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Author: communications

Published on
  • Effective: 8/27/1969
  • Revision: 1/25/2022
  • Reviewed: 4/26/2013
  1. Board Directive
    It is the policy of the Board to meet with the Administration, officers of each departmental organization, and their appointed representatives in salary negotiations to establish salary schedules.
    It is also the policy of the Board to pay wages and salaries that shall enable the District to secure and retain qualified personnel.
    The Board delegates to the District Administration the responsibility for implementing the salary policy.
  2. Administrative Policy
    The salary policy shall be implemented according to the following administrative policy provisions:

      1. Date of Payments
        Payment of all salaries shall be made on the 25th day of each month. If the 25th falls on a weekend or on a holiday, payday will be the previous working day as approved by the Board of Education. All approved deductions, other than those legally required, shall be made only upon the written request of the employee.
      2. Salary Rates
        District personnel shall be compensated at rates agreed upon through negotiations and published in the salary schedules for each group of employees. The actual employee's salary shall be a factor of his/her percent of contract and placement on the salary schedule.
      3. Basic Salary Schedule
        A basic salary schedule shall be established for licensed personnel. The schedule shall be based upon consideration of contract teaching experience in an accredited school and upon continued training.
      4. Differential Allowance
        Differential allowance may be paid to teachers with special assignments as recommended by the Administration and approved by the Board.
      5. Placement on Salary-Step Scale
        Salary schedule placement shall be determined by the number of full or part-time years of teaching experience. In cases of interrupted or part-time service, the following guidelines shall apply:

        1. Effective July 1, 1996, an employee who is employed at least half-time and who actually works in any one school year a number of days equal to or greater than one-half the number of work days specified for similar contracts shall be given one-year experience credit.
        2. Employees working less than one-half the number of work days will receive no experience credit.
      6. Equated Teaching Experience
        Teaching (accredited PK-12) experience in other schools and/or school districts shall be evaluated by the Administrator of Human Resources. Full-time teaching experience outside the District shall equate to full-time years of service credit; half-time teaching experience outside the District shall equate to one-half year of service credit.

        1. Salary schedule placement for new hires with no teaching experience shall be determined by education level as outlined below:
          Degree Salary Level
          Bachelor’s Degree Level 1
          Bachelor’s Degree + 20 Semester Credits Level 3
          Bachelor’s Degree + 40 Semester Credits Level 5
          Master’s Degree Level 6
          Master’s Degree + 30 Semester Credits Level 8
          Doctorate Degree Level 10
        2. New hires with teaching experience shall receive full credit for years of service and educational levels. Salary levels for new hires with teaching experience will be assigned as follows:
          Degree Maximum Salary Level
          Bachelor’s Degree Level 13
          Bachelor’s Degree + 20 Semester Credits Level 16
          Bachelor’s Degree + 40 Semester Credits Level 23
          Master’s Degree Level 28
          Master’s Degree + 30 Semester Credits Level 31
          Doctorate Degree Level 32
        3. New hires with teaching experience who are hired in areas of critical need may be placed above these maximum salary levels based on years of experience and educational level.
      7. After initial placement, teachers receiving licensure through an alternative pathway shall not be eligible for an educational advancement salary change until they have received their professional license.
      8. Military Experience
        No salary step credit shall be granted to any employee for military experience except for previous employees who have left the District to enter the military service. These employees shall be granted benefits required under the reemployment rights provision of Chapter 43 of Title 38, U.S. Code.
      9. Submission of Evidence
        1. It shall be the responsibility of the employees to submit to the Human Resources Department documented evidence which they wish to have considered in determining their initial placement on the salary schedule.
        2. For new employees to the District, only graduate hours beyond the original certificate and B.S. degree will count toward salary lane placement except under the following circumstances. For new hires, undergraduate hours taken after the original certificate and B.S. degree may be considered for salary lane placement if they are recommended to the Local Professional Improvement Committee by one or more District administrators as meeting an identified District need. The recommendation, along with supporting evidence, must be submitted in writing to the LPIC (no later than the first week of August for teachers on year-round schedules or the first week of September for teachers on traditional schedules) so the LPIC will have sufficient time to approve or deny the request prior to the issuance of the first payroll.
        3. Credit for salary lane changes for current employees will be granted  from an accredited institution, USBE approved credit on Ontrack Professional Learning Center, District approved credit and LPIC approved in-service credit in accordance with Policy AA421 Local Professional Improvement Committee.
        4. Credit for educational advancement salary changes for teachers receiving licensure through an alternative pathway will be granted only following completion of their Professional Licensure Program. Salary educational advancement changes will be awarded as noted in Policy AA421- Local Professional Improvement Committee.
        5. Salary lane changes shall be awarded when the Human Resources Department receives proof of eligibility in the form of an official transcript, including electronic transcripts submitted to the Human Resources Department directly from an accredited institution.  If proof of eligibility is submitted prior to the 15th of the month, the salary lane change shall be reflected on the paycheck issued in the following month.
      10. Compensation for Substitute Teachers
        A salary schedule for substitute teachers shall be established.

Published on
  • Effective: 8/27/1969
  • Revision: 9/8/2009
  • Reviewed: 12/10/2013
  1. Board Directive
    Increasing student growth and  achievement is one of the primary goals of the Board of Education. The Board recognizes that curriculum development and revision are an integral part of the educational process and are essential if the school system is to offer educational programs that will increase growth and achievement and accomplish the following to meet student and community needs:

    1. Provide appropriate, effective professional development for teachers which will promote high-level student growth and achievement.
    2. Support effective coordination and articulation of school learning experiences.
    3. Provide instruction that is relevant and responsive to the ever-changing world.
      Therefore, the Board commissions the Administration of the District to develop programs, procedures and goals to assist in the development and improvement of curriculum.  These curriculum development procedures should involve teachers, administrators, the Board, students and citizens of the community, as the responsibility for success is one that is mutually shared.  Curriculum, in this context, is used to refer to all planned learning experiences of students both in class and out of class which are conducted by the school.
  2. Administrative Policy
    Instruction is the primary function of the District; therefore the Administration delegates the major responsibility for curriculum development to the Teaching and Learning Department under the direction of the Administrator of Teaching and Learning.  The Administrator of Teaching and Learning will work cooperatively with the Administrators of Schools to direct and facilitate activities that will upgrade and keep current the curriculum policies, guidelines and programs in the District.

    1. Master planning for the entire school system shall be developed and shall provide for evaluation, research and experimentation as well as systematic processes and orderly procedures and practices.
    2. Curriculum development shall be implemented for specific purposes to meet needs identified by the District.
    3. The principal is the educational/instructional leader of the school.  Implementation of curriculum and instruction in the classroom and in the individual schools shall take place under the direction of the school principal and shall include staff development, planning, and supervision of professional personnel.
    4. Curriculum decisions will be based upon careful study and consideration of four (4) major areas:
      1. Improvement of instruction with accountability for student learning and student results;
      2. The learner and the implementation of best practices associated with the learning process according to valid and reliable research and evidence;
      3. New developments in subject, subject fields, and in specific subject competency; and
      4. Formative and summative data.
    5. Curriculum development shall include the following individuals and groups:
      1. District administrators, consultants, and staff specialists shall provide leadership in master planning, coordination of programs and dissemination of information.
      2. Principals and teachers shall engage in local school improvement activities that  align curriculum with effective and appropriate instruction, and formative and summative assessments.
      3. Students’ needs, abilities, interests and talents shall be included in the development of curriculum designs.
      4. Parents/guardians and/or patrons may be consulted regarding major curriculum changes and shall be included on ad hoc study groups.
      5. State specialists, university instructors and other experts may be used as resource persons when necessary.
    6. To avoid unnecessary duplication of curriculum effort and to expedite the exchange of curriculum ideas, the Administrator of Teaching and Learning shall serve as the District curriculum clearinghouse and shall, with the assistance of Administrators of Schools, coordinate school-level curricular projects or activities.
    7. The Administrator of Teaching and Learning with the assistance of the Administrators of Schools shall establish procedures and guidelines ensuring the orderly formation, coordination and communication of curriculum development activities to principals and teachers.

Published on
  • Effective: 8/27/1969
  • Revision: 9/8/2009
  • Reviewed: 9/20/2017
  1. Board Directive
    The Board may authorize a leave of absence without pay for continued study to licensed employees who have served three (3) consecutive years. The Board authorizes the Administration to set up procedures for educational leave and approval of candidates for such leave.
  2. Administrative Policy
    An educational leave for full-time continued study may be granted to a licensed employee upon the recommendation of the Local Professional Improvement Committee (LPIC).

    1. An application for educational leave shall be filed with the Human Resources Department for forwarding to the LPIC by February 1 of the school year. A detailed outline of studies must be submitted with the application. This outline must show the candidate will be a full-time student.
    2. The chairman of the LPIC will obtain a written evaluation of the applicant from his/her immediate supervisor. Only those who have favorable evaluations will be considered for educational leave.
    3. Applications shall be screened by the LPIC and recommendations shall be made to the Superintendent for approval.
    4. There shall be no remuneration for this leave.
    5. Educational leave shall be granted for the ensuing contract year and shall not extend beyond two contract years.
    6. 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 the Human Resources Department.
    7. 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.
    8. An employee returning from approved educational leave shall be advanced on the salary schedule in the same manner as full-time employees.
    9. The employee may arrange with the insurance carrier to continue his/her insurance program. The employee shall pay for the full premium.
    10. The granting of the leave shall not compel the employee to return to the District.
    11. This leave is void if the employee does not complete the approved course of study as approved by the Local Professional Improvement Committee. It is the responsibility of the employee to submit evidence of successful completion of his/her approved program by June 30.
    12. A candidate shall be guaranteed a comparable position in the District upon his/her return from an educational leave.

Published on
  • Effective: 8/27/1969
  • Revision: 9/8/2009
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board, recognizing that the leaders in the schools and in the District Office occupy key positions in the total District organization, considers the selection and appointment of administrators an important responsibility of the Administration.  The Board delegates to the District Administration the responsibility to  interview, screen and hire for leadership positions in the District.
  2. Administrative Policy
    Since the administrators are representative of the Board and the District, it is imperative that well-qualified and competent persons are selected for leadership positions.
    The Administration shall administer the leadership appointment policy in accordance to the following administrative policy provisions:

    1. The Administration shall conduct leadership programs which will result in the identification and training of prospective administrators.
    2. Instructional leadership vacancies or other positions shall be publicized by the Human Resources Department.
    3. An applicant for a position in administration must make a formal online application with the Human Resources Department.  Job descriptions will be made available.
    4. Where required, each applicant must be licensed by the Utah State Office of Education for the position for which he/she is applying.
    5. The Human Resources Department will keep a current file on each applicant.  This file shall contain letters of reference, transcripts, interview appraisals, and other pertinent information.
    6. An applicant must renew his/her application annually in order for it to remain active.
    7. The administrative staff shall review all applications on file.  Applicants identified for further consideration will be interviewed by designated members of the Administration.
    8. The Administration shall recommend to the Superintendent candidate(s) for appointment.
    9. The Superintendent shall review and approve a candidate for hire.
    10. The Human Resource Administrator or the Superintendent or designee shall notify the successful candidate of his/her appointment.
    11. Those interviewed but not selected will be notified in writing by the Human Resources Department of the selection of another candidate.
    12. Administrative guidelines and procedures for hiring administrators are available on the Human Resources website.

Published on
  • Effective: 8/27/1969
  • Revision: 9/8/2009
  • Reviewed: 12/10/2013
  1. Board Directive
    The Board encourages District participation in worthy school-community contests and special programs.  Programs promoted or sponsored by community agencies and organizations shall be evaluated carefully before student and teacher involvement is committed.  In the evaluation of cooperative activities, their relevance to established curricula and good learning experiences shall receive prime consideration.  Responsibility for the assessment and coordinating of school-community programs shall be delegated to the District Administration.
  2. Administrative Policy
    Since most school-community contests and special programs are planned to complement classroom instruction, responsibility for coordinating such programs is delegated to the Administrators of Schools.  The offices of the Administrators of Schools shall be the clearing house for all requests for participation.

    1. District participation in community contests and special programs shall be determined on the basis of appropriateness (relationship to regular classroom instruction), timeliness (relationship to on-going school activities) and benefits (relationship to educational, civic, social, and ethical development of students).
    2. Contests or programs designed to promote or advertise a specific product or a questionable ideology shall not be approved.
    3. Selected contests and programs shall not place undue burden upon teachers or schools.
    4. The lists of approved contests and activities as published by the NASSP and other state and national associations shall be considered as decisions regarding District participation are made.
    5. Participation by the District or school in local and/or state contests or activities shall be reviewed and approved by a committee consisting of the Administrators of Schools.  A published list of approved activities shall be maintained.
    6. The option to participate or not to participate in approved contests and programs shall remain with the individual school.

Published on
  • Effective: 8/27/69
  • Revision:
  1. Board Policy
    The Board recognizes the need for adequate inventories to be available in each operation of the school program. The Board holds the Administration responsible for acquiring and safeguarding inventories.
  2. Administration Policy
    The Administration delegates the responsibility of acquiring inventories to the Division of Business Services, and the responsibility of safeguarding, using and reporting inventories to the school principals and various department directors.
    Guidelines

    1. School Supply Inventory
      1. The storeroom clerk shall be responsible for requisitioning items of school supply for the storeroom.
      2. The purchasing clerk shall be responsible for acquiring the necessary school supplies at the best possible prices.
      3. The storeroom clerk shall be responsible for inventories while stored in the warehouse and also for supplying these items on proper requisition. Current price lists of storeroom school supplies shall be furnished principals at the beginning of the school term.
      4. The principal shall be responsible for safeguarding the school supplies in the school and for making equitable distribution of supplies among faculty members and programs.
    2. Janitorial and Maintenance Supply Inventories.
      1. The Director of Maintenance shall be responsible for safeguarding these inventories while they are stored in the warehouse. The inventories shall be distributed to schools and projects upon receipt of proper requisition from school principals and department directors.
      2. The purchasing clerk, after consultation with the District director, shall be responsible for acquiring items of supply, to be stored at the warehouse and used on various projects.
      3. The warehouse secretary shall be responsible for the processing of requisitions, for supplies, and for maintaining appropriate records relative to inventory items shipped from the warehouse.
    3. Nutrition Services Inventories
      1. The Director of Nutrition services shall be responsible for making requisitions for various items to be purchased for school lunch operation and stored in the District school lunch warehouse.
      2. The director shall also be responsible for maintaining contact with officials who handle governmental commodity items and shall obtain such items as are available and deemed appropriate for the lunch program.
      3. The director shall be responsible for maintenance of separate inventory records for purchased and government donated commodities since both are stored in the warehouse until delivery to the various lunch units.
      4. Purchased items and commodity items delivered to the schools become the responsibility of the principal. The principal may then delegate this responsibility to the school lunch manager.
      5. Foods and other items for the lunch program may be requisitioned from the warehouse on approved school lunch order forms. These items shall then be shipped to the various units by the school lunch delivery truck.
    4. Transportation Department Inventories
      1. The Director of Transportation shall be responsible for safeguarding inventories while stored in the District garage and for requisitioning supplies for the department.
      2. The purchasing clerk shall be responsible for issuing purchase orders to acquire supplies for this department.
      3. The secretary in the Transportation Department shall be responsible for maintaining appropriate inventory records of supplies required and used in various transportation functions.

Published on
  • Effective: 8/27/1969
  • Revision: 5/22/2012
  • Reviewed: 12/10/2013
  1. Board Directive
    The Board has the power to establish, locate, and maintain kindergarten, elementary, secondary and vocational schools in accordance with Utah Codes §53G-6-302 and 53G-4-402.  The Board shall require evidence of student eligibility to attend the public schools of Jordan District and directs the Administration to establish policy for student eligibility.
  2. Administrative Policy
    1. Residential Eligibility
      All children and youth who have a verifiable residence in the District, and who are otherwise qualified, shall be entitled to attend the public schools, kindergarten through twelfth grade (K-12).
    2. Age of Entrance into Kindergarten
      Children seeking to enter school must be at least five years of age before September 2nd of the year in which admission is sought – Utah Code §53G-4-402.  The only exception will be a military child, as defined in Utah Code 53E-3-903, who does not meet the deadline if the student has previously attended kindergarten or a higher grade as a resident in another state.
    3. Age of Entrance into First Grade
      1. Kindergarten attendance is not mandatory, but school attendance at age six (6) is mandatory unless the child is excused according to Utah State Code §53G-6-204.  A child may be placed in the first grade even though the child did not meet the entry day for kindergarten the previous year if a full year of kindergarten was completed in another state or private school provided there is convincing evidence that the child has the skills necessary to succeed in first grade.  (As per letter from the State Office of Education, July 28, 2006.)
      2. Once a child is enrolled in school in the appropriate grade, the local school educational team comprised of a school administrator, parent(s)/legal guardian(s), teacher(s), and guidance personnel may make changes in the placement of a child based upon a professional determination that such a change is in the best interest of the child.  (See Policy AS64—Student Retention and Acceleration).
    4. Birth Certificate
      1. An original birth certificate issued by the Bureau of Vital Statistics shall be required of all children at the time of their entrance into kindergarten.  Exceptions, if any, must be approved by the  administrator of Planning and Student Services Department.
      2. A certified birth certificate may be required of first (1st) grade registrants at the discretion of the school principal.  A certified birth certificate may also be required in special cases brought up for review.
      3. Upon enrollment of a student for the first time in a particular school, that school shall notify in writing the person enrolling the student that within 30 days he/she must provide either a certified copy of the student's birth certificate, or other reliable proof of the student's identity and age, together with an affidavit explaining the inability to produce a copy of the certified birth certificate.  In all cases, if a person enrolling a student indicates a birth certificate from the Bureau of Vital Statistics cannot be obtained for whatever reason, the school shall refer that person to the Planning and Student Services Department prior to enrollment.
      4. Upon failure of a person enrolling a student to comply with the above, the school shall notify that person in writing that unless he/she complies within 10 days, the case shall be referred to the local law enforcement authority for investigation. If compliance is not obtained within that 10-day period, the school shall refer the case to the local law enforcement agency. The school shall immediately report to the local law enforcement authority any affidavit received which appears inaccurate or suspicious—Utah Code §53G-6-603.
    5. Health Examination
      1. Physical and dental examinations made prior to kindergarten registration shall be recommended for all children entering Jordan District schools.
      2. Immunizations that are required for school entry must be on file according to Policy AS87—Immunization.
    6. Homeless Students
      1. The Administration recognizes the importance of requiring and maintaining necessary records for all students.  However, the Administration also recognizes the importance of removing barriers for homeless students to enroll and participate in school.  Under the McKinney-Vento Act, homeless students are entitled to immediate enrollment and full participation even if they are unable to produce records normally required for enrollment, such as previous academic records, medical records, proof of residency, birth certificate, or other documentation.  42 U.S.C. §11432(g)(3)(C) and (g)(1)(H), (I)
        1. Homeless students shall be enrolled immediately.
        2. Homeless students will be granted full participation in school activities and programs.  They cannot be excluded based on their inability to present the following information:
          1. Immunization records
          2. Medical records
          3. Birth certificate
          4. Previous school records or transcripts
          5. Guardianship records
          6. Proof of residency
          7. Other required documentation
      2. Homeless students have three options for choice of school to attend:
        1. School of origin (the school the child has attended when permanently housed)
        2. School of origin (the school the child last attended)
        3. The school closest to the shelter or other temporary housing
      3. The school will continue efforts to assist the student in completing necessary and important records especially all immunization information.
      4. The school will work closely with the District Outreach/Homeless Liaison.

Published on
  • Effective: 8/27/1969
  • Revision: 1/23/2018
  • Reviewed: 5/28/2013
  1. Board Directive
    Jordan School District is an equal opportunity employer and desires to maintain a high level of employee performance and satisfaction.   The Board delegates to the Administration the responsibility for developing policy for selecting licensed personnel.
  2. Administration Policy
    The Administration shall seek to employ the most able and highly qualified persons available for positions requiring licensure.  Selection shall be made in accordance with the following administrative policy provisions:

    1. Online application forms furnished by the District shall be properly completed and dated.  Applications shall be renewed annually to remain effective.
    2. Applicants must have a valid certificate issued by the Utah State Office of Education, Department of Teaching and Learning Licensing, for the position for which they are making application.
    3. The Administration shall review applications and shall evaluate applicants on the basis of qualifications for available positions.
      1. As much appropriate information as possible should be reviewed to assist in selecting the best candidates.  Written evaluations or descriptive reports on his/her student teaching or full-time teaching performance shall have been reviewed.
      2. A minimum of two (2) reference checks is required.
      3. The school administration shall conduct interviews to determine the best candidate for the position.
    4. Nepotism
      1. No one with supervisory responsibility shall hire or recommend for hire any “relative” as defined in Utah Code 52-3-1: “father, mother, husband, wife, son, daughter, sister, brother, grandfather, grandmother, uncle, aunt, nephew, niece, grandson, granddaughter, first cousins, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law or daughter-in-law.  Furthermore and in addition to Utah Code, corresponding step or adoptive relative, or anyone residing on a permanent basis in an employee’s home will also be considered a “relative.”
      2. No employee shall be directly supervised or evaluated by a relative.  Family members as described in D.1 may not be employed under the same immediate supervisor, defined as the authorized evaluator for the employee, without Cabinet approval and Board notification.
      3. Employees hired prior to adoption of this policy are exempt from this policy except when the proximity of relatives is found to be creating problems.
      4. The hiring of relatives is also prohibited if it results in a conflict of interest with vendors of the District.
      5. In the event of a lack of candidates, a need for specialized skills or unique circumstances, the restriction against hiring relatives may be waived in the best interest of the District upon recommendation of a review committee comprised of the Superintendent and appropriate administrator or director, and upon approval of the Board.
    5. Employment assignments shall be reviewed annually.
    6. The District may not refuse to hire, promote, discharge, demote, or terminate an individual, or may not retaliate against, harass, or discriminate in matters of compensation or in terms, privileges, and conditions of employment against an individual otherwise qualified because the individual breastfeeds or expresses milk in the workplace.  Utah Code 34-49-204.

Published on
  • Effective: 8/27/1969
  • Revision: 5/8/2018
  • Reviewed: 4/26/13
  1. Board Directive
    The Board recognizes the need for a District grievance process and delegates to the Administration the authority to implement a policy regarding grievance procedures for licensed personnel.
  2. Administration Policy
    It is the policy of the Administration to address grievances alleged by licensed employees with the following administrative policy provisions:

    1.  Definitions
      1. Grievance - A complaint which:
        1. Sets forth an allegation that there has been a violation of District policy, state law, or federal law.
        2. Specifically identifies the policy or statute alleged to have been violated.
        3. Provides a detailed statement of the alleged violation.
      2. Grievant - Any licensed employee or group of licensed employees aggrieved by a decision or condition falling under District policy, or state or federal law.
      3. Grievance Officer - The District employee or employees designated to review complaints regarding alleged violation of District policy, state law, and/or federal law and charged with the responsibility of investigating, or overseeing the investigation of, complaints.
      4. District - The Human Resource Administrator or his/her designee.
    2.  Procedure
      1. Step I
        Any licensed employee alleging a grievance is encouraged to resolve the problem, if possible, through an informal discussion with the immediate supervisor.  If this is not satisfactory, the grievant may file at Step II.
      1. Step II
        A grievance must be filed within thirty (30) calendar days of the date the grievant knew or should have known of the circumstances which precipitated the grievance.
        Any licensed employee submitting a grievance at Step II shall present a completed Licensed Employee Grievance form to his/her immediate supervisor.  Grievance forms are available in the District’s Human Resources Department or online at the District’s Human Resources website.  A copy of the grievance form shall be immediately forwarded by the supervisor to the grievance officer, the appropriate District-level Administrator, and the Administrator of Human Resources.  The grievance officer shall then submit the issue in question to the employee agent group in writing.  The employee agent group has the option of reviewing the issue and making a written response to the grievance officer.

        1. The supervisor shall respond to the grievance, in writing, within eight (8) calendar days following receipt of the grievance.  A copy of the response will be forwarded to the grievance officer, the appropriate District-level Administrator, and the Administrator of Human Resources or his/her designee, grievant, or representative.
        2. If the response (decision) does not resolve the grievance, the grievant may file the grievance at Step III.
      2. Step III:
        The Investigatory Committee may be activated at this step only.  (See Miscellaneous Provisions Item C. 8.)

        1. The grievant shall prepare and file the Licensed Employee Grievance Form with the grievance officer at Step III.
        2. The Investigatory Committee or the grievance officer shall investigate the complaint with the parties concerned in the grievance within twenty (20) calendar days of the grievance having been filed at Step III.
        3. The grievance officer shall issue a written report setting forth his/her findings and recommendations for the resolution of the grievance within eight (8) calendar days after the conclusion of the investigation.
        4. The grievance shall be considered resolved if the grievant and the District accept the recommendations of the grievance officer, or if the grievant fails to file the grievance at Step IV within the time limits set forth herein.
        5. If no written report has been issued within the time limits set forth in "c." above, or if the grievant or District shall reject the recommendations of the grievance officer, the grievant shall be authorized to file the grievance at Step IV.
      3.  Step IV:
        1. If the grievant rejects the recommendations of the grievance officer, the Investigatory Committee, or the grievance officer fails to issue a written report in the time specified, the grievant shall have fourteen (14) calendar days to request that an impartial hearing examiner be selected to hear the grievance.
        2. Within fourteen (14) calendar days days of receipt of the request, the grievance officer and the grievant or his/her designated representative shall meet together to agree upon a mutually acceptable impartial hearing examiner. (See Miscellaneous Provisions C.10-13)
        3. The impartial hearing examiner shall submit written recommendations to the Superintendent or his/her designee and the grievant or his/her designated representative within fourteen (14) calendar days after the hearing.
        4. The Superintendent or his/her designee shall, within eight (8) calendar days, submit in writing to the grievant the District's decision to reject or accept the impartial hearing examiner's recommendation.
      4. Step V:
        1. If the grievant rejects the recommendations of the Superintendent or his/her designee, or if the Superintendent or his/her designee fails to issue a report within the time limits set forth above, the grievant shall be authorized to file the grievance at Step V within fourteen (14) calendar days of the date the recommendation of the Superintendent or his/her designee was issued or should have been issued.
        2. The grievance at Step V shall be filed with the Board in the following manner:
          1. The grievant shall file the grievance by delivering it to the Board within the time limits set forth herein.
          2. Within fourteen (14) calendar days of receipt of the grievance or another timeline agreed to in writing by both parties, the Board shall establish a hearing date to hear the testimony of all interested parties.  The Board shall have the authority to call witnesses for the hearing.  Such hearing will be held within thirty (30) calendar days of filing of the grievance at Step V or another timeline agreed to in writing by both parties.
          3. Within forty-five (45) calendar days or other timeline agreed to in writing by both parties of the filing of the grievance at Step V, the Board shall issue its determination of the grievance.  The findings of the Board shall be final and binding.
    3. Miscellaneous Provisions
      1. A grievance shall furnish sufficient background concerning the alleged violation which identifies date(s), time(s), person(s), and actions that led to the allegation.
      2. No person shall suffer recrimination or discrimination because of participation in this grievance procedure.
      3. Hearings should be scheduled during a mutually convenient time.
      4. Employees shall be free to testify regarding any grievance filed hereunder.
      5. Confidentiality will be observed pending resolution of the grievance or final decision by the Board.
      6. Nothing contained herein shall be construed so as to limit in any way the ability of the District and the grievant to resolve any grievance, mutually and informally.
      7. The grievant shall be entitled to representation of his/her choice in all stages of these proceedings.
      8. If needed, the Investigatory Committee shall be selected as follows:  The District shall designate one member of its choice and the employee agent shall designate one member of its choice, and these two appointees shall recommend a third committee member subject to the approval by the employee agent and the District.  This committee shall conduct investigations of grievances filed by persons asking to be represented by the employee agent and shall report the results of its findings and its recommendations, in writing, to the grievance officer who shall be responsible to make final determination of all grievances filed at Step III.  Step III grievances shall be investigated and a response made, regardless of whether or not the grievant asks for representation.
      9. When required, members of the Investigatory Committee shall be excused from their regular assignments to perform investigations.
      10. Impartial hearing examiners shall be persons who will conduct hearings independent of pressure or influence from the District administration, District staff, the licensed employee who is the participant in the grievance, or any association or organization acting on behalf of or representing the employee. No impartial hearing examiner may be a direct supervisor or subordinate of either the employee or a person recommending the employee’s termination for cause.
      11. Impartial hearing examiners may either be District hearing examiners or individuals not employed with the District.
      12. The employee agent and the District may agree to use a mutually agreed upon outside arbitration entity for Level IV hearings. This includes following the rules and procedures as outlined by that entity.
      13. The cost of services of the hearing examiner shall be equally shared by the District and the educator or the organization representing the educator.
      14. In the event that the grievance remains unresolved at the termination of this grievance procedure, the grievant is free to pursue such litigation or statutory remedy as the law may provide.
      15. Employees should exhaust all District grievance procedures before seeking other legal remedies.

Licensed Employee Grievance form PDF (form updated 5/23/2016)

Published on
  • Effective: 8/27/1969
  • Revision: 7/1/2023
  • Reviewed: 8/25/2015
  1. Board Directive
    Jordan District is an equal opportunity employer and is committed to staffing schools and departments with the best fit and most qualified candidates available.  The Board, therefore, delegates to the District Administration responsibility for ensuring that staff selection, promotion and salary placement practices comply with state and federal laws, and that the selection, placement and supervision of employees are free from discrimination, favoritism, or other unethical practices.
  2. Administrative Policy
    The Administration delegates to the Human Resource Department the responsibility for screening and selecting all education support professionals and shall protect the safety and interest of students by hiring only those individuals who are qualified according to state requirements and pass a background check.  All personnel who do not require state teacher or administrative/supervisory certification are designated as education support professionals.Staff selection and placement, promotion and salary placement for part-time and full-time education support professionals shall be accomplished through the use of the following administrative policy provisions:

    1. Background Checks:  Individuals who are offered employment with the District shall be required to prove they are worthy to hold the trust required in a sensitive employment position through the following process:
      1. Each prospective employee shall agree to be fingerprinted and sign a waiver facilitating a criminal background check through the Utah Bureau of Criminal Identification.
      2. The Superintendent or his/her designee shall review each evaluation report received from the Utah Bureau of Criminal Identification to determine final eligibility for employment.
      3. No one shall be hired whose record shows a felony or misdemeanor conviction in an area which causes concern for the safety and well-being of students.
      4. Information disclosed by the Bureau of Criminal Investigation shall not be released to any other agency or individual.
    2. Nepotism
      1. No one with supervisory responsibility shall hire or recommend for hire any “relative” as defined in Utah Code 52-3-1  “father, mother, husband, wife, son, daughter, sister, brother, grandfather, grandmother, uncle, aunt, nephew, niece, grandson, granddaughter, first cousins, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law or daughter-in-law.   Furthermore and in addition to Utah Code, any corresponding step or adoptive relative, or anyone residing on a permanent basis in an employee’s home will also be considered a “relative.”
      2. No employee shall be directly supervised or evaluated by a relative.  Family members as described in B.1 may not be employed under the same immediate supervisor, defined as the authorized evaluator for the employee, without Cabinet approval and Board notification.
      3. Employees hired prior to adoption of this policy are exempt from this guideline except when the proximity of relatives is found to be creating problems.
      4. The hiring of relatives is also prohibited if it results in a conflict of interest with vendors of the District.
      5. In the event of a lack of candidates, a need for specialized skills or unique circumstances, the restriction against hiring relatives may be waived in the best interest of the District upon recommendation of a review committee comprised of the Superintendent and appropriate administrator or director, and upon approval of the Board.
      6. When other qualified candidates have not applied, task assignments of short duration (generally less than sixty (60) working days) may be exempt from this policy.
    3. Selection and Placement of Entry Level Personnel
      1. All job applicants shall be required to complete an online employment application in its entirety.  Failure to complete any portion of the application may disqualify the applicant from employment consideration.
      2. Recruitment, screening and initial interviewing for job openings or positions shall be the responsibility of the Human Resources Department except for designated part-time positions such as sweepers, hourly education support professionals, etc.  Consideration of qualifications shall be determined by job description.
      3. Qualified candidates selected to interview for each opening or position shall be referred to the appropriate building or department administrator followed by a hiring recommendation to the Human Resources Department for final approval.
      4. Continued employment shall be contingent upon satisfactory service.
      5. New employees will be placed on the beginning step of the appropriate lane of the salary schedule unless it is determined that a higher initial step placement is necessary to attract and retain qualified employees in areas of critical District need.  Part-time employees will be placed on the appropriate level step when employed full time.  Employees who work full-time for two or more consecutive summers (a minimum of six months) will be granted one additional step on the salary schedule if hired full time thereafter.
      6. Former full-time District employees who are rehired may be granted full credit on the salary schedule for previous contract experience with the District. Former part-time District employees who are rehired may be granted full credit on the salary schedule for previous experience with the District.
      7. Employees who have retired and are then rehired will be placed up to Step 4 of the appropriate lane.
      8. Salary lane movement will be based upon the above guidelines and the date the employee was hired in the District.  Any person hired between July 1 and Dec. 31 will receive one full year’s experience the following July 1.  Anyone hired between Jan. 1 and June 30 will not receive experience credit for the first months of service up to July 1.
      9. The Administration may choose to promote existing education support professionals to any step and/or lane on the existing salary schedule to retain qualified employees.  The District Administration may make recommendations to the Superintendent for such promotions.
      10. Within its discretion, the Board of Education may augment any existing salary schedule for an existing employee by a specific percentage in order to retain qualified employees of the District.
    4. Job Reviews
      1. The Board of Education established an independent job review procedure through the Human Resource Department to assure the education support professionals job descriptions match the major duties and responsibilities actually assigned to each position by Job Family.
      2. The Board will review the job study results and is responsible to make fiscally responsible salary adjustments.
      3. If the job study reveals an employee is being overpaid in their position, the employee’s salary will be frozen until their current pay falls within their current pay lane.
      4. The Human Resource Department is responsible for revising job descriptions following each job study.
    5. Selection and Promotion of Non-Provisional Personnel
      1. Employees shall be notified of all full-time vacancies at least five (5) days prior to the application closing date.  Notification shall be made on the Human Resource Department website.
      2. Promotion or promote shall mean reassignment to a job which is located on a higher lane of the salary schedule than the lane from which the employee is currently paid or, at the discretion of the Board of Education, to a higher lane of the salary schedule for an employee who retains the same or similar job title and duties in order to retain qualified employees of the District.
      3. All employees may apply for promotion to a position which is posted as a vacancy.  Qualifications being equal, District employees will receive first consideration.  Provisional employees as described in DP314 – Provisional and Probationary Education Support Professionals, II.I. may not be considered for available openings.
      4. An employee who is promoted to a higher position shall be given a trial period of 30 days.  During this 30-day period, the promotion shall be nullified upon request by the District or the employee.  In such a case, the employee shall be returned to his/her former position or a comparable position when available.
      5. The Board of Education may choose to promote existing education support professionals to any step and/or lane on the existing salary schedule to retain qualified employees.  The District Administration may make recommendations to the Board for such promotions.
      6. Within its discretion, the Board of Education may augment any existing salary schedule for an existing employee by a specific percentage in order to retain qualified employees of the District.
      7. Probation reports and negative evaluations older than five (5) years with no repeat violation, as defined by DP 316B—Orderly Termination Procedures for Education Support Professionals, shall not be considered in employee eligibility for promotion or transfer.
    6. Temporary Assignments/Promotion
      On a short-term, temporary basis, it may be necessary for one education support professional to substitute for another education support professional who is assigned to a higher lane on the Education Support Professionals Master Salary Schedule.  Under such circumstances, many responsibilities normally required in the higher position are not required nor accomplished by those in temporary assignments.  While it is neither necessary nor realistic to give equal compensation for such short-term appointments, salary adjustments will be provided when a temporary assignment/promotion is necessitated by the extended illness, injury, or short term leave of an employee.   Beginning on the sixth consecutive working day of the temporary assignment, the promoted employee shall be paid on step two (2) of the higher lane or at $5 per day, whichever is higher.
    7. The District may not refuse to hire, promote, discharge, demote, or terminate an individual, or may not retaliate against, harass, or discriminate in matters of compensation or in terms, privileges, and conditions of employment against an individual otherwise qualified because the individual breastfeeds or expresses milk in the workplace.  Utah Code 34-49-204.
    8. Voluntary Transfers
      Any contract education support professional wishing to transfer laterally or move to a lower lane for which he/she is qualified within Jordan School District shall use the following procedure:

      1. The employee shall submit an online application for any position posted on the District website.
      2. Known vacancies will be posted on the District website for five (5) working days.
      3. The application will be made available to the hiring administrator for first consideration.  Immediate supervisors may not consider new candidates until those requesting a lateral transfer have been considered first.
      4. No employee who is on probation or other disciplinary sanction is eligible for a transfer.

Revision History: 12/13/83, 2/14/12, 8/25/15