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Author: communications

Published on
  • Effective: 8/27/1969
  • Revision: 4/27/2021
  1. Board Directive
    The Board recognizes that special consideration may need to be given to some students for grade placement.   The Board authorizes the Administration to implement policy regarding student retention and acceleration.
  2. Administrative Policy
    The Administration recognizes that schools should offer students opportunities for acquiring skills, and for cognitive, academic, social and emotional development.  Ideally, the needs of an individual student can be met by differentiated instruction while he/she remains with his/her own age peer group.  In extreme cases, student retention or acceleration may be considered.
    Decisions regarding student retention or acceleration should be made only after all the needs and abilities of the student have been assessed, reviewed by an evaluation team and have been determined to meet the retention or acceleration guidelines found in the Planning and Enrollment Procedures Manual.

    1. The membership of the evaluation team will include the parent or legal guardian and any teachers or staff members with relevant and appropriate information about the student’s performance. The student may participate at the discretion of the parent/guardian and school administrator. The school administrator leads the team and makes the final decision based on its recommendation.
    2. The school administrator shall reasonably accommodate requests for retention of students in kindergarten through grade 8 as required by Utah Code 53G-6-803-2. Requests for retention of students in grades 9-12 may be approved by the school administrator in extreme cases when warranted by the situation and assessment data and recommended by the evaluation team.
    3. A reasonable acceleration or retention completed by another LEA and reflected on the student’s official transcript or record will be honored by the District upon the enrollment of the student. Students new to the District or to a District school must typically enroll in the age-appropriate grade long enough for the evaluation team to assemble relevant data regarding the acceleration or retention.
    4. The decision of retention or acceleration may be reviewed by the team at any time during the student’s educational experience, but a retention or acceleration may only occur once per academic year.
    5. The parent(s)/legal guardian(s) may request a review of their student’s acceleration or retention from Planning & Enrollment in the Student Services Department if they feel that relevant information was not considered or that established processes were not followed. In the event of irregularities, Planning & Enrollment will present any findings to the school administrator, who retains the responsibility for the final decision on an acceleration or retention.

Published on
  • Effective: 8/27/1969
  • Revision: 1/23/2024
  1. Board Directive
    Every Jordan District student is entitled to be educated in an environment facilitated by qualified teachers, who implement evidence and research-based best practices in order to provide appropriate and productive learning opportunities, promote academic excellence, and encourage the development of college and career ready individuals and contributors to our society.
    The Board holds that one of the fundamental purposes of education is to teach students how to think critically; therefore, schools have an obligation to allow students a forum for examination and discussion of differing perspectives which arise in connection with the teaching of the Utah Core Standards. The Board recognizes that public education is a partner with parents, who play the primary role in educating their children.
  2. Administrative Policy
    The accompanying administrative policy provisions shall be followed:

    1. Instructional Principles
      1. Every student shall be considered a worthwhile, valuable individual.
      2. Every student shall be considered capable of learning which results in progress toward appropriate educational goals.
      3. Every student shall be treated with respect.
      4. Every student shall be expected to perform at a level commensurate with the student's ability, age, and rate of personal development.
      5. Every student shall be challenged to strive for the highest level of academic performance possible.
      6. Instructional environments shall encourage genuine discussion among students of varying viewpoints.
    2. Instructional Environment
      1. Instructional programs shall be offered in an atmosphere that is conducive to physical and emotional health and safety.
      2. Instructional programs shall be offered in an environment that promotes appropriate school conduct and encourages a cooperative approach to learning and the active participation of all students.
      3. Instruction shall be implemented to cultivate student interest and stimulate learning.
      4. Instruction shall include multiple strategies to address the needs of all learners and incorporate both large and small group interactions, interventions, and enrichment opportunities.
      5. Instruction shall take into account the mental, physical, emotional, social, and cultural aspects of all students.
    3. Instructional Content shall:
      1. Comply with state and federal requirements and implementation of Utah State Core Standards for the class being taught.
      2. Comply with all District policies, including Jordan School District Policy AA411 Sex Education and AA424 Literature Selection and Review.
      3. Include training in basic skills and provide opportunities for students to learn to read, write, speak, calculate, and master other practical skills needed for success in the adult world.
      4. Provide a proper understanding of American history and government, which is essential to good citizenship (Utah Code 53G-10-302 and 53G-10-204).
      5. Focus on helping students learn to reason and acquire course-related knowledge, skill, and understanding.
      6. Comply with State Board Rule R277-328 - Educational Equity in Schools which requires that instruction may not include or endorse that:
        1. a student or educator’s sex, race, religion, sexual orientation, gender identity or membership in any other protected class is inherently superior or inferior to another sex, race, religion, sexual orientation, gender identity or any other protected class.
        2. a student or educator’s sex, race, religion, sexual orientation, gender identity or membership in any other protected class determines the content of the student or educator’s character including the student or educator’s values, morals, or personal ethics.
        3. a student or educator bears responsibility for the past actions of individuals from the same sex, race, religion, sexual orientation, gender identity or any other protected class as the student or educator.
        4. a student or educator should be discriminated against or receive adverse treatment because of the student or educator’s sex, race, religion, sexual orientation, gender identity or membership in any other protected class.
      7. Allow students’ expression of personal beliefs unless the expression unreasonably interferes with order or discipline, threatens the well-being of persons or property, or violates concepts of civility or propriety appropriate to a school setting in compliance with Utah Code 53G-10-203 Expressions of Belief – Discretionary Time.
      8. Not include discussion of the teacher’s personal political affiliations or viewpoints and maintain an impartial and unprejudiced role throughout instruction.
      9. Provide opportunities for students to learn through direct personal experiences as well as through the experiences of others.
      10. Provide opportunities for students to discover the world of nature and learn about and demonstrate an understanding of a variety of cultures and societies.
      11. Encourage lifelong learning by providing opportunities for students to learn how to study as well as provide exercises in critical thinking and problem solving.
      12. Incorporate the ideals of human liberty, equality, justice, and ethical principles.
      13. Promote the values of ethical character, individual responsibility, economic sufficiency, civic usefulness, and personal health and hygiene.
    4. Instructional Responsibility
      1. Foster student progress, involvement, and coverage of appropriate content by providing instruction based on current research findings in classroom management, instructional delivery, interaction with students, instructional planning, and professional development.
      2. Education is a shared responsibility. Students, parents, teachers, school administrators, and other staff as necessary shall work cooperatively for the good of each student.
      3. Student growth and achievement shall be consistently monitored and communicated to parents through report cards, at parent/teacher conferences, and other occasions as necessary.
      4. Instructional quality shall be monitored through a variety of performance evaluations. Curriculum guides and ongoing staff training shall be provided.
      5. Instructional delivery shall provide for the development of the personal, social, academic, and vocational potentials of students.
      6. Teachers shall collaborate in Professional Learning Communities, and share resources and ideas as a way of improving instructional processes in order to sustain a focus on results, a focus on collaboration, and a focus on learning.
      7. Teachers shall provide parents with a list of books that students are expected to read in full. Parents may request and receive an alternate assignment as outlined in Utah Code 53G-10-205. Teachers must give enough notice so that parents can be involved in the process.
      8. The teacher is responsible to:
        1. Prepare lesson plans which include clear, concise goals for the study unit.
        2. Provide content that is appropriate for the age of students being taught.
        3. Provide students the option, without penalty, of an alternate assignment when requested by a parent.
        4. Emphasize the academic aspect of the content and refrain from advocating a position.
      9. Secondary teachers shall send home disclosure statements as outlined in policy AA432 – Student Attendance and Teacher Disclosure Statements.
    5. Guest Speakers (anyone not employed by Jordan School District)
      1. Guest speakers shall agree in advance to abide by the guidelines outlined in this policy, and to refrain from discussions that go beyond the course-relevant content.
      2. The teacher shall be responsible to monitor the guest presentation in its entirety and halt the presentation if course content guidelines are violated.
      3. If the guest speaker is presenting only one point of view on a many-sided issue, the teacher shall be responsible to see that students also receive information on differing viewpoints.
      4. If a guest speaker is to be invited to a classroom, the teacher shall notify the principal with a completed Guest Speaker Request Form.
      5. The teacher shall notify parents or guardians of guest speakers invited to a classroom.
      6. Principals shall notify parents in advance of any guest speakers or performers at assemblies.
    6. Process for Reporting and Resolving Concerns
      1. Parents or students with concerns regarding the implementation of this policy are encouraged to contact (in this order):
        1. Teacher
        2. School administration (assistant principal or principal)
        3. District administration (Administrator of Schools or Superintendent)
        4. Board of Education
      2. Concerns can also be reported formally through the District hotline posted on jordandistrict.org  (pursuant to Utah State Board Rule R277-113). Each concern will be investigated and a response will be provided to the degree possible. Policy violations will be addressed using appropriate administrative actions.
      3. If a parent of a student, or a secondary student, determines that the student's participation in a portion of the curriculum or in an activity would require the student to affirm or deny a religious belief or right of conscience, the parent or the secondary student may request a waiver of the requirement to participate or a reasonable alternative.
        1. The school shall promptly notify a student's parent if the secondary student makes a request.
        2. If a request is made, the school shall waive the participation requirement, provide a reasonable alternative to the requirement, or notify the requesting party that participation is required as outlined in Utah Code 53G-10-205.
      4. Parents are encouraged to contact their child’s teachers at the beginning of the year or semester with any questions or concerns about course content or with requests as outlined in Utah Code 53G-10-205.

Published on
  • Effective: 8/27/1969
  • Revision: 3/26/2013
  1. Board Directive
    Recognizing the need for emergency preparedness planning, the Board authorizes District participation with community leaders and emergency management agencies. These programs shall be planned to accomplish the following:

    1. Extend the local community the greatest possible protection and assistance in times of emergency or disaster
    2. Provide protection and preservation of District properties
    3. Provide leadership assistance, as local and state authorities work to avoid panic or confusion in the event of an attack or disaster
    4. Comply with State Rule R277-400 School Emergency Response Plan.
  2. Administrative Policy
    The responsibility for coordinating emergency preparedness activities within the District shall be delegated to the Administrator of Auxiliary Services and/or designee.  Working with directors and school principals, the Administrator of Auxiliary Services shall direct the planning and conduct of emergency preparedness programs

    1. The Administrator of Auxiliary Services will obtain mutual agreements with local, county, state and federal agencies for the use of any Jordan School District facilities in the event of an emergency or disaster.
    2. Principals shall be responsible for conducting in-service training programs for teachers and appropriate orientation programs for students.
    3. Principals shall work closely with the PTA and other civic groups in correlating school and community emergency preparedness procedures.
    4. The District emergency preparedness program shall be planned and conducted in accordance with guidelines established by state, county and local agencies.

Published on
  • Effective: 8/27/1969
  • Revision: 5/22/2018
  • Reviewed: 3/26/2013
  1. Board Directive
    It is the desire of the Board of Education that each new building constructed reflect those features and designs most appropriate to desirable and current teaching processes and efficient service areas in that school.  The District Administration shall be responsible for the detailed formulation of the educational criteria for a particular building.
  2. Administrative Policy

    The District Administration shall carry out this responsibility in accordance with the directive of the Board of Education and in compliance with all federal, state and local laws, ordinances and building codes.

Published on
  • Effective: 8/27/1969
  • Revision: 11/29/12
  • Reviewed: 3/26/2013
  1. Board Directive
    Acknowledging that physical facilities do affect the learning environment, the Board is interested in the procurement of classroom furniture and equipment that will enable administrators and teachers to conduct effective instructional programs. In so doing, the Board charges the Administration with the following responsibilities:
    1. Working within established budget limits
    2. Striving for economy
    3. Obtaining a balance between quantity and quality
    4. Achieving efficiency and effectiveness in the process of equipping schools.
  2. Administrative Policy
    The responsibility for preparing standard lists, developing specifications, arranging displays, and recommending for purchase the classroom furniture and instructional equipment for new schools is delegated to the Purchasing Department.
    1. The Purchasing Department shall:
      1. Prepare and maintain standard lists of equipment which will reflect adequate school planning and curriculum requirements.
      2. Prepare and follow procedures that will allow opportunities for equipment firms to display and to discuss furniture and equipment.
      3. Work to retain a reasonable balance of furniture and equipment in all schools, ensuring all students have similar educational opportunities.
      4. Submit recommended lists of furniture and equipment to the area Administrators of Schools for approval.
    2. The success of instructional programs is dependent upon many factors and conditions among the most important of which are the following:
      1. Well-trained teachers
      2. A variety of teaching approaches
      3. A balanced curriculum
      4. Quality teaching supplies
      5. Adequate facilities and equipment
      6. Proper classroom furniture, technology, and instructional aids, and equipment
    3. To provide the proper and necessary classroom and instructional equipment for new schools, administrators, instructional staff members, and teachers should collaborate with members of the Information Services, Custodial and Purchasing Departments.  In a team effort, members of the District Administration and local school administrators have the primary responsibility to identify materials needed in schools, and members of the Purchasing Department have the primary responsibility to procure the designated furniture and equipment items.
    4. As an administrative team, leaders of District Administration, local school administration, Business Services and the Purchasing Department shall:
      1. Work within established budget limits
      2. Strive for economy
      3. Obtain a balance between quantity and quality
      4. Achieve efficiency and effectiveness in the process of equipping schools.
    5. Classroom Furniture
      1. Classroom furniture shall include the standard furniture pieces which are common to all schools.  These include the basic classroom tables,  chairs, teacher desks, computers, audio-visual equipment, auditorium seats, and floor covering.
      2. The area Administrators of Schools, department administrators, and school principals shall prepare and maintain lists of standard classroom furniture.
      3. The Administrator of Auxiliary Services, working with the Directors of Facility Services, Custodial and Energy Services, and Information Systems shall conduct periodic technical evaluations of classroom furniture used in the various schools and make recommendations for changes in the standard lists.
      4. The Purchasing Department shall:
        1. Notify business firms of furniture bids and arrange necessary exhibits.
        2. Work with the school principal, Directors of Facility Services, Custodial and Energy Services,  Information System s, and the area Administrators of Schools in examining exhibit pieces and preparing recommendations for purchase.
        3. The Purchasing Department shall prepare specific recommendations reflecting the choices agreed upon by collaborating with teachers, instructional staff members, principals, and department directors for furniture and equipment required of all newly constructed schools, and submit these recommendations to the area Administrators of Schools for approval.
    6. Instructional Equipment
      1. The Purchasing Department, in collaboration with department administrators, shall prepare and maintain lists of instructional equipment to be used in all new schools.
      2. The instructional staff members (directors, consultants, and coordinators) and the Purchasing Department shall work with sales representatives in reviewing materials and obtaining information regarding cost and supporting data.
      3. The school principals, working with the instructional staff members, shall submit requisitions to the area Administrators of Schools for desired equipment items.
      4. The area Administrators of Schools shall review and approve the requisitions and submit the recommendations to the Purchasing Department for processing.
    7. Bids and Price Quotations on Classroom Furniture and Instructional Equipment
      1. When appropriate, state cooperative contracts may be used to procure classroom furniture and instructional equipment.  If pricing, terms, or timelines of delivery offered under a state cooperative contract are found not to be in the best interest of the District, then requests for proposal, bids or quotations will be solicited by the Purchasing Department.
      2. All solicitations for classroom furniture and instructional equipment shall be made by the Purchasing Department.  Results and analysis  from the  solicitation shall be furnished to those responsible for making decisions on furniture or recommendations for choices of specific classroom furniture.
      3. Procurement of instructional equipment shall comply with the following procedure:
        1. The Purchasing Department shall solicit price quotations or bids on various types of equipment for school use.  This information shall be made available to those responsible for making specific choices of equipment.
        2. Where there is no difference in the quality or service of specific items, the Purchasing Department shall be responsible to see that the lowest bid or quotation is accepted.
        3. Where price quotations on similar pieces of equipment are different, local school administrators shall be consulted in making choices of specific items.

Published on
  • Effective: 8/27/1969
  • Revision: 7/1/2023
  • Reviewed: 4/26/13
  1. Board Directive
    The Board recognizes that all employees should be placed in the school and department that will best fit the educational needs of the students in the District.  Consideration will be given to the employee's placement preference.  When circumstances make it necessary to transfer employees involuntarily or reduce staff, orderly procedures are to be implemented.
  2. Administrative Policy
    It is the policy of the Administration to assign personnel to the positions that best meet the needs of the District.  Transfers shall be used to maintain a proper balance of experience and specialized competence among the schools of the District.

    1. Voluntary Transfers
      1. The Human Resources Department will identify and advertise known vacancies beginning March 1 of each school year, including those positions which were filled after Jan. 1 of the current school year (except nurses).  Transfer requests will be accepted during the transfer window up through August 1st.
      2. All vacancies for the coming school year occurring between March 1 and June 1, shall be advertised for five working days. Teachers will make transfer requests according to the following guidelines:
        1. All known job vacancies, together with required endorsements and skill requirements, will be posted online.
        2. Teachers interested in transferring must submit a separate transfer request through Skyward Employee Access for any posted position.  during the transfer window, principals will be notified weekly of transfer requests for posted positions,.
        3. Using a common set of criteria such as personnel files, requested qualifications, experience, etc., principals will review requests for transfer and select the candidates to be interviewed.   Principals will interview at least two (2) qualified transfer candidates if available through June 1.  Candidates who are interviewed but not offered a position will be notified as soon as reasonably possible.  When the position has been filled, the posting will be removed.
        4. Beginning the week of February 1 until the teacher transfer fair, teachers interested in transferring in conjunction with the teacher transfer fair may submit a transfer request through Skyward Employee Access.
    2. Involuntary Transfers–Administrative
      1. A principal or immediate supervisor may request the transfer of an employee when in his/her judgment it will benefit the employee, the school, or the District.  Transfer requests stating specific reasons for the transfer shall be made to the area Administrator of Schools.  The area Administrator of Schools shall review the request and recommend approval or denial to the Administrator of Human Resources.  Upon final approval of the Administrator of Human Resources, a copy of the request shall be given to the employee no later than April 1.
      2. An employee whose performance is unsatisfactory may not be transferred to another school unless the
        local school board specifically approves the transfer of the employee. §53G-11-517
        a.  Unsatisfactory performance is defined as minimally effective or not effective on the employee’s
        most recent evaluation.
      3. Involuntarily transferred teachers will be allowed to interview through the voluntary transfer process.  If teachers are not successful in gaining a voluntary transfer by June 1, the District will place the employee in a position for which he/she is qualified.
      4. If, after the employee has been placed, the employee may continue to review through the voluntary transfer process (Refer to Section II A of this policy).
      5. Transfers during the school year shall be avoided.

Published on
  • Effective: 8/27/1969
  • Revision: 10/14/1986
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board recognizes the need for a systematic approach in determining the personnel needed to staff the schools and other departments in the District. A well-developed system of personnel planning and accounting helps predict staff needs and enables the Administration to make sound provision for current and future employment. The Board delegates to the Administration the responsibility for determining these needs.
  2. Administrative Policy
    The Human Resources Department shall be delegated the responsibility for setting up such a system of personnel accounting for determining staff needs. The Administration will utilize all data available from various sources in accordance with the following administrative policy provisions:

    1. Utilize projections for future staff needs based on student growth, staff retirements, and replacements
    2. Utilize the projected curriculum requirement of the District
    3. Maximize the use of technology in determining projected pupil/teacher ratios and staff requirements
    4. Consider financial constraints as they apply to future staff needs
    5. Maintain up-to-date files containing data needed to comply with state and federal requirements including certification
    6. Keep abreast of current trends in staffing patterns and be familiar with options available for staffing schools such as differentiated staffing, etc.

Published on
  • Effective: 8/27/1969
  • Revision: 11/27/2001
  • Revised: 5/28/2013
  1. Board Directive
    Leaves of absence for military service shall be granted to employees who are ordered to active duty with the Armed Forces of the United States.
  2.  Administrative Policy
    1. Military leaves of absence shall be granted upon the filing of letters of appointment or official orders, or upon verbal notification by a verifiable military authority, with the Human Resources Department.  All National Guard and Reserve members are required to provide a copy of orders, the annual drill schedule, or other type of documentation to employers as soon as available and, if possible, before the commencement of military leave. Military leave is absence which may be granted to:
      1. Employees ordered into military service of the United States.
      2. Employees ordered to serve in a branch of a reserve unit of the Armed Forces of the United States or the National Guard.
      3. Employees mobilized by the National Guard or a reserve branch of the Armed Forces of the United States to meet local emergency situations.
      4. Employees who are members of an organized reserve unit who are ordered to attend annual inactive duty training.
    2. Military leaves of absence shall be administered as follows:
      1. The District will guarantee that there will be no loss in monthly gross pay or insurance coverage for an employee granted inactive duty training for 30 days or less.  The District will also cover the cost of a substitute, if needed.  In order to ensure no loss in monthly gross pay or benefits, military pay information must be supplied to the Payroll Department during or following military leave.
      2. If military leave is granted for 31-180 days, employees will be required to apply for a leave of absence on a District leave of absence form.  This leave will be without pay, and the District reserves the right to replace the employee on a temporary basis if it is in the best interest of the District.  The employee will be offered COBRA insurance, and upon release, an employee returning from this type of military leave of absence must request reassignment to a position within the District within fourteen (14) days after discharge or separation from active duty or military service.
      3. If military leave is granted for longer than 180 days, employees will be required to apply for a leave of absence, and the District will replace the employee.  Upon release, an employee returning from a military leave of absence must request reassignment to a position within the District within ninety (90) days after discharge or separation from active duty or military service.  Employees will be offered COBRA insurance for a total of 18 months.
    3. Employees whose employment is interrupted by military leave will be given retirement benefits in accordance with Federal Law (Utah Retirement System Employers Guide, Section 2, p. 24).
      1. Jordan School District will complete a Military Leave Notification and submit it to the Utah Retirement System with a copy of the employee’s official call at the time the employee leaves for service.
      2. If the employee is a member of the non-contributory plan, Jordan School District will pay the entire contribution as well as 401K contributions that would have been paid had the employee not left employment.
      3. If the employee is a member of the contributory system, Jordan School District will pay the employer contribution.  The employee must pay the employee portion of the contribution.
      4. For purposes of computing the required contributions, an employee’s compensation during the period of military service will be at the same rate had the employee not been called to military service.
      5. If an employee does not return to Jordan School District following military service, the Utah Retirement System will refund the contribution made to the Defined Benefit Plan but not the 401K.
    4. Employees returning from service under honorable conditions will be assigned to the same or comparable position for which the employee is qualified.
    5. Employees granted military leaves of absence shall receive experience credit on the salary schedule up to a maximum of five years.  They shall also be allowed to make individual contributions to any pension plan, and upon reinstatement, have all privileges and status restored as if they had not been absent.
    6. Jordan School District shall not be required to reemploy any employee who is discharged from the Armed Forces of the United States under conditions other than honorable.
    7. Twelve-month employees who are ordered to attend training sessions or who are assigned to short-term active duty for training shall consult with their immediate supervisor and make every effort to arrange such activities so as to provide for a minimum of interruptions and to promote continuity of work objectives of the District.
    8. An employee on an approved military leave of absence who fails to request reinstatement or who fails to return to the assigned position following discharge/separation from active duty or service may be terminated at the conclusion of the leave since failure of an employee to report is cause for dismissal.
    9. The limit for the amount of voluntary military leave an employee can use and still retain reemployment rights is five years cumulative service.

Published on
  • Effective: 8/27/1969
  • Revision: 9/8/2009
  • Reviewed: 3/26/2013
  1. Board Directive
    The Board is vitally interested in the maintenance and safeguarding of school buildings and property. Responsibility is delegated to the District Administration to develop policies and procedures that will 1) deter acts of vandalism and school burglary, 2) assist law enforcement officers in the identification and apprehension of persons who willfully damage property, steal school materials, and gain illegal entry into school premises, and 3) promote respect for public facilities.
  2. Administrative Policy
    Direct responsibility for this phase of school operation shall be delegated to the Administrator of Auxiliary Services. The maintenance and safeguarding of school buildings and property is a shared responsibility of school administrators, licensed personnel, and classified employees. All District personnel shall work cooperatively in protecting school facilities.

    1. Principals, in cooperation with classroom teachers, shall conduct instructional activities designed to promote a respect for public facilities. Such activities shall be considered a part of the crime prevention program and part of citizenship education.
    2. Principals, teachers, and members of the custodial staff shall take precautions to discourage thefts, acts of vandalism and burglaries. Precautionary measures shall include the following:
      1. The careful distribution and accounting of keys
      2. The closing and locking of designated doors and windows
      3. Adequate lighting
      4. The current banking of school monies
      5. The practice of not keeping cash in desk drawers
      6. Other essential practices as determined by the administration
    3. In the event of burglaries, thefts, or vandalism to school property, the
      school principal or his/her representative shall take the following action:

      1. Notify Alarm Response (801)567-8865.
      2. Notify the local Police Department.
      3. Complete a vandalism work order on the online work order system (Sprocket) within 24 hours.

Published on
  • Effective: 8/27/1969
  • Revision: 10/16/2007
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board of Education recognizes that there may be times when an employee is subpoenaed as a witness in court for District-related business in which the employee is party to litigation or is called for jury duty.   Therefore, the Board authorizes the District Administration to implement a policy which provides released time to eligible employees for the purpose of service jury duty or appearing as a witness in court.
  2. Administrative Policy
    The Administration shall administer this policy in accordance with the following administrative policy provisions:

    1. Notice to the principal or immediate supervisor, together with a copy of the subpoena or notification from the court, shall be given as soon as possible after receiving such notification.  If necessary, after notification to the principal or supervisor, an employee shall arrange for a substitute through regular procedures.
    2. Time off will be documented under the heading "Jury Duty" or "Witness in Court for the District" on the Absence Record form.
    3. The employee shall be paid the difference between his/her regular salary and the amount he/she is paid as a witness or juror.
    4. Any amount paid to the employee for service as a juror or as a witness, excluding mileage, will be deducted from the employee's regular pay, or at the employee’s option he/she may retain the jury duty stipend and forfeit any payment from the District.
    5. This policy does not apply to an employee who is party to litigation or involved in non-District litigation.