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  • Effective: 6/14/1988
  • Revision: 5/26/2015
  • Reviewed: 5/28/2013

  1. Board Directive
    The Board of Education holds the expectation that all interactions between employees and students are professional and appropriate.  Therefore, the Board directs the District Administration to develop a scope of employment policy regarding interactions between students and staff members which stem from school relationships.  In addition, the Board directs the Administration to designate that certain activities pertaining to dangerous weapons are outside the scope of an employee’s employment.
  2. Administrative Policy
    The scope of employment policy shall be administered according to the following administrative policy provisions and applies to all employees, contract employees, and volunteers.

    1. Instruction, counseling, and administrative tasks and all other planned school contact with students shall be accomplished at the school during regular school hours.
      1. If special circumstances make it necessary for a District employee to meet with one or more students outside the regular school day or at a location other than the school, prior written approval from the principal is required.
      2. When a student requires staff assistance outside the regular school day because of an emergency or unanticipated occurrence, the employee shall notify the principal of the occurrence as soon as possible.
      3. All transportation of students in personal vehicles by District employees shall be avoided, unless the students are members of the employee’s immediate family or a student must be transported by an employee due to an emergency situation where the health, safety or welfare of the student is at immediate risk.  If such travel cannot be avoided and the transportation of a student is not life threatening, written permission must be obtained in advance from the parent and principal.
    2. All extracurricular activities outside regular school hours or off school property must be authorized in advance and in writing by the school principal in accordance with District Policy AA444—Employee Involvement in Private, But Public Education-Related Activities.
    3. After-hour activities involving students are to be held at the school whenever possible.  If another location is necessary, prior written approval from the school principal is required.
    4. Employees shall not charge a fee for any tutoring services provided to students at the school within school hours.  Employees may charge a fee for tutoring services outside of contract hours, only in accordance with District Policy AA444.
    5. District employees have the responsibility to communicate with students and their parents or guardians in a professional manner.  Text messages to students must be of a professional, not personal nature.  All communication using social media must be in compliance with District policies, including Jordan School District Policy DP371 Employee Information Network Acceptable Use and the Social Media Guidelines.  The message content, context and frequency will be used to determine if disciplinary action is taken by the District.
    6. Unless otherwise provided for by law, possession, or use of a firearm, weapon, or other dangerous materials (as defined in section G, below) by any employee in a District building, in or on District property, in conjunction with any District activity, or while traveling in District funded or dispatched vehicles, is in violation of Jordan School District Policy, and will be subject to disciplinary sanctions which may include termination. Possessing, using, selling, or attempting to possess, use or sell any such dangerous materials on District property or in District vehicles is prohibited regardless of intent.  Exceptions to this prohibition are for employees that use tools or materials that are required as part of their job function (as defined in section H, below) and for current holders of a lawfully issued concealed firearm permit (as set forth in section I, below) applying only to firearms, not to any other prohibited weapon or other dangerous materials.
    7. Dangerous materials include, but are not necessarily limited to, the following:  firearms (including antique firearms), weapons, knives, swords, explosive/incendiary devices, dangerous chemicals, noxious or flammable materials, martial arts weapons or other instruments including those which eject a projectile or substance of any kind, or any replica or facsimile of any of the above, whether functional or nonfunctional, whether designed for use as a weapon or when any object or substance is used as a weapon.
    8. Authorized use or possession of dangerous materials and tools when used in connection with a District approved activity or job function must be in the possession or under the control or supervision of the person authorized and responsible for the activity (e.g.: cooking, consumer science, CTE, chemistry classes, custodial, maintenance and repair).
    9. The law provides that a qualified person may receive a permit “to carry a concealed firearm for lawful self defense” UCA §§53-5-704(1),-705.  A concealed dangerous weapon means “a dangerous weapon that is covered, hidden or secreted in a manner that the public would not be aware of its presence and is readily accessible for immediate use.” UCA §76-10-501(3)(a)(i).  Therefore, any lawfully concealed firearm on District property or in District vehicles must remain concealed such that the public is not aware of its presence.
    10. District property may not be used to hide, cover or secret a firearm.  A lawfully concealed firearm must be within the employee’s immediate control at all times.  Employees must recognize that students could gain access to a firearm that is not properly concealed, or controlled.  Therefore, employees must use good judgment and strictly follow the law and this policy.
    11. An employee of Jordan School District who obtains a concealed weapons permit does so in his or her own individual capacity.  Any use of such weapons is outside the scope of employment, is contrary to the purposes of employment by the District and is done solely in the employee’s personal capacity, not as an employee of the District.  Any and all liabilities, damages, demands, claims, actions or proceedings in law or equity, including attorney’s fees and costs to suit, relating to or arising out of an employee decision to carry, threaten use, or use a weapon will be the sole responsibility of that employee without recourse to, or liability protection from or through the District.

Effective: 9/28/1981
Revision: 6/26/1990
Reviewed: 12/27/2012


  1. Board Directive
    The Board recognizes the need for a policy governing the protection of employees. Responsibility is delegated to the District Administration for implementing the policy according to established provisions.
  2. Administrative Policy
    The Protection of Employees policy will be implemented according to the following provisions:

    1. Employees shall report immediately in writing to their principal or immediate supervisor and to the Superintendent all cases of assault suffered in connection with their employment.
    2. If criminal or civil proceedings are brought against an employee alleging that he/she committed an assault in connection with his/her employment, such employee, after making reports, may request the Board to furnish legal counsel to defend him/her in such proceedings, insofar as the interests of the employee and the District are not conflicting. If the employee is found guilty or liable in such proceedings, such finding may constitute a cause for dismissal from the school system. Fines, damages, penalties, or forfeitures shall not be paid by the Board.
    3. Civil liability insurance coverage shall be provided for each employee
      to the extent now provided by the law under tort liability. Costs of this
      coverage shall not be deemed to provide payment for fines, penalties, or forfeitures arising out of criminal proceedings.
    4. Whenever an employee is absent from his/her assignment as a result of personal injury or for appearances before a judicial body of legal authority in connection with an assault case, he/she shall be eligible for sick days. There shall be no loss of wages or reduction in accumulated leave.
    5. Physical restraint may be used by an employee in an extraordinary case
      of breach of discipline to restrain, if necessary, a disruptive pupil to prevent injury to himself/herself or students, provided the force used is reasonable under the circumstances. The employee shall inform the principal or immediate supervisor at once of such action and shall make an accurate, written report within 24 hours.
    6. The District shall take appropriate action against the person (a student)
      committing the assault, according to the student discipline policy established by the District.

  • Effective: 6/28/1977
  • Revision: 2/25/2014

  1. Board Directive
    School officials are charged with protecting the health and safety of all students and promoting the effective operation of the schools.  Fulfillment of these duties may conflict with a student's right to and need of privacy.  The interest of individual students in securing personal privacy must be balanced against the interest of society in protecting students against disruptive or illegal conduct by other students.  The Board delegates to the Administration the responsibility for determining policy in order to permit school officials to carry out their duties while preserving a student's reasonable expectations of privacy.
  2. Administrative Policy
    1. A search shall be conducted or directed by a school official who has the responsibility for maintaining school discipline, or by a designee of the official.
    2. A school official may conduct a search of a student or a student's effects when:
      1. The official has reasonable grounds to believe that the search will turn up evidence of a violation of the law or of school rules; and
      2. The measures taken to conduct the search are reasonably related to the objectives of the search and are not excessively intrusive in light of the circumstances, including the student's age and sex, and the nature of the infraction.  The measures taken to conduct the search include those taken to compel a student's compliance with the school official's requests.
    3. The school district regulates the use of school property, and may also regulate vehicles brought onto school property.  School officials may undertake surveillance of school property and of vehicles located on the property.  An official, who has reasonable grounds to believe that a search of a vehicle will turn up evidence of alcoholic beverages, controlled substances, weapons, stolen property, or other violation of either law or the rules of the school, may ask the driver of the vehicle to open the vehicle and may inspect the vehicle in the driver's presence.  If a driver fails to comply with the requests of the officials, or if an inspection turns up any of the above-mentioned evidence, the official may take measures reasonably calculated to maintain the safety and proper control and management of the school, including disabling the vehicle until police or parents can be summoned.
    4. While lockers, desks, and other storage areas are provided to students by the school, the school retains control and access to all lockers, desks, and other storage areas.  These areas are assigned to students for their use on the condition that they will be used in a manner consistent with the law and school rules.  School officials may conduct inspection of these areas at any time, with or without the student present, in order to fulfill their responsibility of maintaining proper control and management of the school.  A school official may inspect the contents of these areas under the standards for conducting a search as specified in this policy.
    5. School disciplinary procedures may be brought against a student who fails to comply with the reasonable requests of a school official.
    6. The police may be contacted or called in at the discretion of the school official.
    7. The fruits of a search conducted under this policy may be:
      1. Turned over to the police for inspection
      2. Used in a judicial proceeding
      3. Retained by a school official for use in a school disciplinary proceeding
    8. In addition to searches permitted under one or more of the preceding sections, a school official may conduct a search of a student, a student's effects, a vehicle driven by the student, or other property controlled by a student if the student voluntarily gives consent to the search.
    9. School officials may require, as a condition of granting students the right to use parking facilities at the school, that students and parents give consent to reasonable searches of student vehicles parked on campus.

  • Effective: 1/25/1972

  1. Board Policy
    Recognizing the need for a procedure to be followed in the case of a bomb threat, the Board directs the Administration to implement a program which will meet bomb threat situations as they arise, in order that the maximum safety of all students and personnel will be assured.
  2. Administration Policy
    The Administration will implement the Board policy in accordance with the following guidelines:

    1. A detailed plan for meeting a bomb threat shall be developed. It shall be disseminated at least to all faculty members and administrative personnel. Because the threat may be voiced to them, secretaries and office personnel shall have specific directives for gaining full information from a caller, for relaying the threat to proper authorities, and for securing telephone company assistance in tracing the call. The plan shall include clear procedures for evacuating the school buildings, for searching the premises, and for the resumption of classes. In most situations, the plan will best utilize a fire drill procedure to clear buildings, thereby avoiding the panic that identifying a bomb threat may cause. Where intercoms or public address systems are available, a code word given to teachers may distinguish between bomb threats and fire drills.
    2. Principals shall not ignore bomb threats on the assumption that they are mere pranks, because publicity may encourage more threats, or because elaborate precautions, including evacuation of buildings and thorough search, play into the hands of disrupters. In a formal plan, a principal or other responsible authority must be given some latitude for the exercise of good judgment. If the nature of a call or message is such that he is positive no immediate danger threatens, there shall be the option of a quiet, unannounced survey before a decision is made to evacuate a building or dismiss school.
      1. The power of suggestion is such that undue publicity or sensationalized reporting tends to perpetuate or multiply bomb threats.
      2. It is possible and often desirable to play down or even to eliminate coverage of threats.
    3. A phone call to a school or elsewhere stating that a bomb has been placed in a school house or other Board of Education building, where the caller hangs up without giving detailed information may be classed a hoax or prank. It may have been to harass school personnel, students, or other public employees who may be dispatched to the school as a result of the call. An individual having information regarding a bomb and communicating such information to a responsible school official should be willing to give full and unhurried information and answer questions.
      1. Upon receipt of a phone call by school personnel, where the caller reports a bomb in the building, the following procedure may be employed:
        1. The person receiving such a call shall inform the caller, "I'll connect you with the principal."
        2. Whenever possible, the school principal will question the caller and attempt to determine: (1) location of bomb, (2) appearance of bomb package, (3) time set for detonation, (4) description of the explosive material, (5) name and address of caller, (6) other pertinent information.
        3. If the caller refuses to talk to the principal, the person receiving the call will immediately and personally notify the principal and give all information regarding the call.
      2. The school principal will evaluate the information received and decide upon the course of action (depending upon whether he judges it to be: (a) possible false threat, (b) possible real bomb in building.
    4. Possible False Bomb Threat (Procedure)
      1. Have the head custodian and all non-teaching administrators and supervisors report to the principal's office at once for instructions.
        1. The head custodian shall be instructed to use his subordinates in conducting a search of the building without disrupting classes in session. Detailed instructions to the custodian are to be reviewed in advance to conserve time when the threat occurs.
        2. All other non-teaching personnel are to be assigned familiar areas to search.
        3. By pre-arranged signal, all teachers are to scan their rooms (not a detailed search--do not disrupt or dismiss classes).
      2. All school personnel assigned to searching are to report their findings to the principal within 20 minutes after receiving such detail. Assign search areas to knowledgeable people and limit size to 20 minute capability.
      3. Strange objects (possible bombs) are not to be moved. If they are located in a classroom or other occupied area, the room and immediate adjacent rooms are to be evacuated at once and will not be used again until someone in authority can examine and rule on the strange object. These rooms or areas may be reoccupied as soon as the object is declared safe or after it has been removed to a safe location.
      4. Strange objects that may be an explosive bomb should be handled only by experienced public officials, such as (members of the) fire department, police division, civil defense, military, or other explosive bomb disposal experts.
      5. Whenever a possible bomb is discovered, the police and fire department are to be notified at once so they may dispatch personnel to the scene to render advice and assistance.
    5. Possible Real Bomb in Building (Procedure)
      In any case where the school principal feels that the "bomb in building" report is valid, in view of the willingness of the informer to give detailed, convincing information, the principal shall proceed as outlined below. This procedure is also to be followed when an object suspected of being explosive (a bomb) is discovered.

      1. If evacuation of the building is in his/her judgment the proper procedure, he/she should follow fire drill instructions and procedure. Both the police division and fire department should be called if the school is evacuated. The additional manpower will shorten the search.
      2. School personnel (teachers, administrators, counselors, supervisors, custodians, and all other school employees from the school) may be used to search areas familiar to them. The best and quickest search is made by people familiar with normal objects and conditions in their work area.
      3. Suspected objects should be left to the experts to evaluate, handle, and process. The school employee's responsibility ends when his/her search produces a suspected object. He/she reports his/her findings and moves to a safe distance.
      4. All pertinent instructions listed under "D, Possible False Bomb Threat (Procedures)" are to be followed when a real bomb is discovered or one is believed to be in the building.
      5. Try to eliminate publicity and discussion so as to avoid spreading the idea to others.
      6. The assistant principal, teacher-in-charge during the principal's absence, secretary, and custodian should be informed of these plans.
      7. Teachers and all other school employees should be briefed on their assignments, so that they may respond calmly when a threat develops.
      8. These procedures should be treated confidentially. Please do not post on bulletin board, but keep in a folder accessible to those who need to be acquainted with them.
      9. Since calls (bomb threats) are likely to be committed by a prankster, evacuating in every instance may encourage such individuals to repeat these nuisances. Each bomb threat call must be evaluated and an appropriate response determined by the person in charge of the school.
      10. No report of a bomb in the building should be ignored. The minimum response must be no less than a search by appropriate school employees followed by a report to indicated people.
      11. Remain calm as you follow through with the predetermined plan. Review the procedure monthly and have a dry run at least twice a year.
    6. Telephone Threat
      School personnel receiving a telephoned bomb threat should attempt to engage the caller in a conversation in which the following questions are asked:

      1. Where is the bomb located?
      2. When will it explode?
      3. Listen for possible background noises; i.e., juke box, other people, etc. Was the caller calm or hysterical? Was any type of accent apparent in the caller's voice? Could it be determined whether the caller was a young person?
    7. Miscellaneous Suggestions
      1. One measure for reducing the frequency of bomb threats has proven effective: publicize a policy that all school time lost will be made up at a later date.
      2. In instances of repeated and continuing threats, school officials may wish to publicize the fact that lengthy jail sentences can be imposed on convicted offenders. (In some jurisdictions the crime is a misdemeanor; in others, a felony; check on state laws with your legal advisor.)
      3. Some schools have increased their security forces considerably in the face of bomb threats. Others have trained a volunteer staff, including faculty and students, for supportive surveillance of buildings.
      4. Where threats are repeated, classroom buildings may be searched every morning before classes and may be locked when classes end.
      5. Possible places of concealment such as lockers and closed wastebaskets have been removed as far as it is practicable.

  • 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.

  • 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.
        1. 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.
        2. 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.