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Author: communications

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.)

 

Published on
  • Effective: 5/8/2001
  • Revision: 5/22/2012
  1. Board Policy
    The Board recognizes the need for a policy governing the use of the electronic information resources by students as outlined in Utah State Code §53G-7-1002.  Responsibility is delegated to the District Administration for implementing the policy according to established guidelines.
  2. Administration Policy
    The Acceptable Use Policy shall be administered and implemented according to the terms and conditions outlined in the following guidelines:

    1. Scope
      This policy references the use of electronic information resources made available to students by Jordan School District.  These resources include, but are not limited to, voice mail, electronic mail, the Internet, and other network files or accounts provided to students.  Student use of electronic information resources must be in support of education and research and must be consistent with the educational objectives of Jordan School District.  While access to all materials on a worldwide network cannot be controlled, Internet access in Jordan School District is filtered and monitored on an ongoing basis.
    2. Terms and Conditions of This Policy
      1. Acceptable Network Use
        1. Students will use the Internet and other electronic information resources in an appropriate manner, abiding by the rules and regulations described in this policy.
        2. Students who formally publish school or District related information on the Internet must have proper approvals and abide by district publishing guidelines and procedures (as per D212 District and School Web Sites).
        3. Students 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 never using inappropriate language.
      2. Unacceptable Network Use
        1. Students 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.  A student 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. Students 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. Students may not use the network for product advertisement or political lobbying.
        4. Students may not 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. Students 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.
      3. Expectation of Privacy
        1. Student 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.
      4. Discussion/Submission
        1. Students will participate in a discussion with a parent or legal guardian District policy AA445 Student Information Network Acceptable Use Policy, which includes proper behavior and use of the network.
        2. Students will receive training regarding appropriate online behavior, including interacting with other individuals on social networking websites and in chat rooms, and cyberbullying awareness and response.
        3. Students will be required to submit a new Student Signature of Agreement Form each year or upon special request.
      5. Disciplinary Action
        1. The combined signatures indicates that the student and parent/legal guardian has carefully read, understands and agrees to abide by these terms and conditions regarding proper behavior and use of the network.  The signatures on the Student Signature of Agreement Form are legally binding.
        2. Students who violate the terms and conditions of this policy will be subject to disciplinary action, including the possibility of suspension or expulsion from school and appropriate legal action.  Access to electronic information may be limited, suspended or revoked.
      6. 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 a student suffers while using these resources.  These damages may include, but are not limited to, loss of data as a result of delays, student 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 student's own risk.  Jordan School District specifically denies any responsibility for the accuracy of information obtained through the electronic information resources.

Published on
  • Effective: 2/6/2001
  • Revision: 8/23/2022
  1. Board Directive
    The Board of Education of the Jordan School District has determined that the educational goals of the School District are furthered by recognizing student clubs at the secondary school level which do not materially or substantially interfere with the orderly operation of the school, which are not harmful to the school’s educational mission, which maintain boundaries of socially appropriate behavior, and which are consistent with order and discipline on school premises and the protection of the well-being of students and faculty.  The Board delegates to the District Administration the responsibility of administering this policy.

    1. Limited Open Forum
      The Jordan School District maintains a “limited open forum” for school clubs at the secondary school level.  A school has a limited open forum whenever the school grants an offering to or an opportunity for one or more noncurricular clubs to meet on school premises during noninstructional time.
    2. Reservation of Right to Close the Forum
      The Board of Education reserves the right to create at any time a “closed forum” by refusing to allow all noncurricular clubs to use school facilities or to define or restrict the rights of all student clubs relative to access to facilities as long as such rules apply to all noncurricular clubs.
  2. Administrative Policy
    1. Definitions
      The following definitions apply to this policy:

      1. “Administration” means the central Administration of the District.
      2. “Closed forum” means allowing only curricular clubs.
      3. “Club” means any student organization that meets during noninstructional time at a school.
      4. “Curricular club” means a club that is school sponsored and that may receive leadership, direction, and support from the school or school district beyond providing a meeting place during noninstructional time. A secondary school curricular club means a club:
        1. whose subject matter is actually taught or will soon be taught in a regularly offered course;
        2. whose subject matter concerns the body of courses as a whole;
        3. in which participation in the group is required for a particular course;
        4. in which participation results in academic credit; or
        5. which is a nationally sponsored group and is connected through the Career Technical Student Organization (CTSO).
      5. “Discretionary time” means school-related time for students that is not instructional time.
      6. “Instructional time” means time during which a school is responsible for a student and the student is required or expected to be actively engaged in a learning activity.
      7. “Limited open forum” means allowing both curricular clubs and noncurricular clubs.
      8. “Noncurricular club” is a student initiated group that may be authorized and allowed school facilities use during noninstructional time by the local school in accordance with the provisions of district policy. A noncurricular club’s meetings, ideas, and activities are not sponsored or endorsed in any way by the school, or by school or district employees.
      9. “Noncurricular club sponsored activity” means an event that is sponsored by a noncurricular club where clubs from other high schools are invited to participate in competitions at their local high school.
      10. “Noninstructional time” means time set aside by the school before actual classroom instruction begins or after actual classroom instruction ends, including discretionary time.
      11. “School facilities” means a school building, premises or playing field.
      12. “School facilities use” means access to a school building, premises or playing field.
      13. “Sponsor” means the faculty member assigned to curricular clubs for custodial purposes, to provide supervision and sponsorship and to ensure compliance with applicable school policies.
      14. “Sponsorship” includes the act of promoting, leading, or participating in a meeting. The assignment of a teacher, administrator, or other school employee to a meeting for custodial purposes does not constitute sponsorship of the meeting.
      15. "Supervisor” means the faculty member assigned to noncurricular clubs for custodial purposes, to provide support as necessary and to monitor meetings to ensure compliance with applicable school policies.
    2. Application
      Consistent with such procedures, regulations or guidelines as established and from time to time modified by the Administration, between August 15 and October 1 or between March 1 and April 1 faculty members or students seeking authorization of a club under this policy must submit an application to the school.  Each school shall administer the application process.  Noncurricular clubs are required to renew their charter annually.  Curricular clubs are required to have an active charter on file but an annual renewal is not required.  The application process shall include requirements for the submission of the following:

      1. A proposed club name;
      2. A club charter;
      3. A statement of the club’s purpose, goals, and activities;
      4. The proposed name of a faculty member to act as sponsor, or supervisor;
      5. Whether the club seeks curricular or noncurricular status;
      6. A statement of the club’s categorization, which shall be included in the parental consent, indicating all of the following that may apply:
        1. athletic;
        2. business/economic;
        3. agriculture;
        4. art/music/performance;
        5. science;
        6. gaming;
        7. religious;
        8. community service/social justice; and
        9. other.
      7. When the club anticipates holding its regular meetings including times, dates, and places;
      8. Any materials which the club plans to use to solicit membership or to inform others of the club’s existence.;
      9. A budget showing the amount and source of any funding provided or to be provided to the club and its proposed use; and
      10. The club fee amount when applicable. An appropriate fee may be considered and must be approved by the club advisor and the local administration.  Examples of appropriate use of this fee may include but is not limited to the following: club t-shirts, supplies, recognitions, field trip experiences, etc.
    3. Club Charter
      Students or faculty members seeking authorization to establish a club of any type must prepare a club charter which includes:

      1. The purposes of the club;
      2. A description of the types of activities in which club members may be engaged;
      3. A provision that the club must maintain a minimum of seven (7) student members;
      4. A restriction that a student may not participate in or attend club activities unless the student has provided written permission from either a parent with legal custody or other legal guardian; and
      5. A commitment that the club will comply with current Utah Codes all other applicable laws and regulations, and District and school policies and regulations.
    4. Authorization
      1. Consistent with such procedures, regulations or guidelines as established and from time to time modified by the Administration, the Board authorizes the local secondary schools within the school district to review applications for authorization of clubs on a case-by-case basis. Before granting an authorization, a school may request additional information from the faculty sponsor, or from students proposing the club, if desired.  No school club shall be authorized unless the school principal or principal’s designee determines that its charter complies with this policy and that authorization of the club will not interfere with the school’s ability to:
        1. protect the physical, emotional, psychological or moral well-being of students and faculty;
        2. maintain order and discipline on school premises; and
        3. prevent a material and substantial interference with orderly conduct of the school’s educational activity.
      2. The school shall deny any access to any club whose program or activities would violate current Utah Codes, any other applicable law or regulation, or any District or school policy or regulation.
    5. Curriculum Related Status
      Consistent with such procedures, regulations or guidelines as established and from time to time modified by the Administration, the local school principal or principal’s designee determines curriculum relatedness by strictly and narrowly applying this policy’s definition of curricular club to the club application.  If the local school principal or principal’s designee finds that the proposed club is not a curricular club, the administrator may:

      1. return the application to the faculty member or student proposing the club for amendment; or
      2. review the application as an application for authorization of a noncurricular club.
    6. Grant, Limitation, or Denial of Club Authorization
      Consistent with such procedures, regulations or guidelines as established and from time to time modified by the Administration, the school principal or principal’s designee shall grant authorization to those applications which are found to meet the requirements of this policy and shall limit or deny authorization to proposed clubs which do not.  When granting authorization, the school principal or principal’s designee shall specify whether the club has curriculum related status or noncurriculum related status.  When limiting or denying authorization, the school principal or principal’s designee shall explicitly delineate in writing to the applicant the factual and legal basis for the limitation or denial.
    7. Club Name
      Approval of a club name may take place separately from that relating to the approval of the club itself.  The local school may grant access to the club but condition such access on the change of the club name to ensure that the club name:

      1. reasonably reflects the actual nature, purpose and activities of the club;
      2. be such that it will not result in undue disruption of school operations, subject students to harassment or persecution, imply that the club would operate in violation of applicable law, or otherwise be inconsistent with such procedures, regulations or guidelines as established and from time to time modified by the Administration; and
      3. will only contain the term “High School” if connected to curricular clubs or teams that are UHSAA sanctioned.
    8. Appeal of Denial of Access
      Consistent with such procedures, regulations or guidelines as established and from time to time modified by the Administration, the applications of all clubs, or complaints, shall be reviewed by the local school principal or principal’s designee within a reasonable amount of time.  If a club is denied access, required to change its name, or a complaint is denied, the reasons or results of an investigation must be provided in writing with the factual and legal basis for the denial and, if appropriate, suggestions for correction.  The Board of Education or its designee may convene a hearing to determine whether any club was properly denied access, suspended, terminated or required to change its name.  The Board of Education or its designee shall issue an opinion in writing either upholding or overturning the decision within thirty (30) days of receiving the appeal which shall be the final administrative decision.
    9. Sponsor or Supervisor
      Each club must have a faculty sponsor or supervisor who must be in attendance at every meeting or activity scheduled on school premises.  No faculty sponsor or supervisor shall be in attendance at any meeting scheduled off of school premises or competition unless prior written approval has been obtained from the principal or principal’s designee.  Students shall cancel any meeting whenever this condition is not met.  Selection and appointment of club sponsors and supervisors shall be made by the school principal or principal’s designee.
    10. Parental Consent
      Consistent with such procedures, regulations or guidelines as established and from time to time modified by the Administration, written consent from either a parent with legal custody or other legal guardian for student participation in all curricular and noncurricular clubs at school is required prior to a student’s attending or joining a club.

      1. All completed parental consent forms shall be filed by the parent or the club's sponsor or supervisor, with the school’s principal, or their designee.
      2. The consent shall include an activity disclosure statement containing the following information:
        1. the specific name of the club;
        2. a statement of the club's purpose, goals, and activities;
        3. a statement of the club's categorization, which shall be obtained from the application for authorization of a club (see B. Application - item 6.)
        4. a tentative schedule of the club activities with dates, times, and places specified;
        5. personal costs associated with the club, if any;
        6. the name of the sponsor, or supervisor who is responsible for the club; and
        7. any additional information considered important for the students and parents to know.
    11. Participation
      To participate in a club, a student must be currently registered and enrolled at the school.  Persons who are not either registered, enrolled students, or school personnel shall not be allowed access to clubs to direct, conduct, control, or regularly attend club meetings.  All guests must be registered with the school office.
    12. Club Use of Facilities
      1. Club meetings shall take place during noninstructional time.
      2. Consistent with such procedures, regulations or guidelines as established and from time to time modified by the Administration, the principal or principal’s designee in conjunction with the facility scheduling office, shall determine which school facilities may be used and when they are available. A school may set the number of hours noncurricular clubs might use the school’s facilities per month, provided that all noncurricular clubs are treated equally.
      3. In assigning school facilities use, priority may be given to curriculum related clubs over noncurricular clubs.
      4. The school may provide financial or other support to curricular clubs.
      5. A preference or priority may not be given among noncurricular clubs.
      6. A school shall only provide the space for noncurricular club meetings and may not spend public school funds for noncurricular clubs, except as required to provide meeting space and faculty oversight.
      7. Consistent with such procedures, regulations or guidelines as established and from time to time modified by the Administration, the principal or principal’s designee shall determine what access all student groups will be given to the school newspaper, school yearbook, bulletin boards and public address system and the time, place and manner of student group meetings, provided that all clubs of a given status shall be given equal access.
      8. No student group shall be permitted to engage in or conduct group therapy, counseling or other psychological services of the type provided by licensed professionals.
    13. Club Recognition
      Appropriate ways to recognize students and advertise in all club categories include the following:

      1. Announcements made over the PA system;
      2. Bulletin boards or other specifically designated areas used for group advertisements;
      3. Trophy cases that have been designated for clubs;
      4. School newspaper, newsletters, yearbooks, etc.; and
      5. School marquee.
    14. Distribution of Materials
      1. Materials distributed outside of classes or club meetings must be submitted to the Administration for approval six school days in advance.
      2. All materials must comply with policy AA425 Printed Materials – Speech and Manners.
      3. Appeals may be made as outlined in AA425 Printed Materials – Speech and Manners.
    15. Noncurricular
      Provided the Board of Education maintains a limited open forum, with regard to noncurriculum related clubs, in addition to all other provisions of this policy, the school shall uniformly provide that:

      1. The club meeting is voluntary and student-initiated;
      2. There is no sponsorship (as defined in this policy) of the meeting by the District or by District employees;
      3. Employees of the District are present at religious meetings only in a non-participatory capacity;
      4. The meeting does not materially and substantially interfere with the orderly conduct of educational activities within the school; and
      5. Persons other than club members and supervisors may not direct, conduct, control or regularly attend club activities.

      The establishment of a limited open forum shall not limit the authority of the school, the District, or its agents or employees to maintain order and discipline on school premises, to protect the well-being of students and faculty, and to assure that attendance of students at meetings is voluntary.

    16. Noncurricular Club Sponsored Activity
      Consistent with such procedures, regulations or guidelines as established and from time to time modified by the Administration, noncurricular clubs wishing to sponsor an event where clubs from other high schools are invited to participate in competitions at their local high school must meet the following requirements:

      1. The noncurricular club must be well established with a minimum of a one-year charter.
      2. The opposing noncurricular club must also be well established with a minimum of a one-year charter and/or represented through an association.
      3. The activity is for competitions only and not practices.
      4. The activity must be relative to the club’s purpose as stated in their charter.
      5. The local sponsoring club must be the primary participants.
      6. An approved rental permit must be completed with the Facility Scheduling Office in advance of the competition event to indemnify Jordan School District and warrant that the user will provide the supervision necessary for safe use of the facilities. Additionally, the opposing noncurricular club or association will be required to provide evidence of liability insurance.
      7. The event must be scheduled by the Facility Scheduling Office and in communication with the local high school administration to be listed on the school’s calendar.
      8. Each club will be limited to facility access contingent on space availability.        
    17. Review of Approval
      If the school principal or principal’s designee determines that a club is participating in activities beyond the scope of its charter or is in violation of any law or policy, the school principal or principal’s designee may do any of the following:

      1. Allow the charter to be modified to include the activities if they are in compliance with the law and policies;
      2. Instruct the sponsor or supervisor not to allow similar violations in the future;
      3. Suspend the club’s authorization or school facilities use pending further corrective action as determined by the school principal or principal’s designee; or
      4. Terminate the club’s authorization and dissolve the club.
    18. Revocation of Authorization
      1. A club that is found to have been in violation of the provisions of its charter or to have been engaged in conduct that violates current Utah Codes, any other applicable law or regulation, or any District or school policy or regulation may be subject to charter suspension, revocation or other disciplinary action consistent with policies and procedures established and from time to time modified by the Administration.
      2. Local secondary schools shall notify clubs of intent to pursue disciplinary action.
      3. Hearings to review disciplinary action: Consistent with such procedures as established and from time to time modified by the Administration, the school principal or principal’s designee shall in writing issue a determination with reasons for the disciplinary action taken with regard to a club.

Revision history:  10/18/11