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Author: communications

Published on
  • Effective: 1/27/1976
  • Revision: 5/27/2025
  1. Board Directive
    The Board recognizes that student discipline is essential to further the educational process and provide an environment conducive to learning.  The Board authorizes the Administration to take appropriate action to preserve order among the students and staff and to protect school property.  Acts of violence, use or possession of a weapon or facsimile, criminal behavior, and gang activity in or about District schools, property, or activities shall be dealt with in accordance with District policy and the law. (See Utah Code §53G-8-202 )
  2. Administrative Policy
    The Administration shall take appropriate disciplinary action when students engage in activities which disrupt the educational environment, threaten or harm persons or property, or disrupt school activities.  This policy shall be administered according to the following administrative policy provisions.

    1. Student Code of Conduct
      1. The school administrator shall develop a student code of conduct in cooperation with faculty, parents, and students.  The school code of conduct shall be consistent with this policy and with Policy AA419 – Student Conduct and Dress.
      2. Each school's policies and student code of conduct shall be reviewed by the appropriate Administrator of Schools and placed on file at the District Office.  A copy of the school policies and student code of conduct, as amended each year, shall be distributed to students and/or parents prior to or during the first week of school each year.  Students enrolling after the beginning of the school year shall be provided a copy of the school policies and student code of conduct at the time of registration.  Teachers will be given a copy of the student code of conduct prior to the beginning of the school year.
      3. The student code of conduct shall be posted in a prominent location in the school.
    2. Dangerous or Disruptive Conduct
      The following conduct is defined as "dangerous or disruptive conduct" and is prohibited on school property, at school-sponsored activities, or while traveling in school-funded or school-dispatched vehicles.

      1. Possessing (regardless of intent), using, selling or attempting to possess, use or sell any firearm, weapon, knife, explosive device, noxious or flammable material, firework, chemical weapon (i.e. mace, pepper spray), martial arts weapon or other instrument 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 for some other use.
      2. Causing, or attempting, threatening or conspiring to cause damage to personal or real property, or causing or attempting, threatening or conspiring to cause harm to a person through:
        1. Possession or distribution of drugs or alcoholic beverages.  (See Policy AS90 – Illegal Substances)
        2. Harassment – repeatedly communicating to another individual, in a demeaning or disparaging manner, statements that contribute to a hostile learning environment of the student.
        3. Retaliation – means an act or communication intended as retribution against a person for reporting bullying or hazing, or to improperly influence the investigation of, or the response to, a report of bullying or hazing.
        4. Sexual harassment or fabrication of sexual harassment charges with malicious intent to defame character.
        5. Arson—the willful and malicious destruction of any part of a building or its contents or occupants by use of fire or explosive.
        6. Burglary—breaking, entering or remaining in a structure without authorization during the hours when the premises are closed to students.
        7. Theft/Larceny/Stealing—the intentional unlawful taking and/or carrying away of property belonging to or in the lawful possession or custody of another.
        8. Criminal Mischief—willful or malicious injury or damage in excess of $300 to public property or to real or personal property belonging to another.
        9. Battery—the unlawful and intentional touching or striking of another person against his or her will.
        10. Assault—placing another person in fear or apprehension of a harmful or offensive touching, whether or not a touching is actually intended.
        11. Hazing—(See Policy AS95 – Conduct Related to School Activities)
        12. Vandalism—willfully defacing, cutting, marring, injuring, damaging, or losing school, staff, or any individual’s personal property.
        13. Gang-related Activity—dangerous or disruptive activity, which may include but is not necessarily limited to the following:
          1. wearing, possessing, using, distributing, displaying or selling any clothing, jewelry, emblem, badge, symbol, sign or other things which evidence membership in a gang;
          2. using a name which is associated with or attributable to a gang; or
          3. designating turf or an area for gang activities, occupation, or ownership.
        14. Bullying—aggressive behavior that is intentional and that involves an imbalance of power or strength. A student is being bullied or victimized when he or she is exposed, repeatedly and over time, to negative actions on the part of one or more students.  Student assessment of the prevalence of bullying in schools shall take place.  In addition, schools must provide bullying training to new participants in school-sponsored athletic programs, both curricular and extracurricular, and training every three (3) years for ALL participants.  “Participants” means students, employees, and coaches.  Training curriculum outlines, schedules, and participant lists must be maintained by each school and provided to the Administrator of Schools upon request.
          1. physical bullying:  hitting and/or punching
          2. verbal bullying:  teasing or name calling
          3. non-verbal or emotional bullying:  intimidation through gestures, social exclusion and relational aggression
          4. cyber-bullying:  sending insulting, threatening or harassing messages by phone or computer, or electronic messaging
        15. Involvement in any activity which violates federal, state or local law or regulation, disrupting normal school proceedings, or causing, or attempting, threatening or conspiring to cause other students to violate federal, state or local law or regulation or to disrupt school proceedings, or attempting, threatening or conspiring to do any of these.  These activities include, but are not limited to:  extortion, forgery, lewdness, and distributing obscene materials, including the sharing of pornography and “sexting.”
      3. Students with prior knowledge of dangerous or disruptive behavior have the duty to report such behavior to school administration.  Students that fail to report such behavior are subject to appropriate disciplinary sanctions.  False reports of bullying, cyber-bullying, harassment, hazing, or retaliation are prohibited.
    3. Due Process Procedures and Disciplinary Action
      Due process is an administrative procedure followed when continued attendance of a student is in question.  Fairness and reasonableness in disciplinary actions are to be maintained in all proceedings.

      1. The following disciplinary actions shall be taken in response to any serious violation which threatens or does harm to school property, to persons associated with the school, or their property, that involves the possession, control, use, or threatened use of a real or look-alike weapon, explosive, noxious or flammable material, with intent to intimidate another person or to disrupt normal school activities, regardless of where it occurs (USC §53G-8-205 (1) (3)):
        1. Immediately suspend the student from school.
        2. As soon as possible following the incident, a local school administrator shall investigate and schedule a conference with the student and parent(s)/guardian.
        3. The school administration recommends a disciplinary sanction and interventions consistent with similarly situated students committing a similar violation of the code of conduct.  Should the disciplinary sanction include a removal from school for more than ten days, or a change of location, such sanction must be approved by the superintendent’s designee prior to imposing the sanction.
        4. The parent(s)/guardian shall be notified of the student's right to a due process hearing which shall be conducted according to the procedures outlined under item D. of this policy.
        5. The superintendent or the superintendent's designee shall review all one-year expulsions and prepare a report for the Board of Education annually.
      2. The following actions will be taken for other violations of this policy:
        1. Immediately remove the student from the scene of the violation. (See Policy AA418 – Discipline of Students – Staff Responsibilities (II.E & II.F))
        2. As soon as possible following the incident, a local school administrator shall investigate and document the charges and schedule a conference with the student involved.  At this conference, the student may be suspended pending the informal parent conference.
        3. If the issue cannot be immediately resolved, a local school administrator shall invite the parent(s)/guardian to an informal conference where information can be presented on behalf of the student.
          1. This informal conference shall take place at the first reasonable opportunity.  In most instances this conference should take place within three school days of the incident.
          2. At the informal conference, the charges shall be explained and supporting evidence reviewed.
        4. PARENTAL NOTIFICATION OF DISRUPTIVE BEHAVIOR
          If a student engages in disruptive behavior 1) three times not resulting in suspension, or 2) anytime a student is suspended, the parents shall be notified in person (or by certified mail).
          Following the informal conference and prior to suspending a student for repeated acts of disruptive behavior which are not of such a nature to warrant immediate removal, good faith efforts to implement a remedial discipline plan should be made. Should a disciplinary sanction be determined appropriate, alternatives to suspension should be considered before imposing a suspension from school attendance.  A local school administrator shall take appropriate disciplinary action which interventions and/or disciplinary sanctions may include one or more of the following:
        5. INTERVENTIONS
          Referral to:

          1. anger management/self-discipline classes;
          2. court/ law enforcement agency;
          3. school guidance specialist
          4. Jordan Family Education Center;
          5. First Offenders program; or
          6. Division of Family Services, Child Protective Services or other agency.
        6. SANCTIONS
          1. behavior contract;
          2. community or school service;
          3. inter-class timeout;
          4. in-school suspension;
          5. lunch/after-school detention;
          6. restitution for damage/harm;
          7. parent/guardian attending class with student (requires teacher permission).
        7. SUSPENSION
          1. Short-term suspension less than or equal to 10 days
            (a) One to two days suspension:  makeup homework shall be made available to students upon return to school.  Students will be given one week to complete the assignments and turn them in to the teacher.
            (b) Three to less than or equal to 10 days suspension:  parents can make arrangements for makeup work during the suspension period.
          2. Suspension to a District-level hearing (suspension from all school services and activities, including receiving homework).
          3. Students serving a suspension from school are prohibited from being on school property and participating in school-sponsored activities.
        8. CITATION FOR HABITUAL DISRUPTION
          If a student engages in disruptive behavior 1) six times not resulting in suspension, or 2) three times not resulting in suspension plus one time resulting in suspension, or 3) two times resulting in suspensions, the student will be issued a “Habitual Disruptive Student Behavior Citation” and shall be referred to the juvenile court for violation. Within five days after the day on which the citation is issued, the school administration shall provide documentation to the parent, of the efforts made by the school to attempt to resolve the students’ disruptive behavior.
      3. In accordance with state law, a local school administrator may suspend a student for up to 10 school days.  If a local school administrator recommends that the student be suspended for longer than 10 days, the administrator shall notify the parent(s)/guardian that they must request a District-level hearing to review the recommendation.
        1. If a District-level hearing is requested, the local school administrator shall promptly notify the District compliance officer.
        2. If requested, the hearing shall be conducted according to the procedures outlined under item D. of this policy.
        3. The parent(s)/guardian shall be notified of the right to appeal the decision of the District-level hearing to the Board of Education.
      4. A security or police officer may be invited to a due process hearing or any other phase of the student disciplinary action whenever a local school administrator or District administrator deems it necessary for safety.
      5. Students suspended to a District-level hearing shall be required to leave the school campus as soon as the local school administrator can transfer custody to the parent(s)/guardian or other authorized individual.
      6. Any student who has been expelled from a public school within a preceding 12-month period may be denied enrollment in Jordan School District.
      7. The policy for student disciplinary action and due process shall apply to students with disabilities only to the extent permissible under the law.
        1. Students with disabilities are subject to the one-year expulsion imposed for violations involving fire arms, explosives, and flammable materials (real, look-alike or pretended).
        2. Students with disabilities who are studying under an Individual Education Plan (IEP) may not be expelled or have their school placement changed without a hearing of the IEP  committee except for violations involving weapons, drugs or serious bodily injury (consistent with the Individuals with Disabilities Education Act of 2004).
    4. District-Level Hearings and Right of Appeal
      1. The parent(s)/guardian must contact the Student Intervention Office to schedule the hearing prior to the tenth day of the student suspension.
      2. The superintendent or the superintendent's designee shall appoint a District administrator to conduct the hearing.
      3. The District administrator shall schedule the hearing with the student and the parent(s)/guardian.
      4. The District administrator, with the assistance of one or two other designated staff members, shall conduct the hearing at the appointed time and place.  The District and the student may each be represented by a person of their choice. The school suspending the student shall be represented by an administrator and, when applicable, by a representative of the student's IEP team.
      5. At the hearing, each side may make statements and present evidence relevant to the issues.
      6. The hearing shall result in one of the following determinations:
        1. Any disciplinary action already imposed is rescinded and the student returned to school.
        2. The appropriateness of the school's disciplinary action is affirmed.
        3. The student is suspended for a total of 10 days and returned to school thereafter.
        4. The student is suspended from the current school for one or more semesters and may be transferred to another District school or to an alternative school assignment.
          1. Placement at a school other than the boundary school will be reviewed at the end of the school year or following one semester of suspension whichever comes first.
          2. A choice of two school assignments other than the current school shall be offered.
            (a) In the event the Superintendent of Schools is notified by the Juvenile Court that a student has violated Title 76, Chapter 11, Part 2 - Weapons, the Superintendent shall notify the principal or a designee of such finding within five days.
            (b) In the event a student is transferred to another District school or an alternative school assignment because of acts constituting assault, possession of weapons, or gang behavior, the principal of the receiving school will be informed of the nature of the offense committed by the student.
            (c) All private information contained in a student file or maintained by the school district about a student shall be available for review only by the school district administrative personnel.  Notifications received from the Juvenile Court by the school district shall be forwarded to the principal of each school within five (5) days after receipt of such information. The principal may provide the information to school counselors who the principal deems to have a current need to know.  The principal may inform educators who will be teaching the student about any disciplinary action taken against such student for conduct that posed a significant risk to the safety or well-being of the student, other students, or other members of the school community.  The principal may inform educators who will be teaching the student about the student’s involvement in other dangerous or disruptive behavior, as defined in Section II B, C and D of this policy.
            (d) Any employee receiving information from the principal pursuant to this policy shall not disclose it to any other person.  Information regarding students may be disclosed only to persons authorized to receive it under the provisions of FERPA.  (See Policy AS61 – Student Records)
          3. Home instruction under Policy AS82 – Home and Hospital Instruction may also be offered as an alternative.
          4. The parent(s)/guardian shall select the student's school assignment from among the options offered.  If all options are declined, the Appeals Committee shall determine the student's school assignment.
          5. The student's school assignment cannot be appealed to the Board of Education.
        5. The student is suspended from all District schools for one or more semesters and transferred to home instruction as provided under Policy AS82 – Home and Hospital Instruction.
        6. The student is expelled from all District schools for up to one school year with no instruction provided by the District.
      7. The determination of the hearing shall be mailed to the student's parent(s)/guardian within five working days following the hearing.
      8. A record of all expelled students shall be kept and a notation of the expulsion attached to the individual student's grade transcript.
      9. In accordance with state law, if a student is suspended (or in the event of a Safe Schools violation, expelled) from a Jordan School District school for more than 10 school days, the parent(s)/guardian is responsible for undertaking an alternative education plan which will ensure that the student's education continues during the period of suspension or expulsion. Costs for educational services which are not provided by the District are the responsibility of the student's parent(s)/guardian.
    5. Appeals to the Board of Education
      1. The final determination, with the exception of the student's school assignment, may be appealed to the Board of Education.
      2. A written appeal must be submitted to the superintendent within 10 days of the day the determination of the hearing is mailed to the student.
      3. The Board shall review the determination, the evidence presented at the hearing, and documents submitted by the student's family. (An additional hearing shall not be held.)
      4. The Board may affirm the determination, amend the determination, or affirm the determination in part and amend in part.
      5. The Board's written decision shall be issued within 21 working days of receipt of the student's written appeal.

Published on
  • Effective: 10/28/1975
  • Revision: 12/14/2021
  • Reviewed: 7/25/2017
  1. Board Directive
    The Board recognizes the value of a competent, professionally trained teaching staff and authorizes establishment of a Local Professional Improvement Committee (LPIC) to encourage, guide, and reward the professional development of licensed staff members.
  2. Administrative Policy
    The Administration shall administer this policy in accordance with the following administrative policy provisions:

    1. Membership
      1. The Jordan School District LPIC shall consist of the following members:
        1. Administrator of Teaching and Learning
        2. Three principals (one elementary, one middle school, and one high school)
        3. Three teachers (one elementary, one middle school, and one high school)
      2. The Administrator of Teaching and Learning shall act as chairperson.  The chairperson shall vote only in the case of a tie.
      3. The three principals shall be nominated by the Administrators of Schools and will serve two-year terms.  The elementary and high school terms expire on the odd year, and middle school term expires on the even year.
      4. The three teachers shall be nominated by the licensed employee agent group and approved by the Superintendent.  Teachers will serve two-year terms.  The middle school term expires on the odd year, and the elementary and high school terms expire on the even year.
    2. Schedule of Meetings
      LPIC meetings shall be held monthly as needed.
    3. Functional Responsibilities
      1. The LPIC shall review all school and individual in-service requests for credit and make recommendations regarding approval.  Upon LPIC approval, the Administrator of Teaching and Learning shall sign the in-service requests.  The Administrator of Teaching and Learning and Teaching and Learning consultants will review and approve District in-service requests.
        1. Any District educator may submit to the Staff Development Office a request to teach a specific in-service course.  The Staff Development Office will then arrange for the class according to District policy.
        2. Any District educator or principal may submit to the Staff Development Office a request for in-service training.  The Staff Development Office will then arrange for the class according to District policy.
        3. Before a District, school or individual course is approved, the instructor(s) must have a resume on file with the Staff Development Office as well as a course syllabus, a student evaluation plan, and a statement of the desired academic outcome.  Any in-service class for salary change credit must be approved before the class begins.
        4. Any in-service for credit must carry an approval signature of a Teaching and Learning administrator.
        5. Salary lane change credit for current employees will be granted from an accredited institution, the Utah State Board of Education (USBE) approved credit on CACTUS, District approved credit and LPIC approved in-service credit.  Credit will be granted for courses taught by other agencies as long as the courses are submitted to and approved by the LPIC before the course begins and the course meets all other policy requirements.
        6. Only requests received by the 25th of each month will be assured consideration at the next LPIC meeting.
        7. The following criteria will be used for in-service evaluation:
          1. The request meets an established District need.
          2. Fourteen (14) clock hours of instruction are required for each one (1) semester hour of credit.
          3. With the exception of LPIC approved School and Individual Professional Development used to take approved classes, all in-service credit awarded must be earned after contract hours.
        8. Clarification of salary change credit:
          1. Credit for salary changes for current employees will be granted from an accredited institution, USBE approved credit on CACTUS, District approved credit, and LPIC approved in-service credit.
          2.  Credit for salary changes for teachers receiving licensure through an alternative pathway will be granted only following completion of their  Professional Licensure Program.  Salary lane changes will be awarded as noted in h.i.
          3. In-service training where teachers receive payment may be counted for salary change and may count toward state recertification.  Payment will be considered as an hourly payment or honorarium for attendance.  Payment will be based on the current hourly in-service rate.  An honorarium will be considered a payment fee, not a reimbursement for expenses.
          4. Payments given to in-service instructors will be based on the current hourly in-service rate, plus the same rate for an agreed upon number of preparation hours not to exceed the total number of hours of instruction.
          5. In-service classes held on contract time may carry salary change credit.
          6. University credit will be accepted on a semester-hour basis.
          7. Jordan District contract employees must submit application forms and pay a registration fee based on the number of credit hours for which they register.
          8. Salary change credit will be processed in the Human Resources Department in accordance with policy DP309—Salary Guidelines, which details educator responsibilities.
      2. The LPIC shall screen all applications for sabbatical leave according to policy DP333 NEG—Sabbatical Leave, and make recommendations to the Superintendent for approval.
        1. The number of applicants approved for sabbatical leave is determined by the Board.  All applications must be approved by the Board before being granted.
        2. When a sabbatical leave is successfully completed, a copy of the educational program and a transcript of credit and a report will be submitted to the LPIC for review.  The LPIC will notify the Superintendent of successful completion or failure to comply.
        3. Personnel on sabbatical leave must submit a progress report to the LPIC by February 15 of the year the leave is granted.  The report is to include the date the employee intends to return to full-time status.  Following review by the LPIC, the report will be forwarded to Human Resources.
        4. An employee returning from a one (1) year sabbatical leave will be placed in the same school and position as was held at the time the leave was granted, unless he or she requests otherwise.  His/her replacement will be hired on a temporary basis and will be so advised upon hiring.
      1. The LPIC shall screen all applications for educational leave according to policy DP332 NEG—Educational Leave, and make recommendations to the Superintendent for approval.
        1. The number of applicants approved for educational leave is determined by the Board.
        2. Personnel on educational leave must submit a progress report to the LPIC by February 15 of the year the leave is granted.  The report is to include the date the employee intends to return to full-time status and/or a request for a one-year extension if needed.  Following review by the LPIC, the report will be forwarded to Human Resources.
        3. When an educational leave is successfully completed, a copy of the outline of studies and a transcript of credit and a report will be submitted to the LPIC and the Superintendent for review.
      2. The LPIC shall screen all applicants for short-term, less than four-week paid educational leaves associated with Fulbright scholarships and exchanges.
      3. The LPIC will function to assist District educators with certification and endorsement needs in accordance with the standards and guidelines of the Utah State Board of Education.

Published on
  • Effective: 10/28/1975
  • Revision: 2/25/2014
  1. Board Directive
    The Board values creativity, innovation and collaboration.  This policy clarifies ownership and proper usage of intellectual property rights.  Authority for establishing and enforcing policy is delegated to the Administration.
  2. Administrative Policy
    1. It is the policy of the Administration that all original materials created by District employees or any person receiving funding administered by the District, shall be solely owned by Jordan School District with the followings exceptions:
      1. The District shall have no ownership rights of regular academic work products not assigned or specifically ordered by the District, which shall be owned by its creator.
      2. For intellectual property created under a contractual agreement, ownership shall be determined in accordance with the terms of the agreement.
      3. Individuals who create teaching materials to be used in jointly developed and taught District courses grant permission to the District to permit other contributors of the course to continue using those jointly produced teaching materials.
    2. There will be a respect for all materials protected by copyright.  This includes printed materials, sound recordings, broadcasts, and electronic media (see policy DE505—Acceptable Use of Copyrighted Materials in Jordan School District).
    3. Materials protected by copyright will be used only with the written permission of the holder of the copyright and will be labeled as specified by copyright.
    4. All letters granting permission to reproduce materials protected by copyright will be maintained by the Administrator of Teaching and Learning or designee.

Published on
    • Effective: 10/28/1975
    • Revision: 7/1/2025
  1. Board Philosophy
    Issues relating to the effective and efficient functioning of schools are best resolved at the lowest local level.  The Board authorizes the establishment of School Advisory Councils for the purpose of communicating areas of concern in the individual schools.
  2. Administrative Policy
    The Board authorizes the Administration to operate the School Advisory Councils according to the following:

    1. A School Advisory Council shall be established in each school from the faculty of that school to provide for orderly and professional means of improving program coordination and communications within the school.
      1. Division Organization
        1. High Schools
          One representative from the elective subject areas, one representative from the required subject areas, one Jordan Education Association member representative, one representative from the counseling staff, the principal, and one assistant principal designated by the principal.
        2. Middle Schools
          One representative from the elective subject areas, one representative from the required subject areas, one Jordan Education Association member representative, one representative from the counseling staff, the principal, and one assistant principal designated by the principal.
        3. Elementary Schools
          One representative from the primary grades, one representative from the intermediate grades, one Jordan Education Association member representative, and the principal.
        4. Special Schools
          One representative for each service area, one Jordan Education Association member representative, one representative from the counseling staff, the principal, and one assistant principal designated by the principal.
      2. Additional participation or representation on the Council will be determined by the Council as needs arise.
      3. Teacher representatives and the counselor will be elected by the teaching staff.
      4. Jordan Education Association member representatives will be elected by Jordan Education Association members.
      5. It shall be possible for individual members of the Council to introduce any items of business or points of view to be considered by the Council.
      6. Minutes shall be recorded on the School Advisory Council Committee minutes form and approved by the Council before distribution throughout the school and to the appropriate Administrator of Schools.
      7. The Council should meet monthly or more frequently if business dictates.  The chairman will be elected by the Council.  The operating procedures of the Council will be determined by the Council.
      8. The Council work shall not carry over into the administration of policies and programs.
      9. All items of business or recommendations coming from this Council are advisory only.
    2. Request for Review
      Informal Steps

      1. Issues of concern or discussion shall first be communicated to the person(s) involved in the matter with the objective of resolving the issues informally and making it clear that a review by the School Advisory Council may be considered.
      2. Issues of concern or discussion shall not be requested anonymously.
      3. If the issue cannot be resolved within fifteen (15) working days, those initiating the review may contact the School Advisory Council to review the matter.  All issues must first be reviewed by the School Advisory Council.  This step may be waived only if the principal is the subject of the issue.
      4. If resolution is not achieved through steps 1. and 2., the chairman and/or co-chairs of the School Advisory Council may request in writing a review of the matter by the Administrator of Schools.   A summary of the findings and conclusions of the School Advisory Council shall be included with the request for review.  A copy of the request shall be given to the school principal.
      5. The Administrator of Schools will convene a review committee made up of Administrator of Schools, the Planning and Student Services administrator and two representatives from the licensed employee agent.
      6. A summary of the Review Committee findings and conclusions will be prepared by the Administrator of Schools and sent to the requesting party within twenty (20) working days of the receipt of the request for review.  The conclusions of the Review Committee are final.

Revision history:  9/8/2009, 6/11/2019

Published on
  • Effective: 10/28/1975
  • Revision: 7/1/2023
  • Reviewed: 6/10/2014
  1. Board Directive
    It is the directive of the Board to allow each employee working 30 or more hours per week annual leave time as indicated below and authorizes the Administration to implement policy regarding annual leave for education support professionals.
  2. Administrative Policy
    The Annual Leave Policy shall be administered in accordance with the following administrative policy provisions.

    1. Each eligible employee of the District shall be allowed annual leave in accordance to the following schedule at no cost to the employee:
      Continuous Service Days Per Year
      Years 1 through 5 12 days per year
      Years 6 through 10 13 days per year
      Years 11 through 15 14 days per year
      Years 16 and beyond 15 days per year
        1. Continuous service includes an approved leave of absence, sick bank, military and/or FMLA leave.
        2. A resignation or retirement constitutes a “break in service.”
        3. Employees returning to Jordan School District following a break in service will receive a new continuous service date reflecting the date of their return.
        4. District seniority will be based on the new continuous service date.
      2. Employees hired after a contract year has started shall receive annual leave benefits on a prorated basis for the remainder of that year.
      3. Unused annual leave will convert to sick leave at the end of the contract year and will accumulate to provide additional leave for personal health-related absences.
      4. The following provisions must be followed:
        1. Effective July 1, 2020, Personal Leave and Sick Leave allocations were combined into the new Annual Leave allocation with no future allocations toward the old Personal Leave. However, accumulated unused Personal Leave remains available for employee use. An employee may not use more than five (5) accumulated Personal Leave days in any contract year. The remaining policy provisions below apply whether the leave is Annual Leave or accumulated Personal Leave.
        2. Employees need supervisor permission to take more than five days annual leave in a row. For health-related absences, see DP322 - Family and Medical Leave Act (FMLA).
        3. Except in unusual circumstances, prior notification must be given to the immediate supervisor at least one (1) day in advance.
        4. Critical Days are the first student attendance days before or after a school holiday. If a non-student attendance day falls before or after a school holiday (e.g. professional development day, grade-transmittal day), the Critical Day is the day before or after that non-student attendance day when students are in attendance.
        5. Annual leave may be taken on a Critical Day for the following specific reasons:
          1. Observance of religious holidays which fall on a regularly scheduled work day.
          2. Family weddings of near relatives including children, father, mother, brothers, sisters, grandchildren, grandparents, or the same to one's spouse or any other person who is a member of the same household as the employee.
          3. Graduations of near relatives as defined in "2." above.
          4. Required court appearances.
          5. Deaths not covered by DP330B—Bereavement Policy.
          6. Conferences and conventions which relate to the individual employee's work assignment and are not covered by DP339 – Released Time - Professional.
          7. To attend to personal or business matters which require the employee’s attendance and scheduling is beyond the employee’s control.
          8. First year employees who notify their supervisor in writing that they are ill.
        6. Annual leave may be taken on a Critical Day for other reasons under the following stipulations:
          1. Based upon a maximum of one annual day for each 100 employees, not to be less than nine (9), annual leave shall be granted on a Critical Day without being required to pay the equivalent of 40 percent of the employee’s daily rate, provided the request is filed with the Human Resources Department at least 35 calendar days but not more than 45 calendar days before the holiday.
          2. On the first working day after the application deadline, numbers will be randomly generated which will identify those employees authorized to take annual leave. Written notification will be sent to all applicants.
          3. Employees shall not be considered for paid annual leave on a Critical Day more than once during any contract year.
          4. Employees who have not registered prior to the deadline will not be allowed to fill unused slots.
          5. Education support professionals who request an annual leave day on a Critical Day, but who are not selected in 6.a. and 6.b. above shall be required to pay the equivalent of 40 percent of the employee's daily rate and apply for the leave at least five (5) working days in advance.
        7. Annual leave shall not be taken during the first five (5) days and last five (5) days that students are in school except under the following conditions:
          1. To attend the wedding of a near relative including child, father, mother, brother, sister, grandchild, grandparents or same to one’s spouse or any other person who is a member of the same household as the employee.
          2. To attend to personal or business matters which require the employee’s attendance and scheduling is beyond the employee’s control.
          3. First year employees who notify their supervisor in writing that they are ill.
        8. Annual leave days may not be used to pursue other employment.
        9. Annual leave days may not be used on make-up days as the result of employee job action.

Published on
  • Effective: 10/28/1975
  • Revision: 7/1/2023
  • Reviewed: 6/25/2013
  1. Board Directive
    The Board authorizes the establishment of an Education Support Professionals District Advisory Council for the purpose of communicating areas of concern by employee groups within the District.
  2. Administrative Policy
    The District Advisory Council shall operate according to the following administrative policy provisions:

    1. The Education Support Professionals Advisory Council shall be composed of the Administrator of Human Resources, the Administrator of Auxiliary Services, the Human Resources administrator assigned to education support professionals and representatives appointed by the employee agent.  The chairperson will be a member of the employee agent leadership.
    2. A calendar of meeting times will be developed by September 1 of each year to discuss and study issues mutually agreed upon.  A copy of the agenda will be provided to the Administrator of Human Resources, the Administrator of Auxiliary Services, and the Human Resources Education Support Professionals Administrator on the Wednesday prior to each meeting.
      1. Meetings of the Council shall be held other than regular working hours.  If circumstances should require that a meeting be held during working hours, committee members may be excused from their regular duties without loss of pay.
      2. If no agenda items are submitted by the Wednesday prior to the meeting, the scheduled meeting will be canceled.
    3. The Council may appoint ad hoc committees to study and report upon subjects agreed upon by the Council.
    4. All items of business or recommendations coming from this Council are advisory only.
    5. Minutes of each meeting shall be distributed to the committee membership.
    6. The employee agent leadership will present business items to the Superintendent on the fourth Monday of each month.

2/25/2020: Board of Education approved the term “Education Support Professionals” to replace “Classified” to describe personnel not licensed as educators.

Published on
  • Effective: 10/28/1975
  • Revision: 7/1/2023
  • Reviewed: 4/26/13
  1. Board Directive
    The Board authorizes the establishment of a Licensed Advisory Council for the purpose of communicating areas of concern by employee groups within the District.
  2. Administrative Policy
    The Administration shall operate the District Advisory Council according to the following:

    1. The Council shall be composed of:  five (5) members designated annually by the employee agent, the Administrator of Human Resources, the Human Resources Licensed Administrator, and one administrative representative from each level (high school, middle school and elementary school).  The chairperson will be determined annually by the Council.
    2. The Council shall meet at least once a month during the school year to discuss and study subjects mutually agreed upon relating to the school system.
      1. Meetings of the Council shall be held at other than regular school hours.  If circumstances should require that a meeting be held during school hours, committee members may be excused from their regular duties without loss of pay.
      2. If no agenda items are submitted by the Wednesday prior to the meeting, the scheduled meeting will be canceled.
    3. The Council is empowered to appoint ad hoc committees to study and report upon subjects agreed upon by the Council.
    4. The clerical expenses of the Council and its subcommittees shall be paid by the Board.
    5. All items of business or recommendations coming from this Council are advisory only.

Published on
  • Effective: 10/28/1975
  • Revision: 7/1/2023
  • Reviewed: 4/26/2013
  1. Board Directive
    It is the policy of the Board to allow each licensed employee, working 20 hours or more per week, annual leave time as indicated below.
  2. Administrative Policy

The Annual Leave Policy shall be administered in accordance with the following administrative policy provisions:

    1. Employees shall be allowed annual leave in accordance to the following schedule at no cost to the employee.   
Continuous Service Days per year
Years 1 through 5 12 days per year 
Years 6 through 10 13 days per year 
Years 11 through 15 14 days per year
Years 16 and beyond 15 days per year 

 

    1. Continuous service includes an approved leave of absence, sabbatical leave, sick bank, military and/or FMLA leave.   
    2. A resignation or retirement constitutes a “break in service.”   
    3. Employees returning to Jordan School District following a break in service will receive a new continuous service date reflecting the date of their return.   
    4. District seniority will be based on the new continuous service date.
  2. Employees hired after a contract year has started shall receive annual leave benefits on a prorated basis for the remainder of that year.   
    1. For example, an employee who is on contract for 50 percent of the contract year would be eligible to receive 50 percent or six (6) days of a 12-day annual leave allowance.)  
    2. When calculating annual leave allowances in subsequent years, employees shall be awarded a full year of service for the first partial year of employment if their hire date is prior to January 1.  If their hire date is after January 1, no service shall be awarded for the first partial year of employment.
  3. Unused annual leave will convert to sick leave at the end of the contract year and will accumulate to provide additional leave for personal health-related absences. 
  4. The following policy provisions must be followed:   
    1. Effective July 1, 2020, Personal Leave and Sick Leave allocations were combined into the new Annual Leave allocation with no future allocations toward the old Personal Leave. However, accumulated unused Personal Leave remains available for employee use. An employee may not use more than five (5) accumulated Personal Leave days in any contract year. The remaining policy provisions below apply whether the leave is Annual Leave or accumulated Personal Leave. 
    2. Employees need principal permission to take more than five days annual leave in a row.  For health-related absences, see DP322 Family and Medical Leave Act (FMLA).  
    3. Except in unusual circumstances, prior notification must be given to the immediate supervisor at least one (1) day in advance. 
    4. Critical Days are the first student attendance days before or after a school holiday. If a non-student attendance day falls before or after a school holiday (e.g. professional development day, grade transmittal day) the Critical Day is the day before or after that non-student attendance day when students are in attendance.
    5. Annual leave may be taken on a Critical Day for the following specific reasons: 
      1. Observance of religious holidays which fall on a regularly scheduled school calendar workday. 
      2. Family weddings of near relatives including children, father, mother, brothers, sisters, grandchildren, grandparents, or the same to one's spouse or any other person who is a member of the same household as the employee. 
      3. Graduations of near relatives as defined in "b." above. 
      4. Required court appearances, 
      5. Deaths not covered by DP330 NEG Bereavement Leave - Licensed. 
      6. Conferences and conventions which relate to the individual employee's work assignment and are not covered by policy DP339 – Released Time—Professional. 
      7. To attend to personal or business matters which require the employee’s attendance and scheduling is beyond the employee’s control. 
      8. First year employees who notify their supervisor in writing that they are ill. 
    6. Annual leave may be taken on a Critical Day for other reasons under the following stipulations: 
      1. Based upon a maximum of one annual leave day for each 100 employees, annual leave shall be granted on a Critical Day without being required to pay 50% of the daily rate of a licensed employee on salary level one provided the request is filed with the Human Resources Department at least 35 calendar days but not more than 45 calendar days before the holiday. 
      2. On the first working day after the application deadline, numbers will be randomly generated which will identify those employees authorized to take annual leave without being required to pay 50% of the daily rate of a licensed employee on salary level one.  Written notification will be sent to all applicants. 
      3. Employees shall not be considered for paid annual leave on a Critical Day more than once during any contract year. 
      4. Employees who have not registered prior to the deadline will not be allowed to fill unused slots. 
      5. Licensed employees not selected in 6.a. and 6.b. above but request an annual leave day must notify their principal five (5) working days prior to the date.  These employees shall be required to pay 50% of the daily rate of a licensed employee on salary level one. 
    7. Annual leave shall not be taken during the first five days and last five days that students are in school except under the following conditions: 
      1. To attend the wedding of a near relative including child, father, mother, brother, sister, grandchild, grandparent or the same to one's spouse or any other person who is a member of the same household as the employee. 
      2. To attend to personal or business matters which require the employee's attendance and scheduling is beyond the employee's control. 
      3. First year employees who notify their supervisor in writing that they are ill. 
    8. Teachers may not take annual leave days during the four (4) days of contract time not involving students but may, through correlation with the principal, arrange to exchange one of these days for another non-contract day. 
    9. Annual leave days may not be used during parent/teacher conferences.   
    10. Annual leave days may not be used to pursue other employment. 
    11. Annual leave days may not be used on make-up days as the result of employee job action. 

Published on
  • Effective: 5/25/1975
  • Revision: 8/26/2014
  • Reviewed: 3/26/2013
  1. Board Directive
    The Board shall provide safe transportation to and from school for students who qualify.  The Board delegates to the District Administration the responsibility to develop and implement a transportation policy which conforms to the Utah State Code and Utah State Board of Education transportation policies.
  2. Administrative Policy
    In compliance with Utah State Code 53F-2-403, Jordan School District determines student eligibility for bus transportation using the following criteria:

    1. Elementary (K-6) students living at least one and a half (1-1/2) miles from school will be provided bus transportation.
    2. Middle school students living at least two (2) miles from school will be provided bus transportation.
    3. High school students living at least two (2) miles from school will be provided bus transportation.
    4. Students with disabilities are transported on regular buses and regular routes whenever possible, unless the Individualized Education Program (IEP) team determines otherwise.
    5. A student whose IEP identifies transportation as a necessary related service is eligible for transportation regardless of distance from the school attended by assignment of the local board in accordance with Utah State Board of Education Rule 277-600-5 and federal requirements.

Published on
  • Effective: 3/12/1975
  • Revision:
  1. Board Policy
    The Board supports the policy that each high school publish a yearbook. The Board recognizes that maximum student involvement in the processes provides many rewarding experiences and offers enrichment to the school curriculum. The Board commissions the District Administration to develop practices and procedures to ensure that each high school will be able to publish a yearbook that reflects District philosophy through maximum student involvement.
    Guidelines

    1.  The processes of publishing a yearbook are not to compete with, advertise for, or promote private business.
      1. Pictures taken by the school for the yearbook are not to be sold.
      2. Advertisements for commercial firms are not to be placed in yearbooks.
    2. The District will provide technical assistance to each yearbook staff and adviser.
      1. The regular assistance of a District photographer is to be provided.
      2. The photo lab in the Jordan Technical Center will provide support facilities for film processing.
    3. Individual pictures for the yearbooks will be taken by the District photographer at no charge. Yearbook staffs will assist.
      1. An individual student may request to submit a substitute individual picture; however, it must meet the specifications set by each high school yearbook staff.
      2. Notification to students and parents that substitute pictures will be accepted is not necessary.
    4. The purchase price of yearbooks is to be approved by the Board.
      1. Quality, value received, and cost are to be constantly evaluated and equated.
  2. Administration Policy
    High school principals have the responsibility of coordinating and planning the necessary processes to publish a yearbook.
    Guidelines

    1. High school principals will coordinate, through the Administrator of Schools, matters on a District level that pertain to yearbooks.
    2. Each principal will provide a faculty advisor and develop a method to choose students for the yearbook staff.
    3. Budgeting is the responsibility of the local principal.
    4. Time schedule for the District photographer will be coordinated through the area Administrator of Schools.
      1. Regular class schedule
      2. Taking of individual student pictures
    5. Local schools are to notify students of time schedules for the taking of individual pictures.
      1. Each yearbook staff shall have a written description of specifications for individual yearbook pictures available only to students who request a substitute photograph. Such description shall be made and available in adequate time to meet yearbook schedules.
      2. The District will not be responsible for providing picture specifications to commercial photographers.