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Category: Administrators of Schools (AA400 – AA499)

Published on
  • Approved: 9/24/2024
  • Effective: 10/29/2024
  1. Board Directive
    The Jordan District Board of Education recognizes the importance of an educational environment that is conducive to high-quality teaching and learning. The Board also recognizes that personal electronic and communication devices are commonly used by students and although they can be valuable education and communication tools for students, they are also a source of distraction and disruption to the learning environment.
  2. Administrative Policy
    1. Elementary – Grades K-6
      Student use of personal electronic and communication devices, including cellphones, laptops, tablet computers, smart watches, listening devices, wearable technology, and other similar personal electronic devices is not permitted during the school day. In extraordinary circumstances, exceptions may be approved by the school principal in consultation with their Administrator of Schools. Devices must be silenced and remain out of sight during the school day.
    2. Secondary – Grades 7-12
      Student use of personal electronic and communication devices, including cellphones, laptops, tablet computers, smart watches, listening devices, wearable technology, and other similar personal electronic devices is not permitted during class time. Exceptions may be granted with the approval of the school principal in consultation with their Administrator of Schools. Devices must be silenced and remain out of sight during class time.
    3. Consequences for Electronic Device Policy Violation
      1. Elementary
        1. 1st Offense: Verbal reminder/warning and notification to parent/guardian
        2. 2nd Offense: Device held in the office for pick-up at the end of the day by student and notification to parent/guardian.
        3. 3rd+ Offense: Device held in the office for pick-up at the end of the day by parent or guardian.
        4. Schools may implement additional consequences.
      2.  Secondary
        1. 1st Offense: Device is stored securely in the main office for pick-up at the end of the day by student.
        2. 2nd+ Offense: Device is placed in a secure container and stored in the main office for pick-up at the end of the day by parent/guardian.
        3. Schools may implement additional consequences.
    4. Use of personal electronic and communication devices that violate state or federal law, any District policies or regulations, or the Jordan School District Acceptable Use Policy is prohibited.
    5. Students may use personal electronic and communication devices during school-sponsored activities outside of the school day at District school campuses and while on District buses.
    6. Schools may enact additional restrictions with support of the School Community Council, in consultation with their Administrator of Schools, and notification of the Board.

Published on
  • Effective: 8/27/2024
  1. Board Directive
    1. The Jordan School District (“District”) Board of Education (“Board”) is committed to providing an educational and working environment where all students and employees are treated with dignity and respect and have equitable opportunities for learning, participation in educational activities, or work. A fundamental component of this commitment is to maintain an environment free from discrimination based on sex, or sexual harassment, which includes dating/domestic violence, stalking, and sexual assault and to comply with Title IX of the Education Amendments of 1972 (Title IX) and its regulations. This policy complies with Title IX’s procedural and substantive requirements.
    2. Sexual harassment is prohibited by Title IX of the Education Amendments of 1972 (Title IX), which provides that “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.” 20 U.S.C. §1681(a). The federal regulations found at 34 CFR 106 implementing Title IX further outline the requirements placed upon recipients of federal funds, such as the District.
    3. The District’s Board is committed to protecting students and employees against sexual harassment, whether by students, employees, volunteers, or others under the District’s control. Students or employees who engage in sexual harassment will be subject to disciplinary action under this policy or a corresponding conduct policy.
    4. Conduct that does not rise to the level of sexual harassment as defined in this policy but that constitutes inappropriate or offensive sexual behavior, bullying, or other forms of harassment is still prohibited and will be investigated and addressed under District policies, specifically, AS94 – Student Discrimination and Harassment or DP358 – Employee Discrimination and Harassment.
    5.  The District’s Board authorizes the Superintendent and District Administration to establish administrative procedures consistent with this policy.
  2. Administrative Policy
    Jordan School District's Title IX Sexual Harassment policy shall be administered according to the following administrative policy provisions:

TABLE OF CONTENTS:
A. Title IX Coordinator
B. Definitions
C. Complaint Procedure; Employee Responsibility to Report
D. Formal Complaint
E. Initial Response; Supportive Measures; Emergency Removal Initial Response
F. Investigation of Sexual Harassment - Title IX
G. Determination Regarding Responsibility by Decision-Maker(s)
H. Appeals
I. Confidentiality
J. Retaliation
K. Discipline and Remedial Action; False Complaints
L. Record Keeping
M. Training; Dissemination of Policy

    1. Title IX Coordinator
      1. The District has designated a Title IX Coordinator in the District’s Compliance and Legal Services Office who oversees implementation of this policy.
      2. The Title IX Coordinator is authorized to coordinate the District’s efforts to comply with regulatory requirements of Title IX. All allegations of sexual harassment and discrimination should be directed to the Title IX Coordinator:
    2. Definitions
      1. “Actual knowledge” means that an employee, student, or third-party has informed the Title IX Coordinator or any District official who has authority to institute corrective measures on behalf of the District of the alleged occurrence of harassing, discriminatory, and/or retaliatory conduct. Actual knowledge compels the District to initiate action.
      2. “Advisor” means a person chosen by a party or appointed by the District to accompany the party to meetings related to the grievance process and to advise the party on that process. This individual may be a District employee, a member of the community, or attorney (hired and paid for by a party).
      3. “Appeal Officer” means a person designated by the Superintendent to review an appeal from a determination regarding responsibility in a case of sexual harassment (Title IX). An appeal panel may not contain an investigator(s), decision-maker(s), or the Title IX Coordinator.
      4. “Complainant” means an individual who is alleged to be the victim of conduct that could constitute sexual harassment.
      5. “Decision-maker” means a District administrator responsible to review the investigator’s report and determine whether District policy has been violated based on a preponderance of the evidence standard. The Decision-maker will be responsible to determine appropriate sanctions/discipline when policy is violated and provide a written determination outlining a rationale for finding(s). Multiple decision-makers may be designated by the District.
      6. “Deliberate Indifference Standard” means a recipient (District) with actual knowledge of sexual harassment in an education program or activity must respond in a manner that is not deliberately indifferent. A recipient is deliberately indifferent only if its response to sexual harassment is clearly unreasonable in light of the known circumstances.
      7. “Education program or activity” means locations, events, or circumstances where the District exercises substantial control over both the Respondent and the context in which the sexual harassment or discrimination occurs and also includes any building owned or controlled by the District.
      8. Formal complaint” means a document filed by a Complainant or signed by the Title IX Coordinator alleging sexual harassment against a Respondent and requesting that the District investigate the allegation of sexual harassment.
        1. At the time of filing a formal complaint, a Complainant must be participating in or attempting to participate in an education program or activity of the District. A formal complaint may be filed with the Title IX Coordinator in person, by mail, or by email, using the contact information listed for the Title IX Coordinator above.
        2. The formal complaint must contain the Complainant’s physical or digital signature, or otherwise indicates that the Complainant is the person filing the formal complaint.
        3. A parent/legal guardian may sign and file a formal complaint on behalf of a minor complainant.
      9. “Investigator(s)” means a District administrator (s) trained in Title IX to conduct a prompt, fair, and impartial investigation of a formal complaint under assignment by the Title IX Coordinator. The investigator (s) has responsibility to draft an investigative report and summarize evidence gathered from the parties and witnesses in a Title IX investigation.
      10. “Preponderance of the evidence” means the evidentiary standard necessary to demonstrate the allegation is more likely true than not true.
      11. “Prompt” means the time period in which allegations are acted upon once the District has received notice or a formal complaint. Typically, complaints can take 60-90 business days to resolve. There are always exceptions and extenuating circumstances that can cause a resolution to take longer, but the District will avoid all undue delays within its control.
      12. “Resolution” means the result of an informal or formal grievance process.
      13. “Respondent” means an individual who has been reported to be the perpetrator of conduct that could constitute sexual harassment.
      14. “Sexual harassment” means conduct on the basis of sex that satisfies one or more of the following:
        1. A District employee conditioning the provision of an aid, benefit, or service on an individual’s participation in unwelcome sexual conduct (quid pro quo). Quid pro quo harassment is not evaluated for severity, pervasiveness, offensiveness, or denial of equal educational access, because such misconduct is sufficiently serious to deprive a person of equal access.
        2. Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it denies a person equal access to the District’s education program or activity:
          1. Severe: Based on whether the described occurrence or conduct was severe from the perspective of a reasonable person in the complainant’s position.
          2. Pervasive: A single instance of an offensive comment or joke typically does not meet the Title IX standard for sexual harassment requiring investigation, but there may be instances where a single unwelcome act may meet that standard. Factors to consider include, but are not limited to, whether there is a pattern of sexual harassment, the number of people involved, and whether the unwelcome sex-based conduct involves widespread dissemination of offensive material.
          3. Objectively Offensive: Based on whether the described occurrence or conduct was offensive from the perspective of a reasonable person in the complainant’s position. Notably, the perspective for offensiveness is based on the reasonableness from the complainant’s perspective, and the intent of the respondent is irrelevant in the analysis.
          4. Effectively Denies Equal Access: This does not require that a Complainant be entirely or physically excluded from educational opportunities, but rather that the sexual harassment has so undermined and detracted from the complainant’s educational experience, that he or she is effectively denied equal access to the school’s resources and opportunities; or
        3. Sexual assault as defined in by the Title IX regulations:
          1. Forcible rape, forcible sodomy, or forcible fondling;
          2. Incest and statutory rape;
          3. Unwelcome touching of a person’s private body parts for the purpose of sexual gratification. In determining whether conduct meets this definition, administrators shall consider all the circumstances surrounding the incident, such as the age and maturity of the parties, the duration of the incident, the location and secretive nature of the actions, the intent of the parties, and the effects on the parties. See, 20 U.S.C. 1092 (f)(6)(A)(v).
          4. This offense is not evaluated for severity, pervasiveness, offensiveness, or denial of equal educational access because such misconduct is sufficiently serious to deprive a person of equal access;
        4. Dating violence as defined by the Title IX regulations (See, 34 U.S.C 12291 (a)(10)) is violence, such as sexual or physical abuse or threat of such abuse, committed by a person who is or has been in a social relationship of a romantic or intimate nature with the Complainant, which may be determined by (1) the length of the relationship, (2) the type of relationship, (3) the frequency of interaction between the persons involved in the relationship. Dating violence is not evaluated for severity, pervasiveness, offensiveness, or denial of equal educational access, because such misconduct is sufficiently serious to deprive a person of equal access;
        5. Domestic violence as defined by the Title IX regulations (See 34 S.C. 12291 (a)(8)) is violence committed by a current or former spouse or intimate partner of the complainant, by a person with whom the Complainant shares a child in common, by a person who is cohabitating with or has cohabitated with the complainant as a spouse or intimate partner, by a person similarly situated to a spouse of the complainant under Utah law, or by any other person against a complainant who is protected from that person’s acts under Utah law. Domestic violence is not evaluated for severity, pervasiveness, offensiveness, or denial of equal educational access, because such misconduct is sufficiently serious to deprive a person of equal access; or
        6. Stalking as defined by the Title IX regulations (See 34 U.S.C. 12291 (a)(30)) is engaging in a course of conduct directed at a specific person that would cause a reasonable person to fear for his or her safety or the safety of others, or suffer substantial emotional distress. Stalking is not evaluated for severity, pervasiveness, offensiveness, or denial of equal educational access, because such misconduct is sufficiently serious to deprive a person of equal access.
      15. “Sexual misconduct” means unwelcome sexual actions or conduct that is both non-physical or physical, offensive to the sensibilities of any person, including sexual advances, lewd gestures, words or other communication of sexual nature that has the effect of threatening or intimidating the person against whom such conduct is directed, but does not meet the definition of sexual harassment under Title IX for a hostile environment for sexual conduct that is severe, pervasive, and objectively offensive to deny a person equal access to the education program or activity.
      16. “Supportive measures” means non-disciplinary, non-punitive individualized services offered as appropriate, as reasonably available, and without fee or charge to the Complainant or the respondent before or after the filing of a formal complaint or where no formal complaint has been filed. Such measures are designed to restore or preserve equal access to the District’s education program or activity without unreasonably burdening either party, including measures designed to protect the safety of all parties or the District’s educational environment, or deter sexual harassment.
      17. “Title IX Coordinator” means the employee designated by the District to coordinate efforts to comply with Title IX, including implementing the grievance process and managing required training under the regulations. The District’s policy will include the name, office, address, and telephone number of employee(s) appointed.
    3. Complaint Procedure; Employee Responsibility to Report
      1. Individuals who believe they have been subjected to sexual harassment should immediately notify a teacher, administrator, supervisor, or the Title IX Coordinator. They may file either an informal or a formal complaint.
      2. An employee with actual knowledge of sexual harassment or allegation of sexual harassment shall, as soon as is reasonably possible, notify the Title IX Coordinator with the allegations.
      3. An individual other than a Complainant may file a report or notice of sexual harassment, in which case the procedures for an initial response and supportive measures will be followed. However, an investigation is opened only upon receipt of a formal complaint by the Complainant or, if a minor, by the Complainant’s parent/legal guardian.
      4. Any District or school employee who observes or otherwise becomes aware of conduct that may constitute sexual harassment against a student or employee must report the conduct to the Title IX Coordinator regardless of whether the student files a formal or informal complaint or not.
      5. Parent(s) or legal guardian(s) are permitted to accompany the student to any meeting or interview during a grievance process to exercise rights on behalf of the student. The student’s advisor of choice may be a different person from the parent or guardian.
    4. Formal Complaint
      A formal complaint must be in writing and must be delivered to the Title IX Coordinator. To the extent possible, the formal complaint should include:

      1. Name, home address, e-mail address, telephone number of the Complainant;
      2. Date(s), of incident(s) giving rise to the complaint;
      3. Name(s) of Respondent(s);
      4. Description of the conduct or incident(s) giving rise to the complaint;
      5. Description of the harm caused by the incident; and
      6. Description of remedy sought. Providing a description of the remedy sought does not confer authority on the Complainant or the Complainant’s parent/legal guardian to determine the discipline imposed on the Respondent. The determination of remedies, including any disciplinary action, rests only within the authority and sole discretion of the District and may not be divested to others.
    5. Initial Response; Supportive Measures; Emergency Removal Initial Response
      1. Employee Receipt of Notice, “Actual Knowledge.” Whenever any District or school employee becomes aware of an allegation of, or conduct that may constitute, sexual harassment, the Title IX Coordinator must be notified.
        1. Actual knowledge of such conduct or allegation may be made known through a variety of means, including but not limited to: verbal complaints by students or parent(s)/legal guardian(s); notice from an employee; direct observation, or as facts are disclosed during normal disciplinary proceedings.
      2. Receipt of Notice to Administrator:
        1. If a school administrator becomes aware of offensive sexual behavior or sexual conduct, the administrator shall conduct an initial assessment to determine whether the conduct might meet the definition of sexual harassment under this policy.
        2. If there is evidence that the conduct constitutes sexual harassment, or if a reasonable person would consider the conduct sexual harassment under this policy, the school administrator shall report the conduct to the Title IX Coordinator.
          1. For situations involving students, the Title IX Coordinator shall contact the parents/legal guardian.
          2. The school administrator in consultation with the Title IX Coordinator, may provide upon receiving a report of sexual harassment, appropriate and immediate supportive measures to the Complainant in the interim between when the Title IX Coordinator is able to make contact with the Complainant.
      3. Upon receipt of notice (actual knowledge) of sexual harassment or allegations of sexual harassment, the Title IX Coordinator shall promptly contact the Complainant to discuss:
        1. The availability of supportive measures consider the Complainant’s wishes with respect to supportive measures;
        2. Inform the Complainant of the availability of supportive measures with or without the filing of a formal complaint;
        3. Explain to the Complainant the process for filing and investigating a formal complaint; and
        4. Explain to the Complainant that the parties may have an adult advisor of their choice throughout the investigation of a formal complaint.
      4. The Title IX Coordinator should consult with, and implement supportive measures in collaboration with, the school administrator for students, or HR Director for an employee. The Title IX Coordinator is responsible for coordinating the effective implementation of supportive measures.
        1. Supportive measures may include counseling, extensions of deadlines or other course-related adjustments, modifications of work or class schedules, campus escort services, mutual restrictions on contact between the parties, supervised transitions, changes in work locations, increased security and monitoring of certain areas of the campus, and other similar measures.
        2. The District must maintain as confidential any supportive measures provided to the Complainant or Respondent, to the extent that maintaining such confidentiality would not impair the ability of the District to provide the supportive measures.
      5. Emergency Removal: The Title IX Coordinator, in consultation with an administrator and the Administrator of Schools (AOS) or in the case of an employee, the Administrator of Human Resources, may seek an emergency removal of a Respondent from the District’s education program or activity.
        1. To remove a Respondent on an emergency basis, the District must undertake an individualized safety and risk analysis and determine that an immediate threat to the physical health or safety of a student or other individual arising from the allegations of sexual harassment justifies the removal.
        2. The Respondent must be given notice and an opportunity to challenge the decision immediately following the removal. An emergency removal may not constitute or be documented as disciplinary action.
        3. In the case of an employee, the District may place a non-student employee Respondent on administrative leave during the pendency of the grievance process.
      6. If the Title IX Coordinator receives a report from a student, parent/legal guardian, school employee, and/or school administrator before receiving a formal complaint, he or she shall interview the Complainant and determine whether to sign a formal complaint on behalf of the Complainant.
      7. The Title IX Coordinator may consolidate formal complaints against more than one Respondent, or by more than one Complainant against one or more Respondents, where the allegations of sexual harassment arise out of the same facts or circumstances.
    6. Investigation of Sexual Harassment - Title IX
      1. Dismissal
        1. Upon receipt of a formal complaint, the Title IX Coordinator determines whether the complaint must or may be dismissed. A dismissal may occur at any point in the investigation until such time as a determination is made regarding the reported allegations.
        2. Mandatory Dismissal: The Title IX Coordinator must dismiss the complaint if any of the following conditions apply:
          1. The conduct alleged would not constitute sexual harassment as defined in this policy, even if proved true;
          2. The conduct alleged did not occur in a District program or activity; or
          3. The conduct alleged did not occur against a person in the United States.
            a)   This dismissal does not preclude action under another District policy. The District has the flexibility to provide supportive measures in response to allegations of conduct, and to investigate such conduct, that does not involve sexual harassment but is otherwise prohibited under District policy, including bullying, discrimination, harassment, and other sexually inappropriate conduct.
        3. Discretionary Dismissal: The Title IX Coordinator may dismiss the complaint or any of the allegations therein if any of the following conditions apply:
          1. a Complainant notifies the Title IX Coordinator in writing that they would like to withdraw the formal complaint or any allegations therein;
          2. the Respondent is no longer enrolled or employed by the District; or
          3. specific circumstances prevent the District from gathering evidence sufficient to reach a determination as to the allegations contained in the formal complaint.
            a)   If dismissed, the Title IX Coordinator shall promptly notify both parties in writing of a dismissal decision, and shall give both parties equal right to appeal a dismissal decision (See Appeals, Section II. G.).
      2. Assignment of Investigator
        1. The Title IX Coordinator shall assign an investigator(s) to conduct the Title IX investigation.
        2. The Title IX Coordinator may conduct the investigation, or conduct the investigation with another investigator who is trained to conduct sexual harassment investigations provided the Title IX Coordinator was not the person who conducted the preliminary review regarding jurisdiction.
        3. The investigator must receive training on the definition of sexual harassment under this policy, the scope of the District’s education programs and activities, how to conduct an investigation, how to determine relevance to create an investigative report that fairly summarizes relevant evidence, how to write and issue an investigative report, and how to serve impartially, including by avoiding prejudgment of the facts at issue, conflicts of interest, and bias.
        4. The investigator should begin each investigation by creating an investigation file.
        5. The investigator shall refer the matter to law enforcement authorities or the Utah State Division of Child and Family Services, where appropriate or required by law. The investigator must continue to conduct the investigation even if the matter has been referred to another agency. The investigator should coordinate with the other agency and may adjust timelines and procedures accordingly.
      3. Investigative Procedures
        The District must ensure that investigations include the following steps:

        1. The investigator shall ensure that the burden of proof and the burden of gathering evidence sufficient to reach a determination regarding responsibility rests on the District and not on the parties.
          1. Access to a party’s records that are made or maintained by a physician, psychiatrist, psychologist, or other recognized professional or paraprofessional acting in their capacity in connection with the party’s treatment can only be obtained through the party’s voluntary, written consent (if the party is a minor, consent must be from the parent).
        2. Notice of Allegations: Upon receipt of a formal complaint, the Title IX Coordinator shall provide written notice to the parties of the allegations. The notice must include:
          1. Notice of the District’s formal complaint and investigation process, including any informal resolution process available;
          2. Notice of the allegations of sexual harassment, including sufficient details known at the time and with sufficient time to prepare a response before any initial interview. Sufficient details include the following, if known:
            a) The identities of the parties involved in the incident;
            b) the conduct allegedly constituting sexual harassment under this policy; and
            c) the date and location of the alleged incident.
          3. A statement that the Respondent is presumed innocent until a determination has been made at the conclusion of the investigation;
          4. A statement that the parties may have an advisor of their choice, who may be, but is not required to be, an attorney.
          5. A statement that the parties will be provided two, ten (10) day periods in which to inspect and review all evidence collected during the investigation but prior to completion of an investigation report and after the investigative report has been written.
          6. A statement that District policy prohibits knowingly making false statements or knowingly submitting false information during the investigation and that a party found to have done so is subject to disciplinary action.
        3. Interviews
          1. The investigator shall provide written notice of the date, time, location, participants, and purpose of all investigative interviews to a party whose participation is invited or expected, with sufficient time for the party to prepare to participate.
          2. The investigator shall provide an equal opportunity for the parties to present witnesses, including fact and expert witnesses, and other inculpatory and exculpatory evidence.
          3. Each of the following persons shall be interviewed, and a record made of their conversations.
            a) The Complainant. The complainant may be accompanied by an adult representative, including legal counsel. The Complainant may present evidence supporting the complaint.
            1) In cases of sexual assault or other severe trauma, the investigator should seek assistance from professionals trained in interviewing children. Such professionals may include designated officials from the Children’s Justice Center, the Department of Child and Family Services, or some other private or governmental agency.
            2) The investigator shall comply with the reporting requirements regarding the reporting of Child Abuse or Neglect (See Policy AS70 Child Abuse-Neglect Reporting by School Personnel).
            b) The Respondent. The Respondent may be accompanied by an adult representative, including legal counsel. The Respondent may present evidence refuting the allegations set forth in the complaint. The investigator should gather a signed, written statement from the Respondent that responds to the allegations.
            c) The Witnesses. Anyone who witnessed the alleged conduct. The investigator should gather a signed witness statement from each witness using the Title IX Witness Statement form.
            d) Anyone mentioned as having related information. The investigator should document all conversations related to the alleged incident.
          4. Equal opportunity shall be provided for the parties to present witnesses, including fact and expert witnesses, and other inculpatory and exculpatory evidence.
          5. The investigator may have additional conversations with any of the individuals listed in subsection to ensure that all relevant facts have been gathered.
        4. Preservation of Evidence
          1. The investigator shall gather and preserve all evidence, including footage from surveillance cameras, photos, physical evidence, documents, correspondence, and any relevant electronic information such as text messages, camera footage, and social media postings.
          2. All evidence gathered must be maintained in the Evidence Log and/or the Privilege Log.
        5. Informal Resolution may be appropriate in cases of sexual harassment under Title IX according to the following requirements:
          1. Informal mediation can never be offered to resolve complaints alleging that an employee sexually harassed a student;
          2. Facilitators must be free from conflicts of interest or bias and be trained to serve impartially;
          3. Informal resolution processes must have reasonably prompt time frames;
          4. The initial written notice of allegations sent to both parties must include information about the informal resolution processes made available; and
          5. Parties retain their right to the formal grievance process, and can withdraw from informal resolution and resume a formal process at any time before agreeing to a resolution.
        6. Investigative Report
          1. Prior to completing the investigative report, the investigator shall send to each party and the party’s advisor (if applicable) the evidence subject to inspection and review in an electronic format or a hard copy. The parties must have at least ten (10) calendar days to submit a written response, which the investigator may consider prior to completion of the investigative report.
          2. The investigator shall objectively evaluate all relevant evidence, including the credibility of all statements, the investigator shall prepare a final written report of the investigation. The report should be completed using the District’s Title IX Report Template.
          3. The report must “fairly summarize relevant evidence,” and should include the following:
            a)  A description of the complaint.
            b)  A description of the interim supportive measures provided to the complainant and/or the respondent.
            c)  A detailed description of the investigation, including names and dates of individuals interviewed; receipt of written statements; and evidence considered, including video and audio recordings, correspondence, etc.
            d)  Findings of fact. This section should describe with sufficient detail the events and actions found by the investigator to be true and include both inculpatory and exculpatory evidence considered relevant.
          4. The investigator shall provide a copy of the final investigative report simultaneously to the parties and notify them that they have ten (10) calendar days to review the report and provide a response, including written questions they would like asked of any party or witness. The investigator notifies the parties that their response and questions should be submitted to the Title IX Coordinator.
    7. Determination Regarding Responsibility by Decision-Maker(s)
      1. Decision-maker(s)
        1. A District administrator identified as a decision-maker is responsible to review the investigator’s report and determine whether District policy has been violated based on a preponderance of the evidence standard.
        2. The Decision-maker is responsible to determine appropriate sanctions/discipline when policy is violated and provide a written determination outlining a rationale for finding(s). Multiple decision-makers may be designated by the District.
        3. The Decision-maker(s) cannot be the same person as the Title IX Coordinator or an investigator(s).
        4. The Decision-maker(s) may not have a conflict of interest or bias for or against complainants or respondents generally or an individual complainant or respondent.
        5. The Decision-maker(s) must receive training on the definition of sexual harassment under this policy, the scope of the District’s education programs and activities, how to conduct an investigation, how to issue a written determination, and how to serve impartially, including by avoiding prejudgment of the facts at issue, conflicts of interest, and bias.
      2. Parties’ Response to Investigative Report
        1. Upon receipt of the investigation report, the Decision-maker(s) must allow for at least ten (10) days to receive any written response from the parties before issuing a written determination regarding responsibility and whether District policy was violated.
        2. Questions and evidence about the complainant’s sexual predisposition or prior sexual behavior are not relevant unless such questions and evidence are offered to prove that someone other than the respondent committed the alleged conduct or if the questions and evidence concern specific incidents of the complainant’s prior sexual behavior with respect to the Respondent and are offered to prove consent. The Decision-maker(s) must explain to a party proposing the questions any decision to exclude a question as not relevant.
        3. Upon receipt of relevant questions from a party, the Decision-maker(s) submits the questions to the witness or party to whom they are directed and establishes a timeframe in which the questions must be answered. Upon receipt of the answers, the decision-maker provides them to the parties who proposed the questions.
        4. At the Decision-maker’s discretion, the Decision-maker may permit limited follow-up questions from the parties.
      3. Determination Regarding Responsibility
        1. The Decision-maker(s) must issue a written determination as to whether the Respondent committed sexual harassment in violation of the District’s Title IX policy.
        2. The Decision-maker(s) objectively evaluates all relevant evidence gathered and presented during the investigation, as found in the investigative report, along with the answers to any written questions and follow-up questions to parties and witnesses as a response to the investigative report. The Decision-maker(s) evaluate the evidence, judge credibility based on factors of plausibility and consistency in party and witness statements, and then will reach a determination regarding responsibility.
        3. The Decision-maker(s) may consult with the investigator, the District’s General Counsel, and other administrators as applicable in making a determination, except for the Superintendent and his/her designee to whom an appeal would be directed.
        4. The Decision-maker(s) shall base the determination on the preponderance of the evidence standard. The District shall apply the same standard to all formal complaints of sexual harassment, whether the complaint involves a student or employee.
      4. The Written Determination
        1. The written determination must include:
          1. Identification of the allegations potentially constituting sexual harassment as defined in this policy;
          2. A description of the procedural steps taken from the receipt of the formal complaint through the determination, including any notifications to the parties, interviews with parties and witnesses, site visits, methods used to gather other evidence;
          3. Findings of fact supporting the determination;
          4. Conclusions regarding the application of the District’s policy to the facts;
          5. A statement of, and rationale for, the result as to each allegation, including a determination regarding responsibility, any disciplinary sanctions the recipient imposes on the Respondent, and whether remedies designed to restore or preserve equal access to the recipient’s education program or activity will be provided by the recipient to the Complainant; and
          6. The District’s procedures and bases for the Complainant and Respondent to appeal.
          7. The recipient must provide the written determination to the parties simultaneously.
        2. If the Respondent is a student and found to have committed sexual harassment, the decision-maker shall ensure that the behavior and resulting disciplinary action is documented in the Student Information System.
        3. Upon receipt of the final determination, the Complainant or Respondent may file an appeal.
        4. The determination regarding responsibility becomes final either on the date that the recipient provides the parties with the written determination of the result of the appeal, if an appeal is filed, or if an appeal is not filed, the date on which an appeal would no longer be considered timely, which is 10 calendar days after the issuance of the decision regarding responsibility.
      5. Issuance of Written Determination
        1. At the conclusion of the decision-making process, the Decision-maker(s) shall provide the written determination to the parties simultaneously.
        2. The Decision-maker(s) also provides a copy of the written determination to the Title IX Coordinator.
    8. Appeals
      1. Either party, the Complainant or Respondent, may appeal the Dismissal of a Formal
        Complaint in writing within five (5) calendar days after receipt of a Notice of Dismissal. Failure to submit written notice of an appeal within five (5) calendar days constitutes forfeiture of any right to appeal from a Dismissal of a Formal Complaint.
      2. Either party, the Complainant or Respondent, may appeal the Determination Regarding Responsibility within ten (10) calendar days from the date of when the written Determination Regarding Responsibility was issued. Failure to submit written notice of an appeal within ten (10) calendar days constitutes forfeiture of any right to appeal.
        1. Appeals shall be submitted to the Legal Services department, who shall forward the appeal to the Appeal Officer.
        2. Grounds for an appeal of a Determination Regarding Responsibility:
          1. Procedural irregularity that affected the outcome of the matter;
          2. New evidence that was not reasonably available at the time the Determination Regarding Responsibility was made, that could affect the outcome of the matter; or
          3. If a party believes there was a conflict of interest of the Title IX Coordinator, investigator (s), or decision-maker (s).
          4. If an appeal does not introduce new evidence or allege a conflict of interest or violation of the investigation procedures of this policy, it will be denied.
          5. Disagreement with the outcome of an investigation or with an investigator (s) interpretation or findings of facts is not grounds for an appeal under this policy.
        3. The Appeal Officer will notify the other party in writing when an appeal is filed and offer the non-appealing party an opportunity to provide a written statement in support of, or challenging, the outcome. The Appeal Officer will issue a written decision as to whether the investigation procedures were followed, whether there was a conflict of interest, or whether any new evidence would change the outcome of the investigation.
        4. The decision of the Appeal Officer is final.
    9. Confidentiality
      1. It is the policy of the District to respect, as far as possible, the privacy and anonymity of all parties and witnesses to complaints brought under this policy. However, because an individual’s right to confidentiality must be balanced with the District’s obligations to cooperate with law enforcement, government agency investigations, or legal proceedings, or to investigate and take necessary action to resolve a complaint, including by allowing each party the chance to provide information to the investigator, information about the complaint may be disclosed in appropriate circumstances, and for other good reasons that apply to the particular situation. The investigator also may discuss the complaint with one or more of the following persons:
        1. The General Counsel;
        2. The parent/legal guardian of the victim;
        3. The parent/legal guardian of an alleged student perpetrator;
        4. A teacher or staff member whose knowledge of the students involved may help in determining who is telling the truth;
        5. Utah State Division of Child and Family Services for purposes of investigating child abuse reports; and
        6. Law enforcement agencies where the investigator has reasonable suspicion that the alleged Discrimination or Harassment involves criminal activity.
      2. Where a complaint involves allegations of child abuse, the complaint shall be immediately reported to appropriate law enforcement authorities or the Utah State Division of Child and Family Services. The anonymity of both the complainant and school officials involved in the investigation will be strictly protected as required by Utah Code §62A-4a-412.
    10. Retaliation
      1. Retaliation: It is prohibited for the District or any District employee to take materially adverse action by intimidating, threatening, coercing, harassing, or discriminating against any individual for the purpose of interfering with any right or privilege secured by law or policy, or because the individual has made a report or complaint, testified, assisted, or participated or refused to participate in any manner in an investigation, proceeding, or hearing under this policy and procedure.
      2. Protected activity under this policy includes reporting an incident that may implicate this policy, participating in the grievance process, supporting a Complainant or Respondent, assisting in providing information relevant to an investigation, and/or acting in good faith to oppose conduct that constitutes a violation of this policy.
      3. Acts of alleged retaliation should be reported immediately to the Title IX Coordinator and will be promptly investigated. The District is prepared to take appropriate steps to protect individuals who fear that they may be subjected to retaliation.
      4. The following do not constitute retaliation under this policy:
        1. The exercise of rights protected under the First Amendment.
        2. Charging an individual with a code of conduct violation for making a materially false statement in bad faith in the course of a grievance proceeding under this policy and procedure. A determination regarding responsibility, alone, is not sufficient to conclude that any party has made a materially false statement in bad faith.
    11. Discipline and Remedial Action; False Complaints
      1. Any student who engages in sexual harassment of anyone at school or at any school-related activity or event is in violation of this policy and shall be subject to disciplinary action consistent with the District’s Student Conduct and Disciplinary Process. Disciplinary action may include, but is not limited to, suspension, expulsion, exclusion or loss of extracurricular activities, probation, or alternative educational placement. In imposing such discipline, all facts and circumstances of the incident(s) shall be taken into account.
      2. Any employee who engages in sexual harassment of any student at school or at a school-related activity or event is in violation of this policy and shall be subject to disciplinary action consistent with the District’s Employee Termination policies. Disciplinary action may include, but is not limited to, warnings, reprimands, probation, disciplinary transfer, suspension, reduction in pay or hours, or termination. In imposing such discipline, all facts and circumstances of the incidents(s) shall be taken into account.
      3. If the investigator has reasonable suspicion that the harassment involves sexual assault, rape, or any other activity of a criminal nature, the District shall notify appropriate law enforcement authorities and immediately initiate proceedings to remove the accused party from the situation.
      4. If an investigation finds evidence of sexual harassment, the District shall implement remedial action necessary to eliminate its effects upon the victim and the school environment. Remedial action may include changes to school or District programs, offerings, facilities, rules, policies, or practices.
      5. Intentionally false, malicious, or frivolous complaints of sexual harassment shall result in corrective or disciplinary action taken against the complainant.
    12. Record Keeping
      1. The Title IX Coordinator shall maintain a confidential record separate from the individual’s educational or personnel file that includes the complaint, response, witness statements, evidence, investigative report, written determination, any appeal and the result therefrom, and any informal resolution and the result therefrom for seven (7) years.
      2. All student discipline issued for violations of this policy shall be documented by the Decision-maker on the District’s Student Information System. Consistent with the U.S. Department of Education Civil Rights Data Collection, the documentation must indicate that sexual harassment served as the basis for which the student was disciplined.
      3. All complaints made under this policy involving a student must be documented by the Building Administrator on the District’s Student Information System. Complaints must be documented even if the investigation results in a finding that this policy was not violated. Consistent with the U.S. Department of Education Civil Rights Data Collection, the documentation must indicate that the violation constituted sexual harassment.
      4. All complaints and allegations of sexual harassment shall be kept confidential except as necessary to carry out the investigation or take other subsequent necessary action.
      5. Records of complaints and investigations shall be retained in accordance with applicable federal and state law.
    13. Training; Dissemination of Policy
      1. The District recognizes the importance of educating its employees and students regarding the prevention of sexual harassment and the observance of high ethical standards. To these ends, the District will provide ongoing training and education in this area. Notice of this policy will be distributed, and training will be conducted for employees and students of the District.
      2. This policy may be posted on the District’s website and published in student registration materials, student and employee handbooks, parent information guides, and other appropriate school publications as directed by the District.

Published on
  • Effective: 3/19/2024
  1. Board Directive
    Animals are prohibited in Jordan School District schools and administrative offices with exceptions for service animals and animals-in-training, for instructional purposes, or working dogs used by a law enforcement agency. The Board delegates to the District Administration responsibility for developing and administering this policy.
  2. Administrative Policy
    1. General Prohibition
      1. Animals, including but not limited to pets and emotional support animals, are prohibited in Jordan School District schools and administrative offices except for:
        1. Service animals as defined by the Americans with Disabilities Act (ADA);
        2. Service animals-in-training. While Service Animals in training are not recognized under the ADAAA, Utah State Law §26B-6-803 provides those same rights of access for individuals who are training Service Animals.
          1. A service-dog-in-training is a dog, accompanied by its trainer, that is undergoing individual training to provide specific disability-related work or service for an individual with a disability. This does not include obedience training or socialization of puppies who may later become Service Animals (generally 12-18 months). Thus, adult dogs are recognized as being “in training” to provide disability-specific assistance only after they have completed an earlier period of socialization (i.e., obedience training, being house broken, getting acclimated to public places and every day activities as pets).
          2. Animals-in-training must be clearly identified (i.e., wearing a vest) and trainers shall notify the school’s administration in advance of the presence of a service animal-in-training.
          3. During work and classroom hours, no more than one service animal-in-training is permitted on-site per employee or student.
        3. Animals for instructional purposes as approved by the appropriate school administrator or Jordan School District (“District”) authority; and
        4. Working dogs used by a law enforcement agency for law enforcement purposes.
    2. Service Animals
      1. The ADA defines service animals as those that are individually trained to provide work or perform tasks for an individual with a disability including a physical, sensory, psychiatric, intellectual, or other mental disability. This does not include animals for emotional support.
        1. If animals meet this definition, they are considered service animals under the ADA, regardless of whether they have been licensed or certified by a state or local government.
        2. Only dogs (and in some cases miniature horses) are recognized as service animals.
      2. Service animals and service animals in training shall be leashed and remain under the owner’s or caretaker’s control at all times unless leashing prohibits the animal’s service function.
      3. Dogs used as service animals and service animal-in-training shall maintain current dog licenses and required vaccinations including DHPP (Distemper, Adenovirus type 2, Parainfluenza, Parvovirus), Bordetella, and Rabies, as specified in local and state ordinances and laws.
      4. Exclusion of service animals: The ADA/504 does not overrule legitimate safety requirements.
        1. If admitting service animals would fundamentally alter the nature of a service or program, or create a safety issue for the animal and/or students/employees, service animals may be prohibited.
        2. If a particular service animal is out of control and the handler does not take effective action to control it, or is not housebroken, that animal may be excluded.
        3. Allergies and fear of the service animal are not valid reasons for denying access or refusing service to people using service animals. When a person who is allergic to service animals’ dander and a person who uses a service animal must spend time in the same room or facility, for example, in a school classroom, they both shall be accommodated by assigning them, if possible, to different locations within the room or different rooms in the facility.
    3. Process
      1. A student or employee with a service animal or a service animal-in-training shall provide license and vaccination information and sign an acknowledgment of the Owner’s/School/District Responsibilities to the Office for General Counsel prior to bringing the service animal or animal-in-training on campus.
        1. The Acknowledgement of the Owner’s/School/District Responsibilities shall be signed every academic year (for students, or calendar year (for employees) that the animal or animal-in-training is on the JSD campus.
        2. The aforementioned records shall be maintained in the Office of General Counsel.
    4. Service Animals on Campus—Owner’s Responsibilities
      1. The owner is responsible for attending to and fully controlling the service animal at all times. A service animal shall have a harness, leash, or other tether unless a) the owner is unable to use a harness, leash, or tether, or b) using a harness, leash, or tether will interfere with the animal’s ability to safely and effectively perform its duties.
      2. Owner is responsible for the care costs necessary for a service animal’s well-being. The arrangements and responsibilities with the care of a service animal are the sole responsibility of the owner at all times, including feeding, regular bathing, and grooming, as needed.
      3. Owner is responsible for independently removing or arranging for the removal of the service animal’s waste.
      4. Owner is responsible for complying with local and state licensing laws for animal rights and owner responsibilities.
      5. Owner is responsible for paying for any damage to school or Jordan School District property caused by the animal.
      6. Owner may register the service animal with the Voluntary Registry maintained in the main office. This registry is voluntary.
      7. It is the responsibility of the service animal’s owner to update vaccination and license documentation
    5. Service Animals at Jordan School District—School/District Responsibilities
      1. Jordan School District may prohibit the use of service animals in certain locations due to health and safety restrictions or places where the animal might be in danger. Restricted areas may include, but are not limited to, food preparation areas, instructional laboratories, boiler rooms, and other areas prohibited by law.
      2. Jordan School District must allow service animals to accompany their owners at all times and everywhere on campus where the general public (if accompanying a visitor) or other students (if accompanying a student) are allowed, except for places where there is a health, environmental, or safety hazard.
      3. Staff cannot ask about the person’s disability, require medical documentation, require a special identification card or training documentation for the service animal, or ask that the service animal demonstrate its ability to perform the work or task.
        1. District employees, when appropriate, will only ask two questions about service animals, and may ask these questions only if the services or tasks performed are not visible.
          1. Is the service animal required because of a disability?
          2. What work or task is the animal trained to perform?
      4. District employees, staff, and other students will not pet or feed a service animal or attempt to separate the animal from the owner.
      5. District employees, staff, and other students will contact the Office of the General Counsel if there are any additional questions regarding students, employees, or visitors to campus who have service animals.
      6. District employees will report any service animals who misbehave or any owners (or others) who mistreat their service animals to the school or District office administrator. The individual school or District office administrator will determine what qualities as “misbehavior” in consultation with the Office of General Counsel.
    6. Voluntary Service Animal Registry
      1. The service animal registry is completely voluntary. There is no mandatory obligation imposed on service animals to register with the school or District office, nor can there be a restriction of access at the school sites or District administration offices for service animals that are not registered. The voluntary registry is not to be confused with the process outlined in III. C. above
      2. The voluntary service animal registry shall be maintained at the individual school (for students) and Jordan School District Human Resources (for employees). The registry shall contain the service animal owner's name, the name of the service animal, a copy of the current vaccinations/license, and contact information for the owner.
      3. The voluntary service animal registry serves a public purpose, such as ensuring that District and school staff know to look for service animals during an emergency or evacuation process.
    7. Service Animals-in-Training
      1. In instances where requests are submitted for animals-in-training to be brought on-site, no more than one service animal-in-training is permitted on-site per employee or student.
    8. Emotional Support Animals
      1. Emotional support animals are not considered service animals because they are not trained to perform work or tasks specific to a person’s disability.
      2. Emotional support animals are not generally permitted on District property.
    9. Animal Use to Further Instructional Purposes
      1. Animals used specifically to further an instructional purpose as part of District or school program may be permitted in Jordan School District schools and administrative offices when the animals are kenneled and handled in a way that does not pose a danger to anyone on site. Animals used to further instructional purposes may be out of a kennel when engaged in the instructional purpose.
      2. Any injuries resulting from interaction with these animals shall be reported immediately to the main office for documentation. Injuries may also be subject to reporting with local or state agencies.
      3. Requests to use an animal to further instructional purposes shall be made to the school administrator. Such requests shall be in writing and must include the pedagogical or curricular reasons why the animal shall be allowed on campus and the instructional purposes the animal serves.
      4. The school administrator’s decision is final.
    10. Incidents Resulting in Injury
      1. If an incident occurs resulting in an animal-caused injury to students, employees, or members of the public, the main office shall be contacted to report all injuries (even minor ones) for documentation.
      2. Each school or District office administrator may contact the Salt Lake County Animal Care and Control Unit for further instruction.
    11. Oversight
      1. Human Resources has oversight and monitoring responsibility for these processes as it pertains to paid and unpaid employees.
        1. Employees shall work with Human Resources to resolve any concerns regarding this policy.
        2. Employees may contact the Office of General Counsel for resolution if attempted resolutions with Human Resources are unsuccessful.
      2. The District Compliance Office has oversight and monitoring responsibility for these processes as it pertains to students.
        1. Students shall work with their school administration to resolve any concerns regarding this policy.
        2. Students may contact the Office of General Counsel for resolution if attempted resolutions with school administration are unsuccessful.

Published on
  • 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.

Published on
  • Effective: 8/23/2011
  • Reviewed: 3/26/2013
  1. Board Directive
    The philosophy of the Board of Education is to establish and maintain elementary schools which are structured to meet the unique needs of students at the elementary level.  The elementary school program shall emphasize academics and provide opportunities for a wide variety of learning experiences.  Programs shall be structured to enable students to develop social skills and learn to interact in a cooperative, supportive environment.  Elementary school extracurricular activities shall be designed solely with the needs of elementary school-age students in mind and shall not mirror middle school activities or events.  Activities which give all students opportunities to participate shall be encouraged with little or no emphasis given to competition.  The Board, therefore, delegates to the District Administration responsibility for establishing policy regarding elementary school philosophy.
  2. Administrative Policy
    This policy shall be administered according to the following administrative policy provisions:
    Memory Books

    1. Yearbooks, such as those published in high schools, shall not be part of the elementary school program.
    2. PTA organizations have the option of publishing a memory book on behalf of the school provided neither the school nor the staff assumes any responsibility for the publication, including liability for content, cost, and/or professional time.
    3. PTA organizations who choose to publish a memory book on behalf of the school shall comply with the Administrative Guidelines for Elementary School Memory Books.

Published on
  • Effective: 1/27/2009
  • Revised: 9/25/2018
  • Reviewed: 3/26/2013
  1. Board Directive

    The Board of Education is committed to good nutritional practices that enhance student learning.  The responsibility to establish requirements regarding vending machines and foods sold outside of the reimbursable meal service in schools is delegated to the District Administration.
  2. Administrative Policy
    1. Vending Machines
      1. All agreements for vending machines shall be in writing in a contract form. Appropriate procurement bidding procedures and policies shall be followed when selecting vendors.
      2. Vending machines for faculty use only are acceptable at all schools and District facilities.  Proceeds may be used for staff appreciation or other school programs, as determined by the school principal or building administrator within the guidelines established by the District Financial Accounting Manual.  These funds should be accounted for separately from student-related vending activity.
      3. Vending machines distributing drinks or food with student access are only allowed at secondary schools.   (See Wellness Policy—AA446)
      4. Vending machines distributing items such as pencils, notebooks, etc., shall be allowed at all school levels.
      5. Acceptable uses of vending machine income shall be at the discretion of the school principal or building administrator, subject to rules outlined in the Financial Accounting Manual.
    2. Other Food Sales at Schools
      1. This policy includes food that is not part of the reimbursable lunch, breakfast or after-school snack program such as vending, a la carte, student-operated restaurants, or other food sales.
      2. Foods which contain minimal nutritional value are discouraged.
      3. Under current Federal School Lunch Regulations, no foods of minimal nutritional value can be sold in eating areas (anywhere in the school where students eat school lunches including classrooms and common areas) during school meal serving periods (7 CFR Part 210.11 and 220.12).

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

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

Published on
  • Effective: 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