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  • Effective - 1/24/2017
  • Revision -

Jordan School District will support and implement physically and emotionally safe school programs and procedures where learning can occur.

  1. School safety and security will be accomplished by providing a physically safe learning environment through safety and security programs that include:
    1. Safe and secure buildings and grounds
    2. Emergency preparedness
    3. Student, staff and patron safety and welfare
  2. School safety and security will be further accomplished by encouraging each school to foster an emotionally safe and a welcoming environment through a Code of Conduct that will be developed at each school in collaboration with the school administration, faculty, and School Community Council. An anti-bullying program will be an element of each school’s Code of Conduct and shall include the following components:
    1. Clearly articulated and defined desired actions and behaviors
    2. Clearly defined rules and consequences
    3. Clearly defined reporting process
    4. Clearly defined education process for students, parents, faculty, and staff
  3. Evidence of the above will be provided through multiple means.
    1. The safety and security programs for physical safety shall be measured and assessed by:
      1. Jordan Safety and Security Assessments (three times per year)
      2. School Self-inspection Surveys (annually)
      3. Jordan School District Online Satisfaction Surveys (annually)
      4. Utah State Risk Inspections (annually)
      5. Utah State Fire Inspections (annually)
      6. Utah State Board of Health Inspections (annually)
      7. End of year drill reporting from schools
      8. Safety and Security Annual Report
    2. The emotionally safe environment for schools shall be measured and assessed by:
      1. Code of Conduct from each school provided to the appropriate Administrator of Schools and available on the school’s website (annually)
      2. Dates of each school’s Code of Conduct training provided to the appropriate Administrator of Schools (annually)

 

  • Effective: 9/27/2011
  • Revision:
  • Reviewed: 9/22/2015

  1. Board Directive
    The Board recognizes the importance of providing education about concussions and head injuries for coaches, school personnel, volunteers, parents, and students, and seeks to provide a safe return to activity for all students following any injury, but particularly after a concussion or other traumatic head injury.  In order to effectively and consistently manage these injuries, procedures have been developed to aid in ensuring that students with traumatic head injuries are identified, treated and referred appropriately, receive appropriate follow-up medical care during the school day, and are fully recovered prior to returning to activity. The Board delegates to the Administration responsibility for policy and procedures to manage concussions and traumatic head injuries.
  2. Administrative Policy
    Management of concussions and traumatic head injuries in Jordan School District shall be administered in accordance with the following administrative policy provisions, and in compliance with  Utah Code 26-53 and Utah State Board of Education Rule R277-614:

    1. All Sporting Events (Including High School)
      1. “Sporting events” shall be defined to include games, classes, tryouts and activities that take place during the regular school day, as well as extracurricular athletic activities sponsored by the school.
      2. The Jordan School District document Guidelines for Management of Sport-Related Concussions and Head Injuries shall be followed in evaluation of head injuries and in determining appropriate action and response.
      3. A copy of this policy, as well as the Guidelines for Management of Sport-Related Concussions and Head Injuries, shall be posted on the District website.
      4. All appropriate staff shall attend a yearly in-service meeting in which procedures for managing sporting event-related concussions are reviewed.
      5. Coaches, teachers, school employees, representatives or volunteers shall remove a student from a sporting event or other physical activity, including recess, field day, or physical education class, if the student is suspected of sustaining a concussion or a traumatic head injury.
      6. In the event a student sustains a head injury during the school day or an extracurricular athletic activity, that student’s parent or guardian must be notified using the form provided by District nursing staff.
      7. The injured student is prohibited from continued participation in a sporting event until the student is evaluated by a trained, qualified health care professional who provides the school with a written statement stating that they have successfully completed a continuing education course in the evaluation and management of a concussion and that the student is cleared to resume participation in the sporting event.All Sporting Events (Including High School)
    2. School-Sponsored Extracurricular Athletic Activities (High School Only)
      1. A copy of Guidelines for Management of Sport-Related Concussions and Head Injuries shall be provided to parents of students participating in school-sponsored extracurricular athletic activities.
      2. The school must obtain the signature of a parent or legal guardian of the child acknowledging that the parent or guardian has read, understands, and agrees to abide by the concussion and head injury policy and guidelines.
      3. Students may not participate in a school-sponsored extracurricular athletic activity until a signed acknowledgement has been submitted by a parent or legal guardian as described in above.

  • Effective: 1/7/03
  • Revision: 8/25/15
  • Revised: 5/28/13

  1. Board Directive
    The Board of Education is committed to providing an employment environment that is free from illegal harassment and other forms of illegal discrimination based upon race, color, sex, pregnancy, childbirth or pregnancy-related conditions, religion, national origin, age (if the individual is 40 years of age or older) disability, sexual orientation or gender identity.  It is the intent of this policy to prohibit discrimination against any individual or class of persons specifically enumerated as protected under the Civil Rights Acts of the United States and the Utah Anti-Discrimination Act (UCA §34a-5-101 et seq.).  It is not the intent of this policy to broaden coverage beyond those classifications specifically protected by federal or state statute.  The responsibility for policy regarding employee discrimination and harassment is delegated to the District Administration.
  2. Administrative Policy
    This policy is adopted to assist Jordan School District employees in moving toward a workplace that is free of discrimination.  It is the policy of Jordan School District to provide fair, expeditious and uniform procedures for investigation and resolution of claims of illegal harassment or discrimination.

    1.  Definitions
      1. Clearly Offensive Conduct:  That conduct, be it verbal or nonverbal, which when perceived in its overall context, would be taken by a reasonable person, similarly situated, to be strongly objectionable.
      2. Complainant:  A person who files a written or oral complaint about illegal harassment or discrimination.
      3. Compliance Officer:  Person or persons designated by the Superintendent to receive and process complaints of harassment or discrimination.
      4. Demeaning or Derisive Behavior:  Unlawful behavior which substantially lowers the status, dignity or standing of another individual, or which insults or otherwise belittles or shows contempt for another individual.
      5. Disability:  An individual's physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having such an impairment.
      6. Discrimination: Unlawful conduct, including words or gestures and other actions, which adversely affects an employee’s working environment or results in disparate treatment based upon race, color, sex, pregnancy, childbirth or pregnancy-related conditions, religion, national origin, age (if the individual is 40 years of age or older), disability, sexual orientation or gender identity.  Discrimination does not include referral to or use of regular District Administration processes relating to employee evaluation and discipline.
      7. Harassment:  A form of discrimination that includes unlawful conduct of an offensive nature that is demeaning or derisive or occurs substantially because of the race, color, ethnic background, national origin, religion, sex, creed, age, citizenship,  disability, sexual orientation or gender identity and which creates a hostile work environment.  Harassment may include but is not limited to any of the three categories listed below:
        1. Generalized Harassment:  Includes intentional behavior directed at an entire group which is based on demeaning or derisive stereotypes, and is severe enough that it creates a hostile working environment. Examples include comments or jokes, physical gestures or visual displays such as posters, etc.
        2. Individually Targeted Harassment:  Includes intentional, non-criminal behavior which is targeted at an individual or particular members of a group, which can be verbal, physical or visual that is severe enough or pervasive enough that it adversely affects the working environment. Examples include negative or offensive comments, jokes, suggestions or gestures directed to an individual's or group's race, ethnicity or national origin.
        3. Criminal Harassment:  Harassing behavior which violates state or federal criminal statutes. Examples include criminal assault, sexual assault, rape, criminal mischief, stalking, arson or trespass.
      8. Respondent:  A person named in a discrimination complaint as having engaged in or being responsible for, a discriminatory act or omission.
      9. Retaliation:  Any form or sanction, restraint, coercion, discrimination or adverse treatment against a person because that person has asserted, or has assisted another person to assert, a discrimination complaint in either a formal or informal manner with the District, or with any state or federal agency, or because that person has testified, assisted or participated in any manner in an investigation, proceeding or hearing related to a discrimination complaint.
      10. Reprisal: The consequences of a subordinate’s refusal to submit to the requests and/or demands of a supervisor that result in his/her job being adversely affected; an unlawful use of position to avenge or punish one for his/her refusal to consent/submit.  Acts of reprisal may be overt or covert and may take many forms such as:
        1. Open hostility to the individual, witnesses, or others involved.
        2. Exclusion/ostracism of the individual, witnesses, or others involved, may range from overt to silent rejection.
        3. Creation of, or the continued existence of, a hostile work environment.
        4. Gender or individual-based negative remarks that are repeated and malicious.
        5. Special attention to, or assignment of the individual or others involved to alternative duties that are less desirable work assignments or even reductions in pay.
      11. Sexual Harassment:  A form of sex discrimination.  It consists of unwelcome sexual advances, requests for sexual favors, and/or other verbal or physical conduct of a sexual nature that is based on one or more of the following conditions.
        1. Submission to such conduct is made either explicitly or implicitly as a term or condition to work benefit.
        2. Submission to or rejection of such conduct by a co-worker is used as the basis for decisions affecting the work environment.
        3. Such conduct has the purpose or effect of unreasonably interfering with an employee’s work performance or creating an intimidating, hostile, or offensive working environment.
        4. There are two types of sexual harassment:
          1. Hostile Environment:  The three levels of hostile environment are the same as those listed for other harassment; e.g., generalized harassment, individually targeted harassment, and criminal harassment.
          2. Harassment that culminates in a tangible action which alters the conditions of the working environment (previously called quid pro quo).
    2. Complaint Procedure
      1. The following procedure is available for those who believe they are victims of harassment or discrimination, or who witness such acts:
        1. Seek to resolve issue directly with the accused.
        2. Seek to resolve issues through administrative personnel.  Register a formal complaint with the District compliance officer who will initiate an investigation.
      2. Any employee who knows of a violation of this policy is expected to report such conduct to a supervisor, administrator or the District compliance officer or the Superintendent’s designee.
      3. The initial allegation of harassment may be submitted either orally or in writing.
      4. Complaints must be made to the immediate supervisor/administrator or the District compliance officer or Superintendent’s designee within 45 calendar days after the date of the alleged act of discrimination.
    3. Investigative Procedures
      1. If an investigation reveals evidence of criminal conduct, the matter will be referred to local law enforcement.  The District will conduct its own internal investigation independent of law enforcement officials.
      2. All investigations will be treated with discretion to protect the privacy of those involved.  All efforts will be made to treat the information as confidential; however, absolute confidentiality of all information obtained through an investigation cannot be guaranteed.
      3. The accused may not contact the complainant during an investigation without the permission of District and the complainant.
      4. When conducting investigations, the District compliance officer or Superintendent’s designee shall disclose his/her role as a neutral investigator rather than an advocate for any party.  The extent of the investigation will be determined, among other factors, by the nature and severity of the charges.
      5. An investigation shall be completed as quickly as practicable, but within 30 working days of receipt of the complaint, unless extenuating circumstances require a longer period.  All parties shall be notified if an extension becomes necessary.
      6. Within 10 working days of the conclusion of the investigation, the District compliance officer or Superintendent’s designee shall provide all parties a written disposition of the complaint unless extenuating circumstances require a longer period.  All parties shall be notified if an extension becomes necessary.
      7. The parties will then have 10 working days to provide written responses to the report and have them considered by the District compliance officer or Superintendent’s designee
    4. Disciplinary Procedures
      Any employee who has been found in violation of this policy will be subject to the following disciplinary procedures:

      1. A first substantiated offense, if minor in nature, will result in a written reprimand to be entered in the employee's personnel file.  Should the first offense be determined to be of a serious nature, the employee will be subject to disciplinary action up to and including termination in accordance with District Policy DP316 – Orderly Termination Procedures.
      2. A second substantiated offense shall result in  disciplinary action up to and including termination in accordance with District Policy DP 316 NEG – Orderly Termination Procedures.
    5. Reprisal/Retaliation
      Retaliation under this policy is prohibited.  Individuals found to have engaged in retaliatory conduct will face disciplinary action, up to and including termination in accordance with District Policy DP316 – Orderly Termination Procedures.
    6. Records
      Records of all discrimination or harassment complaints shall be maintained by the District compliance officer or Superintendent’s designee.  The records will be kept in a separate and confidential file as required by GRAMA.  Information gathered, developed and documented in the investigation will be regarded as a protected record.
    7. Outside Reporting Procedures
      Nothing in this policy shall prohibit a person from filing a discrimination or harassment claim with Utah Anti-Discrimination and Labor Division (UALD) or the Equal Opportunity Commission (EEOC).  If an employee pursues a claim of discrimination he/she should be aware that Utah is a “dual filing” state, which means that a complaint is filed with the UALD and the UALD will forward the claim to the EEOC.  An employee has a maximum of 180 calendar days from the alleged date of discrimination to file a claim with the UALD.

  • Effective: 11/9/1993
  • Revision: 10/3/2000
  • Reviewed: 5/28/2013

  1. Board Directive
    Jordan School District is committed to providing an educational environment that is free from illegal harassment and other forms of discrimination based upon sex, race, color, ethnic background, national origin, religion, gender, creed, age, citizenship, or disability.  The Board, therefore, delegates to the District Administration responsibility for establishing policy regarding student discrimination and harassment.
  2. Administrative Policy
    No student or employee of the Jordan School District may engage in illegally harassing conduct that creates a hostile learning environment for students or staff of the district.  It is the policy of Jordan School District to provide fair, expeditious and uniform procedures for investigation and resolution of claims of illegal harassment or discrimination.

    1.  Definitions
      1. Clearly Offensive Conduct:  That conduct, be it verbal or nonverbal, which when perceived in its overall context, would be taken by a reasonable person, similarly situated, to be strongly objectionable.
      2. Complainant:  A person who files a written or oral complaint about illegal harassment.
      3. Compliance Officer:  Person or persons designated by the Superintendent to receive and process complaints of discrimination.
      4. Confront:  To have a face-to-face discussion and/or contact regarding specific matters.
      5. Demeaning or Derisive Behavior:  Behavior which substantially lowers the status, dignity or standing of another individual, or which insults or otherwise belittles or shows contempt for another individual.
      6. Disability:  An individual's physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having such an impairment.
      7. Discrimination:  Conduct, including words or gestures and other actions, which adversely affects a student's learning environment or results in disparate treatment based upon their immutable characteristics such as sex, race, color, ethnic background, national origin, religion, gender, creed, age, citizenship, or disability.
      8. Harassment:   Unwelcome conduct of an offensive nature that is demeaning or derisive or occurs substantially because of the race, color, ethnic background, national origin, religion, gender, creed, age, citizenship or disability and which creates a hostile educational environment.  Harassment shall include one or more of the three levels described below.  If conduct is clearly offensive only one incident may be necessary to establish harassment:
        1. Level One—Generalized Harassment:  Includes intentional behavior directed at an entire group which is based on demeaning or derisive stereotypes, and is so severe or pervasive that it creates a hostile learning environment.
          Examples include comments or jokes, physical gestures or visual displays such as posters, etc.
        2. Level Two—Individually Targeted Harassment:  Includes intentional, non-criminal behavior which is targeted at an individual or particular members of a group, which can be verbal, physical or visual that is so severe or pervasive that it adversely affects the learning environment.
          Examples include negative or offensive comments, jokes, suggestions or gestures directed to an individual's or group's race, ethnicity or national origin.
        3. Level Three—Criminal Harassment:  Harassing behavior which violates state or federal criminal statutes.
          Examples include criminal harassment, criminal assault, sexual assault, rape, criminal mischief, stalking, arson or trespass.
      9. Respondent:  A person named in a discrimination complaint as having engaged in or being responsible for, a discriminatory act or omission.
      10. Retaliation:  Any form or sanction, restraint, coercion, discrimination or adverse treatment against a person because that person has asserted, or has assisted another person to assert, a discrimination complaint in either a formal or informal manner with the district, or with any state or federal agency, or because that person has testified, assisted or participated in any manner in an investigation, proceeding or hearing related to a discrimination complaint.
      11. Sexual Harassment:  A form of sex (gender) discrimination.  It consists of unwelcome sexual advances, requests for sexual favors, and/or other verbal or physical conduct of a sexual nature that is based on one or more of the following conditions.
        1. Submission to such conduct is made either explicitly or implicitly as a term or condition to educational benefit.
        2. Submission to or rejection of such conduct by a student is used as the basis for decisions affecting the student's educational program.
        3. Such conduct has the purpose or effect of unreasonably interfering with a student's educational performance or creating an intimidating, hostile, or offensive learning environment.
        4. There are two types of sexual harassment:
          1. Hostile Environment:  The three levels of hostile environment are the same as those listed for other harassment; e.g., generalized harassment, individually targeted harassment, and criminal harassment.
          2. Harassment that culminates in a tangible action which alters the conditions of the educational programs (previously called quid pro quo).
    2. Complaint Procedure
      1. Any student or employee who knows of a violation of this policy is expected to report such conduct to a teacher, administrator or the District Compliance Officer.
      2. The initial allegation of harassment may be submitted either orally or in writing.
      3. Complaints must be made to the immediate supervisor/administrator or the District Compliance Officer within 45 calendar days after the date of the alleged act of discrimination.
    3. Complaint and Investigative Procedures
      1. The following procedure is available for those who believe they are victims of harassment or discrimination, or who witness such acts:
        1. Seek to resolve issue directly with the accused.
        2. Seek to resolve issues through administrative personnel.
        3. Register a formal complaint with the District Compliance Officer who will initiate an investigation.
      2. If an investigation reveals evidence of criminal conduct, the matter will be referred to local law enforcement.  The district will conduct its own internal investigation independent of law enforcement officials.
      3. All investigations will be treated with discretion to protect the privacy of those involved.  All efforts will be made to treat the information confidentially; however, absolute confidentiality of all information obtained through an investigation cannot be guaranteed.
      4. The accused may not contact the alleged victim during an investigation without intervention by the district and with the permission of the complainant.
      5. When conducting investigations, the District Compliance Officer shall disclose his/her role as a neutral investigator rather than an advocate for any party.  The extent of the investigation will be determined, among other factors, by the nature and severity of the charges.
      6. An investigation shall be completed as quickly as practicable, but within 30 days of receipt of the complaint, unless extenuating circumstances require a longer period.  All parties shall be notified of the extension of time.
      7. Within 10 working days of the conclusion of the investigation, the District Compliance Officer shall provide all parties a written disposition of the complaint.
      8. The parties will then have 10 working days to provide written responses to the report and have them considered by the District Compliance Officer.
    4. Retaliation
      Retaliation under this policy is prohibited.  Individuals found to have engaged in retaliatory conduct will face disciplinary action, up to and including termination.
    5. Records
      Records of all discrimination or harassment complaints shall be maintained by the District Compliance Officer.  The records will be kept in a separate and confidential file as required by GRAMA.  Information gathered, developed and documented in the investigation will be regarded as a protected record.
    6. Outside Reporting Procedures
      Nothing in this policy shall prohibit a person from filing an education discrimination claim with the Office of Civil Rights:  Department of Education, Region VIII, Federal Office Building, 1244 Speer Blvd., Suite #310, Denver, CO  80204-3582.

  • Effective: 5/23/1989
  • Revision: 12/8/2015
  • Reviewed: 8/25/2015

  1. Board Directive
    Jordan School District has a responsibility to maintain public trust and confidence by providing a safe environment for students, employees, volunteers and patrons.  The District also has a responsibility to assure, so far as reasonably possible, that all employees are able to assume their duties and carry out the tasks for which they were hired.  Consequently, since abuse of drugs and alcohol in the work place decreases employee safety and productivity, adherence to this Substance Abuse-Free Work Environment Policy is a condition of employment for all Jordan District employees.  Adherence is vital for all employees.  This policy is written to comply with all requirements found in state and federal law, including: 41 USC 81 et seq., the Federal Drug-Free Workplace Act of 1988;Utah Code §34-41-101 et seq.; Utah Code §26-38 et seq.; Utah Code §53A-3-501 et seq.; Utah Code §58-37-8 et seq.; Utah Code §58-37a-5 et seq.; Utah Code §53-10-211 et seq.; Utah Administrative Code R477-14; Utah Administrative Code R392-510; and Utah State Office of Education, Pupil Transportation Drug and Alcohol Testing Policy.
    The Board delegates to the Administration the responsibility for establishing policy that promotes a substance abuse-free work environment and developing procedures for dealing with policy violations.  Compliance with this policy is mandatory consistent with federal and state law.
  2. Administrative Policy
    The Administration is committed to establishing and maintaining a substance abuse-free work environment.  Therefore, District employees and volunteers are prohibited from the following while on District property, while operating a District vehicle or while attending any school-sponsored activity or event:

    • Manufacturing, dispensing, possessing, distributing, consuming, using or being under the influence of or using any unlawful controlled substance, drug paraphernalia or alcohol.
    • Manufacturing, dispensing, distributing, consuming or using an electronic cigarette or tobacco in any form.

    Any employee or volunteer found in violation may be subject to possible legal actions and/or disciplinary actions including but not limited to probation, suspension, and/or termination of employment or removal as a volunteer.  Administrative policy provisions and due process procedures for employees who violate the substance Abuse-Free Work Environment are outlined in District policies, including DP374 – Employment Background Checks; DP316 NEG—Orderly Termination Procedure; Licensed; DP316A—Orderly Termination Procedures – Administrators; and DP316B—Orderly Termination Procedures - Classified.

    1. Definitions
      1. Safety Sensitive Positions:  Positions which directly affect the safety of District employees and/or the general public during the course of performing job duties (i.e. District vehicle driving, etc.).
      2. Random Testing:  Testing of employees in safety sensitive positions as part of a District random drug testing program.
      3. Reasonable suspicion:  An articulated belief based on the recorded specific facts and reasonable inferences drawn from those facts that an employee is in violation of the drug-free workplace policy.
      4. Rehabilitative Testing:  Unannounced testing of preselected employees done as part of a program of counseling, education, and treatment of an employee in conjunction with the District’s Drug and Alcohol policy.
      5. Medical Review Officer (MRO):  A trained practitioner at the testing facility authorized to administer and interpret controlled substance and alcohol tests.
      6. Drug testing:  The scientific analysis for the presence of drugs or their metabolites in the human body in accordance with the definitions and terms of Utah Code §34-41-101 et seq.
      7. Sample:  Means urine or breath sample.
      8. Electronic Cigarette: Any electronic oral device that provides a vapor of nicotine or other substance and which simulates smoking through its use or through inhalation of the vapor through the device; and includes an oral device that is composed of a heating element, battery, or electronic circuit and marketed, manufactured, distributed, or sold as an e-cigarette, vapor sticks, e-pipe, or any other product name or descriptor, if the function of the product meets the definition of an electronic oral device.
    2. Procedures for Implementation
      1. Training:  All employees are expected to receive training regarding this policy during the Onboarding process and through the critical policy review process at the start of each school year.
      2. Types of Testing:  Testing may be administered under the following conditions:
        1. Pre-employment testing for controlled substances for school bus drivers and employees in other safety sensitive positions.
        2. Random testing for controlled substances and alcohol for employees in safety sensitive positions.
        3. Reasonable suspicion testing for controlled substances and alcohol for all District employees.  This may include, but is not limited to, any one or more of the following:
          1. Observable symptoms of use or of being under the influence of alcohol or drugs.
          2. Presence of drug or alcohol paraphernalia.
          3. Any involvement (even indirectly) in an accident or near-miss that resulted or may have resulted in an employee injury or property damage or loss.
          4. Reports of drug or alcohol possession, use and/or distribution.
          5. Unexplained or suspicious absenteeism or tardiness.
          6. Unexplained significant deterioration in employee performance or behavior.
          7. Criminal citations, arrests or convictions as outlined in District Policy DP374 – Employment Background Checks.
          8. Any behavior or statements that would suggest that drugs or alcohol are present in the body.
        4. Post-accident or critical incident investigation testing for controlled substances and alcohol for all employees.
        5. Rehabilitative testing for controlled substances and alcohol for all District employees.
        6. Prior to return to duty or as a condition of continued employment if alcohol or controlled substances is the reason for a District employee’s absence from duty.
        7.  As a follow up in combination with a mutually agreed upon rehabilitation program.
      3. Testing:  Drug and alcohol testing shall be conducted in accordance with Utah Code §34-41-104 by an independent laboratory certified for employment drug and alcohol testing.
        1. Drug and alcohol testing results shall be confirmed using reliable testing methods and communicated to both the Human Resources department and the current or prospective employee by the MRO.
        2. Current or prospective employees shall be informed of their option for a split urine sample test at the employee’s shared expense in accordance with Utah Code §34-41-103 and Utah Code §34-41-104.
      4. Testing Required:  Employees required to participate in testing will make themselves available for testing as soon as notified by their supervisor.  Employees who refuse to submit for a test under this policy will be subject to employment discipline including termination.
      5. Sample Collection:
        1. The collection of samples shall be performed under reasonable and sanitary conditions and in a manner reasonably calculated to prevent substitutions or interference with the collection or testing of the sample.
        2. Reasonable measures will be taken to ensure the privacy of the individual being tested during sample collection.
        3. Samples collected shall be labeled and sealed to reasonably preclude the probability of erroneous identification of test results.
        4. The individual being tested shall have the opportunity to provide notification of any information relevant to the test, such as prescription and non-prescription medications used.  The individual may also provide information in compliance with the Americans with Disabilities Act of 1990.
        5. Sample collection, storage and transportation to the testing facility shall be performed in a manner that reasonably precludes the probability of sample misidentification, contamination, or adulteration.
        6. Sample testing conforms to scientifically accepted analytical methods and procedures.
      6. Results:  The drug testing facility shall communicate all drug test results to Human Resources.
        1. Positive results:  The MRO will determine whether there is a legitimate medical explanation for the result.  If no legitimate medical explanation exists, the MRO will inform Human Resources and the sample donor of the positive results.  Human Resources will remove the employee from duty and inform the employee of the option to have a split urine sample tested at a shared expense as provided for by Utah Code §34-41-103 and Utah Code §34-41-104.  Human Resources will then initiate disciplinary action.  At any disciplinary hearing, in addition to considering the initial test results, the test results of the any split urine sample shall be considered.
    3.  Violations
      1. Convictions or Arrests
        1. Employees arrested or convicted for a substance abuse-related activity are required to report the arrest or conviction to the Administrator of Human Resources within forty-eight (48) hours or the next business day, whichever is greater, as outlined in District Policy DP374 – Employment Background Checks.
        2. The District will follow established reporting guidelines when notifying the Utah State Office of Education.
        3. Any arrest or conviction for substance abuse-related activity or failure to report an arrest or conviction will result in disciplinary action as outlined in District Policy DP374 – Employment Background Checks.
        4. The District will provide adequate due process for the employee as outlined in District policies DP316 NEG—Orderly Termination Procedures – Licensed; DP316A—Orderly Termination Procedures – Administrators; and DP316B—Orderly Termination Procedures - Classified.
    4. Discipline
      In the event an employee tests positive for unlawful controlled substances; tests positive for alcohol; refuses to submit to a drug or alcohol test; attempts to taint, avoid, delay or circumvent the testing process; is arrested (charged or convicted) on a alcohol or drug-related offense; or violates this policy in some other way, the District will initiate appropriate administrative and criminal investigations, and a confirmed violation of this policy may result in discipline up to and including termination of employment.
    5. Employee Assistance
      1. An employee who feels he/she may have alcohol and/or drug dependency problem is encouraged to contact the District Employee Assistance Program (EAP).  Employees are responsible to seek assistance for substance abuse problems before policy infractions occur and disciplinary action is necessary.
      2. The District will provide an EAP at no cost designed to provide professional and confidential assistance to employees.
      3. Employees are encouraged to seek short-term help from the Jordan Family Education Center at no cost.
      4. The District will provide a reasonable accommodation to seek treatment for employees who voluntarily report dependency problems.  Employees needing extensive help from a licensed treatment facility (in-patient or out-patient) will incur all associated treatment costs.
      5. Once the substance abuse policy is violated, subsequent enrollment in a treatment program will not necessarily lessen disciplinary action and may have no bearing on the determination of appropriate disciplinary action.

  • 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: 2/23/1988
  • Revision: 6/22/2004
  • Reviewed: 4/26/13

  1. Board Policy
    The Board recognizes that employees should not be subject to abuse in the workplace, and delegates to the District Administration responsibility for developing guidelines for handling incidents of verbal and physical abuse.
  2. Administration Policy
    Abuse will be considered any verbal or physical conduct which places an employee at risk or in fear of personal safety including verbal or physical threats, gross profanity, intimidating gestures, or physical contact such as kicking, striking, pushing, or physically assaulting with or without a weapon. Abusive conduct, physical or verbal, will not be tolerated.
    Guidelines

    1. Procedures for handling abuse/assault incidents.
      1. Employees will take appropriate precautionary measures to avoid abuse/assault incidents.
      2. If an abuse/assault incident occurs, abused employees will immediately notify their immediate supervisor.
      3. The immediate supervisor will conduct an initial evaluation of the incident, requesting assistance from his/her division administrator, Jordan District police officers or other police officers as appropriate.
        1. In cases of abuse/assault or threatened abuse/assault, an employee may be removed from the building until the immediate supervisor determines it is safe for the employee to return.
        2. Employees who are removed from a building for safety reasons shall be placed on leave with pay.
        3. Paid leave taken for safety reasons does not impact the individual's other leave benefits.
      4. Statements will be taken from all parties involved and from witnesses to the incident.
      5. Related evidence will be gathered or recorded photographically.
      6. Victims of physical abuse will undergo a physical examination by a qualified physician at district expense even if injury is minimal.
      7. The district will make restitution to an employee for verifiable damage or loss of personal property to the extent the district's liability insurance provides such coverage.
      8. Employees whose clothing, glasses, or other items worn upon the body are damaged or destroyed as the result of an assault shall be reimbursed for verifiable damages.
    2. Disposition of abuse/assault incidents
      1. All incidents of employee abuse will be reported to the District compliance officer.
      2. The District compliance officer will be responsible to follow through with the case and take the necessary steps to assure that the issue is resolved and appropriate disciplinary policies and procedures are implemented.

  • Effective: 7/8/1986
  • Revision: 10/25/2016

  1. Board Directive
    The Board recognizes that the possession, use, or distribution of illegal drugs, alcoholic beverages, or other prohibited substances constitutes a hazard to students and is disruptive to the educational process.  The Board mandates, consistent with federal and state law, the development and implementation of programs that: 1) provide information about the harmful effects of drug and alcohol use, 2) coordinate efforts by schools and parents or guardians in preventing drug and alcohol use, and 3) assist parents or guardians of students who use drugs or alcohol in seeking professional help from public and private educational and rehabilitative agencies.The Board delegates to the Administration, responsibility for providing:  1) drug and alcohol use prevention programs, 2) disciplinary procedures and consequences for students who possess, use, or distribute illegal drugs, alcoholic beverages, or prohibited substances on school district property, during school hours, or at school functions, and 3) support for students and families in drug and alcohol use identification and prevention efforts.
  2. Administrative Policy
    The Administration recognizes the need to prevent the possession, use, and distribution of any substance listed in this policy on school district property, during school hours, and at any school-sponsored extra-curricular program or activity, including those held off school property.

    1. Alcohol Violations
      Definition: Alcoholic beverages or products as defined in Utah Code §32B-1-1-102

      1. Possessing (personal or property), using (consuming, inhaling, or injecting), or being under the influence of alcoholic beverages.
        1. First Violation
          A student possessing, using, or under the influence of alcohol for the first time will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting the student and parent(s) or guardian(s) will be given a choice between the following two disciplinary consequences:

          1. The student will be placed in a home-based alternative education program for ten (10) school days.  Parent(s) or guardian(s) will be required to coordinate homework assignments with a designated school representative.
          2. The student and his/her parent(s) or guardian(s) will enroll in a Jordan District First Offender Drug and Alcohol Class.  The student will be able to return to school after attending the first session of the class.  Parent(s) or guardian(s) will be required to coordinate homework assignments with a designated school representative during the intervening time.  If the requirements of the class are not met, the student will automatically be placed in a home-based alternative education program for ten (10) school days less the number of school days missed during the intervening time between the violation and the first class session.
        2. Second Violation
          A student possessing, using, or under the influence of alcohol for the second time will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, the student will be placed in a home-based alternative education program for forty-five (45) school days.  In addition, the student who has a second violation must submit to a written assessment for potential substance dependence.  A confirmation of the assessment must be received by the administrator of the District’s Programs for At-Risk Students before the student is readmitted to school.
        3. Third Violation
          A student possessing, using, or under the influence of alcohol for the third time will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, the student will be placed in a home-based alternative education program for one-hundred eighty (180) school days.  In addition, the student who has a third violation must submit to a written assessment for potential substance dependence.  A confirmation of the assessment must be received by the administrator of the District’s Programs for At-Risk Students before the student is readmitted to school.
      2. Distributing (Selling, Sharing, or Delivering)
        1. First Violation
          A student distributing alcohol for the first time will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, the student will be placed in a home-based alternative education program for forty-five (45) school days.  In addition, the student who has a distribution violation must submit to a written assessment for potential substance dependence.  A confirmation of the assessment must be received by the administrator of the District’s Programs for At-Risk Students before the student is readmitted to school.
        2. Second Violation
          A student possessing, using, or distributing alcohol following a first distribution violation will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, the student will be placed in a home-based alternative education program for one-hundred eighty (180) school days.  In addition, the student who has a second violation must submit to a written assessment for potential substance dependence.  A confirmation of the assessment must be received by the administrator of the District’s Programs for At-Risk Students before the student is readmitted to school.
    2. Illegal Substance Violations
      Definition: Any substance defined as illegal in Utah Code §76-10-1-107 or §58-37-1 et seq. (e.g.   marijuana, narcotics, opiates, psychotoxic drugs)

      1. Possessing (personal or property), using (consuming, inhaling, or injecting), or being under the influence of illegal substances
        1. First Violation
          A student possessing, using, or under the influence of illegal substances for the first time will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting the student and parent(s) or guardian(s) will be given a choice between the following two disciplinary consequences:

          1. The student will be placed in a home-based alternative education program for ten (10) school days.  Parent(s) or guardian(s) will be required to coordinate homework assignments with a designated school representative.
          2. The student and his/her parent(s) or guardian(s) will enroll in a Jordan District First Offender Drug and Alcohol Class.  The student will be able to return to school after attending the first session of the class.  Parent(s) or guardian(s) will be required to coordinate homework assignments with a designated school representative during the intervening time.  If the requirements of the class are not met, the student will automatically be placed in a home-based alternative education program for ten (10) school days less the number of school days missed during the intervening time between the violation and the first class session.
        2. Second Violation
          A student possessing, using, or under the influence of illegal substances for the second time will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, the student will be placed in a home-based alternative education program for forty-five (45) school days.  In addition, the student who has a second violation must submit to a written assessment for potential substance dependence.  A confirmation of the assessment must be received by the administrator of the District’s Programs for At-Risk Students before the student is readmitted to school.
        3. Third Violation
          A student possessing, using, or under the influence of illegal substances for the third time will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, the student will be placed in a home-based alternative education program for one-hundred eighty (180) school days.  In addition, the student who has a third violation must submit to a written assessment for potential substance dependence.  A confirmation of the assessment must be received by the administrator of the District’s Programs for At-Risk Students before the student is readmitted to school.
      2. Distributing (Selling, Sharing, or Delivering)
        1. First Violation
          A student distributing illegal substances for the first time will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, the student will be placed in a home-based alternative education program for forty-five (45) school days.  In addition, the student who has a distribution violation must submit to a written assessment for potential substance dependence.  A confirmation of the assessment must be received by the administrator of the District’s Programs for At-Risk Students before the student is readmitted to school.
        2. Second Violation
          A student possessing, using, or distributing illegal substances following a first distribution violation will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, the student will be placed in a home-based alternative education program for one-hundred eighty (180) school days.  In addition, the student who has a second violation must submit to a written assessment for potential substance dependence.  A confirmation of the assessment must be received by the administrator of the District’s Programs for At-Risk Students before the student is readmitted to school.
    3. Counterfeit Substances Violations
      Definition:  Any substance that is falsely represented to be any legally or illegally manufactured controlled substance that a reasonable person would believe to be a legal or illegal controlled substance. This is to include but not limited to the drugs listed on the DEA Drug Fact Sheet. http://www.dea.gov/druginfo/factsheets.shtml and counterfeit substances as defined in the Utah Controlled Substances Act, Utah Code § 58-37-2.

      1. Possessing (Personal or Property)
        1. First Violation
          A student possessing counterfeit substances for the first time will be suspended pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, this policy will be reviewed and written documentation of the violation will be placed in the student’s disciplinary file.  The student will be readmitted to school after the meeting.
        2. Second Violation
          A student possessing counterfeit substances for the second time will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting the student and parent(s) or guardian(s) will be given a choice between the following two disciplinary consequences:

          1. The student will be placed in a home-based alternative education program for ten (10) school days.  Parent(s) or guardian(s) will be required to coordinate homework assignments with a designated school representative.
          2. The student and his/her parent(s) or guardian(s) will enroll in a Jordan District First Offenders Drug and Alcohol Class.  The student will be able to return to school after attending the first session of the class.  Parent(s) or guardian(s) will be required to coordinate homework assignments with a designated school representative during the intervening time.  If the requirements of the class are not met, the student will automatically be placed in a home-based alternative education program for ten (10) school days less the number of school days missed during the intervening time between the violation and the first class session.
      2. Distributing (Selling, Sharing, or Delivering)
        1. First Violation
          A student distributing counterfeit substances for the first time will be suspended pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, this policy will be reviewed.  Disciplinary consequences for distributing counterfeit substances will be a referral to the First Offenders Drug and Alcohol class.
        2. Second Violation
          A student distributing counterfeit substances for the second time will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, the student will be placed in a home-based alternative education program for ten (10) school days.
        3. Third Violation
          A student distributing counterfeit substances for the third time will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, the student will be placed in a home-based alternative education program for forty-five (45) school days.  In addition, the student who has a distribution violation must submit to a written assessment for potential substance dependence.  A confirmation of the assessment must be received by the administrator of the District’s Programs for At-Risk Students before the student is readmitted to school.
    4. Medication Substance Violations
      Definition: Medications in excess of a recommended eight (8)-hour dosage for which an individual has a prescription, or in any amount if the individual has no prescription or over-the-counter medications in excess of a recommended eight (8)-hour dosage.

      1. Possessing (Personal or Property)
        1. First Violation
          A student possessing medication substances as described above for the first time will be suspended pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, this policy will be reviewed and written documentation of the violation will be placed in the student’s disciplinary file.  The student will be readmitted to school after the meeting.
        2. Second Violation
          A student possessing medication substances in excess of a recommended eight (8)-hour dosage for the second time will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting the student and parent(s) or guardian(s) will be given a choice between the following two disciplinary consequences:

          1. The student will be placed in a home-based alternative education program for ten (10) school days.  Parent(s) or guardian(s) will be required to coordinate homework assignments with a designated school representative.
          2. The student and his/her parent(s) or guardian(s) will enroll in a Jordan District First Offenders Drug and Alcohol Class.  The student will be able to return to school after attending the first session of the class.  Parent(s) or guardian(s) will be required to coordinate homework assignments with a designated school representative during the intervening time.  If the requirements of the class are not met, the student will automatically be placed in a home-based alternative education program for ten (10) school days less the number of school days missed during the intervening time between the violation and the first class session.
      2. Distributing (Selling, Sharing, or Delivering)
        1. First Violation
          1. A student distributing any over-the-counter medications for the first time will be suspended pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, this policy will be reviewed.  Disciplinary consequences for distributing over-the-counter medication will be determined by the school administration based on the severity of the violation.
          2. A student distributing prescription medications (for which the student distributing has a prescription) for the first time or over-the-counter medications for the second time will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, the student will be placed in a home-based alternative education program for forty-five (45) school days.  In addition, the student who has a distribution violation must submit to a written assessment for potential substance dependence.  A confirmation of the assessment must be received by the administrator of the District’s At-Risk Programs before the student is readmitted to school.
        2. Second Violation
          A student distributing prescription medications (for which the student distributing has a prescription) for the second time will be suspended from school pending a meeting with the school administrator and parent(s) or guardian(s).  At the meeting, the student will be placed in a home-based alternative education program for one-hundred eighty (180) school days.  In addition, the student who has a distribution violation must submit to a written assessment for potential substance dependence.  A confirmation of the assessment must be received by the administrator of the District’s Programs for At-Risk Students before the student is readmitted to school.
    1. Tobacco/Nicotine Violation
      Definition:  Illegal possession of cigarettes or any oral device that is composed of a heating element, battery, or electronic circuit and marketed, manufactured, distributed, or sold as an e-cigarette, vapor sticks, e-pipe, or any other product name or descriptor, if the function of the product meets the definition of an electronic oral device.  (Utah Code §76-10-1-101, 104, 105, 111).

      1. Tobacco, tobacco/nicotine products, e-cigarettes, and paraphernalia will be confiscated.
      2. Parent(s) or guardian(s) will be contacted by the school administrator.
      3. Compliance officers (administrators and school resource officers) will write a juvenile court citation if a student buys, attempts to buy, distributes, or is in possession of tobacco, tobacco/nicotine products, e-cigarettes, and paraphernalia.  All citations are referred to the court system.
      4. The juvenile court system will issue a fine for each possession of tobacco/nicotine products, e-cigarettes, or paraphernalia.  As the number of violations increase, the court may increase the amount of the fine.
    2. Procedures
      1. Due process procedures outlined in policy AS67 Discipline of Students will be followed in the administration of this policy.
      2. All illegal activity covered by this policy will be reported to an appropriate law enforcement agency.   Jordan School District will enforce the disciplinary consequences outlined in this policy independent of any court action.
      3. Students apprehended by school district employees or law enforcement officials for illegal violations covered by this policy while off-campus during regular school hours shall be subject to the provisions of this policy.
      4. Resorting occurs when a student is apprehended by school district employees or law enforcement officials for being present where alcohol or illegal substances as defined in this policy are being used or possessed and the use or possession is open, obvious, apparent, and not concealed.  Resorting violations may result in suspension.
      5. Students found in possession of drug paraphernalia as defined in Utah Code §58-37a-3 will be dealt with according to the “possession and use of illegal substances” section of this policy.
      6. During the time a student is on the home-based alternative education program, the student may not be a spectator or participant in any school-sponsored extra-curricular program or activity including those held off school property.
      7. If the designated days of home-based alternative education cannot be completed by the end of the regular school year, the home-based alternative education program must be completed at the beginning of the following school year.
      8. If a senior is placed on the home-based alternative education program, and that placement coincides with the end of the school year, the student will not be allowed to participate in graduation exercises.  The diploma will be awarded upon completion of the home-based alternative education program and all other graduation requirements.
      9. District personnel will assist with identifying appropriate agencies qualified to make written assessment of potential substance dependence for students who violate the provisions of this policy.  These assessments will be at the expense of the parent(s) or guardian(s).
      10. Records will be maintained on all violations.  A student with more than one violation will be considered a repeat offender even if the earlier violation(s) occurred in a prior school year or a different Jordan District school.
      11. In addition to the disciplinary consequences outlined in this policy, a student will be suspended or removed from participation in leadership positions, candidacy for leadership positions, school organizations, and athletic teams upon violations of the provisions covered in this policy.
      12. Utah Code §53A-11-4-403 requires educators to report information of suspected substance abuse among students to their parent(s) or guardian(s).
      13. Jordan School District will award credit for education when students are in drug and/or alcohol use treatment programs.  The treatment program must meet the Utah State Department of Human Services license qualifications.
        1. One (1.0) elective credit may be earned for completion of an in-patient treatment program.
        2. Required and elective credit may also be earned during in-patient treatment through participation in an accredited educational program.  A maximum of five and one-half (5.5) instructional hours per day may be applied toward credit.
        3. One (1.0) elective credit may be earned for participation in an approved aftercare program.  The student must submit a schedule of the aftercare program and verification of regular attendance.  One-quarter (.25) credit will be awarded for each forty-five (45) hours of aftercare participation.

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: 5/23/1978
  • Revision: 11/11/1986
  • Reviewed: 5/28/2013

  1. Board Directive
    Utah law requires the reporting of child abuse and neglect by any person who has reason to believe that a child has been abused or neglected.  To implement this law, the Board authorizes the District Administration to develop procedures for school employees to comply with the Child Abuse Reporting Law – Duty to Notify (Utah Code 62A-4a-403) and Child Abuse – Neglect Reporting by Education Personnel (Board Rule 277-401).
  2. Administrative Policy
    1. The Administration recognizes that in order to fully implement the law on reporting of child abuse and neglect, school personnel must be fully informed and made aware of their responsibilities in this area.  Therefore, the Administration shall cause that any school employee who knows or reasonably suspects that a child's health or welfare has been or appears to have been harmed as a result of abuse and neglect shall report and cause reports to be made in accordance with the procedures in this policy.
    2. The Administration shall provide to school employees annual training on the subject of identifying and reporting children suspected of being abused or neglected.
    3. The Administration shall post the District's procedures for reporting suspected child abuse or neglect and the District's Report of Child Abuse/Neglect Form.   Reporting information is located in the Planning and Student Services Manual.
    4. If a school employee knows or reasonably suspects that a child is being abused or neglected, the employee shall immediately make an oral report to the school principal or his/her designee.  Together, the principal or his/her designee and the employee must make immediate contact with the nearest peace officer, local law enforcement agency, or Division of Family and Child Services (DCFS) to report the suspected abuse or neglect.
    5. Within 24 hours after making the oral report to the school principal and reporting the suspected abuse or neglect to local law enforcement agency, the school employee initiating the report shall complete and give to the principal or his/her designee the District's Report of Child/Abuse Neglect Form available from the principal.
    6. Upon receiving the District's Report of Child/Abuse Neglect Form, the principal or his/her designee shall:
      1. Forward a copy within 24 hours to the local law enforcement agency receiving the oral report.
      2. Mail one copy within 24 hours to the Department of Planning and Student Services to be put in the Child Abuse-Neglect file at the District Office.
      3. Place one copy of the Child Concern Information Sheet in a confidential file to be maintained by the principal or his/her designee.  The Child Concern Reporting Form shall not be placed in the child's personal file.
    7. It is not the responsibility of the school employee to:  (1) prove that the child has been abused or neglected, or (2) determine whether the child is in need of protection.
    8. School employees shall not make contact with the child's family or other persons (relatives, friends, neighbors, etc.) for the purpose of determining the cause of the injury and/or possible neglect.
    9. School employees are immune from any civil and/or criminal liability when reporting in good faith suspected child abuse or neglect.  (Board Rule R277-401-3)
    10. District policies shall ensure that the anonymity of those reporting or participating in the investigation of the alleged child abuse or neglect is preserved in a manner required by Utah Code §62A-4a-412.
    11. Any school employee who willfully fails to report a case of suspected child abuse or neglect, may face legal and/or disciplinary action.  (Utah Code §62A-4a-411 Annotated 1953, as enacted in 1978)