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Author: communications

Published on
  • Effective: 6/13/2006
  • Revision: 4/23/2019
  • Reviewed: 3/26/2013
  1. Board Directive
    The Board of Education is committed to providing fitness and nutritional instruction and implementing nutritional practices that enhance student learning and support the development of lifelong wellness. Responsibility for ensuring that each school meets the provisions of this policy is delegated to the District Administration.
  2. Administrative Policy
    The Wellness policy shall be administered according to the following administrative policy provisions and USDA requirements:

    1. Nutrition and Fitness
      1. Students will receive nutrition education and physical fitness instruction based on Utah State Health Education and Physical Education Core Standards.
      2.  All foods and beverages regularly sold to students on the school campus during the school day will be consistent with federal regulations from the Healthy-Hunger-Free Kids Act.
      3. Food and beverage marketing will be allowed for only those products that meet current nutrition standards from the Healthy-Hunger-Free Kids Act.
      4. The use of healthy foods or non-food items as rewards will be encouraged (i.e. classroom parties, classroom snacks).
      5. Known allergies, medical conditions and dietary restrictions of students are addressed through 504 and individual health plans. Each school will have procedures to address student nutritional health care.
      6. School lunch periods will be scheduled to allow students adequate and appropriate time to move through lines and eat and enjoy a full lunch.
        1. Schools will examine the relationship between lunch periods, instructional periods and recess to determine the schedule most conducive to healthy eating habits.
        2. Schools will encourage a cafeteria environment that provides a positive dining experience with supervision of eating areas by adults who model proper conduct and voice level.
      7. Principals of secondary schools will monitor all foods and beverages made available in vending machines, in student stores and at concession stands and will ensure the inclusion of healthy food and beverage options for students.
    2. Local School Oversight
      Each principal will annually review the school’s procedures for  nutritional health care with teachers.  A report of this review will be submitted to the appropriate area Administrator of Schools.
    3. District Health Education Committee
      1. The District Health Education Committee shall review efforts, research and best practices on fitness and nutrition issues.
      2. Committee membership shall include principals, the Director of Nutrition Services, teachers, one school nurse, and patrons.
      3. The committee will meet at least twice a year.

Published on
  • Effective: 3/21/2006
  • Revision: 7/22/2014
  • Reviewed: 7/25/2017

This policy only applies to employees who were hired before July 1, 2006, and who retire from the District and the Utah Retirement Systems after June 30, 2006.

  1. Board Directive
    It is the intent of the Board to:

    1. Implement procedures for terminating District post-retirement benefits to employees.
    2. Comply with the Age Discrimination in Employment Amendments of 1986 (P.L. No. 99-592).  An employee's age shall not be a factor in determining separation from employment.
    3. Eliminate policies DP319 NEG, Retirement–Licensed; DP319B NEG, Retirement–Classified;  DP320, Early Retirement Incentive for Administrators (Voluntary) and DP321 NEG, Early Retirement Incentive–Licensed (Voluntary) for any employee retiring after the start of their 2006-07 contract or any employee hired after July 1, 2006.  If the employee retired with the District and the Utah Retirement Systems before the 2006-07 contract year, the following policies apply: DP319 NEG, DP319B NEG, DP320 and DP321 NEG.
    4. Provide a frozen benefit for employees hired prior to July 1, 2006.
    5. Allow all regular full-time employees participating to purchase years of service as allowed by Utah Retirement System.
  2. Administrative Policy
    1. Eligibility
      This policy pertains to eligible employees who meet all of the following criteria:

      1. Hired before July 1, 2006.
      2. Was an active employee at the end of the 2005-06 contract year.  Those on official leaves of absence or sabbatical leaves are considered active employees (however, for this policy, to determine the amount used and eligibility, refer to the previous year paid).  Those on disability or personal leaves are not considered active employees since their employment was terminated at the time of their leave.
      3. Retires from the District and under the provisions of the Utah State Retirement Systems, at the same time, after the beginning of the 2006-07 contract year.
    2. Notification of Intent to Retire
      1. An employee must give notice of intent to retire in writing at least 30 days (60 days for Administration) before the effective retirement date to the Human Resources Department to facilitate an appropriate time to hire a replacement for the position being vacated.  Failure to do so will result in a $500 penalty and a letter of unprofessional conduct placed in the employee's personnel file.
      2. The Director of Payroll, or his/her designee, shall provide assistance to retiring District employees with their District retirement benefits.  Application for State retirement benefits should be coordinated through the Utah Retirement Systems.
    3. Scaling Down of Benefit Calculation
      Under each of the following cash payments (Sick and Personal Leave Bonus, $75 per Year Service Credit, Cash in Lieu of Insurance, and Early Retirement Incentive) the calculated amount will be multiplied by the following factor.  Those with 25 or more full-time equivalent contract years as of the end of the 2005-06 contract year will receive 100 percent of the calculated amount and those with less than 25 years have a 3.06 percent reduction for each year under 25 years as follows:

      Full-Time Equivalent Contract Years in Jordan School
      District at the End of the 2005-06 Contract Year

      Multiplication
      Factor

      25+
      25
      24
      23
      22
      21
      20
      19
      18
      17
      16
      15
      14
      13
      12
      11
      10
      9
      8
      7
      6
      5
      4
      3
      2
      1

      1.0000
      1.0000
      0.9694
      0.9388
      0.9082
      0.8776
      0.8470
      0.8164
      0.7858
      0.7552
      0.7246
      0.6940
      0.6634
      0.6328
      0.6022
      0.5716
      0.5410
      0.5104
      0.4798
      0.4492
      0.4186
      0.3880
      0.3574
      0.3268
      0.2962
      0.2656
    4. Benefits
      The first three of the following benefits are applicable to all three employee groups (Licensed, Classified, and Administrative).  The fourth benefit, Retirement Incentive, is only applicable to Administrative and Licensed employees.

      1. Sick and Personal Leave Bonus:
        Eligible employees will be paid for unused sick, personal leave days, and alternative leave days up to the end of their 2005-06 contract.  This will be paid at the time of retirement based on 30 percent for Classified and 25 percent for Licensed and Administrative employees' 2005-06 lane and step (daily rate).

        1. Daily rate at the end of the 2005-06 contract year is used for figuring the value of unused sick leave (Licensed use the standard 184-day contract - C salary schedule).
        2. Total eligible days will be computed at the rate of one (1) day per basic contract month from the date of continuous employment in the District up to the end of the 2005-06 contract.  For example, nine (9) days per year for nine-month employees, 11 days per year for 11-month employees, and 12 days per year for 12-month employees.
        3. Sick days used, including sick bank days and family health days used, from the date of continuous employment in the District up to the end of the 2005-06 contract will be subtracted from the total possible accumulation.  Emergency days used between July 1, 1993, and July 1, 1997, are also subtracted from the total accumulation.
        4. The maximum benefit is 180 days for nine-month employees, 220 days for 11-month employees, and 240 days for 12-month employees.
        5. Additional days will be added to this maximum benefit at the rate of two (2) days for each year (up to the end of the 2005-06 contract year) that no more than one (1) day of sick leave was used, including days deducted for sick leave bank and family sick days.
        6. Additional days will be added to this maximum benefit for Alternative Leave Days and Personal Leave Days not used up to the end of the 2005-06 contract year.
        7. At the time of retirement, if an employee has fewer days available than were accrued at the end of the 2005-06 contract, then the incentive amount will be reduced to reflect the lower number of days.
          Example 1:  An employee has his/her days figured according to the above outlined formula (A. through F.) and has 106 total days allowed for the sick leave payout at the end of the 2005-06 school year.  In the 2006-07 school year if the employee accrued 15 new sick leave days and used 25 sick leave days and then retired at the end of the school year, the employee total days allowed of 106 would be reduced to 96 days for the retirement payout.
          Example 2:  An employee has reached the maximum days allowed for his/her contract and does not show any new accrued days.  At the time of retirement a calculation will be done to show what days would have accrued if the employee had not reached the maximum allowed.  These examples show an employee whose maximum days allowed is 180 and works until the 2013-14 school year before retiring:
          Employee A:  Would have earned 15 days per year during eight additional years of employment equaling 120 days and during the eight-year period used 50 days.  There is no change from the retirement sick leave calculated at the end of 2005-06.
          Employee B:  Accrued 15 days during the eight more years of employment equaling 120 but his/her usage during the eight-year period amounted to 150 days.  His/her calculated sick leave retirement benefit would be reduced by 30 days.
        8. Employees will continue to accrue leave days beyond the 2005-06 contract.
        9. Retirees with 25 years of service with the Utah State Retirement Systems have the option of authorizing the District to use the sick and personal leave bonus and the $75 per year service award to purchase additional service credit for the employee through the State Retirement System.  Compensation used to purchase service credit is not reported as income to the employee.
        10. The above calculated dollar amount will be multiplied by the applicable factor in item C.
          Note:  This formula for retirement benefit has no relationship to the amount of available eligible sick leave days shown on the Time and Attendance Report or on the employee's check stub.
      2. $75 per Year Service Award:
        At the time of retirement, a one-time payment will be made of $75 for each year of service in Jordan School District up to the end of the 2005-06 contract year.  This dollar amount will be multiplied by the applicable factor in item C.  (For example, 24.68 years multiplied by $75 equals $1,851 multiplied by the applicable yearly factor (0.9694) equals a one-time payment of $1,794.)
      3. Cash in Lieu of Health and Life Insurance Benefits for Retirees
        1. Health and Life Insurance
          1. Employees working fewer than four hours per day (at the end of the 2005-06 contract year) are not eligible for this retiree insurance benefit.
          2. This benefit shall be calculated using contracted full-time equivalent years of service in Jordan School District.  Years of service will be calculated on full-time equivalents; e.g. two years of half-time service equal one year of full-time service, up to the end of the 2005-06 contract year.
          3. The amount paid to the retiree shall be based on the 2005-06 District paid composite rate of insurance of $7,560 per insurance year earned and the current District Medicare supplemental rate (not less than $1,812 a year and not to exceed $7,560 a year) per insurance year earned beyond the age of Medicare eligibility (in 2005-06, age 65).  If the District does not have a Medicare supplemental rate, the rate to be used will be based on $1,812 for 2006-07 and will increase five percent for each year thereafter (not to exceed $7,560 a year) as follows:
            2006-07
            2007-08
            2008-09
            2009-10
            2010-11
            2011-12
            2012-13
            2013-14
            2014-15
            2015-16
            2016-17
            2017-18
            2018-19
            2019-20
            2020-21
            2021-22
            $1,812
            $1,903
            $1,998
            $2,098
            $2,202
            $2,313
            $2,428
            $2,550
            $2,677
            $2,811
            $2,952
            $3,099
            $3,254
            $3,417
            $3,588
            $3,767
            2022-23
            2023-24
            2024-25
            2025-26
            2026-27
            2027-28
            2028-29
            2029-30
            2030-31
            2031-32
            2032-33
            2033-34
            2034-35
            2035-36
            2036-37
            $3,955
            $4,153
            $4,361
            $4,579
            $4,808
            $5,048
            $5,301
            $5,566
            $5,844
            $6,136
            $6,443
            $6,765
            $7,103
            $7,458
            $7,560

            For example, if the employee retires at age 63 and has 4.80 insurance years, the retiree would receive two years at $7,560 a year and 2.80 years at the current supplemental rate, or the amount above if no District rate is available (no less than $1,812 and not to exceed $7,560) per year.

          4. The number of insurance years to be paid shall be computed by multiplying the full-time equivalent years in the District by 0.2 and rounding to the nearest month.  For example, 24.25 years in the District equals 4.85 years of insurance which rounds to 58 months.
          5. The amount calculated above will be paid to the employee over the same period of time calculated in item (4) above in monthly installments as earnings (which is taxable).  If, in the future, other payment options become legal (as determined by District legal counsel or the IRS) and appropriate (i.e. tax deferred, health savings account, flex plan) the District will allow such options.
          6. Employees who complete their contract and retire effective at the end of their contract year shall be covered under their regular contract insurance plan to the end of the contract year.  The cash in lieu of retiree insurance coverage shall commence with the next contract year and shall continue for the number of years indicated by item (4) above.
          7. Should an employee retire before the end of the contract year, their employee health insurance coverage terminates on the last day of the month of employment effective Sept. 1, 2010.  The payments for the cash in lieu of insurance coverage begin the following month.
            (8) The above calculated dollar amount will be multiplied by the applicable factor in item C.
        2. Insurance Lump-Sum Payout
          The retiree may choose to receive the entire insurance benefit in one lump-sum payment.  The lump-sum payment will be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.  If this option is chosen, and the retiree returns to District employment during the calculated payout period, the employee is not eligible for District-paid insurance.  The employee may at his/her option purchase health insurance at the retiree insurance rate (not the employee insurance rate).
          Insurance monies received in a lump sum are taxable. These funds, once paid to the employee, may be used at the employee's discretion, including the purchase of retirement credit.
        3. Insurance Benefits for Retirees Enrolled in COBRA
          Upon retirement, the employee may elect to receive insurance benefits through COBRA.  This is a federal law requiring employers to give former employees and their dependents the option to purchase insurance from the former employer at the rate of 102 percent of the premium cost for 18 months.  For more information on COBRA coverage and how it affects the spouse or dependents of the employee, please contact the Insurance Department.
        4. Retiree Purchase of Insurance
          Beginning with the 2006-07 contract year, those employed at the end of the 2005-06 contract year, who later retire with the Utah State Retirement Systems and Jordan School District at the same time, will be able to purchase health insurance through Jordan School District using the following guidelines:

          1. Retirees must have worked ten (10) full-time equivalent years in Jordan School District by the time they retire (including years before and after the 2005-06 contract year) to qualify for the retiree health insurance benefit.
          2. Health insurance must be continuous from the date of retirement.  Any lapse in coverage will cause forfeiture of the benefit.
          3. The retiree must remain on the health insurance plan for eligible dependents to enroll.
          4. The retiree must elect COBRA coverage at 102 percent of the yearly premium amount for the first 18 months after retirement.
          5. After COBRA coverage has ended, the health insurance premiums for retirees will be based upon 110 percent of the current yearly premium for the next six months.
          6. After the 110 percent six-month period has ended, the health insurance premiums for retirees will be based upon a percentage added to the yearly premium.  The percentage added to the yearly District premium will be reassessed annually and be based on the average of the three prior years of actual retiree claims data.
          7. A retiree, or his/her dependents, are no longer eligible to purchase District insurance coverage upon the death of the retiree or when the retiree becomes Medicare eligible. (COBRA coverage will be offered to eligible dependents.)
          8. If the employee had dual coverage during employment (i.e. spouse working for the District as well), and the couple purchases couple coverage into retirement and the spouse dies, the retiree will have the option to purchase insurance as if he/she chose single coverage when he/she retired, unless the retiree took the insurance lump-sum payout.
          9. If the retiree returns to Jordan School District employment and works beyond earned months of the insurance payout and then terminates employment, the retiree will be given a COBRA offer for the continuation of insurance for up to 18 months.  Beyond COBRA coverage, the retired employee will no longer be eligible to purchase further insurance coverage.
        5. All District insurance benefits, including the cash in lieu of insurance coverage, terminate at the time of the retiree's death.
        6. If a retiree returns to Jordan School District/or Canyons District employment while still eligible for the cash in lieu of insurance payout, the retiree may choose District-provided health insurance or continue receiving the cash in lieu payment.
          (1) The payout months will run concurrent with active months.
          (2) The payout months will not be postponed or delayed while actively employed.
        7. Future changes in federal or state law can change this benefit.  It is not the intent for this policy to be given in addition to obligations mandated or provided by governing bodies in the future (e.g. state or national health plans).  Under these circumstances the employee will no longer be eligible for this cash in lieu of insurance payment.
      4. Retirement Incentive
        1. Only licensed and administrative employees as of the end of the 2005-06 contract year, who later retire with the District under the provisions of the Utah Retirement Systems, are eligible for this benefit.
        2. Employees working fewer than four hours per day (at the end of the 2005-06 contract year) are not eligible for this retiree benefit.
        3. This benefit shall be calculated using contracted full-time equivalent years of service in Jordan School District.  Years of service will be calculated on full-time equivalents (e.g. two years of half-time service equal one year of full-time service) up to the end of the 2005-06 contract year.
        4. For a period of time described below:
          1. Licensed retirees will receive a percentage of the difference between Lane A, Step 1, of the 2005-06 Teachers Salary Schedule C (see attached schedule) and that lane and step which the employee was on at the end of the 2005-06 contract year.  Retirees paid on any other salary schedule shall have their salary placement converted to the full-time equivalent lane and step on the C schedule to calculate this benefit.
          2. Administrative retirees will receive a percentage of the difference between Lane A, Step 1, of the 2005-06 Teachers Salary Schedule C (see attached schedule) and Lane G, Step 25 of the 2005-06 Teachers Salary Schedule C, plus 10 percent of the difference between the Administrator's 2005-06 salary and the amount on Lane G, Step 25, of the 2005-06 Teachers Salary Schedule C.
        5. The percentage referred to in item d. above shall be the lower of 58 percent or 1.93333 percent for each year in the District.  For example, 24.25 years equals 46.88 percent.
        6. The above calculated amount will be multiplied by the applicable factor in item C.
        7. The amount calculated above is paid for four (4) years.  Upon retirement, an employee has four options:
          1. An employee retiring during the contract year will be paid monthly commencing the month following the actual retirement date.  Employees retiring at the end of the contract year will receive a monthly entitlement commencing with the July 1 pay period.
          2. The retiree may authorize the District to purchase additional service credit for the employee through the State Retirement Systems as allowed by the Utah State Retirement Systems and Utah State law (See Senate Bill 34 passed by the State Legislature in 1995).  The lump sum amount used to procure retirement credit shall be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.
          3. The retiree may receive the monthly benefit for the remainder of the current fiscal year (ending June 30) in a lump sum payment.  The prime interest rate (at the end of the previous quarter) plus two percent will be imposed to offset the District's loss of interest earnings.
          4. The retiree may receive the entire retirement in one lump sum.  The lump sum payment will be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.
        8. If the retiree should die at any point between actual retirement and the four-year entitlement, a one-time lump sum death benefit payment still due the retiree will be paid to the designated surviving beneficiary as listed at the time of retirement on District life insurance forms, unless a change in beneficiary status has been filed with the District.  The lump sum payment will be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.
    5. Post Retirement
      If an employee has retired under the Utah State Retirement Act and desires to be rehired, he/she must meet the provisions of the current Utah Code:

      1. Retirees desiring to be rehired by the District must make application to Jordan School District.
      2. Employees who have retired and are then rehired will not be placed on a step greater than:
        1. Classified employees –Step 3 Lane B. (Effective July 1, 2013-Step 4 of the appropriate lane)
        2. Licensed employees – See policy DP309 NEG - Salary Guidelines
        3. Administrative employees – Step 5
          This provision does not supersede policies DP307, Staff Selection, Promotion, and Salary Placement–Classified item II. D. 6.; and DP309 NEG, Salary Guidelines item II. F.
      3. A person who retires and returns to work for Jordan School District or Canyons District while still eligible for the cash in lieu of insurance payout, the retiree may choose District-provided health insurance or continue receiving the cash in lieu payout.
      4. Employees who have retired and are then rehired serve one year as a provisional employee and all policies regarding provisional status must be followed.

2005-06
TEACHERS SALARY SCHEDULE C

Hours Represented on the Lanes are Hours Earned Beyond and After
Bachelor's Degree and Original Teaching License

BACHELOR'S PLUS 90 QTR/60 SEM = LANE D + $500 - DOCTORATE = LANE G + $1,200 - NATIONAL BOARD CERT +$1000

Step

Bachelor's
Degree

Graduate and/or Approved Credit
Earned After Bachelor's Degree

Master's
Degree

Graduate
Hours
and/or
Credit
Earned After
Master's

Lane A

Lane B

Lane C

Lane D

Lane E

Lane G

Bachelor's
Degree

B + 30
quarter or
20 semester

B + 45
quarter or
30 semester

B + 60
quarter or
40 semester

Master's
Degree

M + 45
quarter or
30 semester

1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25

 $26,382
$26,382
$26,382
$27,614
$28,907
$30,258
$31,676
$33,161
$34,714
$36,816
$37,001
$37,001
$37,001
$37,001
$37,001
$37,001
$37,741
$37,741
$37,741
$37,741
$38,011
$38,011
$38,011
$38,011
$38,678

 $26,968
$26,968
$26,968
$28,211
$29,512
$30,874
$32,300
$33,785
$35,342
$36,974
$39,187
$39,383
$39,383
$39,383
$39,383
$39,383
$40,171
$40,171
$40,171
$40,171
$40,457
$40,457
$40,457
$40,457
$41,155

 $27,311
$27,311
$27,311
$28,574
$29,890
$31,270
$32,708
$34,218
$35,797
$37,446
$39,688
$41,513
$41,721
$41,721
$41,721
$41,721
$42,555
$42,555
$42,555
$42,555
$42,859
$42,859
$42,859
$42,859
$43,587

 $27,778
$27,778
$27,778
$29,031
$30,344
$31,716
$33,151
$34,649
$36,210
$37,849
$40,068
$41,911
$43,784
$44,004
$44,004
$44,004
$44,881
$44,881
$44,881
$44,881
$45,202
$45,202
$45,202
$45,202
$45,958

 $29,187
$29,187
$29,187
$30,468
$31,808
$33,209
$34,671
$36,198
$37,786
$39,453
$41,347
$42,998
$44,886
$47,481
$47,718
$47,718
$48,675
$48,675
$48,675
$48,675
$49,022
$49,022
$49,022
$49,022
$49,824

 $30,501
$30,501
$30,501
$31,847
$33,246
$34,709
$36,234
$37,828
$39,494
$41,232
$43,046
$44,937
$46,914
$49,621
$49,870
$49,870
$50,867
$50,867
$50,867
$50,867
$51,229
$51,229
$51,229
$51,229
$52,060

Published on
  • Effective: 9/13/2005
  • Revision: 7/1/2023
  • Reviewed: 6/10/2014
  1. Board Directive
    The Board of Education has statutory authority over all issues relating to the effective and efficient operation of the school district (Utah Code Title 53G Chapter 4).  Locally elected Board of Education members should retain the right to operate the school district without undue influence or control from outside groups, organizations, associations, political parties, or special interests.  The Board authorizes the Administration to administer the negotiated policies on behalf of the Board. The Board also recognizes the importance of an orderly process to arrive at a negotiated settlement with the recognized exclusive representatives and bargaining agents of the education support professionals employee group.  The Board, therefore, delegates to the Administration the responsibility of conducting good faith negotiations within the parameters set by the Board and reporting those negotiations to the Board.
  2. Administrative Policy
    The employee agent group is defined as the professional employee association with the largest membership based on full-time equivalent employees.  The Administration will recommend to the Board a negotiating team to represent the Board in conducting negotiations with the recognized employee group according to approved administrative policy provisions.

    1. The Board of Education recognizes the need to negotiate with employee issues relating to wages, hours, and working conditions.  Effective immediately, only the following policies will remain as negotiated polices:
      • A5B NEG Released Time for Education Support Professionals Agent Group President
      • A6B NEG Negotiations—Education Support Professionals
      • DA168 NEG Assignment of Bus Drivers and Bus Attendants
      • DP314 NEG Provisional and Probationary Education Support Professionals
      • DP315B NEG Grievance Procedure—Education Support Professionals
      • DP319B NEG Retirement—Education Support Professionals
      • DP326 NEG Sick Leave—Education Support Professionals
      • DP330B NEG Bereavement Leave—Education Support Professionals
      • DP335B NEG Annual Leave—Education Support Professionals
      • DP336B NEG Leave of Absence (1 Year)—Education Support Professionals
      • DP337B NEG Leave of Absence—(Personal-15 Days)—Education Support Professionals
      • DP343 NEG Hours of Work—Education Support Professionals
      • DP347 NEG Protection of Employees
      • DP349 NEG Reduction in Force—Contract Education Support Professionals
      • DP353 NEG Assault or Abuse of Employees
      • DP354B NEG Attendance Incentive—Education Support Professionals
    1. NOTE: Any other policies or specific aspects of certain policies where negotiation with employee groups is stipulated by state or federal law.
    2. The education support professionals will be represented through the Joint Relations Committee, which will be comprised of the Board’s negotiating team and the negotiating team for the education support professionals employee group. Team membership will be established no later than October 1 of each school year. The mission of the Joint Relations Committee is to enhance the professional employee association/District relationship by fostering open communication and a free exchange of ideas and to identify and resolve issues in a collaborative environment to allow us to provide a quality education for every child in Jordan School District.
    3. Regularly scheduled meetings (monthly) of the District Advisory Council (Policy A3B Released Time – Educational Support Professionals) will be held to review and discuss policies, including compensation discussions, to begin no earlier than May 1 of each contract year.  Dates can be changed by mutual agreement.
    4. Formal negotiations meeting dates will be determined no later than May 1 of each contract year.
    5. Beginning with the first negotiating session, procedural agreements concerning negotiations will be mutually established.
    6. Changes in compensation and negotiated policy will be considered and finalized through the negotiation process.
    7. The District shall comply with Utah Code 53G-11-206 and will require reimbursement to the school district of the cost of paid association leave activities to the extent required by the Code.
    8. After June 15, if agreement has not been reached in negotiations, the Board or the employee agent group or both parties may declare an impasse.
    9. Immediately after declaration of impasse by either party, the Board will invite the employee agent group to participate in mediation using the services of the Federal Mediation and Conciliation Service.  The role of the mediator will be to facilitate communication.  All costs associated with mediation will be shared equally by the Board and the employee agent group.
    10. If mediation is not completed or otherwise terminated within forty-five (45) days after the appointment of a mediator, further mediation may continue at the discretion of the Board.
    11. A negotiated agreement entered into by the Board will be posted on the District’s website within ten (10) days of ratification of the agreement.

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

Published on
  • Effective: 6/8/2004
  • Revision: 8/11/2020
  • Reviewed: 7/25/2017
  1. Board Directive
    The Board recognizes that licensed staff should be placed in the school that will best fit the educational needs of the students in the District. When circumstances make it necessary to reduce staff, orderly procedures are to be implemented in accordance with Utah Code 53G-11-516.  This policy is intended to be consistent with the Public Education Human Resources Management Act §53G-11-501 et seq.
  2. Administrative Policy
    1. Reduction in Staff (RIS)
      1. In the event of declining enrollment, the discontinuance or substantial reduction of a particular service or program, the shortage of anticipated revenue, school consolidation, or other unforeseen circumstances, it may become necessary to initiate a  RIS. If a RIS is necessary, seniority will not be used in determinations; however, decisions may be within the discretion of the school/program using a rubric as outlined in the "Reduction in Staff Guidelines" to consider the following:
        1. Program and staffing needs of the school / District
        2. Employee performance evaluation (appropriate for the job classification)
      2. All teachers, including those on a plan of assistance or probation, may be affected by a RIS.
      3. For licensed employees who are to be affected by a RIS, the school / program administrator will submit RIS recommendations to the Administrator of Schools and the Administrator of Human Resources for approval.
      4. Under normal circumstances, licensed employees who are to be affected by a RIS and potentially subject to a Reduction in Force (RIF), shall receive at least thirty (30) days notice from the Human Resource Department. This RIS/RIF notice to licensed employees will serve as the thirty (30) days notice should the employee not be able to secure a position with the District.
      5. Teachers affected by a RIS will be eligible to participate in transfers as per policy DP304 NEG – Teacher Transfers.
      6. If an employee is subject to a RIS at a school and a position for which they are qualified opens up at the same school before ten (10) calendar days prior to the New Teacher Induction, the employee has the option to return to their school.  At the time of the RIS meeting with the principal, the employee will sign a form indicating whether or not he/she wants to return to the school. If no, the principal has no obligation to contact the employee and may move forward with the hiring process. If yes, the principal must use the two methods indicated on the RIS form and wait 48 hours to hear from the employee before proceeding with the hiring process. If the employee responds to the principal within 48 hours, the principal must allow the employee to return to his/her original position, canceling the RIS. 
      7. An employee subject to a RIS will be given the opportunity to substitute for up to one year at the same pay and benefits as if they had retained their previous position. 
      8. Teachers affected by a RIS may apply online for available positions for which they are qualified in addition to any transfer request entered into Skyward. However, there is no guarantee of continued employment.  If after a RIS and one year serving as a substitute teacher, the teacher has not been hired for an available position, the employee will be subject to a RIF.
    2. Reduction in Force (RIF)
      1. In the event of declining enrollment, the discontinuance or substantial reduction of a particular service or program, the shortage of anticipated revenue, school consolidation, or other unforeseen circumstances, it may become necessary to initiate a RIF. If a RIF is necessary, seniority will not be used in determinations; however, decisions may be within the discretion of the district to consider the following:
        1. Program and staffing needs of the school / District.
        2. Employee performance evaluation (appropriate for the job classification).
      2. Under normal circumstances, licensed employees who are to be affected by a RIF, shall receive at least thirty (30) days’ notice.
    3.  Rehire
      1. If a licensed employee is terminated through a RIF, the employee will be contacted and given the opportunity to interview for available positions for which they apply online and are qualified within one (1) year of the date of the RIF. However, there is no guarantee of continued employment.
      2. If a licensed employee is terminated through a RIF and rehired during the same contract year, the employee’s salary placement shall remain unchanged. If the terminated employee is rehired during a subsequent year, salary placement will move up one level, provided a salary increase was authorized by the Board of Education and included on the current salary schedule.  If the employee applies and qualifies for a salary change between the times of the RIF and rehiring during a subsequent year, salary placement will be on the higher level provided a salary increase was authorized by the Board and included on the current salary schedule.
      3. A licensed employee who is rehired following termination through the RIF process shall have accrued sick leave and other leave benefits reinstated at the level existing at the time of the RIF, provided the benefit was authorized by the Board for the current academic year.

 

 

 

 

 

 

History of revisions:  9/13/11, 2/23/16

 

Published on
  • Effective: 1/7/03
  • Revision: 10/29/2024
  • Reviewed: 5/28/13
  1. Board Directive
    The Board of Education is committed to providing an employment environment that is free from unlawful harassment and other forms of unlawful discrimination based upon race, color, sex, pregnancy, childbirth or pregnancy-related conditions, religion, national origin, age (if the individual is 40 years of age or older), disability, sexual orientation or gender identity.  It is the intent of this policy to prohibit discrimination or harassment against any individual or class of persons specifically enumerated as protected under the Civil Rights Acts of the United States and the Utah Anti-Discrimination Act (UCA §34A-5-101 et seq.).  It is not the intent of this policy to broaden coverage beyond those classifications specifically protected by federal or state statute.  The responsibility for policy regarding employee discrimination and harassment is delegated to the District Administration.
  2. Administrative Policy
    This policy is adopted to assist Jordan School District employees in moving toward a workplace that is free of unlawful discrimination or harassment.  It is the policy of Jordan School District to provide fair, expeditious and uniform procedures for investigation and resolution of claims of unlawful discrimination or harassment.

    1.  Definitions
      1. Clearly Offensive Conduct:  That conduct, be it verbal or nonverbal, which when perceived in its overall context, would be taken by a reasonable person, similarly situated, to be strongly objectionable.
      2. Complainant:  A person who files a written or oral complaint about unlawful discrimination or harassment.
      3. Compliance Officer: Person or persons designated by the Superintendent to receive and process complaints of unlawful discrimination or harassment (harassment or discrimination based on membership in a protected category, i.e., race, color, sex, pregnancy, childbirth or pregnancy-related conditions, religion, national origin, age (if the individual is 40 years of age or older), disability, sexual orientation or gender identity).
      4. Demeaning or Derisive Behavior:  Unlawful behavior which substantially lowers the status, dignity or standing of another individual, or which insults or otherwise belittles or shows contempt for another individual.
      5. Disability:  An individual's physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having such an impairment.
      6. Discrimination: Conduct, including words or gestures and other actions, which adversely affects an employee’s working environment or results in disparate treatment based upon membership in a protected category (i.e. race, color, sex, pregnancy, childbirth or pregnancy-related conditions, religion, national origin, age (if the individual is 40 years of age or older), disability, sexual orientation or gender identity.  Discrimination does not include referral to or use of regular District Administration processes relating to employee evaluation and discipline.
      7. Harassment: A form of discrimination that includes unlawful conduct of an offensive nature that is demeaning or derisive or occurs substantially because of the employee’s membership in a protected category (i.e., race, color, sex, pregnancy, childbirth or pregnancy-related conditions, religion, national origin, age (if the individual is 40 years of age or older), disability, sexual orientation or gender identity) and which creates a hostile work environment.  Harassment may include but is not limited to any of the three categories listed below:
        1. Generalized Harassment:  Includes intentional behavior directed at an entire group which is based on demeaning or derisive stereotypes, and is severe enough that it creates a hostile working environment. Examples include comments or jokes, physical gestures, or visual displays such as posters, etc.
        2. Individually Targeted Harassment:  Includes intentional, criminal or non-criminal behavior that is targeted at an individual or particular members of a group, which can be verbal, physical, or visual that is severe enough or pervasive enough that it adversely affects the working environment. Examples include negative or offensive comments, jokes, suggestions, or gestures directed to an individual's or group's race, ethnicity or national origin.
        3. Criminal Harassment:  Harassing behavior which violates state or federal criminal statutes. Examples include criminal assault, sexual assault, rape, criminal mischief, stalking, arson, or trespass.
      8. Respondent:  A person named in a discrimination or harassment complaint as having engaged in or being responsible for a discriminatory or harassing act or omission.
      9. Retaliation:  Any form or sanction, restraint, coercion, discrimination, harassment, or adverse treatment against a person because that person has asserted, or has assisted another person to assert, a discrimination or harassment complaint in either a formal or informal manner with the District, or with any state or federal agency, or because that person has testified, assisted or participated in any manner in an investigation, proceeding or hearing related to a discrimination or harassment complaint.
      10. Sexual Harassment: All complaints of sexual harassment should be directed first to the Title IX Coordinator for a preliminary jurisdictional review. If the complaint falls under Title IX jurisdiction, it shall be addressed through policy AA452 — Title IX Sexual Harassment. If it does not fall under Title IX jurisdiction, the complaint shall be dismissed for purposes of Title IX and directed back to Human Resources for investigation pursuant to this policy.
        Sexual harassment is a form of sex discrimination.  It consists of unwelcome sexual advances, requests for sexual favors, and/or other verbal or physical conduct of a sexual nature that is based on one or more of the following conditions:

        1. Submission to such conduct is made either explicitly or implicitly as a term or condition to work benefit.
        2. Submission to or rejection of such conduct by a co-worker is used as the basis for decisions affecting the work environment.
        3. Such conduct has the purpose or effect of unreasonably interfering with an employee’s work performance or creating an intimidating, hostile, or offensive working environment.
        4. Sexual harassment includes:
          1. Hostile Environment:  The three levels of hostile environment are the same as those listed above in 7. a.-c.; e.g., generalized harassment, individually targeted harassment, and criminal harassment.
          2. Harassment which culminates in a tangible action which alters the conditions of the working environment (previously called quid pro quo).
    2. Complaint Procedure
      1. The following options are available for those who believe they are victims of discrimination or harassment, or who witness such acts:
        1. Seek to resolve issue through a supervisor or administrative personnel.
        2. Report the concern by calling the District Non-Compliance Hotline or completing the form on the District Non-compliance webpage.
        3. Register a formal complaint with the District Compliance Officer who will initiate an initial assessment and possible investigation.
      2. Any employee who knows of a violation of this policy must report such conduct to a supervisor, administrator, or the District Compliance Officer.
      3. The initial allegation of discrimination or harassment may be submitted either verbally or in writing to the immediate supervisor/administrator. A complaint made to the District Compliance Officer must be in writing.
    3. Investigative Procedures
      1. Initial Assessment: When any complaint is filed under this policy or when a complaint is referred through this policy from the Title IX Team, an initial assessment is conducted to determine whether the reported conduct falls under the scope of this policy.
        1. This assessment involves a preliminary review of the details provided in the complaint to decide if the alleged conduct, if proven true, would constitute a violation of this policy.
          1. If the alleged conduct would not (even if proven true) constitute a violation of this policy, the matter will be dismissed in favor of Human Resources assistance, such as mediation or other policy involvement.
          2. If the alleged conduct would constitute a violation of this policy, the matter will be assigned for investigation.
      2.  If an investigation reveals evidence of criminal conduct, the matter will be referred to local law enforcement for criminal investigation.  The District will conduct its own internal investigation independent of law enforcement officials to determine whether District policy was violated.
      3. All investigations will be treated with discretion to protect the privacy of those involved. All efforts will be made to treat the information as confidential; however, absolute confidentiality of all information obtained through an investigation cannot be guaranteed.
      4. The respondent (person alleged to have engaged in the reported conduct) may not contact the complainant during an investigation without the permission of District.
      5. When conducting investigations, the District Compliance Officer shall disclose his/her role as a neutral investigator rather than an advocate for any party. The extent of the investigation will be determined, among other factors, by the nature and severity of the charges.
      6. An investigation shall be completed with fairness and reasonable speed, typically within 30 working days of receipt of the complaint, unless extenuating circumstances require a longer period.
      7. After the conclusion of the investigation, the District Compliance Officer shall provide all parties a written disposition of the complaint.
      8. The parties will then have 10 working days to provide written responses to the report and have them considered by the District Compliance Officer.
    4. Disciplinary Procedures
      Any employee who has been found in violation of this policy will be subject to the following disciplinary procedures:

      1. A first substantiated offense, if minor in nature, will result in a written reprimand to be entered in the employee's personnel file.  Should the first offense be determined to be of a serious nature, the employee will be subject to disciplinary action up to and including termination in accordance with District Policy DP316 NEG – Orderly Termination Procedures.
      2. A second substantiated offense shall result in  disciplinary action up to and including termination in accordance with District Policy DP 316 NEG – Orderly Termination Procedures.
    5. Retaliation
      Retaliation under this policy is prohibited.  Individuals found to have engaged in retaliatory conduct will face disciplinary action, up to and including termination in accordance with District Policy DP316 NEG– Orderly Termination Procedures.
    6. Records
      Records of all discrimination or harassment complaints shall be maintained by the District. Information gathered, developed, and documented in the investigation will be classified as a protected record.
    7. Outside Reporting Procedures
      Nothing in this policy shall prohibit a person from filing a discrimination or harassment claim with Utah Anti-Discrimination and Labor Division (UALD) or the Equal Opportunity Commission (EEOC).  If an employee pursues a claim of discrimination or harassment, he/she should be aware that Utah is a “dual filing” state, which means that a complaint filed with the UALD will be forwarded to the EEOC.  An employee has 180 calendar days from the alleged date of discrimination or harassment to file a claim with the UALD.

Published on
  • Effective: 6/25/2002
  • Revision: 7/10/2007
  • Reviewed: 5/28/2013
  1. Board Policy
    The Board recognizes the need for guidelines relating to the absence of education support professionals to engage in activities within employee agent groups. The Administration is directed to administer guidelines for released time for education support professionals for employee agent activities.
  2. Administration Policy
    The following policy will be administered for released time for education support professional personnel employee agent group activities:

    1. The president of the employee agent group may be released as outlined in Policy A5B NEG – Released Time for Education Support Professionals Agent Group President.
    2. No employee shall be given approval for release from his/her duties for activities unless the release is requested in advance in writing by the employee agent group and approved in writing by the Superintendent or designee.  All duties performed by employees on paid employee agent leave must directly benefit the District.
    3. No employee other than the employee agent group president (see Policy A5B NEG) involved in Association activities that do not directly benefit the District shall be given approval for released time in excess of five (5) days in any one school year.
    4. The appropriate salary and benefit costs for employees granted released time for activities including those that do not directly benefit the District shall be assessed to the employee agent group.  This will be accomplished through remittance of such fees to the District from the respective employee agent group.
    5. Leave records with associated costs will be on file in the Human Resources Department.

 

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

Published on
  • Effective: 6/11/2002
  • Revision: 9/8/2009
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board recognizes the need for consistent attendance by dependable personnel to provide a quality education for students and to keep the District operating effectively and expects personnel to give proper notification to their supervisors when they are absent from their positions.    The Board delegates to the Administration the responsibility for policy regarding abandonment of position.
  2. Administrative Policy
    Personnel refers to all licensed, education support professional, administrative and part-time employees of Jordan School District.  The following administrative policy provisions shall be used in implementing this policy:

    1. Workers who are absent from work for three (3) consecutive working days and are capable of providing proper notification to their supervisor, but do not, shall be considered to have abandoned their position.
    2. An immediate supervisor may recommend the termination of an employee who has been deemed to have abandoned his/her position.  The employee shall be informed of the action in writing by the Administrator of Human Resources.
    3. The employee shall have the right to appeal to the Administrator of Human Resources within five (5) working days of receipt or delivery of the notice of abandonment to the last known address.
    4. If the termination action is appealed, the Administrator of Human Resources shall not be required to prove that the employee intended to abandon the position.

Published on
  • Effective: 6/19/2001
  • Revision: 6/12/2007
  • Reviewed: 6/10/2014
  1. Board Directive
    The Board authorizes the release of the education support professionals agent group president as specified below and directs the Administration to allow such absences according to the following provisions.
  2. Administrative Policy
    The following administrative policy provisions shall be followed in administering this policy:

    1. The employee agent group president, when serving on a released-time basis, will be released from his/her current assignment.  The employee agent will reimburse the District the total salary and benefits of the president for such released time.
    2. The released time president will declare whether it is his/her intention to return to his/her assignment previously held.  If so, at the completion of his/her term of office, the Association president will be returned to the school building, department or site where previously assigned.
    3. The right of return to the same position will exist for a maximum of two (2) years.  If a request is made for an additional term of office, the president will be guaranteed a return to the District in a position for which he/she is qualified.  The return after three (3) years may not necessarily be in the same building, department, or site which the president left.
    4. If appropriate, the individual(s) replacing the released-time president will be advised that the placement is for a limited term.
    5. Time served as released president will be counted for purposes of experience credit on the District salary schedule.  The released president will accrue all sick leave, personal leave and other leave allowed by District policy.
    6. If the employee agent group president is not serving on a full-time released-time basis, the following provisions will apply:
      1. The employee agent shall be allowed up to twenty-five (25) days per year for its president to perform employee agent business.
      2. The employee agent shall pay appropriate salary and benefit costs for days used up to twenty-five (25).
      3. These twenty-five (25) working days of release time do not include time spent on District-assigned  committee/task force meetings.
      4. For time spent on District-assigned committee/task force meetings, the employee agent group president must present a document to his/her supervisor, signed by the Superintendent, authorizing the released time.
      5. The normal notification procedures used for leave shall be followed.

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

Published on
  • Effective: 5/8/2001
  • Revision: 7/25/2017
  • Reviewed: 6/10/2014
  1. Board Directive
    The Board recognizes the need for a policy governing the use of the electronic information resources by employees as outlined in Utah State Code §53G-7-1002.  Responsibility is delegated to the District Administration for implementing the policy according to established administrative policy provisions.
  2. Administrative Policy
    The Acceptable Use Policy shall be administered and implemented according to the terms and conditions outlined in the following administrative policy provisions:

    1. Scope
      This policy references the use of electronic information resources made available to employees by Jordan School District.  These resources include, but are not limited to, voice mail, electronic mail, social media, the Internet, and other network files or accounts provided to employees.
    1. Terms and Conditions of This Policy
      1. Acceptable Network Use
        1. Employees will use the Internet and other electronic information resources in an appropriate manner, abiding by the rules and regulations described in this policy and in the Social Media Guidelines.
        2. Employees who formally publish school or District related information on the Internet must have proper approvals from the principal/supervisor and abide by District publishing guidelines and procedures (as per D212—District and School Web Sites) and in the Social Media Guidelines.
        3. Employees are expected to abide by generally accepted rules of network etiquette.  These rules include, but are not limited to, being polite, never sending or encouraging others to send abusive messages, and using inappropriate language.
      2. Unacceptable Network Use
        1. Employees may not intentionally transmit or receive material in violation of law or District policy.  This includes, but is not limited to, pornographic, indecent or sexually suggestive materials, weapons, controlled substances or alcohol, or incendiary devices.  An employee may not be in possession of or use pornographic material on school property. Users are prohibited from posting or sending content that contains threats or is hatefully or racially, ethically or otherwise objectionable.
        2. Employees may not participate in or promote any illegal or inappropriate activities, disruptive use of the network, or activities of any kind that do not conform to the rules, regulations, and policies of Jordan School District.
        3. Employees may not use the network for product advertisement or political lobbying.
        4. Employees are advised not to reveal personal information such as names, addresses, telephone numbers, passwords, credit card numbers or social security numbers.  Releasing personal information of others or that of organizations associated with the District is prohibited.
        5. Employees may not place others’ personal information (i.e. social security numbers, year of birth, etc.) received from the District’s electronic data resources on their own personally owned devices.
        6. Employees will not transfer theirs or others’ personal data except through the District’s secure file transfer system which at the current time is “MoveIT”.
        7. Employees may not intentionally harm or destroy District data, the network, or network performance.  This includes, but is not limited to, creation and introduction of computer viruses, unauthorized access to restricted systems or programs, or using the District network to illegally access other systems.
        8. JSD owned equipment should not be used by employees to store personal photos, videos, documents or other personal information.
      3. Reporting of Child Pornography by a Computer Technician
        1. In accordance with state law (Utah Code  76-10-1204.5), a “computer technician” or “technician” who in the course and scope of the individual’s employment with Jordan School District installs, maintains, troubleshoots, upgrades, or repairs computer hardware, software, personal computer networks, or peripheral equipment is required to do the following when child pornography is discovered on any of the previously stated devices or systems:
          1. Immediately secure the device(s) on which the child pornography was found by disconnecting the device from the JSD network.
          2. Take the device to a safe storage location so discovered images or other data related to any child pornographic image(s) will not be lost or overwritten.
          3. Make sure the individual to whom the device was assigned or any other individuals do not have access to the device except for individuals who are specifically authorized to have access after the device has been secured.
          4. Contact the Director of Information Systems and/or the Administrator of Human Resources.
          5. The Director of Information Systems and/or the Administrator of Human Resources will contact a state or local law enforcement agency, or the Cyber Tip Line at the National Center for Missing and Exploited Children and report the discovery of child pornography.
        2. A technician is required to follow this procedure if image(s) found are child pornography or if the technician reasonably believes discovered images are child pornography.
      4. Any Jordan School District employee who in the course and scope of the individual’s employment with Jordan School District discovers child pornography on a Jordan School District owned device is required to notify their principal/supervisor immediately.  The principal/supervisor should immediately notify the Director of Information Systems and/or the Administrator of Human Resources.
      5. Any and all mobile devices owned by Jordan School District, such as laptops and tablets, that connect to the Jordan School District secure Data network that may contain or transmit Protected Information (i.e. HIPAA and FERPA data or other student or employee related data) must be configured to encrypt such data on any internal hard drive.  Users must protect these devices from unauthorized use or access.
        1. HIPAA and FERPA data or other Jordan School District proprietary data should not be copied to or stored on external storage media such as external hard drives or thumb drives. However, if there is a legitimate District need to store Protected Information on external devices (i.e. removable drives, including flash/jump/thumb drives, etc.) those external storage media must have the Protected Information encrypted on those external devices.  Users must protect these external devices from unauthorized use or access.
        2. Jordan School District employees should call Information Systems if they need assistance or guidance for encrypting data on any Jordan School District device described in this section of the Network Acceptable Use policy.
      6. An employee shall not loan, sell, pawn or dispose of Jordan School District owned computer equipment whether or not that equipment is assigned to them, except for those employees whose job description or job assignment allows them to dispose of District owned computer equipment.
      7. Expectation of Privacy
        1. Employee files, disks, documents, etc., which have been used or created with District electronic information resources are not considered private.
        2.  Electronic mail transmissions are not private.
      8. Submission
        Employees will be required to submit an Employee Signature of Agreement Form each year or upon special request.  Signatures may be electronic or on paper.  Forms are available from local principals and department supervisors.
      9. Disciplinary Action
        1. An employee is required to comply with this policy regardless of whether the District has a completed Employee Signature of Agreement Form. The signature indicates that the employee has carefully read, understands, and agrees to abide by the terms and conditions regarding proper behavior and use of the network.  The signature on the Employee Signature of Agreement Form is legally binding.
        2. Employees who violate the terms and conditions of this policy may have their access to electronic information limited, suspended, or revoked and will be subject to disciplinary action, including the possibility of termination of employment and appropriate legal action as outlined in District policies DP316 NEG Orderly Termination Procedures – Licensed, DP316A Orderly Termination Procedures – Administrators, and DP316B Orderly Termination Procedures – Education Support Professionals.
      10. Service Disclaimer
        Jordan School District makes no warranties of any kind, either expressed or implied, for the electronic information resources it is providing.  The District will not be responsible for any damages an employee suffers while using these resources.  These damages may include, but are not limited to, loss of data as a result of delays, employee errors or omissions, or non-deliveries or service interruptions caused by a network system.  Use of information obtained by the network system is at the employee's own risk.  Jordan School District specifically denies any responsibility for the accuracy of information obtained through the electronic information resources.
      11. Employees agree to abide by this policy regardless of where or when they are using a Jordan School District owned device.

Published on
  • Effective: 5/8/2001
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board of Education is aware that occasionally employees provide or participate in private but public education-related activities outside of their public education employment.  The Board directs the Administration to set direction and parameters in policy which define when an employee is acting within the scope of employee duties with respect to school district activities, identifies when an employee does not represent the school district, and provides notice to employees regarding disclosure duties (Utah State Board Rule R277-107).
  2. Administrative Policy
    1. Definitions
      For purposes of this policy the following definitions apply:

      1. "Activity Sponsor" means a private or public individual or entity from which the employees of the school district receive compensation of any sort and in which public school students participate.
      2. "Extra-Curricular Activities" means activities for students that are recognized or sanctioned (but not necessarily sponsored) by the school or school district that may supplement or complement required programs or regular curriculum.
      3. "Private but Public Education-Related Activities" means an activity in which an employee participates and receives compensation from current or prospective students of the school district.  Such education-related activities include but are not limited to:
        1.     Tutoring
        2.     Lessons
        3.     Clinics*
        4.     Camps*
        5.     Travel Opportunities*
          Exempts those sponsored by Salt Lake County Parks & Recreation and local city recreation departments in agreement with Jordan School District.
    2. Employee Participation in Private but Public Education-Related Activities
      1. An employee may participate in a private but public education-related activity if the activity is separate and distinguishable from employment in the school district and does not interfere with performing the duty of employment with the school district in any way.
      2. In promoting a private activity, an employee may not:
        1. Contact any students at public schools except as stated in B. 3. of this policy.
        2. Use education records or information obtained through employment with the school district unless the records or information have been made available to the general public and the requirement of the Federal Education Rights Privacy Act (FERPA) has been met.
        3. Use school time and/or materials to promote, discuss, or prepare for the private activity.
        4. State or imply to any person or entity that participation in a private activity is required for any school program.
        5. Give or withhold credit based on participation in the private activity, including but not limited to clinics, camps, private programs or travel activities that are not equally and freely available to all students.
      3. In promoting a private activity, an employee may:
        1. Offer public education-related services, programs or activities to students provided they are not advertised or promoted during school time and consistent with the policy.
        2. Discuss the private activity with students or parents only outside of the classroom and the regular school day.
        3. Use directories that are available to the general public to identify prospective clients such as high school phone directories distributed or made available to the public.
        4. Use student or school publications in which commercial advertising is allowed to advertise and promote the private activity.
      4. A student, but not an employee, may submit a request for approval of school credit based on an extra-curricular educational experience under school district policies.  Credit(s) applied for any extracurricular educational experience must be earned from a fully accredited program as per Utah Code §53G-6-406.
    3. Directives Regarding Advertising of Private Activities
      The following directives apply to advertising private activities where employees are involved or affiliated in any way with the group, entity, association or company promoting or sponsoring the private activity:

      1. An employee may purchase advertising space to advertise an activity or service in a publication that accepts advertising, whether or not sponsored by schools in the school district or by the school district.  Such publications include school newspapers and yearbooks but not school newsletters.
      2. The advertisement may identify the activity participants and leaders or service providers by name, provide non-school telephone numbers, and provide details of the employee's employment experience and qualifications.
      3. Posters and brochures may be posted or distributed only at times and in areas of schools and school district buildings where members of the general public are allowed to do so.
      4. Unless the activity is sponsored by the school district, the advertisement shall state clearly and distinctly in bold lettering that the activity is NOT sponsored by the school or school district.
      5. Neither the school nor the school district shall be named in the advertisement except in connection with the employee's employment history or, if school facilities will be used under the school district public civic-center use policy.
    4. Parent Notice and Permission
      Prior to any travel or other activity listed in A. 3. of this policy, parents or legal guardians of all students shall be notified and the parents shall have signed a release of liability form.  This form shall be kept in the administrative office(s) of the school.
    5. Copies of Contracts Provided to School District
      The employee must provide to the principal at the school where he/she is employed a signed copy of all contracts between him/her and the private activity sponsor.  The employee who engages in any private but public education-related activity shall provide a signed disclosure statement to Jordan School District available from local principals.  (See also District policy AA409—Scope of Employment.)