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Author: communications

Published on
  • Effective: 10/6/1970
  • Revision: 8/23/2022
  1. Board Directive
    It is the policy of the Board of Education that the principal shall work with his/her faculty and student officers to develop a wholesome environment with reference to school publications and all printed material published within the school or from any source that might be distributed in or about the school; also with reference to speech and manners of students, personnel, visitors or guests.
    The Board recognizes the educational value of proper and wholesome resources in the nature of individual personalities, business and institutional publications and the many materials of local, state, and national agencies.
  2. Administrative Policy
    1. The property, parking lots, sidewalks, facilities of Jordan School District and the publications of Jordan School District are a closed forum, to be managed in the best interests of the students and patrons as determined by the Jordan School District Administration and local school principals.
    2. School Publications and Printed Materials
      The Board places the responsibility for school publications and distribution of any materials with the local school administration. Therefore, printed material of any nature shall not be distributed on the school premises without the consent of the school principal.

      1. Flyers, handbills, or other printed materials which are not either approved by the principal or sponsored by the District are prohibited and may not be posted or distributed on school property or placed in mail boxes that are provided for school staff.
      2. All publications shall be free of any lewd, wanton, or lascivious writings or pictures and shall not promote illegal substance use. There shall be no publications of a nature that would ridicule, defame, belittle, or otherwise injure the character of any individual or group. Material that is reasonably anticipated to substantially interfere with the work of the school or impinge upon the rights of other students is unacceptable for general distribution.
      3. Jordan School District will not accept or publish public political advertising on ballot initiatives, constitutional amendments, and candidates for election. The Board may publicize its position on initiatives and other matters sponsored by the Board or having a direct bearing on the education of students in Jordan School District.
    3. Student Distribution Process
      1. Any student wishing to distribute non-school sponsored material outside of classes or club meetings must first submit for approval a copy of the material to the principal or principal’s designee at least six (6) working days in advance of desired distribution time, together with the date(s) and time(s) of day intended for distribution and the requested location for material to be distributed.
      2. Within three (3) working days, the principal or principal’s designee will review the request and render a decision. In the event that permission to distribute the material is denied or limited, the person submitting the request should be informed in writing of the reasons for the denial or limitation. The request can only be denied for reasons outlined in section II.B.2.
      3. If the principal does not approve the material for distribution, the student may submit a written request for appeal to the Superintendent or designee. A decision will be made within three (3) working days of submitting the appeal.
      4. Permission or denial of permission to distribute material does not imply approval or disapproval of its contents by either the school, the administration, the school board, or the individual reviewing the material submitted.
    4. Speech and Manners
      1. There shall be no display of manner or speech that would be, or tend to be, lewd, vulgar, wanton, lascivious, defamatory, promote illegal substance use, or otherwise be materially disruptive to the wholesome educational environment of the school or involve substantial disorder or invasion of the rights of others.
      2. The Board of Education herein adopts the full intent of Salt Lake County Ordinance, Chapter 10.32 relating to "Offenses In or About Schools, Colleges, or Universities," as it may apply to printed materials or speech and manners of all individuals that may be within or about the school premises.
      3. Infractions by other than students shall be reported to the proper authorities. Infractions by students may result in suspension from school.

Published on
  • Effective: 8/25/1970
  • Revision: 5/28/2024
  • Reviewed: 5/26/2015
  1. Board Directive
    The Board recognizes the value of having a clearly defined statement relative to assignment of bus drivers, and delegates to the Administration the responsibility to administer the following bus driver assignment policy.
  2. Administrative Policy
    The Administration delegates the responsibility for assignment of bus drivers to the Director of Transportation who shall perform such responsibilities consistent with the following regulations and requirements:

    1. Each driver shall have a valid Commercial Drivers License (CDL) with proper endorsements. Drivers shall receive a reimbursement for CDL renewal.
    2. Each driver shall provide the Director of Transportation with a doctor's statement that the driver has passed a physical examination and is physically fit to assume the full responsibilities of a bus driver.
    3. Once each year (if required), the Board shall pay the cost of the Department of Transportation (DOT) physical renewal, provided the driver uses a qualified physician authorized by the District. Each driver will be responsible for making his/her own arrangements for this physical examination.
    4. Regular Bus Routes - A.M. and P.M.
      1. All bus drivers and bus attendants employed by the District will be assigned a regular morning and afternoon route by the Director of Transportation.  Changes in assignments will be made at the beginning of each school year insofar as possible.  A driver whose contract route is involuntarily reduced mid-year due to unexpected route changes or other extenuating circumstances will maintain their benefit calculation ratio, in effect at the time of the route reduction, through the end of the current contract year.  The benefit ratio determines the amount the employee will pay for insurance coverage.
      2. When vacancies occur on established routes, new routes, kindergarten routes, or special education routes, this information will be posted for five (5) working days at the Transportation Office. Drivers or attendants may sign up for those runs based on department seniority and qualifications. Once the vacancy has been filled, other drivers or attendants may request assignment to the subsequent vacancy. If any created vacancy requires more than 30 hours of work per week, the position must be opened for bid. Any other subsequent vacancies shall be listed and distributed to
        contract drivers who may review and request in writing to the Director of Transportation. All others will be appointed by the Director of Transportation based on qualifications.

        1. Applicants may have one (1) reassignment per fiscal year for any purpose. Additional reassignments are allowed if the reassignment will give the applicant additional hours.
        2. Drivers will be assigned to regular kindergarten routes, and will be paid at their regular rate of pay for a minimum of two (2) hours, to include 30 minutes for the daily pre-trip/post-trip inspection, cleaning and refueling the bus, or actual time above the two (2) hours regardless of the number of routes served.
        3. Rescheduling of routes may alter time requirements from year to year.
        4. No assignment will be made which creates excessive deadheading. Excessive deadheading shall be defined as "greater than allowed on regular bus runs."
        5. Drivers cannot trade assignments.
        6. Unique circumstances may require the director to reassign drivers or attendants without regard to department seniority when it is necessary to meet special district or employee needs which are reasonable and not arbitrary.
      3. If a driver or attendant requests assignment to a bus run away from the areas in which he/she lives, he/she must furnish his/her own transportation to the point where the bus for that route is regularly stored. There will be no "deadheading" of buses out of regularly assigned areas for the convenience of the drivers or attendants.
    5. Regular Program Runs
      Minimum contract hours include 30 minutes for the daily pre-trip/post-trip inspection, cleaning and refueling the bus.

      1. For drivers hired on a contract prior to July 1, 2014:  Drivers will be paid at the regular rate of pay on quarter-hour increments for time worked beyond the four (4) hours per contract day.  Some bus runs may not require the services of a driver for a normal four (4) hour day.  As few drivers as possible shall be hired for less than a regular contract.  These drivers shall be paid the regular contract hourly rate.  If a contract driver is assigned to these runs, other work may be required to fulfill the hourly requirements of a contract bus driver.
      2. For drivers hired on a contract on or after July 1, 2014:  Drivers will be paid at the regular rate of pay on quarter-hour increments for time worked beyond the six (6) hours per contract day.
    6. Drivers shall be paid as follows:
      1. Driving time shall be paid at the driver's established hourly rate.
      2. Payment for field trip/activity runs shall be based on actual driving and layover time plus a one-half hour allowance for inspecting, cleaning and fueling the bus.  A minimum of two (2) hours is required.
      3. The hourly rate of pay for substitute bus drivers shall be equal to 100 percent of Lane 7, Step 1.
    7. Drivers shall be compensated according to the the Standards for Utah School Buses and Operations Manual for time required for pre- or post-trip and for time spent cleaning and fueling vehicles.
    8. Field Trip and Activity Runs
      1. Driver assignments
        1. Drivers interested in driving for field trips and activity runs shall notify the Director of Transportation or designee.
        2. A list of interested drivers shall be compiled in the order of department seniority.
        3. Except in unusual circumstances, drivers shall not be assigned to field trip/activity runs which would require them to exceed a 40-hour work week even if contract hours are not worked because of scheduled or unscheduled leave usage.  All overtime must be authorized by the Director of Transportation.
        4. As far as possible, field trip/activity run assignments shall not interfere with regular route assignments.
        5. Available field trips and activity runs shall be posted in the Transportation Office two (2) weeks in advance or for as many days as possible if two (2) weeks of notification is not received.
        6. Interested drivers must indicate their interest by submitting the proper form with the Field Trip Office by 9:00 a.m. on the posted sign up day.  The driver will list desired field trips/activity runs on the form by request number.  Drivers may choose to be present (not on contract time) when their field trip requests are reviewed.
        7. Available field trip/activity run assignments shall be posted.  Drivers shall bid on field trip/activity runs or be assigned based on the driver’s available hours within the 40-hour work week, department seniority, ability to meet the pick up/drop off time and preference, in that order.  The same driver may be assigned to field trip/activity runs that extend over multiple days.  (Drivers will not be penalized for extra time beyond what was posted or assigned.)
        8. The field trip bid process will proceed on a rotation order beginning with the senior driver on the list of interested drivers. Each driver will be allowed to sign up for one available field trip at a time.  After a driver makes his/her selection, the next driver in seniority will make a selection.  The procedure will continue through the list of interested drivers until all drivers on the list have had a chance to select one (1) field trip.  Following this initial round of field trip selection, drivers who still need required contract hours will be assigned field trips until the obligation is met.  After all obligated contract hours have been met, the field trip assignment process will resume with the seniority rotation procedure until all requested field trip/activity runs have been assigned.
        9. During the weeks prior to September 1 and after the spring sports tournaments, the District cannot guarantee 30-hour contract drivers, assigned to routes of less than 30 hours, the full 30 hours per week.
        10. Field trip/activity run requests made with four (4) -13 days' notice will be assigned by the Field Trip Office using the department seniority list until all requests have been filled.
        11. Field trip/activity requests received with less than 72 hours' notice will be assigned by the Director of Transportation or his/her designee.
        12. Substitute drivers shall not be assigned to field trip/activity runs until all interested benefit-eligible drivers with available hours have been assigned.
        13. Drivers are responsible to pick up their field trip/activity run assignments and paperwork from the field trip office. Any assignment/ paperwork which has not been picked up by Thursday of the week prior to the field trip will be reassigned to another available driver.
        14. Drivers who decline the first assigned field trip/activity run must wait in rotation for his/her next opportunity to select a trip, the same as if he/she had selected a trip on his/her first opportunity.
        15. June Field Trips: Drivers interested in driving field trips and activity runs shall notify the Director of Transportation or designee. A list of interested drivers will be compiled in the order of department seniority. All overtime must be authorized by the Director of Transportation. As far as possible, field trip/activity runs should not interfere with regular route assignments.
        16. July and August Field Trips: the field trip office will compile a list of drivers who are interested in driving during this time period. The bidding process will be done using the phone number(s) provided by the driver. Those drivers who have indicated interest will be called according to the department seniority list. The field trip office will allow 30 minutes for the driver to return the phone call to accept a field trip. After 30 minutes the field trip office will call the next driver in line of seniority. The field trip office will go through the entire list offering trips before returning to the top of the list. Two (2) weeks before the start of traditional school bidding will return to the process described in E.1.a.-g. above.
      2. The Director of Transportation has authority to deviate from the assignment guidelines listed in item E. 1. under the following circumstances:
        1. The field trip/activity run requires more than 15 buses.
        2. The field trip/activity run covers hazardous terrain.
        3. The field trip/activity run request was received on short notice
        4. The field trip/activity run is extended in time and/or distance.
        5. An unexpected need for bus service must be met.
        6. An emergency school closure or evacuation is underway.
        7. A community emergency is underway.
        8. Other compelling reason.
      3. Overnight travel: Drivers will be compensated for a minimum of eight (8) hours for each day traveling to and from the field trip destination.  Drivers will be compensated for a minimum of eight (8) hours for each day at the destination.  In accordance with Federal Department of Transportation Regulations, Federal Motor Carrier Safety Administration 49 CFR Part 395, a Jordan School District bus driver may only be on duty for 15 hours, followed by a full eight (8) hours of off-duty rest time. A driver may only drive for 10 of those 15 on-duty hours. Care should be taken to ensure drivers are well rested in order to operate the bus safely. The schools will be responsible to provide for the expenses incurred to be in compliance with this regulation, which may include a separate hotel room for each driver and any mileage or travel expenses for additional relief drivers.
      4. Bus drivers will be compensated as follows for field trips:
        1. Monday-Friday:   Drivers shall be paid a minimum of two (2) hours or the actual time spent on field trip/activity runs.  This time will include one-half hour for cleaning and fueling the bus.  If the field trip/activity run is cancelled while the driver is on duty or the trip assignment is one-way (either to or from an event), drivers shall be paid for a minimum of two hours with the one-half hour allowance for inspecting, cleaning and fueling the bus included as part of the minimum.  The additional costs will be charged to the school or department that cancels the activity.
        2. Weekend/Holidays:  If the school fails to cancel the field trip prior to the driver arriving at the bus facility, the driver shall be paid for four (4) hours.  The costs will be charged to the school or department that failed to cancel the activity.
      5. If the field trip/activity run is not completed on time and a substitute must be assigned to the driver's regular route, the school shall pay a minimum of two (2) additional hours to cover substitute costs.
      6. Upon arrival at the field trip/activity run destination, drivers shall secure the bus and remain accessible to the group unless otherwise instructed by the administrator in charge.
      7. The school administration shall assure that one or more responsible, adult supervisors are aboard each bus that is on a field trip/activity run.
      8. Drivers shall make every effort to assure safety and shall follow established procedures for student discipline.  (See District Policy DA170—School Bus Discipline.)
      9. It is not permitted for drivers to transport family members unless they are part of the group/class paying for the trip. It is also not permitted for Jordan School District buses to travel across State lines.
      10. Jordan School District buses are not authorized to operate between 1:00 A.M. and 4:00 A.M.
      11. When students are engaged in an activity where a change of clothing is required, schools should make arrangements for a changing room for students.  School buses shall not be used as a dressing room.
    9. Assignment of Bus Attendants
      1. Bus attendants will be paid at the regular rate of pay on quarter-hour increments for time worked beyond the contract hours.
      2. For attendants hired on a contract prior to July 1, 2014:  If a bus run does not require the services of a bus attendant for a normal four (4) hours per contract day, the bus attendant will be a temporary at-will substitute bus attendant for actual hours worked.
      3. For attendants hired on a contract on or after July 1, 2014:  If a bus run does not require the services of a bus attendant for the normal six (6) hours per contract day, the bus attendant will be a temporary at-will substitute bus attendant.
      4. Field trip assignments for attendants will be done in the following manner: The field trip office will compile a list of attendants who are interested in being attendants for field trips. Attendants will be notified using the phone number(s) provided by the attendant. Those attendants who have indicated interest will be called according to the department seniority list. The field trip office will allow 30 minutes for the attendant to return the phone call to accept or reject the field
        trip/activity run. After 30 minutes the field trip office will call the next attendant in line of seniority. The field trip office will go through the entire list offering trips before returning to the top of the list.

Revision history:  8/28/12, 7/28/15

Published on
  • Effective: 2/10/1970
  • Revision: 7/1/2023
  • Reviewed: 10/27/2015
  1. Board Directive
    It is the directive of the Board to allow employees who qualify for benefits to receive released time with pay for bereavement in the case of the death of a member of the immediate family.  The Board delegates the responsibility for implementing policy regarding bereavement leave for education support professionals.
  2. Administrative Policy
    The Bereavement Leave Policy shall be administered in accordance with the following administrative policy provisions:

    1. Employees shall be granted up to eight (8) days absence without pay deduction in the event of the death of a spouse, daughter, son, step-daughter or step-son.  This would also include any other person residing in the home who may have assumed the role of daughter, son, or spouse.
    2. Employees shall be granted up to three (3) days absence without pay deduction in the event of the death of the employee's or spouse's parent, step-parent, brother, sister, grandfather, grandmother, grandchild, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or other person residing in the employee's home.  Verification of family relationship may be requested.
    3. A maximum of two (2) additional days may be granted if travel time is needed.  Travel must be in excess of 350 miles (one way) to qualify for additional days. An immediate supervisor shall request travel verification information from an employee.
    4. Bereavement Leave is provided only for the death of individuals listed under items A. and B. and must be taken within fourteen (14) calendar days of the individual's death.  Exceptions require verification and Cabinet approval. Employees who request to take additional leave days or who need to miss work because of the death of an individual not covered in this policy should refer to DP335B NEG —Annual Leave – Education Support Professionals.
    5. Bereavement leave for part-time employees shall be prorated according to the percentage of a full-time contract; e.g., an employee on a 30-hour  contract would be eligible for eight (8) six- (6) hour days for the death of individuals listed in items A. and B.
    6. If the death of an employee's parent results in the loss of the only remaining parent, up to three (3) days may be taken to deal with estate issues.  The three (3) additional days must be taken within one (1) calendar year of the parent's death.
    7. Employees shall enter their bereavement leave absence in Employee Access and in Absence Management (formerly known as AESOP), if a substitute is needed.  Bereavement leave requests should include the relationship to the deceased, date of death and location of service.

Review History: 6/14/2005, 7/12/2011, 4/26/2013, 6/10/14
Revision history:  7/12/2011, 5/23/2017

Published on
  • Effective: 2/10/1970
  • Revision: 7/1/2023
  • Reviewed: 4/26/2013
  1. Board Directive 
    It is the policy of the Board to allow employees who qualify for benefits to receive released time with pay for bereavement in the case of the death of a member of the immediate family.  The Board authorizes the Administration to administer policy for bereavement leave for licensed employees.
  2. Administrative Policy
    The Bereavement Leave Policy shall be administered in accordance with the following administrative policy provisions:

    1. Employees shall be granted up to eight (8) days absence without pay deduction contiguous with the event of the death of a spouse, daughter, son, step-daughter or step-son.  This would also include any other person residing in the home who may have assumed the role of daughter, son or spouse.
    2. Employees shall be granted up to three (3) days absence without pay deduction in the event of the death of the employee's or spouse's parent, step-parent, brother, sister, grandfather, grandmother, grandchild, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or other person residing in the employee's home. Verification of family relationship may be requested.
    3. A maximum of two (2) additional days may be granted if travel time is needed. Travel must be in excess of 350 miles (one way) to qualify for additional days. An immediate supervisor shall request travel verification information from an employee.
    4. Bereavement Leave is provided only for the death of individuals listed under items A. and B. and must be taken within 14 (fourteen) calendar days of the individual's death.  Exceptions will require verification and Cabinet approval.  Employees who request to take additional leave days or who need to miss work because of the death of an individual not covered in this policy should refer to the DP335 NEG –Annual Leave, Licensed, or other available leave policy.
    5. Bereavement leave for part-time employees shall be prorated according to the percentage of a full-time contract; e.g., an employee on a half-time contract would be eligible for eight (8) half days for the death of individuals listed in items A. and B.
    6. If the death of an employee's parent results in the loss of the only remaining parent, up to three (3) additional personal leave days may be taken to deal with estate issues. The three (3) additional days must be taken within one (1) calendar year of the parent's death.
    7. Employees shall enter their bereavement leave absence in Employee Access and in Absence Management (formerly known as AESOP), if a substitute is needed.  Bereavement leave requests should include the relationship to the deceased, date of death and location of service.

Revision history:  9/8/2009, 4/25/2017

Published on
  • Effective: 2/10/1970
  • Revision: 12/3/2012
  • Reviewed: 5/28/2013
  1. Board Directive
    Jordan School District strives to provide adequate staffing of the schools each day including the placement of qualified substitute teachers when necessary.   The Board delegates to the District Administration the responsibility of assigning substitute teachers to the schools.
  2. Administrative Policy
    The substitute teacher policy shall be administered by the Human Resources Department, in accordance with the following administrative policy provisions:

    1. Leave for teachers will be granted in accordance with District policies established by the Administration.  Copies of the leave policies are available on the District website.
      1. A teacher who will be absent must notify the principal or designee, and is responsible for calling the substitute management system to arrange for a substitute teacher.
      2. When teachers know in advance that they will be absent, they may call the substitute management system up to 45 days prior to the absence.
      3. A teacher who is absent shall provide adequate lesson plans for the substitute.  Seating charts of the students’ names for each class shall be provided when applicable.
    2. The Administrator of Human Resources shall be responsible for obtaining the best qualified substitute teachers available.  Substitute teachers shall be secured and placed in accordance with the following administrative policy provisions:
      1. A prospective substitute teacher must file an online application with the Human Resources Department for review by a qualified staff member.  Human Resources shall determine the candidate's qualifications for substitute service.  An interview may be conducted.
      2. Every effort will be made to seek the most qualified person to substitute.  Those with a degree and certification shall be given first consideration.  Only candidates who are 21 years of age or older with 60 semester hours or an Associate Degree equivalent, shall be placed on the District approved list as regular substitutes.  In an emergency, a person with less than 60 semester hours may substitute if the individual has had training or experience in an area that meets specific District, school, or student needs.
      3. The substitute teacher shall report to the school principal or his/her designee.  The substitute shall carefully review all lesson plan material, and follow the teacher’s lesson plans.  At the end of the day, a report shall be left by the substitute for the regular teacher.
      4. The principal, or his/her designee, shall welcome all substitutes, aid them in finding teacher plans, and orient them to the school schedule and procedures.
      5. The principal, or his/her designee will be responsible to verify and reconcile substitute teacher hours of work in the District online substitute system and timesheets when applicable.
      6. If a substitute teacher renders unsatisfactory service for a school, the principal shall so indicate to the Administrator of Human Resources on the Substitute Teacher Evaluation Form.  Evaluations shall be made to determine if substitutes should remain on the District list.
      7. Teacher requests made in advance for a particular substitute will be honored whenever possible.
      8. When advance notice is given for absences of more than one day, the same substitute will be assigned for the duration of the absence whenever possible.
      9. Substitute teachers may be limited on the number of hours worked.

Published on
  • Effective: 1/27/1970
  • Revision: 8/25/2015
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board recognizes that people who staff the school system are discharging a public trust of great significance and value to the community and to the nation.  It recognizes further that the human resources of the school system--the skill, the ability, the ingenuity, and the loyalty of each employee--are the key to a successful education system.  The Board delegates the Adminsitration to fill all vacancies with the best qualified persons available without regard to 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 in order to obtain and maintain a high level of employee performance and satisfaction.  Utah Code 34A-5-106. It further charges the Administration to strive to retain capable and desirable employees already in the school system.
  2. Administrative Policy
    1. Definition of Personnel
      Personnel, as described herein, refers to all licensed employees and education support professionals in the District.  In addition, the philosophy, the Administration, and the policies which form the framework of the organization within which these groups operate are considered as integral parts of personnel.
    2. Areas of Personnel Administration
      Personnel administration includes in its responsibilities the formulation of and implementation of policies and standards relating to the eligibility, selection, assignment, compensation, efficiency, promotion, transfer, probation, resignation, dismissal, absence, retirement, professional growth, job descriptions, professional rights, welfare, and personnel records of all employees of the schools.
    3. Welfare of Students
      The personnel organization shall provide children with educational opportunities of the highest possible quality.  Toward this end, the following principles offer guidance:

      1. Clarification of Educational Objectives - The entire school staff of the District and the Board should share in the development of educational aims which seek to fulfill the unique function of public education in American society.  Those involved in this task should strive to be flexible, objective, and resourceful and to be aware of the implications of the constantly changing field of education.  They should strive to develop a climate that stimulates creativity in the staff members and the students.  They should consider as essential a problem-solving approach for reaching solutions to problems of the classroom, the school, and the District.  Therefore, the school staff and the Board should work toward obtaining the services of employees of the highest competence who can help to achieve these aims.  Personnel actions affect, and are affected by, school organization, curriculum, and staff morale.
      2. Promotion of Pupil Achievement - Since one of the major purposes of each school system is to increase the degree and quality of each pupil's achievement in relationship to his/her ability, staff members of the highest caliber are needed.  Personnel practices should be tested to determine the extent to which quality instructional services to pupils, in relationship to their abilities at all levels of education, are provided.
      3. Maintenance of High Standards - In order to ensure instructional and supplementary services of high quality, personnel practices should reflect a consistent policy of selecting well-prepared employees and of encouraging the upgrading of services after employment.
      4. Maintenance of Integrity - Individuals should have a clear and undeviating purpose to provide the best possible opportunity for students to learn.  They should regard their position as a public trust, and their objectivity and efficiency consistently should justify the confidence placed in them.
      5. Citizenship Training - All personnel should recognize the importance of their role in the citizenship training of all students.  Every effort should be made to assist students to make worthwhile contributions to society.
    4. Welfare of Personnel
      The personnel organization should create a climate in which the individual staff member can make his/her best contribution.

      1. Integrity of Purpose - Integrity of purpose is an obligation of all District employees.  Respect for personality, mutual faith, trust and understanding should permeate all their relationships.
      2. Cooperative Involvement in Development of Personnel Policies - In formulating and implementing personnel policies and practices, the cooperative involvement of those concerned is imperative.
      3. Equality of Treatment - The principles of fairness and impartiality shall be followed in all personnel actions.
      4. Recognition of Excellence - District employees, the school system, and students benefit when excellence of service is recognized by words of appreciation, leadership opportunities, and advancement.  Employees deserve recognition for their contributions and accomplishments.  The very nature of public education makes sensitivity to this concern paramount.  Through such recognition, individuals find helpful encouragement for creativity and self-expression within the framework of their positions.
      5. Provision for Leadership Opportunities - Personnel procedures should enable those staff members who have the potential, to be advanced to positions of leadership in the school system, through an orderly procedure for professional advancement and promotion.
      6. Maintenance of Good Communications - Avenues for clear and candid two-way communication in all personnel relationships are essential.  The continuous flow of information through recognized channels contributes to a better understanding of the total educational enterprise.  Any employee has the obligation to be available for consultation, in confidence, in privacy, and in an atmosphere of sympathetic understanding.
      7. Fostering of Quality of Service - All District employees share in the responsibility of creating a climate wherein the employees can work at maximum efficiency.  Excellence in performance is more nearly possible when economic rewards, physical facilities, and a favorable psychological climate are provided.

Published on
  • Effective: 9/30/1969
  • Revision: 7/1/2023
  • Reviewed: 6/10/2014
  1. Board Directive
    The Board of Education recognizes that, under extenuating circumstances, an employee of the District may request termination of his/her contract, that the appropriate office of the District may request the termination of a contract, and that by mutual agreement between the District and the employee, an employee's contract may be terminated.  The Board delegates to the Administration the responsibility for developing policy regarding resignations for licensed employees.
  2. Administrative Policy
    Proper notice of resignation must be submitted electronically by the employee through Employee Access.  This notice will begin when received by the Human Resources Department.  The resignation policy shall be administered in accordance with the following administrative policy provisions:

    1. Employees are expected to adhere to the conditions of the contract until it has been terminated legally or by mutual consent.
    2. Provided verification is received by the Human Resource Department, the employee may be released from the contract at any time for reasons such as maternity or adoption of a child, transfer of spouse, military service, illness, etc. and will not be assessed the $500 fine.
    3. When requesting contract termination, licensed personnel must notify the Human Resource Department via Employee Access with at least thirty (30) calendar days’ written notice.  Failure to give such notice will result in an assessment of $500 to be deducted from the last paycheck and may result in attachment of a letter that precludes future employment with the District. Employees must also notify their principal or department director with at least thirty (30) calendar days’ notice.
    4. Employees resigning during the contract year will be assessed 50% of the daily rate of a licensed employee on salary level one for any leave days used during the last thirty (30) days of their employment except in the case of an immediate, verified medical reason or emergency.
    5. Employees resigning/retiring at the end of the current contract year, who give official notification of resignation/retirement through Employee Access prior to the published timeline will be eligible for a monetary incentive according to the timeline and incentive approved by the Board.  This incentive will be paid on the last regular paycheck.

Published on
  • Effective: 9/30/1969
  • Revision: 2/25/2014
  1. Board Directive
    The Board accepts, as a basic responsibility, protecting the health of school children and providing a program of health education that promotes good health habits and concepts through health and nursing services.  The Board delegates the responsibility for policy regarding health and nursing services to the Administration.
  2. Administrative Policy
    The Administration shall develop and organize a program that will provide nursing services to students with identified healthcare needs under the following administrative policy provisions:

    1. Services to Regular Schools
      1. The District nurse, under the direction of Educational Support Services shall:
        1. Provide resource/support to teachers responsible for children with acute and chronic health conditions.
          1. The District nurse may develop an individual healthcare plan.
          2. Provide training and support for administration of medication in the school setting (see policy AS85 Medication in the School Setting).
        2. Respond to local school health related emergencies.
        3. Vision screening shall be administered under the direction of the District nurse.
        4. Provide inservice to educators/volunteers in the following health related areas:
          1. Dental hygiene
          2. Personal hygiene
          3. Nutrition
          4. Maturation
          5. Kindergarten orientation
        5. Coordinate communicable disease control by:
          1. Supporting local and state health department for identification of contacts and source cases.
          2. Providing instruction for treatment.
          3. Making referrals to appropriate health care providers.
          4. Making recommendation for student exclusion.
          5. Participating in appropriate, necessary follow-up activities.
      2. Designated school personnel will be responsible for  maintaining immunization compliance and records of the student body.   District nurses provide training and advisement on maintaining compliance and completing state reports.
      3. A designated staff member of the local school will order and maintain necessary first-aid supplies.
      4. Under the direction of the school administration, trained middle school personnel are responsible for providing examinations for abnormal spinal curvature each year for students in the seventh and eighth grades, including all children with disabilities in the same age group.  A District nurse will be available to provide training, complete follow-up exams, and referrals.
    2. Services to Kauri Sue Hamilton School
      1. The nurse(s) will provide the following nursing services:
        1. Provide primary nursing care.
        2. Plan and update health care plans.
        3. Receive, administer and record daily medications at Kauri Sue Hamilton School.
        4. Take vital signs and maintain weight records.
        5. Train school staff twice yearly to administer g-tube feedings and maintain feeding records.
        6. Train school staff to monitor seizure activity and maintain seizure log.
        7. Train appropriate school staff and transportation staff on the use of Vagal Nerve Stimulator
        8. Train school staff and transportation staff on anaphylaxis reactions and the use of the Epi-pen.
        9. Assess maladaptive responses to health problems.
        10. Conduct physical assessment of high risk or referred students.
        11. Provide health counseling and instruction to students and staff.
        12. Maintain immunization records.
        13. Conduct scoliosis and vision screening according to state guidelines.
        14. Effectively communicate healthcare needs with families, guardians, school and District staff, healthcare providers and others as indicated for school healthcare plans and emergency care.
        15. Make referrals to appropriate healthcare providers.

Published on
  • Effective: 9/30/1969
  • Revision: 7/22/2014
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board recognizes that, under extenuating circumstances, an employee of the District may request termination of his/her contract, that the appropriate office of the District may request the termination of a contract, and that by mutual agreement between the District and the employee, an employee's contract may be terminated.
    The Board delegates to the Administration the responsibility for developing policy regarding resignations for education support professionals.
  2. Administrative Policy
    Proper notice of resignation in writing shall be submitted through the school principal/department director and to the Human Resources Department.  This notice  will begin when received by the Human Resources Department.  The resignation policy shall be administered in accordance with the following administrative policy provisions:

    1. Employees are expected to adhere to the conditions of the contract until it has been terminated legally or by mutual consent.
    2. The employee may be released from the contract at any time for reasons such as maternity or adoption of a child, transfer of spouse, military service, illness, etc.
    3. Education support professionals shall be required to give two weeks' notice of resignation electronically through Employee Access  to the Human Resource Department except in the case of an immediate, verified medical reason or emergency.  Education support professionals shall also notify their principal or director.

Published on
  • Effective: 9/29/1969
  • Revision: 7/22/2014
  1. Board Directive
    The Board, as a service to its employees, authorizes the District Administration to provide for salary deductions from salaries paid for programs required by law and those approved by the Board.
  2. Administrative Policy
    Deductions from salary shall be made in accordance with the following provisions:

    1. All personnel who are contracted  are required to participate in the Utah State Retirement System as provided by law.
    2. Routine deductions shall be made for those deductions requiredby law according to the proper legal schedule.
      1. Social Security
      2. Income Tax (Federal and State)
    3. Deductions for dues to professional organizations, group medical insurance, United Way, special insurance premiums, annuities and other approved deductions shall be made only upon written request by the employee.