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  • Effective -       9/22/2020
  1. Board Directive
    The Board of Education recognizes the statutory requirement for individual school districts to administer the statewide assessment system to uniformly measure statewide student performance.  The Board further recognizes the public investment in statewide assessments, and supports an orderly and manageable process to allow private and home school students to participate in public school achievement tests if desired, in accordance with R277-604.  The Administration is authorized by the Board of Education to establish Administrative Regulations consistent with this policy.
  2. Administrative Policy
    It is the policy of the Administration to address parent requests for statewide testing of home school or private school students with the following administrative policy provisions:

    1. Definitions
      1. "Home school student" means a student who has been excused from compulsory education and for whom documentation has been completed under 53G-6-204, R277-404-2 and AA438-Releasing Minors from School Attendance.
      2. "Private school" means a school that is not a public school but:
        1. has a current business license through the Utah Department of Commerce;
        2. is accredited as described in R277-410; and
        3. has and makes available a written policy for maintaining and securing student records.
      3. “Statewide Assessment” means:
        1. the summative adaptive assessment of a student in grades 3 through 8 in basic skills courses;
        2. the online writing assessment in grades 5 and 8;
        3. a high school assessment in grades 9 and 10;
        4. a statewide English Language proficiency assessment;
        5. the college readiness assessment;
        6. the summative adaptive assessment of a student in grades 1-3 to measure reading grade level using the end of year benchmark reading assessment; and
        7. the summative adaptive assessment of a student in grades 1-3 to measure math grade level using the end of year benchmark math assessment.
    2. Procedure for Statewide Assessments - Participation for Private Schools and Private School Students
      1. Applications for participation in statewide assessments must be received by Evaluation, Research & Accountability at least forty-five (45) days prior to the opening of the applicable assessment window. Evaluation, Research & Accountability shall respond to the application in a timely manner.
      2. Private schools that are interested in participating in statewide assessments must participate, at the school district’s discretion, in the public school district where the private school is located.
      3. The number of private school students will be limited to space available after currently enrolled public school students have been accommodated.
      4. In the event that a private school student has an IEP or 504 Accommodation Plan in place requiring special accommodations, it is the responsibility of the private school to indicate such at the time of the application. Evaluation, Research & Accountability shall review the requested accommodation(s) and determine the feasibility of the request.  The private school shall be informed of the results of the determination prior to the testing date.
      5. A private school may request the following from the school district in which it is located:
        1. an annual schedule of statewide assessment dates;
        2. the location at which private schools may be tested; and
        3. written policies for private school student participation.
      6. Private school students who are not Utah residents may participate in statewide assessments only by payment in advance of the full cost of individual assessments.
        1. Evaluation, Research & Accountability shall provide reasonable costs for the participation of Utah private school students in statewide assessments to be paid in advance by either the student or the student’s private school.
        2. Evaluation, Research & Accountability shall provide an explanation of reasonable costs including administration materials, scoring, and reporting of assessment results.
        3. Evaluation, Research & Accountability shall provide notice to private school administrators of any required private school administrator participation in monitoring or proctoring of tests.
      7. Assessment results will be delivered electronically to the email address of the private school administrator indicated in the application.
    3. Procedure for Statewide Assessment Participation of Home School Students
      1. The student must have completed and submitted an Annual Home School Affidavit and received a District Certificate of Exemption from Planning & Enrollment.
      2. Applications for participation in statewide assessments must be received by the Evaluation, Research & Accountability department at least forty-five (45) days prior to the opening of the applicable assessment window. Evaluation, Research & Accountability shall respond to the application in a timely manner.
      3. A home school student may participate in statewide assessments only if the student has satisfied the home school requirements of 53G-6-204, R277-404-2, and AA438-Releasing Minors from School Attendance.
      4. A home school student who desires to participate in statewide assessments must participate in the public school district in which the home school student’s parent or legal guardian resides.
      5. In the event that a home school student has an IEP or 504 Accommodation Plan in place requiring special accommodations, it is the responsibility of the applicant/parent to indicate such at the time of the application. Evaluation, Research & Accountability shall review the requested accommodation(s) and determine the feasibility of the request.  The applicant/parent shall be informed of the results of the determination prior to the testing date.
      6. A home school student or parent may request the following from Evaluation, Research & Accountability in which the home school student or parent resides:
        1. an annual schedule of statewide assessment dates;
        2. the location at which the home school student may be tested; and
        3. written policies for home school student participation.
      7. The Jordan School District may not require a home school student to pay a fee that is not charged to traditional students.
      8. Evaluation, Research & Accountability shall provide notice to home school students or parents of any required parent or adult participation in monitoring or proctoring of tests.
      9. Assessment results will be delivered electronically to the email address of the student’s parent indicated in the

  • Effective       8/11/2020
  • Revised       5/25/2021
  1. Board Directive
    It is the policy of the Board to allow benefit eligible employees Maternity/Parent Leave as indicated below.
  2. Administrative Policy 
    1. Employees applying for Maternity/Parent Leave must apply in Skyward Employee Access under the provisions of DP322 – Family Medical Leave Act.
    2. Benefit eligible employees shall receive six consecutive calendar weeks of maternity leave, to be used beginning when the child is born, in addition to any other leave for which the employee is already eligible. For more information see policies DP324 NEG Sick Leave – Licensed and DP335 NEG Annual Leave – Licensed, DP326 NEG Sick Leave – Education Support Professionals, and DP335B Annual Leave – Education Support Professionals.
    3. A benefit eligible employee shall be paid for contract days which the employee would otherwise have been under contract to work during the six-week maternity leave, but shall not be paid for non-contract days occurring during the maternity leave period.
    4. Benefit eligible employees shall receive two weeks of parent leave (ten contract days), to be taken during the first year of the child’s life, in addition to any other leave for which the employee is already eligible. A parent taking maternity leave is not eligible for parent leave.
    5. Adoptive parents see policy DP324 NEG Sick Leave – Licensed or DP326 NEG Sick Leave – Education Support Professionals.
    6. Questions about how this policy applies to an individual family situation, should be referred to Human Resources. 

  • Effective -       3/26/2020
  1. Board Directive
    The Board recognizes that unique situations create circumstances where teachers will need to be hired and qualified for positions using Local Educational Agency (LEA)-specific licenses.   The Board delegates to the Administration the responsibility for implementing policy for LEA-specific licenses in accordance with Utah State Board of Education (USBE) Rule R277-301.
  2. Administrative Policy
    1. Educator License and Endorsement Requirements
      1. Jordan LEA License Eligibility Criteria
        All applicants must:

        1. Complete a bachelor's or higher degree in a related field of study; or
        2. Have exceptional or specialized occupational experience, training, or expertise directly related to the area of assignment; and,
        3. Complete a criminal background check including review of any criminal offenses and clearance in accordance with Rule R277-214; and,
        4. Complete the educator ethics review described in Rule R277-500 within one calendar year prior to the application.
      2. Jordan LEA Endorsement Eligibility
        This authorization may be issued for a one to three-year period upon request from a District administrator for a licensed teacher (LEA, Associate, or Professional) who is not endorsed in the area of assignment.
    2. Jordan LEA License or Endorsement Approval
      1. The application must receive approval from the Jordan Board of Education in a public meeting no more than 60 days prior to employment and include:
        1. Rationale for the appointment of a Jordan LEA-specific license or endorsement.
        2. Verification that there is an inadequate supply of highly qualified and suitable licensed applicants in the license and endorsement area as demonstrated by posting the position for a reasonable period of not less than five days (not required for hourly applicants).
    3. Applicants placed on Jordan LEA-specific licenses serve under temporary employment agreements.
    4. A Jordan LEA-specific license area or endorsement is valid for up to three years.  After three years, renewal of the license is subject to the approval or denial of the Utah State Board of Education.
    5. A Jordan LEA-specific license expires immediately if the educator's employment with Jordan School District ends and the educator is not rehired by the District as an educator in the next contract year.
    6. The District is not authorized to provide an LEA-specific educator license in the areas of:
      1. Special Education
      2. Preschool Special Education
  3. The Jordan LEA-specific Educator Training, Mentoring, and Support
    1. Within the first year of employment, the educator must complete the following training:
      1. Educator ethics;
      2. Classroom management and instruction;
      3. Basic special education law and instruction; and
      4. Utah Effective Teaching Standards described in R277-530.
      5. The educator must participate in the District’s Mentoring Program.
    2. The District shall provide at least a three-year mentoring program by a trained mentor educator who:
      1. Holds a professional educator license; and
      2. Where possible, performs substantially the same duties as the educator with release time to work as a mentor; or
      3. Is assigned as an instructional coach or equivalent position.
      4. The assigned mentor shall assist the educator to meet the Utah Effective Educator Standards established in Rule R277-530 but may not serve as an evaluator of the educator.
      5. All employees, to include mentors, must promptly report educator misconduct in violation of policy DP378 Employee Code of Conduct.
    3. The Applicant and the District will jointly develop an Associate Licensing Plan to:
      1. Encourage transition from a Jordan LEA License to a Professional License.
      2. Identify applicable educational, skill, and/or content knowledge requirements for enrollment in a qualified educator preparation program.
      3. Identify paths and opportunities to prepare for successful passage of a pedagogical performance assessment.
      4. Develop significant competency and knowledge sufficient to justify an extension request from the Utah State Board of Education for a continued Jordan LEA License if transition to an Associate License is not reasonable or applicable.
    4. For each school that requests LEA-specific licenses, license areas, or endorsements, the following information shall be posted on its website:
      1. Disclosure of the fact that the school employs individuals holding LEA-specific educator licenses, license areas, or endorsements
      2. Percentage of LEA-specific licenses, license areas, or endorsements
      3. A link to the Utah State Board of Education Utah Educator Look-up Tool in accordance with R277-515-7(6)

  • Effective:  9/24/2019
  1. Board Directive
    The Board adopts this policy, in part, because the legislature has conditioned certain governmental immunity protections upon the adoption of an appropriate behavior policy not less stringent than a model policy created by the State Board of Education. The Board is committed to establishing and maintaining appropriate standards of conduct between staff members and students.  These standards of conduct are also known as professional boundaries.  Staff members shall maintain professional and appropriate demeanor and relationships with students, both during and outside of school hours, as well as both on and off campus, that foster an effective, non-disruptive and safe learning environment.  The Board delegates to the Administration the responsibility for establishing guidelines for the Employee Code of Conduct.
  2. Administrative Policy
    1. Definitions
      1. Staff Member: an employee, contractor or volunteer with unsupervised access to students.
      2. Student: a child under the age of 18 or over the age of 18 if still enrolled in a public secondary school.
      3. Boundary Violation: crossing verbal, physical, emotional, or social lines that staff must maintain in order to ensure structure, security, and predictability in an educational environment.
        1. A boundary violation may include the following, depending on the circumstances:
          1. Isolated, one-on-one interactions with a student out of the line of sight of others;
          2. Meeting with a student in rooms with covered or blocked windows;
          3. Telling risqué jokes to, or in the presence of a student;
          4. Employing favoritism to a student;
          5. Giving gifts to individual students;
          6. Staff member initiated frontal hugging or other uninvited touching;
          7. Photographing an individual student for a non-educational purpose or use;
          8. Engaging in inappropriate or unprofessional contact outside of educational program activities;
          9. Exchanging personal email or phone numbers with a student for a non-educational purpose or use;
          10. Interacting privately with a student through social media, computer, or handheld devices; and
          11. Discussing an employee’s personal life or personal issues with a student.
        2. A boundary violation does not include:
          1. Offering praise, encouragement, or acknowledgment;
          2. Offering rewards available to all who achieve;
          3. Asking permission to touch for necessary purposes;
          4. Giving a pat on the back or a shoulder;
          5. Giving a side hug;
          6. Giving a handshake or high five;
          7. Offering warmth and kindness;
          8. Utilizing public social media alerts to groups of students and parents; or
          9. Contact permitted by an IEP or 504 plan.
      4. Grooming: befriending and establishing an emotional connection with a student or a student’s family to lower the student’s inhibitions for emotional, physical, or sexual abuse.
      5. Sexual Conduct: includes any sexual contact or communication between a staff member and a student including but not limited to:
        1. Sexual Abuse: the criminal conduct described in Utah Code Ann. 76-5-404.1(2) and includes, regardless of the gender of any participant:
          1. Touching the anus, buttocks, pubic area, or genitalia of a student;
          2. Touching the breast of a female student; or
          3. Otherwise taking indecent liberties with a student; with the intent to:
            1. cause substantial emotional or bodily pain; or
            2. arouse or gratify the sexual desire of any individual.
        2. Sexual Battery: the criminal conduct described in Utah Code Ann. 76-9-702.1 and includes intentionally touching, whether or not through clothing, the anus, buttocks, or any part of the genitals of a student, or the breast of a female student, and the actor’s conduct is under circumstances the actor knows or should know will likely cause affront or alarm to the student touched; or
        3. A staff member and student sharing any sexually explicit or lewd communication, image, or photograph.
    2. Procedures
      Staff members shall act in a way that acknowledges and reflects their inherent positions of authority and influence over students.

      1. Staff members shall recognize and maintain appropriate personal boundaries in teaching, supervising and interacting with students and shall avoid boundary violations including behavior that could reasonably be considered grooming or lead to even an appearance of impropriety. It is not a boundary violation when a student acts or speaks in inappropriately familiar ways with a staff member without having been prompted to do so by the staff member, but such incidents must be promptly documented and reported to the staff member’s supervisor or the building principal and the student should be given guidance on proper student-staff relationships as directed by the supervisor or principal.
      2. A staff member may not subject a student to any form of abuse including, but not limited to:
        1. physical abuse;
        2. verbal abuse;
        3. sexual abuse; or
        4. mental abuse.
      3. A staff member shall not touch a student in a way that makes a reasonably objective student feel uncomfortable.
      4. A staff member shall not engage in any sexual conduct toward or sexual relations with a student including, but not limited to:
        1. viewing with a student, or allowing a student to view, pornography or any other sexually explicit or inappropriate images or content, whether video, audio, print, text or other format;
        2. sexual battery; or
        3. sexual assault.
      5. Staff member communications with students, whether verbal or electronic, shall be professional and avoid boundary violations.
      6. A staff member shall not provide gifts, special favors, or preferential treatment to a student or group of students.
      7. A staff member shall not discriminate against a student on the basis of sex, religion, national origin, gender identity, sexual orientation, or any other prohibited class.
      8. Staff member use of electronic devices and social media to communicate with students must comply with District policy, be professional, pertain to school activities or classes, and comply with the Family Educational Rights and Privacy Act.
      9. A staff member may not use or be under the influence of alcohol or illegal substances during work hours on school property or at school sponsored events while acting as a staff member. Additionally, a staff member may not use any form of tobacco or electronic cigarettes on school property or at school sponsored activities in an employment capacity.
      10. The prohibitions listed above in subsections 1 through 9 apply to staff member interaction with any student presently enrolled in the District and to staff member interaction with any former student who was enrolled at a school where the staff member was assigned during the student’s enrollment at that school for a period of two (2) years after the student ceased enrollment at that school.
      11. A staff member shall cooperate in any investigation concerning allegations of actions, conduct, or communications that if proven, would violate this policy.
      12. The District recognizes that familial relationships or other relationships which are independent of and which do not arise out of the school context between a staff member and a student or former student may provide for exceptions to certain provisions of this policy.
      13. Conduct prohibited by this policy is considered a violation of this policy regardless of whether the student may have consented.
    3. Reporting
      1. A staff member who has reason to believe there has been a violation of this policy shall immediately report such conduct to an appropriate supervisor or school administrator. If a staff member has reason to believe a school administrator has violated this policy, the staff member shall immediately report the conduct to the administrator’s supervisor.
      2. In addition to the obligation to report suspected child abuse or neglect to law enforcement or the Division of Child and Family Services under Utah Code Ann. 62A-4a-403:
        1. a staff member who has reasonable cause to believe that a student may have been physically or sexually abused by a school staff member shall immediately report the belief and all other relevant information to the school administrator, or to District Administration;
        2. a school administrator who has received a report or who otherwise has reasonable cause to believe that a student may have been physically or sexually abused by a school staff member shall immediately inform the District Administration of the reported abuse; and
        3. if the staff member suspected to have abused a student holds a professional educator license issued by the Utah State Board of Education, the District Administration shall immediately report that information to the Utah Professional Practices Advisory Commission;
        4. a person who makes a report under this subsection in good faith shall be immune from civil or criminal liability that might otherwise arise by reason of that report.
      3. A staff member who has knowledge of suspected incidents of bullying shall immediately notify the student’s building administrator in compliance with Policy AS98-Bulying, Cyberbullying and Hazing.
      4. Failing to report suspected misconduct as required herein is a violation of this policy, the Utah Educator Standards, and in some instances, state law, and may result in disciplinary action.
    4. Training
      1. Within 10 days of beginning employment with the District a staff member shall receive video training regarding this policy and shall electronically acknowledge having received training and understanding the policy.
      2. Staff members employed by the District at the time of initial adoption of this policy shall receive video training regarding this policy prior to the first day of the 2019-2020 school year on which students will be in attendance and shall electronically acknowledge having received training and understanding the policy.
      3. All employees will receive video training annually as part of the crucial policy review.
    5. Violations
      A staff member found in violation of this policy will be subject to disciplinary action, up to and including removal as a volunteer or termination of employment in accordance with orderly termination policy DP316 NEG, DP316A and DP316B NEG.

REFERENCES

Utah Code Title 62A, Chapter 4a, Part 4, Child Abuse or Neglect Reporting Requirements
Utah Code Section 53E-6-701, Mandatory Reporting of Physical or Sexual Abuse of Students
Utah Admin. Code R277-401, Child Abuse-Neglect Reporting by Education Personnel
Utah Admin. Code R277-515, Utah Educator Professional Standard
Utah Admin. Code R277-322, LEA Codes of Conduct
Utah Code Section 63G-7-301, Waivers of Immunity
Utah Code Section 76-5-401.1, Sexual Abuse of a Minor
Utah Code Section 76-9-702.1, Sexual Battery

 

  • 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, cancelling 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

 

Number - DP377
Effective - 3/28/2017


  1. Board Directive
    Educational institutions are potential high-risk areas for transmission of vaccine-preventable diseases.  While immunization is an important health requirement for students in District schools, it is equally important for staff in these settings and other District buildings to be protected against vaccine-preventable diseases. This policy is adopted in conformance with the Salt Lake County Health Department’s (health department) Health Regulation #38.  The Board delegates to the District Administration the responsibility for developing and administrating the policy for employee immunizations.
  2. Administrative Policy
    1. Purpose
      Utah law provides the health department, in the event of a case or an outbreak of a vaccine-preventable disease among District students or employees, with the authority to exclude from school and the workplace all susceptible persons, including students and employees, to prevent the spread of a communicable disease and to protect the public’s health. This policy is adopted to facilitate the timely identification of employees who must be excluded and to outline the details of their employment status during the period of exclusion.
    2. Record of Immunization
      All employees are encouraged to maintain a record of immunization or immunity against the diseases listed in Section C for ready access in the event of an outbreak.  In the event of an outbreak, District nurses will act as a liaison between the health department, school administration and impacted employee(s) who will be required to provide their record of immunization.  Employees with no record on file, or whose record does not indicate immunization against the disease identified in an outbreak, may be excluded from the school or workplace until authorized by the local health department to return.
    3. Recommended Vaccinations
      The District will provide policy notification to employees during the new hire onboarding process and each year during the critical policy review. In accordance with the recommendation of the Utah Department of Health, all employees are encouraged to be vaccinated against the following:

      1. Measles, Mumps, Rubella (MMR) – Employees born in or after 1957 must provide documentation of two (2) doses of the MMR administered at least one month apart, or proof of immunity.
      2. Tetanus, Diphtheria, Pertussis (Tdap) – Employees must provide documentation of one (1) dose of the Tdap.
      3. Varicella (Chicken Pox) – Employees must provide documentation of receiving two (2) doses of Varicella vaccine at least four (4) weeks apart or a physician diagnosis or personal recall of Varicella disease or proof of immunity.
    4. Exemptions
      Except as otherwise provided, employees may claim an exemption to an immunization for 1) medical; 2) religious; or 3) personal reason(s), as allowed by Utah Code §53G-9-303.  Each exemption claimed must be accompanied by the appropriate authorized health department exemption form.
    5. Exclusion
      When the local health department verifies that a case or an outbreak of a disease listed in Section C has been identified at a school or other District location, the health department has the authority to exclude individuals from the workplace it determines pose a risk to the public health.  Administrators should cooperate with health department personnel and District nurses to request records of immunization. If the health department determines that an employee must be excluded, the health department official or District nurse shall notify the school/building administrator and the Administrator of Human Resources.  The District will take action according to the following provisions:

      1. Communication with health department.
        In the event an employee is excluded, school/building administrators and other District administrators shall communicate with health department officials regarding such issues as schedules, activities, and other information to mitigate the exclusion from unnecessarily disrupting school/building operation.
      2. Excluded with a personal, medical or religious exemption form.
        1. An employee who is excluded because the employee submitted a properly authorized exemption form shall be allowed to use his/her available leave as allowed by policy during the time of exclusion.
        2. If a substitute teacher is needed, the District will cover the cost of the substitute during the time of exclusion.
      3. Excluded with no immunization/immunity record or exemption form.
        1. An employee who is excluded because the employee has been unable to provide a record of immunization/immunity or has not submitted a properly authorized exemption form shall be allowed to use his/her available leave as allowed by policy during the time of exclusion if the exclusion for an outbreak occurs before July 1, 2018.
        2. If the exclusion for an outbreak occurs after June 30, 2018, the excluded employee shall not be allowed to use his/her available leave as allowed by policy, with the exception of Vacation or Personal Leave, during the time of exclusion.
          1. If no Vacation or Personal Leave is available, the employee will be placed on unpaid administrative leave during the time of exclusion.
          2. This unpaid leave will not count towards the 15 day leave of absence limit set forth in DP337 NEG or DP337B NEG.
          3. If a substitute teacher is needed, the District will cover the cost of the substitute during the time of exclusion.

  • Effective: 8/30/2016
  • Revision:

  1. Board Directive
    The Board may authorize an application to establish and operate a charter school within the geographical boundaries (Utah Code § 53G-5-305). To assist with the Board’s decision whether to approve an application to authorize a charter school and consistent with the guidance provided by the Board, the Board delegates to the District Administration the responsibility for developing procedures to administer the policy for submitting an application to the Board seeking authorization by the Board for establishing and operating a charter school within the geographical boundaries of the District. All charter schools authorized by the Board are required to comply with federal and state laws, rules and regulations, the terms and conditions for the operation of the charter school as set forth in a written charter agreement, and any other agreement entered into with the District.Consistent with the guidance provided by the Board, the Board further delegates to the District Administration the responsibility for developing procedures to administer the policy for reviewing charter applications of charter schools within the geographical boundaries of the District which do not seek authorization by the Board of Education, but which seek authorization of a charter school from the State Charter School Board (Utah Code § 53G-5-304).
  2. Board Authorization of Charter School Policy
    1. The Board will consider various factors in considering whether to authorize a charter school application including but not limited to the following potential concerns and benefits.
      1. Potential Concerns:
        1. Direct and indirect cost to the District
        2. Impact on District resources
        3. Burden and workload on District employees
        4. Dilution of Board focus
        5. Consequences of charter failure
        6. Long-term sustainability
        7. Financial responsibility
        8. Perceptions of employees and community
        9. Indicators of high quality education
        10. Oversight
      2. Potential Benefits:
        1. Increased high quality opportunities
        2. Specialized programs/opportunities
        3. Smaller school and classroom size
        4. Magnet schools
        5. Understanding and interacting with charter community
        6. Potential economic benefit to taxpayers
        7. Flexibility
        8. Engaging community
        9. Perceptions of employees and community
        10. Breaking boundaries
    2. Application for Authorization by the Board of Education
      1. Submission of Application for Board Consideration
        1. An application shall conform to requirements specified by the Utah Charter School Act (Utah Code
          §53G-5-302).
        2. According to the guidance provided by the Board, the District Administration will develop District charter school application procedures which may specify when applications may be submitted for Board consideration and which will specify any information required to be included in a charter application for an application submitted to the Board for its authorization of a charter school within the geographical boundaries of the District, which may include the following:
          1. the charter school's proposed curriculum, instructional program or delivery methods;
          2. a method for assessing whether students are reaching academic goals, including, at a minimum, participation in the Utah Performance Assessment System for Students under Chapter 1, Part 6, Achievement Tests;
          3. a proposed calendar;
          4. sample policies;
          5. a description of opportunities for parental involvement;
          6. a description of the school's administrative, supervisory, or other proposed services that may be obtained through service providers; or
          7. other information that demonstrates an applicant's ability to establish and operate a charter school.
        3. According to the guidance provided by the Board, the District Administration will develop District charter school application procedures which will include minimum academic, financial, and enrollment standards and timelines setting forth the when and how an application may be submitted to the Board for its authorization.
        4. The Board will review and provide written notice of its acceptance or rejection of an application within forty-five (45) days after the application is received by the Board.
      2. Rejection of Application
        1. If the Board rejects the application, it shall notify the applicant in writing of the reason for the rejection.
        2. Upon rejection:
          1. the applicant may submit a revised application for reconsideration by the Board, or
          2. the applicant may seek a charter from the State Charter School Board under Utah Code § 53G-5-304.
      3. Approval of Application
        1. If the Board approves the application, the applicant and the Board shall set forth the terms and conditions for the operation of the charter school in a written agreement.
          1. The charter agreement shall be in compliance with Utah Code § 53G-5-303.
          2. The charter agreement will include the authorization period established by the Board.
          3. The charter agreement may be modified by mutual agreement of the Board and the governing body of the charter school.
        2. Approval for authorization is conditioned upon the express understanding that the governing body of a charter school, the nonprofit corporation under which the charter school is organized and managed, and the charter school are solely liable for any damages resulting from any legal challenge involving the operation of the charter school.  All charter agreements will include an indemnification provision that provides that the governing body, the charter school, and any managing nonprofit corporation will fully indemnify, hold harmless, and defend the Board and District from any claims asserted against them that arise as a result of the operation of the charter school.
        3. The Board may authorize a charter school for an authorization period up to fifteen (15) years but not less than (3) years before reauthorization must be sought.
    3. Requests for Authorization by the State Charter School Board
      1. Application to State Charter School Board
        An applicant seeking authorization of a charter school from the State Charter School Board for a charter school located in the District shall provide a copy of the application to the District either before or at the same time it files its application with the State Charter School Board.
      2. District Feedback
        The Board authorizes the District Administration to review the application with the State Charter School Board and offer suggestions or recommendations to the Board.  The Board may instruct the Administration on whether to take a position on the application and on what, if any, suggestions or recommendations to then offer the applicant or the State Charter School Board prior to the State Charter School Board acting on the application.
  3. Policy Expiration
    Unless extended or expressly modified by the Board, this policy will expire on July 31, 2017.

  • Effective: 11/24/2015

  1. Board Directive
    The Board recognizes the need to provide consistency in the way that admission prices for extracurricular activities and performances are established.  The Board delegates to the District Administration the responsibility to administer this policy.
  2. Administrative Policy
    Admission charges to extracurricular activities and performances must be established at each level as outlined below:

    1. High schools may charge admission to attend student extracurricular activities and performances.  Each school program may determine the price of admission for performances in cooperation with the administration.  Schools are encouraged to consider special pricing for families and senior citizens. Admission prices for activities and athletic events that are overseen by the Utah High School Activities Association will be determined in accordance with the appropriate region policies.
    2. Middle schools may charge admission for extracurricular performing arts events, including drama, dance, music, and other performances.  The School Community Council must approve the amount being charged for admission in advance (up to $5.00 per person).  Schools should consider the royalty implications of charging for performances.  Schools are encouraged to offer family passes and senior discounts.
    3. Elementary schools are not authorized to charge admission to student performances.

  • Effective: 8/25/2015
  • Revision: 8/30/2016
  • Reviewed:

  1. Board Directive
    This policy is adopted in conformance with the provisions of Nursing Mothers in the Workplace, Utah Code § 34-49-101 et seq and the Utah Antidiscrimination Act, Utah Code § 34A-5-101 et seq.  The Board delegates to the District Administration the responsibility for developing and administering the policy for nursing mothers in the workplace and reasonable accommodations for pregnancy, childbirth, breastfeeding or related conditions.
  2. Administrative Policy
    1. Reasonable Breaks
      With regard to a breastfeeding employee, the District shall provide, for at least one year after the birth of the employee’s child, reasonable breaks to accommodate the employee’s needs to breast feed or express milk.  The District shall consult with the employee to determine the frequency and duration of the breaks.  A break shall, to the extent possible, run concurrent with any other break period otherwise provided to the employee.
    2. Private Location
      The District shall provide for a breastfeeding employee a room or other location in close proximity to the breastfeeding employee's work area.  The room or location may not be a bathroom or toilet stall.  The room or location shall be maintained in a clean and sanitary condition, provide privacy shielded from the view of and intrusion from coworkers or the public, be available for the reasonable breaks as determined in consultation with the District and have an electrical outlet.The District is not required to provide a room or other location if compliance would create an undue hardship on the operations of the District by causing the District significant difficulty or expense when considered in relation to the size, financial resources, nature, or structure of the District's operations.
    3. Refrigerator or Freezer
      The District shall provide access to a clean and well-maintained refrigerator or freezer for the temporary storage of a breastfeeding employee's breast milk.  For any District employees who do not work in an office building, the District may instead provide a non-electric insulated cooler for storage of the breast milk.
    4. Reasonable Accommodation
      The District will provide a reasonable accommodation for an employee related to pregnancy, childbirth, breastfeeding or related conditions.
      In considering a request for a reasonable accommodation, the District will require a certification from the employee’s health care provider concerning the medical advisability of a reasonable accommodation which must include:

      1. the date the reasonable accommodation becomes medically advisable;
      2. the probable duration of the reasonable accommodation; and
      3. an explanatory statement as to the medical advisability of the reasonable accommodation.

      The District is not required to permit an employee to have the employee’s child at the workplace for purposes of accommodations for pregnancy, childbirth, breastfeeding or related conditions.

  • Effective: 10/28/2014
  • Revision:  2/26/2019
  • Reviewed:

  1. Board Directive
    Jordan School District is committed to providing a safe and civil school environment in which all members of the school community are treated with dignity and respect.  The Board, therefore, delegates to the District Administration responsibility for establishing policy regarding bullying, cyberbullying and hazing.
  2. Administrative Policy
    The Administration shall take appropriate disciplinary action when students or employees engage in bullying,  cyberbullying or hazing.

    1.  Definitions
      1. Abusive Conduct: verbal, nonverbal, or physical conduct of a person directed toward a school employee that, based on its severity, nature, and frequency of occurrence, a reasonable person would determine is intended to cause intimidation, humiliation, or unwarranted distress.
      2. Bullying: intentionally committing a written, verbal, or physical act against a school employee or student that a reasonable person under the circumstances should know or reasonably foresee will have the effect of:
        1. Causing physical or emotional harm to the school employee or student;
        2. Causing damage to the school employee’s or student’s property;
        3. Placing the school employee or student in reasonable fear of:
          1. Harm to the school employee’s or student’s physical or emotional well-being; or
          2. Damage to the school employee’s or student’s property;
        4. Creating a hostile, threatening, humiliating, or abusive educational environment due to:
          1. the pervasiveness, persistence, or severity of the actions; or
          2. a power differential between the bully and the target; or
        5. Substantially interfering with a student having a safe school environment that is necessary to facilitate educational performance, opportunities, or benefits.
        6. Bullying typically involves repeated negative actions in a situation where an imbalance of power or strength exists and may include, but is not necessarily limited to:
          1. Physical bullying including but not limited to hitting and/or punching;
          2. Verbal bullying including but not limited to teasing or name calling;
          3. Non-verbal or emotional bullying including but not limited to intimidation through gestures, social exclusion and relational aggression.
        7. The conduct described above constitutes bullying, regardless of whether the person being bullied either directed, consented to, or acquiesced in, the conduct.
      3. Communication: the conveyance of a message, whether verbal, written, or electronic.
      4. Cyberbullying: using the Internet, a cell phone, or another device to send or post text, video, or an image with the intent or knowledge, or with reckless disregard, that the text, video, or image will hurt, embarrass, or threaten an individual, regardless of whether the individual directed, consented to, or acquiesced in the conduct, or voluntarily accessed the electronic communication.
      5. Harassment: repeatedly communicating to another individual, in an objectively demeaning or disparaging manner, statements that contribute to a hostile learning or work environment for the individual (See Policy AS94—Student Discrimination and Harassment and DP358—Employee Discrimination and Harassment).
      6. Hazing: intentionally, knowingly, or recklessly committing an act, or causing another individual to commit an act toward a school employee or student that:
        1. Endangers the mental or physical health or safety of a school employee or student;
        2. Involves any brutality of a physical nature, including whipping, beating, branding, calisthenics, bruising, electric shocking, placing of a harmful substance on the body, or exposure to the elements;
        3. Involves consumption of any food, alcoholic product, drug, or other substance or other physical activity that endangers the mental or physical health and safety of a school employee or student; or
        4. Involves any activity that would subject a school employee or student to extreme mental stress, such as sleep deprivation, extended isolation from social contact, or conduct that subjects a school employee or student to extreme embarrassment, shame, or humiliation; and
        5. Is committed for the purpose of initiation into, admission into, affiliation with, holding office in, or as a condition for membership in a school or school sponsored team, organization, program, club, or event; or
        6. Is directed toward a school employee or student whom the individual who commits the act knows, at the time the act is committed, is a member of, or candidate for membership in, a school or school sponsored team, organization, program, club, or event in which the individual who commits the act also participates.
        7. The conduct described above constitutes hazing, regardless of whether the school employee or student against whom the conduct is committed directed, consented to, or acquiesced in, the conduct.
      7. Parent: a student’s parent and/or legal guardian.
      8. Restorative Practice: a discipline practice designed to enhance school safety, reduce school suspensions, and limit referrals to court, and to help minors take responsibility and repair the harm of behavior that occurs in school.
      9. Retaliation: an act of communication intended:
        1. As retribution against a person for reporting bullying, cyberbullying, hazing or harassment; or
        2. To improperly influence the investigation of, or the response to, a report of bullying.
      10. Trauma-informed Care: a strengths-based service delivery approach grounded in an understanding of and responsiveness to the impact of trauma, emphasizing physical, psychological, and emotional safety for both offenders and victims, and creating opportunities for victims to rebuild a sense of control and empowerment.
    2.  Prohibitions
      1. A school employee, student, volunteer or patron may not engage in bullying or otherwise harassing a school employee or student:
        1. on school property
        2. at a school related or sponsored event
        3. on a school bus
        4. at a school bus stop
        5. while the school employee or student is traveling to or from a location or event described above.
      2. A school employee or student may not engage in hazing, cyberbullying or abusive conduct toward a school employee or student at any time or in any location as per Utah Code 53G-9-602.
      3. A school employee or student may not engage in retaliation against:
        1. a school employee,
        2. a student, or
        3. an investigator for, or witness or, an alleged incident of bullying, cyber-bullying, harassment, hazing, or retaliation.
      4. A school employee or student may not make a false allegation of bullying, cyberbullying, harassment, hazing, or retaliation against a school employee or student.
      5. Any bullying, cyberbullying, harassment, or hazing that is found to be targeted at a federally protected class is further prohibited under federal anti-discrimination laws and is subject to compliance regulations from the Office for Civil Rights (see Policy AS94—Student Discrimination and Harassment)
    3. Investigation and Response Guidelines
      1. Each reported complaint shall include:
        1. Name of complaining party
        2. Name of offender (if known)
        3. Date and location of incident(s)
        4. A statement describing the incident(s), including names of witnesses (if known)
      2. Each reported violation of the prohibitions noted previously shall be promptly and reasonably investigated by a school administrator or an individual designated by a school administrator. Formal disciplinary action is prohibited based solely on an anonymous report of bullying, hazing, or retaliation.
      3. Violations of the prohibitions noted previously may fall under District policy AS67—Discipline of Students and the consequence(s) may include but are not limited to:
        1. Use of positive restorative practices consistent with Utah State Board of Education Administrative Rule R277-613
        2. Student suspension or removal from a school-sponsored team or activity, including school-sponsored transportation;
        3. Student referral, under policy AS67—Discipline of Students, or a lesser disciplinary action which may merit student suspension or expulsion from school
        4. Employee suspension or termination for cause or lesser disciplinary action
        5. Employee reassignment
        6. Employees may be subject to provisions in DP316 – Orderly Termination Procedures
        7. Other action against student or employee as applicable.
      4. Action to include when appropriate:
        1. Procedures for protecting the victim and other involved individuals from being subjected to:
          1. further bullying, cyberbullying, or harassment
          2. retaliation for reporting the bullying, cyberbullying and harassment
        2. Referral of victim and/or aggressor to school psychologist, counselor, or other appropriate personnel for support through trauma-informed care.
        3. Procedures for a fair and timely opportunity for the accused to explain the accusations and defend his/her actions prior to student or employee discipline.
        4. Incidents of bullying, cyberbullying, hazing, harassment, and retaliation will be reported to the Superintendent or Superintendent’s designee.
        5. Procedures for providing local employee discipline rights under DP 316—Orderly Termination Procedures for employee discipline and District Policy AS67 —Discipline of Students prior to long-term (more than 10 days) student discipline should be followed as appropriate.
    4. Parental Notification of Certain Incidents and Threats Required
      1. The school shall notify a parent if the parent’s student threatens suicide or if the student is involved in an incident of bullying, cyber-bullying, hazing, or retaliation of the incident involving each parent’s student.
        1. If a school uses restorative practices, the school shall notify the involved students’ parents of the restorative practice and obtain consent from the involved student(s)’ parent(s) before including the victim in the process;
        2. If a school notifies a parent of an incident or threat required to be reported, the school shall produce and maintain a record that verifies that the parent was notified of the incident or threat.
      2. A school shall maintain a record in accordance with the requirements of the:
        1. Utah Student Data Protection Act (Utah Code § 53E-9-301, et. seq.);
        2. Utah Family Educational Rights and Privacy Act (Utah Code § 53E-9-202 seq.);
        3. Federal Family Educational Rights and Privacy Act (FERPA) (20 U.S.C. § 12332g; and 34 C.F.R. Part 99).
      3. At the request of a parent, a school may provide information and make recommendations related to an incident or threat.
      4. A school shall provide a student copy of a record maintained in accordance with this section that relates to the student if the student requests a copy of the record; and expunge a record maintained in accordance with this section that relates to a student if the student:
        1. Has graduated from high school; and
        2. Requests the record be expunged.
    5. Training and Additional Considerations
      1. Students, staff, and volunteers shall receive training regarding bullying, cyberbullying, hazing, harassment, and retaliation. Training shall comply with Utah State Board of Education Rules. (See Utah Administrative Code, Rule 277-613-4.)
      2. Prior to any student, employee, or volunteer coach participating in a District athletic program, or extracurricular club or activity, the student employee or coach shall participate in bullying, cyber-bullying, hazing, and harassment prevention training. Training shall comply with Utah State Board of Education Rules. (See Utah Administrative Code, Rule 277-613-5.)