniority will be based on the new continuous service date.  Prior employment experience with Jordan School District may be taken into consideration for purposes of placement on the salary schedule.
    The sick leave policy shall be administered according to the following administrative policy provisions:

    1. Sick Leave Allowances
      1. Until June 30, 2007, licensed employees with a continuous service date prior to July 1, 1977, shall be allowed unlimited sick leave not to exceed 180 days per contract year for 9-month employees, 220 days for 11-month employees, and 240 days for 12-month employees.
      2. Licensed employees with a continuous service date on or after July 1, 1977, shall be allowed sick leave in accordance with the following schedule:
        Year 1 (not eligible for sick bank) 10 days per year*
        Years 2 through 5 10 days per year*
        Years 6 through 10 11 days per year*
        Years 11 through 15 12 days per year*
        Years 16 and beyond 13 days per year*
        Maximum accumulations:
        176 and 184-day contracts (9 month) 180 days
        220 to 233-day contracts (11 month) 220 days
        245-day contracts (12 month) 240 days

        * Note: An employee may use up to three days of his/her own accumulated sick leave to attend to the health care needs of immediate family members.  This schedule does not change the way unused sick leave benefits are calculated at the time of retirement.

      3. Employee Eligibility
        1. In order to be eligible to participate in the sick bank an employee must voluntarily donate one day annually of accumulated sick leave to the sick bank.  Employees wishing to opt out of participation in the sick bank must annually complete the appropriate form no later than September 1 of each school year.  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.
        2. First-year employees are not eligible to participate in the sick bank.
      4. Calculating sick leave allowances
        1. Employees hired after a contract year has started shall receive sick leave benefits on a prorated basis for the remainder of that year.  (For example, an employee who is on contract for 50 percent of the contract year would be eligible to receive 50 percent or 5 days of the 10-day annual sick leave allowance.)
        2. When calculating sick 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.
      5. Sick leave benefits during approved absences
        1. Interruptions of work for sabbatical leave, educational leave, or other authorized leaves shall not be considered a break in continuous service.  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.
        2. Employees returning from authorized leaves shall receive sick leave benefits according to the policy in force at the time the leave began except when the policy is changed as a result of negotiations.
      6. Use of sick leave for critical family care
        A maximum of twelve (12) days of sick leave may be used each year to care for a critically ill member of the immediate family or critically ill person residing on a permanent basis in the employee's home.

        1. Use of sick leave for critical family illness must be authorized by the Sick Leave Bank Review Committee.  The employee must submit his/her request in writing by applying online via Employee Access.
        2. Employees may not apply for critical family illness benefits until two (2) personal leave days and all family leave benefits are used.  Employees will be allowed to use up to five (5) personal leave days, but may not use more than five (5) accumulated personal leave days in any contract year as set forth in DP335 Personal Leave—Licensed.
        3. In cases of extended critical illness, employees may apply for additional days beyond the twelve (12) day allowance.
          1. If circumstances warrant it, the Sick Leave Bank Review Committee may authorize additional days equal to the number of unused family days available at the beginning of the critical illness. (A maximum of 3.)
          2. Employees who have exhausted two personal leave days, and family leave benefits, but who must continue to deal with a critical family care (as defined in item 5 above) may apply to the Sick Leave Bank Review Committee for additional days.  One additional day may be granted for each year of service in the District up to a maximum of fifteen (15) days.  If additional days are granted, only the cost of a long-term substitute shall be deducted from the educator’s pay.
          3. For those employees hired prior to July 1, 1977, the Sick Leave Bank Review Committee may allow the use of sick leave days for a critical family care (as defined in item 5 above).  One additional day may be granted for each year of service in the District up to a maximum of 12 days.  If additional days are granted, only the cost of a long-term substitute will be deducted from the educator’s pay. This will remain in effect until June 30, 2007.
      7. 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 in writing to the Sick Leave Bank Review Committee by applying online via employee access.   Employees may use up to a maximum of twenty (20) days critical family leave at the time of actual custody of the child.
        2. Employees may not apply for critical family care benefits until two personal leave days and family leave benefits are used.  Employees will be allowed to use up to five (5) personal leave days, but may not use more than five (5) accumulated personal leave days in any contract year as set forth in DP335- Personal Leave—Licensed.
        3. Any additional leave must fall under the policy provisions of DP322—Family Medical Leave Act.
        4. Part-time employees (half-time or more) may be granted up to a total of twelve (12) weeks leave (paid and non paid, including any off track time to continue to care for an adopted infant.
          (1) During the leave period, the District shall continue to pay its portion of the employee’s group health insurance premium.  An employee on leave must continue to pay his/her portion of the health insurance premium in order to keep coverage in effect.
          (2) An employee is not entitled to the accrual of any seniority or employment benefits that would have accrued if not for the leave.  An employee will not lose any seniority or employment benefits that accrued before the date the leave began.
          (3) If an employee fails to return to work after the leave has ended, the District may recover the health insurance premium paid by the District on the employee’s behalf.
    2. Employee-Funded Sick Leave Bank
      1. Establishment of the sick leave bank
        1. Each year, all participating employees (years 2 and beyond) in the accumulated sick leave program will donate one (1) sick leave day, unless the employee has opted out, to be placed in the sick bank.
      2. Use of the sick leave bank
        1. The sick bank is not intended to be used for short-term, in-and-out absences, elective medical procedures or other medical care that could be scheduled during non-contract time.
        2. Medically documented intermittent leave for long-term illness may be approved.
        3. Days from the sick leave bank shall be granted to eligible employees only after all accrued sick leave, family leave, and personal leave days have been used.
        4. Employees will be required to sign a release of medical information when making application to the sick leave bank.  Sick leave bank members must sign a confidentiality agreement to protect employees’ medical information and confidentiality.
        5. A combination of continuous years of service and accumulated sick leave days shall be used to determine the number of sick bank days which an employee qualifies to receive and any pay loss to be sustained.  (Years of service shall be computed in accordance with established guidelines for salary step movement.)
        6. Employees are not eligible to participate in the sick bank until 12 months after the date of employment.
        7. 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.
    3. Sick Bank Allowances
      1. Second Year Employees
        1. Second year employees shall be allowed up to 10 sick bank days at full pay according to the following schedule:
          Days of Accumulated
          Number of Days that
          Sick Bank
          Sick Leave at Beginning
          Long-Term Substitute
          Days Allowed
          of Long-Term Absence
          Costs Will Be Deducted
          At Full Pay
          13 plus
          0
          10
          12
          1
          9
          11
          2
          8
          10
          3
          7
          9
          4
          6
          8
          5
          5
          7
          6
          4
          6
          7
          3
          5
          8
          2
          4
          9
          1
          3 or fewer
          10
          0
        2. After all sick bank days allowed according to the schedule listed under item a. are used, second year employees may be granted up to 10 additional sick bank days if circumstances warrant it.  The cost of a long-term substitute shall be deducted for each additional day used under this option.
        3. In cases of catastrophic illness or injury, the Sick Bank Committee may grant second year employees up to 20 additional days of sick bank after all sick bank days provided under items a. and b. are exhausted.  The cost of a long-term substitute shall be deducted for each additional day used under this option.
      2. Third Year Employees
        1. Third year employees shall be allowed up to 40 sick bank days at full pay according to the following schedule:
          Days of Accumulated
          Number of Days that
          Sick Bank
          Sick Leave at Beginning
          Long-Term Substitute
          Days Allowed
          of Long-Term Absence
          Costs Will Be Deducted
          At Full Pay
          15 plus
          0
          40
          14
          1
          39
          13
          2
          38
          12
          3
          37
          11
          4
          36
          10
          5
          35
          9
          6
          34
          8
          7
          33
          7
          8
          32
          6
          9
          31
          5
          10
          30
          4
          11
          29
          3
          12
          28
          2
          13
          27
          1
          14
          26
          0
          15
          25
        2. After all sick bank days allowed according to the schedule listed under item a. are used, third year employees may be granted up to 40 additional sick bank days if circumstances warrant it.  The cost of a long-term substitute shall be deducted for each additional day used under this option.
        3. In cases of catastrophic illness or injury, the Sick Bank Committee may grant third year employees sufficient sick bank days to cover their transition to long-term disability after all of the sick bank days provided under items a. and b. are exhausted.  The cost of a long-term substitute shall be deducted for each additional day used under this option.
      3. Employees with four or more years of service shall be allowed up to 120 days from the sick bank at full pay less the cost of the substitute for each day the employee falls below 15 days of accumulated sick leave at the beginning of the long-term absence.  (A maximum of 15 days' long-term substitute costs will be deducted.)
      4. Sick bank limitations
        1. Prior to granting sick bank days, an employee shall agree in writing 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.
        2. 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.
        3. A second opinion may be required with any costs not covered by insurance borne by the District.
        4. When an employee requests sick bank days more than once within a 48-month period for an unrelated illness, a three (3)-day loss of pay shall be required before sick bank days are granted.  Use of sick bank days shall be limited to 120 days within a 48-month period.  The employee will also be required to meet all other qualifying criteria.
        5. Under catastrophic conditions, employees may appeal to the sick bank committee for a waiver of pay loss provisions.  The committee shall review the employee's attendance record and other related factors and either grant or deny the waiver based on the findings.  No appeal beyond the sick bank committee is provided.
    4. Sick Leave Review Board
      1. A Sick Leave Review Board shall be organized to review issues related to sick bank usage and cases of suspected sick leave abuse.
      2. The Sick Leave Review Board shall be composed of one administrator appointed by the superintendent and two members appointed by the president of the licensed employee agent.
    5. Abuse of Sick Leave
      1. Administrators shall periodically review sick leave usage.
      2. If an abuse of sick leave is suspected, the administrator shall confer with the employee and, if necessary, ask the Sick Leave Review Board to review the case.  Cases will be reviewed according to Administrative Guidelines developed by the Sick Leave Review Board.
      3. If it is determined that an abuse of sick leave has occurred, the following actions shall be taken:
        1. The sick leave benefits which were paid inappropriately shall be reclaimed from the employee.
        2. The employee shall be suspended for five (5) days without pay during the next pay period.
        3. A reprimand shall be entered in the employee's personnel file.
      4. A second proven abuse of sick leave may result in immediate termination.
    6. Payment for Sick Leave
      1. In order to receive full pay for work missed due to illness or injury, employees shall complete an absence form which is approved by the immediate supervisor and submitted to the Payroll Department for processing.
      2. Employees may be required to verify the nature and duration of an illness or injury with a doctor's certificate.
    7. Notification of Absence
      1. Employees are required to notify their immediate supervisor as soon as they know that they will be absent from work.
      2. If a substitute must be hired, the employee shall see that the Human Resources Department is notified no later than 6:30 a.m. on the day of the absence.

  • Effective: 6/13/1972
  • Revision: 6/9/2015
  • Reviewed: 4/26/13

  1. Board Directive
    It is the directive of the Board to authorize paid sick leave for classified personnel who qualify for sick leave benefits 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
    The sick leave policy shall be administered according to the following administrative policy provisions:

    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. Extended family is defined as anyone included in the immediate family definition plus a spouse’s father, mother, brother, sister or an employee’s or spouse’s grandfather, grandmother, grandchild, brother-in-law, sister-in-law, son-in-law or daughter-in-law.
    3. Any leave used within this policy will run concurrent with FMLA leave, if the employee meets the eligibility requirements for FMLA as outlined in DP322—Family Medical Leave Act.
    4. Sick leave allowances for contracted employees  shall be determined by a combination of contract days and years of service according to the following schedule.
      1. Employee sick leave allowances:
        Years 1 through 5 7 days per year
        Years 6 through 10 11 days per year
        Years 11 through 15 12 days per year
        Years 16 and above 13 days per year
      2. Maximum allowances:
        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
    5. A classified employee may use up to three days of his/her own accumulated sick leave to attend to the health care needs of extended family members as defined above.
    6. Sick leave accrual
      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.
      2. 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.
      3. If an employee becomes sick and uses all his/her sick leave and later returns to work, he/she must start over on a new accumulation at the rate shown for the year of service he/she was on at the time he/she became sick.
    7. Use of sick leave for critical family care
      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.

      1. Use of sick leave for critical family illness must be authorized by the Sick Leave Bank Review Committee.  The employee must submit his/her request in writing by applying online via Employee Access.
      2. Employees may not apply for critical family care benefits until all accrued leave days are used in the following order:  personal leave, family leave, and vacation leave days.  Employees will be allowed to use up to five (5) personal leave days in any contract year, as set forth in policy DP335B—Personal Leave - Classified.
      3. In cases of extended critical care, employees may apply for additional days beyond the twelve (12) day allowance.
        1. If circumstances warrant it, the Sick Leave Bank Review Committee may authorize additional days equal to the number of unused family sick leave days available at the beginning of the critical illness to a maximum of three (3).
        2. For those employees hired prior to July 1, 1977, the Sick Leave Bank Review Committee may allow sick leave days for critical family care as defined above.  One additional day may be granted for each year of service in the District up to a maximum of 15 days.  If additional days are granted, the employee shall be required to pay 40 percent of the employee’s daily rate.
    8. 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 in writing to the Sick Leave Bank Review Committee by applying online via Employee Access.
      2. Employees may not apply for critical family care benefits until all accrued leave days are used in the following order:  personal leave, family leave and vacation leave days.  Employees will be allowed to use up to five (5) personal leave days in any contract year as set forth in policy DP335B—Personal Leave - Classified.
      3. Employees may be granted a maximum of  twenty (20) days leave 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 and family leave days.
      4. Any additional leave must fall under the provisions of DP322—Family Medical Leave Act.
    9. Sick leave payments, procedures, and limitations
      1. In accordance with established policy, full pay shall be allowed upon the completion of the absence form with the approval of the principal or immediate supervisor.
      2. The Administration may require a doctor's certificate without regard to the number of sick leave days claimed at any one time.
      3. Absences due to illness are to be reported to the appropriate office or individual as soon as possible.
      4. The sick leave allowance during the first year of service for employees whose employment is subsequent to the beginning of the contract year shall be prorated according to the ratio that the number of days of possible service bears to the total number of days during that contract or employment year.
      5. If the sick leave allowance is exhausted, unused vacation days may be used to avoid loss of salary.
      6. 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.
      7. 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.
      8. 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 in the next pay period.
        3. Disciplinary actions taken, up to and including termination of employment shall be entered in the employee's personnel file.
      9. Elective surgery shall be scheduled to minimize the time off work.
    10. Employee-Funded Sick Leave Bank
      1. Establishment of the Sick Leave Bank
        1. In order to be eligible to participate in the sick bank, an employee must voluntarily donate one day annually of sick leave to the sick bank.  Employees wishing to opt out of participation in the sick bank must annually complete the appropriate form no later than September 1 of each school year.  Non-contracted employees shall not be eligible for the sick bank.
        2. 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.
        3. Employees who are considered “Provisional” as defined in DP314 — Provisional and Probationary Classified Personnel 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 their sick bank eligibility for that year.  Sick leave days per year are based on the following:
          1.  1 - 3 years of service are eligible for up to 15 sick bank days
          2. 4 - 7 years of service are eligible for up to 30 sick bank days
          3. 8 - 11 years of service are eligible for up to 60 sick bank days
          4. 12 years of service and above are eligible for up to 120 sick bank days
      2. Employee Funded Sick Leave Bank Application
        1. Employees shall complete an official request for sick leave bank form bearing the employee’s original signature.  Sick leave bank forms are available from the immediate supervisor, online or in the District Human Resources Department.
        2. Employees shall complete a release of medical information form to allow the members of the Sick Leave Bank Committee to review any medical documentation that they provide with the request for sick leave bank.
        3. Employees shall be required to complete a release of information form to allow the Committee to review their official District personnel file, if the need should arise.
        4. 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.
        5. A second opinion may be required with any costs not covered by insurance borne by the District.
        6. Before an employee is eligible to apply for Sick Leave Bank use, the following criteria must be met for each qualifying medical condition.  The employee must have:
          1. been approved for and is receiving FMLA (which will run concurrently with any sick leave bank usage); and
          2. exhausted all accrued sick leave days, personal 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).
        7. An employee shall be required to provide the Sick Leave Bank Committee with updated information regarding his/her condition every 30 days after the approval of the sick leave bank benefits.  Continuation of the sick bank leave shall be contingent upon the information contained in the update.
      3. Employee Funded Sick Leave Bank Limitations
        1. No employee shall draw more than 120 days from the sick leave bank during a three-year  period.
        2. No employee shall take vacation days within 15 working days after drawing upon the sick leave bank.
        3. No employee shall accrue leave days, i.e., personal, family, sick or vacation while drawing upon the sick leave bank.
        4. 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.
        5. Prior to granting sick bank days, an employee shall agree in writing to repay the sick bank any unused vacation days for sick bank days used or granted before transitioning to long-term disability.
        6. Prior to granting sick bank days an employee shall agree in writing 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.
        7. No appeal beyond the sick leave bank is provided.
        8. 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.
      4. Sick Leave Bank Committee
        1. Sick Leave Bank Committee, composed of the Human Resources classified administrator, 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 leave bank.  The Human Resources classified administrator 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 leave bank requests and rule on sick leave bank usage.  The unused sick leave bank days shall be reported to the committee on a quarterly basis.
        3. The Human Resources classified administrator shall make available to the committee all the information that is submitted with an employee’s sick bank request at least 24 hours prior the regularly scheduled meeting.
        4. Minutes of all Sick Leave Bank Committee meetings shall be recorded and distributed to all committee members.

  • Effective: 8/27/1969
  • Revision: 9/8/2009
  • Reviewed: 3/26/2013
  1. Board Directive
    Recognizing the need for emergency preparedness planning, the Board authorizes District participation with community leaders and emergency management agencies. These programs shall be planned to accomplish the following:

    1. Extend the local community the greatest possible protection and assistance in times of emergency or disaster
    2. Provide protection and preservation of District properties
    3. Provide leadership assistance, as local and state authorities work to avoid panic or confusion in the event of an attack or disaster
    4. Comply with State Rule R277-400 School Emergency Response Plan.
  2. Administrative Policy
    The responsibility for coordinating emergency preparedness activities within the District shall be delegated to the Administrator of Auxiliary Services and/or designee.  Working with directors and school principals, the Administrator of Auxiliary Services shall direct the planning and conduct of emergency preparedness programs

    1. The Administrator of Auxiliary Services will obtain mutual agreements with local, county, state and federal agencies for the use of any Jordan School District facilities in the event of an emergency or disaster.
    2. Principals shall be responsible for conducting in-service training programs for teachers and appropriate orientation programs for students.
    3. Principals shall work closely with the PTA and other civic groups in correlating school and community emergency preparedness procedures.
    4. The District emergency preparedness program shall be planned and conducted in accordance with guidelines established by state, county and local agencies.