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Author: communications

Published on
  • Effective: 9/17/02
  • Revision:
  • Reviewed: 5/28/13
  1. Board Directive
    The District’s Family and Medical Leave policy is designed to comply with the provisions of the Family and Medical Leave Act (FMLA), 29 USC 2601.  This law entitles eligible employees to receive up to 12 workweeks of unpaid leave each school year (July 1–June 30) for serious medical conditions.  An eligible employee shall be required to use accrued personal leave, family leave, sick leave, and vacation leave, as applicable, prior to the use of leave without pay for the family and medical leave period.  The Board delegates to the Administration responsibility for establishing policy for Family and Medical Leave Benefits.
  2. Administrative Policy
    The Family and Medical Leave policy shall be administered according to the following administrative policy provisions:

    1.  Definitions
      1. An “eligible employee” means any employee who has been employed for at least 12 months by the District and worked for at least 1,250 hours during the 12-month period immediately preceding the commencement of leave.
      2. The term “employment benefits” means all benefits provided by the District to its employees such as group life insurance, health insurance, disability insurance, sick leave, personal leave, vacation leave and pension or retirement benefits.
      3. The term “eligible family member” means a spouse, son, daughter or parent of the eligible employee.
      4. The term “spouse” is defined in accordance with applicable Utah State law.
      5. The term “son or daughter” means biological, adopted, or foster child, a stepchild, or a legal ward, or a child of a person standing in loco parentis.  A child is less than 18 years of age, or older than 18 years, but incapable of self-care due to mental or physical disability.
      6. The term “parent” means the biological parent of the eligible employee or an individual who stands or stood in loco parentis to an employee when the employee was under 18 or incapable of self-care.  This does not include parents-in-law.
      7. The term “serious health condition” means an illness, impairment, or physical or mental condition that requires:
        1. Inpatient care in a hospital, hospice, or residential medical facility; and any period of incapacity or subsequent treatment in connection with such inpatient care, or
        2. Continuing treatment certified as required by a health care provider.
      8. The term “health care provider” means:
        1. Doctor of medicine or osteopathy who is authorized to practice medicine or surgery by the state in which the doctor practices; or
        2. Any person determined by the secretary of labor to be capable of providing health care services (§29 C.F.R.–825.118); or
    2. Entitlement to Leave
      An eligible employee is entitled to 12 workweeks of leave without pay each school year, (July 1–|June 30) in the event of any of the following:

      1. The birth of a son or daughter of the employee and to care for that son or daughter;
      2. The placement of a son or daughter with the employee for adoption or foster care;
      3. An eligible family member has a serious health condition; or
      4. The employee suffers from a serious health condition that makes the employee unable to perform the essential functions of the employee’s position.
    3. Relation to Other Non-Paid Leave
      Any employee who is entitled to unpaid leave under any other District policy shall be limited to the additional weeks of leave necessary to attain the total 12 workweeks of leave provided by this policy.
    4. Relation to Other Leave
      The District shall require the employee to use accrued personal leave, family leave, sick leave, and vacation leave, as applicable, before the use of leave without pay for the family and medical leave period.  Existing District policy governing appropriate use of sick, personal leave, and vacation days are applicable.  If an employee uses accrued compensatory time, that leave time may not be counted against the FMLA leave entitlement.  The total family leave period, whether paid or unpaid, shall not exceed 12 workweeks.
    5. Employee Leave Notice
      Employees, or an appropriate representative, shall submit a request for family or medical leave 30 days in advance when the need for the leave is foreseeable, or as soon as possible in emergencies.
      The District may designate FMLA leave after the fact only:

      1. If the reason for leave was previously unknown, provided the reason for leave is made within two business days after the employee's return to work; and
      2. The District has preliminarily designated the leave as FMLA pending medical certification.
    6. Intermittent Leave
      Leave due to a serious health condition of an employee or eligible family member may be taken intermittently or on a reduced schedule when medically necessary.  The employee requesting intermittent leave or leave on a reduced leave schedule for planned medical treatment must develop a schedule with his or her immediate supervisor, and, based on input from the health care provider, meets the District’s needs without unduly disrupting the District’s operation.  If an employee requests intermittent leave or leave on a reduced schedule for a foreseeable, planned medical treatment, the District may require the employee to transfer temporarily to an available alternative position with equivalent pay and benefits that better accommodates recurring periods of leave.  The District will make the determination as to whether a position is an equivalent position.
    7. Required Documentation
      The District shall document leave requests which qualify as FMLA leave, and will designate any qualifying leave taken by employees as FMLA leave.  All leave qualifying as FMLA leave shall be designated as such and shall be subject to all provisions of this rule.  No other leave shall be granted until the employee has exhausted his/her 12-week entitlement under FMLA.  The District shall notify the employee in writing of the designation of FMLA within two business days, or as soon as a determination can be made, that the leave requested qualifies as FMLA if the preliminary information is not sufficient to make such determination.
      Written notice to employees shall include the following information:

      1. That the leave will be counted against the employee’s annual FMLA entitlement.
      2. Any requirements for the employee to furnish medical certification of a serious health condition and the consequences for not doing so.
      3. A statement explaining that the employee will be required to exhaust unused personal leave, family leave, sick leave, and vacation leave, as applicable, before going into unpaid leave status.
      4. Any requirement for the employee to make any premium payments to maintain health benefits and the arrangements for making such payments, and the possible consequences of failure to make such payments on a timely basis.
      5. Any requirement for the employee to present a medical release before being restored to employment.
      6. The employee’s right to restoration to the same or an equivalent job upon return from leave.
      7. The employee’s potential liability for payment of health insurance premiums paid by the District during the employee’s unpaid FMLA leave if the employee fails to return to work after taking FMLA leave.
    8. Spouses of Employees Employed by the District
      In any case, where both husband and wife are employees of the District and both seek leave under this policy, such leave shall be limited to an aggregate 12 workweeks during any 12-month period if:

      1. Leave is sought to care for a newborn daughter or son or the adoption of a daughter or son; or
      2. Leave is sought to care for a sick parent.
      3. If the leave is requested for either the husband’s or the wife’s own serious illness or the serious health condition of the couple’s son or daughter, the aggregate 12-workweek limitation in the FMLA does not apply.
    9. Required Medical Certification for Leave
      A certificate issued by a health care provider of the eligible employee or the eligible family member must support all requests for leave under this policy.

      1. The Certificate: “Medical Certification Statement—Employee’s Own Serious Illness” or “Medical Certification Statement for Family Members,” shall be provided within 15 days after leave is requested.
      2. A certificate is sufficient if it states:
        1. the date on which the serious health condition commenced.
        2. the probable duration of the condition
        3. the appropriate medical facts regarding the condition
        4. a statement that the serious medical condition prevents the employee from performing the essential tasks of the applicable employment position or that it requires the employee to attend and care for an eligible family member.
      3. The District may require, at its option and expense, second or third certifications in support of a request for leave.
      4. The District shall require recertification of the necessity for the family or medical leave at reasonable intervals, but not more than every 30 days, unless:
        1. the employee requests an extension of leave.
        2. circumstances described in the previous certification has changed significantly; or
      5. the District receives information that casts doubt on the continuing validity of the certification.
    10. Required Medical Certification for Return
      All employees returning from leave caused by a serious health condition shall provide a certificate addressing the employee’s fitness for duty issued by a health care provider of the eligible employee.

      1. The certificate shall be provided at least seven calendar days before the requested return date.
      2. A certificate is sufficient if it states:
        1. the employee is medically fit to return to work in the previous position.
        2. the appropriate medical facts regarding the employee’s fitness to return to work.
        3. a statement that the serious medical condition no longer prevents the employee from performing the essential tasks of the position.
      3. The District may require, at its option and expense, second or third certification in support of a request to return to work.
    11. Restoration of the Employee
      An employee who takes a leave complying with the provisions of this policy is entitled upon return from leave to:

      1. Be restored to the position held by the employee prior to leave; or
      2. Be provided an equivalent position in terms of benefits, pay and other terms and conditions of employment.
      3. A determination as to whether a position is an equivalent position will be made by the District.
    12. Denial of Restoration
      The District may deny restoration of status or equivalent position, if:

      1. The denial is necessary to prevent substantial and grievous economic injury to the operations of the District.
      2. The District notifies the employee that it intends to deny restoration when it determines that injury to the employee would occur.
      3. The employee elects not to return to employment.
    13. Effects on Benefits
      During the family or medical leave period, the District shall continue to pay its portion of the employee’s group health insurance premium. An employee on family or medical leave must continue to pay his or her portion of the health insurance premium in order to keep coverage in effect.
    14. Non-Accrual of Seniority
      An employee is not entitled to the accrual of any seniority or employment benefits that would have accrued if not for the taking of family or medical leave. An employee who takes family or medical leave will not lose any seniority or employment benefits that accrued before the date leave began.
    15. Failure to Return
      If an employee fails to return to work after unpaid FMLA leave has ended, the District may recover, with certain exceptions, the health insurance premiums paid by the District on the employee’s behalf during unpaid leave.  An employee is considered to have returned to work if he or she returns for at least 30 calendar days.  An exception to this may be made if an employee’s circumstances change unexpectedly beyond their control during the leave period, which make them unable to return to work at the end of twelve workweeks.  Medical certification is required.
    16. Rules Applicable Near End of School Year
      If the employee begins leave more than five weeks prior to the end of the school year, the District may require the employee to continue taking unpaid leave until the end of the school year if:

      1. The leave requested is of at least three weeks duration; and
      2. The return to employment would occur during the one-week period before the end of the school year.
    17. Leave Less Than Five Weeks Prior to the End of School Year
      If the employee begins leave for reasons other than a personal serious health condition which commences less than five weeks prior to the end of the school year, then the District may require the employee to continue to take unpaid leave until the end of the school year if:

      1. The leave requested is of greater than a two-week duration; and
      2. The return to employment would occur during the two-week period before the end of the school year.
    18. Leave Less Than Three Weeks Prior to End of School Year
      If the employee begins leave for reasons other than personal serious health conditions during the period that commences three weeks prior to the end of the school year and the leave is greater than five working days, then the District may require the employee to continue to take unpaid leave until the end of the school year.
    19. Application for Leave
      Forms for application and certification of FMLA are available in the Department of Human Resources office.  Medical records created for the purpose of FMLA and the Americans with Disabilities Act must be maintained in a separate, confidential file.
    20. Posting of Notice
      A notice of rights under this policy, approved by the Secretary of Labor, shall be posted by the District in a conspicuous place on school or District office premises.

Published on
  • Effective - 4/23/2013
  • Revision - 12/10/2024
  1. Mission
    Unleashing Potential: Exceptional Educational Opportunities for Every Student
  2. Vision
    Be Curious | Be Intentional | Be United
  3. Values
    1. Opportunity: We ensure all students have access to opportunities that will prepare them for their future.
    2. Curiosity: We foster curiosity and nurture a love of learning in our students.
    3. Connection: We create conditions that strengthen connection among all members of our community.
    4. Support: We commit to supporting our students in finding and pursuing their personal path to success.
    5. Growth: We prioritize and celebrate growth in all areas of a student’s life.

Published on
  • Effective: 9/25/2012
  • Revision: 2/21/2017

The Business Administrator is appointed by the Board of Education per Utah Code 53G-4-302 and 53G-4-303 respectively. All duties and responsibilities are enumerated therein.

  1. In addition to the duties and responsibilities outlined in Utah Code, he/she shall be responsible for the following items:
    1. Presenting a balanced budget and maintaining the budget as directed by the Board.
    2. Maintaining a five percent (5%) General Fund reserve as allowed by Utah Code.
    3. Striving for an unqualified Audit Report with minimal management letter issues.
    4. Maintaining an Accounting Manual outlining school and District financial operations, procedures, and requirements.
    5. Executing purchases and contracts on behalf of the District and the Board of Education.
    6. Ensuring District compliance with the Utah Money Management Act.
    7. Representing the Board of Education and Superintendent as necessary and appropriate.
  2. Monitoring of the Business Administrator shall be done by items listed in section A.
  3. Evaluation of the Business Administrator’s performance will be accomplished as follows:
    1. Each December the Board will conduct a formal summative evaluation of the Business Administrator. The summative evaluation will be based upon data collected during the previous school year from monitoring Board policies on Ends and Executive Limitations. A written evaluation document will be prepared by the Board and will be reviewed by the Board and the Business Administrator at an open meeting.
    2. The evaluation instrument for the Business Administrator will consist of:
      1. The monitoring report data developed by the Business Administrator in section A. and submitted to the Board under the schedule included in Board policy BSC204 Monitoring Superintendent Performance.
      2. A summary of the monitoring report ratings for the current evaluation cycle, prepared by the leadership of the Board
  4. In an effort to resolve concerns and safeguard the reputation of the Business Administrator and the Board, should any difference of opinion arise between the Business Administrator and a member of the Board, the following steps will be applied before either of those parties make his or her difference of opinion a matter of public discussion.
    1. The Business Administrator and Board member agree to meet privately and commit to keeping efforts positive and constructive.
    2. The Business Administrator and Board member will provide sufficient time adequate to remedy any concern that is presented in the initial meeting.
    3. If either party does not feel that the concern has been addressed sufficiently the concern shall be brought to the attention of the Board of Education in closed session or study session, as allowed by the Utah Open and Public Meeting Act.
    4. If discussion with the entire Board of Education is not deemed to have resolved the issue by either the Business Administrator or a majority of the Board present, either party is allowed to request further exploration of the issue through continued discussion of the issue, requesting private recommendations from disinterested third parties, or creation of a committee selected by the Board.

The Business Administrator or any Board member has the right to invoke B/SC 205 section D. in closed session or study session and request that the Board instruct the affected parties to follow the steps as outlined.

  1. The Business Administrator and the Board president will sign and date the completed Business Administrator’s summative evaluation following the performance evaluation meeting.

Published on
  • Effective:    9/25/2012
  • Revision:    4/23/19

While the Superintendent is the Board’s primary link to operational achievement and conduct the Board also recognizes the value of teamwork and seeks to work in harmony with District personnel.

Accordingly:

  1. The Board will acknowledge that all authority and accountability of staff is derived from the authority and accountability of the Superintendent.
  2. An individual Board member may communicate with, but will not make extensive/excessive requests of staff.  As a courtesy, Board members shall make the Superintendent aware of requests.
  3. The Board will not evaluate, either formally or informally, any staff other than the Superintendent and Business Administrator.
  4. The Board will recognize the relationship between Superintendent performance and organizational performance. Organizational accomplishments of Board-stated Ends and adherence to other Board policies will be viewed as indicators of successful Superintendent performance.

Published on
  • Effective: 9/25/2012

Only official actions of the Board are binding on the Superintendent.

Accordingly:

      1. Decisions or instructions of individual Board members, officers, or committees are not binding on the Superintendent, except in rare instances when the Board has specifically authorized such exercise of authority.
      2. In the case of the Board members or committees requesting information or assistance without Board authority, the Superintendent shall obtain Board approval when such requests, in the Superintendent’s opinion, require a material amount of staff time or funds to fulfill.

Published on

Effective: 09/25/2012
Revision: 11/26/20
Reviewed: 2/25/2015

The Second Vice President acts to ensure that accurate Policy Governance records and documents of the Board of Education for Jordan School District are kept.

Accordingly, the Second Vice President shall:

  1. Assume the duties of the President in the absence of the President and First Vice President.
  2. Ensure that Board policies will be current in their reflection of Board decisions. Policies will rigorously follow Policy Governance principles.
  3. Assume such duties as the Board may decide.
  4. Gather items for the Board agenda.

Published on
  • Effective - 09/25/2012
  • Revision - 05/23/17

With respect to the treatment of paid and volunteer staff, the Superintendent may not cause or allow conditions which are inequitable, discriminatory, undignified, disorganized or unclear.

Further, without limiting the scope of the previous statement, he or she will not operate without written personnel policies which:

  1. Clarify procedures and expectations for staff and volunteers.
  2. Provide for effective handling of grievances in a timely manner.
  3. Protect against wrongful conditions, such as nepotism and grossly preferential treatment for personal reasons.
  4. Discriminate against any staff member for non-disruptive expression of dissent.
  5. Fail to acquaint staff with the Superintendent’s interpretation of their protections under this policy.
  6. Fail to recognize contributions by employees in a timely manner.
  7. Fail to promote a positive work environment at all levels.

Published on
  • Effective: 9/25/2012
  • Revision: 9/23/2014
  • Reviewed: 3/31/2015

Specific responsibilities of the Board of Education, as an informed agent of the people of Jordan School District, are those that ensure appropriate organizational performance.

Accordingly, the Board of Education will:

  1. Create the connection between the owners and Jordan School District and retain responsibility for the dissemination of information that is relevant to Jordan School District owners. This includes, but is not limited to:
    1. Annual accountability reports
    2. Monthly financial reports
    3. Annual financial reports
    4. Minutes and audio recording of Board meetings
    5. Posting of public meetings
  2. Develop written governing policies that will, at the broadest levels of all organizational decisions and situations, address:
    1. Governance Process: Specification of how the Board of Education conceives, carries out, and monitors its own tasks.
    2. Board/Superintendent Connection: How responsibility is delegated and its proper use monitored, the Superintendent role, and authority and accountability.
    3. Executive Limitations: Constraints on executive authority that establish the boundaries within which all executive activity and decisions must take place.
    4. Ends: Organizational products, impact, benefits, outcomes, recipients, and their relative worth (what good, for which recipients, at what cost).
  3. Approve all Jordan School District policies and regulations. Unless otherwise authorized, any waivers of provisions in Jordan School District policies and/or regulations must be approved by the Board of Education.
  4. Assure successful Superintendent and Business Administrator performance by monitoring performance on Ends and Executive Limitations.
  5. Make decisions related to taxation and new bond issues.
  6. Allow the mayor of each of the Cities, or the designee of a given mayor, to attend and participate in Board meetings as is currently provided by UCA 53G-7-208(3)(b).
  7. Participate in such additional activities and committees as are necessary to carry out the business of the Board.

Revision history: 9/23/14

Published on

Effective: 9/25/2012
Revision: 11/30/2021
Reviewed: 10/10/2023

The Board shall prepare an agenda for all regular and special Board meetings and ensure that copies are provided as required by the Open Meeting Law. Backup materials sufficient to allow Board members to give their prior consideration to the agenda items shall be provided to the Board members in addition to the agenda. Every Board member has the right to contribute to the agenda.

In preparing the agenda, the following procedures will be followed:

  1. Board members shall contact the Board Executive Committee (Board President, First Vice President and Second Vice President) in writing prior to each Board meeting requesting items to be placed on the agenda.
    1. If a Board member wishes to place an item on the agenda, he/she will contact a member of the Executive Committee not less than seven days prior to Board meeting when possible.  If a holiday occurs during this period, the deadline may be adjusted.
    2. Each agenda item request should  include a description, desired outcome statement, Board policy if applicable, and name of the person presenting.
    3. When requesting an agenda item, the Board member will specify the timeframe for when the item needs addressed.
    4. Closed session items may be requested by calling  a member of the Executive Committee.
    5. The Board First Vice President and Second Vice President will forward potential agenda items to the Board President.
  2. The Cabinet will submit agenda items to the Superintendent. The Superintendent will submit requested agenda items to the Board President.
  3. According to the posting dates of the agenda, the Executive Committee will review all agenda item requests. Every attempt will be made to honor the requests. Time and circumstances may necessitate the postponement of a requested agenda item. Board members and Superintendent will be notified if their agenda item is not included.
    1. The Board President will review all agenda item requests with the Superintendent.
    2. A draft agenda will be prepared and submitted in a timely manner to the Executive Committee for final approval.
    3. When at all possible, items placed on the agenda shall be referenced to a Board policy or appear on the consent agenda.
    4. An item will automatically be placed on the agenda for the next meeting upon written request of three or more Board members.
    5. The Board will have the final say in the event of a dispute.
    6. The approved agenda will be distributed to Board members and posted according to Open Meeting Laws.
  4. Addendum usage should be as minimal as possible. Addenda will only be used when the item is operationally necessary as determined by the Superintendent. Addendum items with background reference materials will be distributed electronically to Board members prior to the meeting.

Published on
  • Effective - 09/25/2012
  • Revision -
  • Reviewed - 3/31/2015

The Superintendent and/or Business Administrator will not cause or allow any practice, activity, decision, or organizational circumstance, which is either unlawful, imprudent or in violation of commonly accepted business and professional ethics and practices.