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  • Effective: 8/27/1969
  • Revision: 4/26/2016
  • Reviewed: 4/26/13

  1. Board Directive
    The Board recognizes the need for a District grievance process and delegates to the Administration the authority to implement a policy regarding grievance procedures for licensed personnel.
  2. Administration Policy
    It is the policy of the Administration to address grievances alleged by licensed employees with the following administrative policy provisions:

    1.  Definitions
      1. Grievance - A complaint which:
        1. Sets forth an allegation that there has been a violation of District policy, state law, or federal law.
        2. Specifically identifies the policy or statute alleged to have been violated.
        3. Provides a detailed statement of the alleged violation.
      2. Grievant - Any licensed employee or group of licensed employees aggrieved by a decision or condition falling under District policy, or state or federal law.
      3. Grievance Officer - The District employee or employees designated to review complaints regarding alleged violation of District policy, state law, and/or federal law and charged with the responsibility of investigating, or overseeing the investigation of, complaints.
    2.  Procedure
      1. Step I
        Any licensed employee alleging a grievance is encouraged to resolve the problem, if possible, through an informal discussion with the immediate supervisor as provided for in Miscellaneous provisions C.1. of this policy.  If this is not satisfactory, the grievant may file at Step II.
      1. Step II
        Any licensed employee submitting a grievance at Step II shall present a completed Licensed Employee Grievance form to his/her immediate supervisor.  Grievance forms are available in the District’s Human Resources Department or online at the District’s Human Resources website.  A copy of the grievance form shall be immediately forwarded by the supervisor to the District grievance officer, the appropriate District-level Administrator, and the Administrator of Human Resources.  The District grievance officer shall then submit the issue in question to the employee agent group in writing.  The employee agent group has the option of reviewing the issue and making a written response to the District grievance officer.

        1. The supervisor shall respond to the grievance, in writing, within five (5) working days following receipt of the grievance.  A copy of the response will be forwarded to the District grievance officer, the appropriate District-level Administrator, and the Administrator of Human Resources or his/her designee, grievant, or representative.
        2. If the response (decision) does not resolve the grievance, the grievant may file the grievance at Step III.
      2. Step III:
        The Investigatory Committee may be activated at this step only.  (See Miscellaneous Item C. 9.)

        1. The grievant shall prepare and file the Licensed Employee Grievance Form with the District grievance officer at Step III.
        2. The Investigatory Committee or the grievance officer shall investigate the complaint with the parties concerned in the grievance within fifteen (15) working days of the grievance having been filed at Step III.
        3. The grievance officer shall issue a written report setting forth his/her findings and recommendations for the resolution of the grievance within five (5) working days after the conclusion of the investigation.
        4. The grievance shall be considered resolved if the grievant and the District accept the recommendations of the District grievance officer, or if the grievant fails to file the grievance at Step IV within the time limits set forth herein.
        5. If no written report has been issued within the time limits set forth in "c" above, or if the grievant or District shall reject the recommendations of the grievance officer, the grievant shall be authorized to file the grievance at Step IV.
      3.  Step IV:
        1. If the grievant rejects the recommendations of the District grievance officer, the Investigatory Committee, or the grievance officer fails to issue a written report in the time specified, the grievant shall have ten (10) working days to request that an impartial hearing examiner be selected to hear the grievance.  Procedures for the selection of the impartial hearing examiner are in Section C. 9. Miscellaneous provisions.
        2. The impartial hearing examiner shall submit written recommendations to the Superintendent or his/her designee and the grievant or his/her designated representative within ten (10) working days after the hearing.
        3. The Superintendent or his/her designee shall, within five (5) working days, submit in writing to the grievant the District's decision to reject or accept the impartial hearing examiner's recommendation.
      4. Step V:
        1. If the grievant rejects the recommendations of the Superintendent or his/her designee, or if the Superintendent or his/her designee fails to issue a report within the time limits set forth above, the grievant shall be authorized to file the grievance at Step V within ten (10) working days of the date the recommendation of the Superintendent or his/her designee was issued or should have been issued.
        2. The grievance at Step V shall be filed with the Board in the following manner:
          1. The grievant shall file the grievance by delivering it to the Board within the time limits set forth herein.
          2. Within ten (10) working days of receipt of the grievance or another timeline agreed to by both parties, the Board shall establish a hearing date to hear the testimony of all interested parties.  The Board shall have the authority to call witnesses for the hearing.  Such hearing will be held within twenty (20) working days of filing of the grievance at Step V or another timeline agreed to in writing by both parties.
          3. Within thirty (30) working days or other timeline agreed to in writing by both parties of the filing of the grievance at Step V, the Board shall issue its determination of the grievance.  The findings of the Board shall be final and binding.
    3. Miscellaneous Provisions
      1. A grievance must be filed within twenty (20) working days of the date the grievant knew or should have known of the circumstances which precipitated the grievance.
      2. A grievance shall furnish sufficient background concerning the alleged violation which identifies date(s), time(s), person(s), and actions that led to the allegation.
      3. No person shall suffer recrimination or discrimination because of participation in this grievance procedure.
      4. Hearings should be scheduled during a mutually convenient time.
      5. Employees shall be free to testify regarding any grievance filed hereunder.
      6. Confidentiality will be observed pending resolution of the grievance or final decision by the Board.
      7. Nothing contained herein shall be construed so as to limit in any way the ability of the District and the grievant to resolve any grievance, mutually and informally.
      8. The grievant shall be entitled to representation of his/her choice in all stages of these proceedings.
      9. If needed, the Investigatory Committee shall be selected as follows:  The District shall designate one member of its choice and the employee agent shall designate one member of its choice, and these two appointees shall recommend a third committee member subject to the approval by the employee agent and the District.  This committee shall conduct investigations of grievances filed by persons asking to be represented by the employee agent and shall report the results of its findings and its recommendations, in writing, to the District grievance officer who shall be responsible to make final determination of all grievances filed at Step III.  Step III grievances shall be investigated and a response made, regardless of whether or not the grievant asks for representation.
      10. When required, members of the Investigatory Committee shall be excused from their regular assignments to perform investigations.
      11. Impartial hearing examiners shall be persons who will conduct hearings independent of pressure or influence from the District administration, District staff, the licensed employee who is the participant in the grievance, or any association or organization acting on behalf of or representing the employee. No impartial hearing examiner may be a direct supervisor or subordinate of either the employee or a person recommending the employee’s termination for cause.
      12. Impartial hearing examiners may either be District hearing examiners or individuals not employed with the District.
      13. The employee agent and the District agree to use the American Arbitration Association (AAA) for Level IV hearings. This includes following the rules and procedures as outlined by the AAA.
      14. The cost of services of the hearing examiner shall be equally shared by the District and the educator or the organization representing the educator.
      15. In the event that the grievance remains unresolved at the termination of this grievance procedure, the grievant is free to pursue such litigation or statutory remedy as the law may provide.
      16. Employees should exhaust all District grievance procedures before seeking other legal remedies.

Licensed Employee Grievance form PDF

  • Effective: 8/27/1969
  • Revision: 4/26/2016
  • Reviewed: 6/10/2014

  1. Board Directive
    The Board recognizes the need for a District grievance process and delegates to the Administration the authority to implement a policy regarding grievance procedures for classified personnel.
  2. Administrative Policy
    It is the policy of the Administration to address grievances alleged by employees with the following administrative policy provisions:

    1. Definitions
      1. Grievance – A complaint which:
        1. Sets forth an allegation that there has been a violation of District policy, state law, or federal law.
        2. Specifically identifies the Jordan School District policy or statute alleged to have been violated.
        3. Provides a detailed statement of the alleged violation.
      2. Grievant – Any classified or group of classified employees aggrieved by a decision or condition falling under District policy, or state or federal law.
      3. Grievance Officer – The District employee or employees designated to review complaints regarding alleged violation of District policy, state law, and/or federal law and charged. with the responsibility of investigating, or overseeing the investigation of, complaints.
      4. Immediate Supervisor – The employee’s principal or department director/administrator.
    2. Procedure
      1. Step I:
        Any classified employee alleging a grievance is encouraged to resolve the problem, if possible, through an informal discussion with the immediate supervisor (Step I). This discussion is included in the twenty (20) working day window for filing a grievance.
      2. Step II:
        1. In the event that the informal discussion does not resolve the problem, a classified employee (grievant) or his/her designated representative may prepare and file a completed grievance form with his/her immediate supervisor. The grievant or his/her representative shall furnish sufficient background information concerning the alleged violation, which identifies date(s), time(s), person(s), the actions that led to the grievance, and the District policy, or state or federal law that was violated.
        2. A copy of the grievance will be immediately forwarded by the immediate supervisor to the District Grievance Officer, the appropriate District-level Administrator, the Administrator of Human Resources or his/her designee, and the President of the employee agent group.
        3. The grievance must be filed within twenty (20) working days of the date the grievant knew, or should have known, of the circumstances which precipitated the grievance. Grievance forms are available in the District’s Human Resources Department or online at the District’s Human Resources website. A grievance will be denied, if the grievant, or his/her designated representative, does not file a grievance form that sets forth an allegation that there has been a violation of a District policy, or state or federal law and specifically identifies the policy or statute alleged to have been violated.
        4. The immediate supervisor to the grievant, or his/her representative, shall respond in writing, within five (5) working days following receipt of the grievance.  A copy of the response will be forwarded to the District Grievance Officer, the appropriate District-level Administrator, the Administrator of Human Resources or his/her designee, and to the President of the employee agent group.
      1. Step III:
        1. If the immediate supervisor’s written response (decision) at Step II does not resolve the problem, the grievant or his/her designee shall forward the completed Classified Employee Grievance Form to the District Grievance Officer to initiate Step III.
        2. The District grievance officer shall investigate the complaint with the parties concerned in the grievance within fifteen (15) working days of the grievance having been filed at Step III.
        3. At the conclusion of the investigation, the grievance officer shall render a decision and issue a written report setting forth his/her findings and recommendations for the resolution of the grievance within five (5) working days.
        4. The grievance shall be considered resolved if the grievant and the District accept the recommendations of the District grievance officer.
        5. If no written report has been issued within the time limits set forth in “c” above, or if the grievant or District shall reject the recommendations of the District grievance officer, the grievant or the District shall have the right to appeal to the Board of Education for review of the grievance at Step IV.
      2. Step IV:
        1. A written request for Board of Education review of the grievance must be submitted to the Superintendent or his/her designee within ten (10) days of the date of the grievance officer’s report or the expiration of the time limits set forth in Step III.
        2. The Board of Education shall review the grievance and the grievance officer’s report. (An additional hearing shall not be held.)
        3. The Board of Education may affirm the grievance officer’s recommendations, amend the recommendations, or affirm the recommendations in part and amend in part.
        4. The Board of Education’s written decision shall be issued within twenty-one (21) working days of receipt of the grievant’s written appeal by the Superintendent or his/her designee at Step IV.
        5. If no written decision has been issued within the time limit set forth in B.4.d or if the grievant shall reject the decision of the Board of Education, the grievant shall be free to pursue such litigation or statutory remedy as the law may provide.
    1. Miscellaneous Provisions
      1. The employee will be informed that the time limits set forth in this policy may be modified or extended if mutually agreed upon by the employee, or his/her designated representative, and the District.  If either party wishes to change the timeline set forth in this policy, the party will request the modification(s) from the other party and both parties will need to agree to the modification(s) before the modification(s) can be honored.  The grievance officer will issue a letter of understanding to the parties outlining the agreed upon modified timeline.
      2. No person shall suffer recrimination or discrimination because of participation in this grievance procedure.
      3. Employees shall be free to testify regarding any grievance filed hereunder.
      4. Confidentiality will be observed pending resolution of the grievance.
      5. The grievant may be accompanied by a representative of his/her choice in all stages of these proceedings.
      6. Records of all grievances will be maintained by the District grievance officer. The records will be kept in a separate and confidential file as required by District policy DP367—District Records Management.  Information regarding grievances will be classified as private.