Skip to content

Category: Human Resources (DP 300 – DP399)

Published on
  • Effective: 6/13/1972
  • Revision: 8/11/2020
  • Reviewed: 4/26/2013
  1. Board Directive
    It is the directive of the Board to authorize paid sick leave for education support professionals who work 30 hours per week or more and to comply with requirements of Public Law 103-3, Family and Medical Leave Act.  The Board delegates to the Administration responsibility for establishing policy for sick leave and family leave benefits. If additional leave is needed beyond what is covered in this policy, refer to DP322—Family Medical Leave Act.
  2. Administrative Policy

    1. Definitions
      1. Immediate family is defined as husband, wife, daughter, son, father, mother, brother, sister, or other person residing in the employee’s home on a permanent basis. Special circumstances may be appealed to the Sick Leave Review Committee for consideration of immediate family status.
      2. Continuous service includes an approved leave of absence, sabbatical leave, sick bank, military and/or FMLA leave.
        1. If an employee resigns his/her position in the District and then returns, he/she must start over on years of service and sick leave accumulation.
      3. Sick Leave Review Committee
        1. A Sick Leave Review Committee, composed of the Human Resources administrator for education support professionals, one other member of the Human Resources Department and two members of the employee agent group, shall be appointed to administer use of the sick bank. The Human Resources administrator for education support professionals shall serve as the chairperson. If one of the employee agent group members cannot be in attendance, an alternative representative will be requested by the employee agent group president.
        2. The Committee shall review all sick bank requests and rule on sick bank usage. The unused sick bank days shall be reported to the Committee on a quarterly basis.
        3. The Human Resources administrator for education support professionals shall make available to the Committee all the information that is submitted with an employee’s sick bank request.
      4. Minutes of all Sick Leave Bank Committee meetings shall be recorded and made available to all Committee members.The sick leave policy shall be administered according to the following administrative policy provisions.
    2. Sick Leave Accumulations
      1. Sick leave accumulations are based on unused annual leave. See Policy DP335B Annual Leave – Education Support Professionals for annual leave details.
      2. Annual leave does not need to be exhausted before sick leave can be used.
      3. Maximum accumulations:

        9-Month Employees        : (Includes all bus drivers and attendants)
        Maximum sick leave accumulation 180 days
        10-Month Employees        :
        Maximum sick leave accumulation 200 days
        11-Month Employees:
        Maximum sick leave accumulation 220 days
        12-Month Employees:
        Maximum sick leave accumulation 240 days
    3. Sick Leave Benefits During Approved Absences
      Should an employee be granted a leave for any reason, he/she will keep his/her number of cumulative sick leave days to be used upon return, but shall not be considered for sick leave during the time of leave.
    4. Use of Sick Leave for Critical Family Care
      1. Although sick leave is intended for use by the employee for personal health-related absences, some sick leave may be used for critical family care as described below. Annual leave should be used for non-critical care of an ill family member.
      2. A maximum of twelve (12) days of sick leave may be used each year to care for a critically ill member of the employee’s immediate family, as defined above.
      3. Use of sick leave for critical family illness must be authorized by the Sick Leave Review Committee. The employee must submit his/her request electronically by applying online via Employee Access.
      4. Employees may not apply for critical family care benefits until five (5) annual leave days have been used.
      5. In cases of extended critical care, employees may apply for additional days beyond the twelve (12) day allowance.
        1. If more days are needed, employees who continue to deal with a critical family care (as defined in item D.1. above) may apply to the Sick Leave Review Committee for up to three (3) additional days.
        2. If additional days are granted, 40% of the employee’s daily rate for each additional day of leave shall be deducted from the employee’s pay.
    5. Use of Sick Leave for Adoption
      1. An employee who adopts a child must apply for critical family care days by submitting his/her request electronically to the Sick Leave Review Committee by applying online via Employee Access.
      2. Employees may use up to a maximum of twenty (20) accumulated sick leave days at the time actual custody of the child is received. An employee shall not exceed a total of twenty (20) days of leave time, including the use of accrued personal leave days.
      3. Any additional leave must fall under the provisions of DP322—Family Medical Leave Act.
    6. Notification of Absence
      1.  Absences due to illness are to be reported to the appropriate office or individual as soon as possible.
      2. The Administration may require a doctor's certificate without regard to the number of sick leave days claimed at any one time.
      3. Employees absent for more than five (5) consecutive days shall apply for FMLA within the policy provisions of DP322—Family Medical Leave Act.
      4. Elective surgery shall be scheduled to minimize the time off work.
      5. The employee shall record the absence in Skyward at least one hour prior to the start of his/her contract day or the day of the absence. A supervisor may require additional information.
    7. Abuse of Sick Leave
      1. If an immediate supervisor suspects that an employee has misused his/her sick leave benefit as established by this policy, the immediate supervisor shall conference with the employee.
      2. If it is determined that the employee has misused his/her sick leave the immediate supervisor will forward a written explanation of the abuse to the Administrator of Human Resources or his/her designee and an investigation shall be conducted.
      3. If the investigation of sick leave abuse proves to be true, the following policy provisions will be in effect:
        1. Salary received for those unauthorized days shall be reclaimed.
        2. There shall be a five-day (5) suspension without pay. The principal/director will determine when this suspension will be implemented to cause the least disruption to the school/department and students.
        3. Disciplinary actions taken, up to and including termination of employment shall be entered in the employee's personnel file.
    8. Employee-Funded Sick Bank
      1. Employee Participation in the Sick Bank
        1. Employees are automatically enrolled in the sick bank each year through the annual donation of one (1) annual leave day to the sick bank.
        2. Each year, employees wishing to opt out of participation in the sick bank must annually complete the appropriate online form in Employee Access no later than September 1 for current employees and October 1 for first-year employees.
        3. Employees who have been offered a temporary transitional duty assignment due to a work-related injury, who refuse the temporary transitional duty assignment, will not be eligible for sick bank.
        4. Non-contracted employees shall not be eligible for the sick bank.
      2. Use of the Sick Bank
        1. The sick bank is not intended to be used for in-and-out absences, elective medical procedures or other medical care that could be scheduled during non-contract time.
        2. Employees shall complete an official request for sick bank leave online via Employee Access.
        3. Employees shall complete a release of medical information form to allow the members of the Sick Leave Review Committee to review any medical documentation that they provide with the request for sick bank leave.
        4. Employees shall be required to complete a release of information form to allow the Sick Bank Committee to review their official District personnel file, if the need should arise.
        5. Before an employee is eligible to apply for sick bank leave, the following criteria must be met for each qualifying medical condition. The employee must have:
          1. applied for FMLA (which will run concurrently with any sick bank leave usage); and
          2. exhausted all accrued sick leave days, annual leave days (up to a maximum of five (5) days), vacation days; and
          3. missed a minimum of fifteen (15) work days (any days from #1 and #2 above and/or no-pay days qualify for meeting this requirement).
        6. An employee shall be required to provide the Sick Leave Review Committee with updated information regarding his/her condition every 30 days after the approval of the sick bank leave benefits. Continuation of the sick bank leave shall be contingent upon the information contained in the update.
      3. Sick Bank Allowances
        Employees who are considered “Provisional” as defined in DP314 — Provisional and Probationary Education Support Professionals as of July 1 are not eligible for sick bank benefits that year. An employee’s continuous contracted service as of July 1 will determine his/her sick bank eligibility for that year. Sick leave days per year are based on the following:
        1 - 3 years of service are eligible for up to 15 sick bank days
        4 - 7 years of service are eligible for up to 30 sick bank days
        8 - 11 years of service are eligible for up to 60 sick bank days
        12 years of service and above are eligible for up to 120 sick bank days
      4. Employee Funded Sick Leave Bank Limitations
        1. The illness/injury must be medically documented with a statement bearing an original signature from the attending physician. The verification of absence form may not be stamped with a physician’s signature or signed by the attending nurse, office manager, etc.
        2. A second opinion may be required with any costs not covered by insurance borne by the District.
        3. Prior to granting sick bank leave, an employee shall acknowledge and agree in the online application to repay the sick bank any unused vacation days for sick bank days used or granted before transitioning to long-term disability.
        4. Prior to granting sick bank days an employee shall acknowledge and agree in the online application to repay compensation at his/her daily rate of pay for sick bank days used or granted if he/she terminates employment with the District for other than medical reasons before completion of the current and succeeding contract year. The purpose of said funds would be to purchase days
          for the sick bank.
        5. No employee shall draw more than 120 days from the sick leave bank during a three-year period.
        6. No employee shall take vacation days within 15 working days after drawing upon the sick bank.
        7. No employee shall accrue leave days, i.e., annual leave or vacation while drawing upon the sick bank.
        8. After 180 calendar days, including summer months, sick leave benefits from District sources shall terminate and employees shall transition to long term disability according to the provisions of policy DP317 — Long-Term Disability Insurance.
        9. No appeal beyond the Sick Leave Review Committee is provided.
        10. If all days in the sick bank are exhausted prior to July 1, no additional days will be granted for the remainder of the current contract year.

Published on
  • Effective: 5/24/1971
  • Revision: 12/14/2010
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board recognizes that the primary responsibility of the total educational process is to provide services to individual students through individualization of programs based on the student's needs, interests and talents.   The Board also recognizes that it is the primary responsibility of the teacher to spend the greatest proportion of his/her time instructing students.  Part-time support personnel may be employed to assist teachers in the educational process.  The Board delegates to the Administration the responsibility to develop and administer a policy regarding part-time support personnel.
  2. Administrative Policy
    The Administration will administer the policy in accordance with the following administrative policy provisions:

    1. Support personnel work under the direction and supervision of the principal, director, and/or teacher, as applicable.  The teacher has the primary responsibility to educate students, and therefore, should not delegate such responsibility to support personnel.
    2. Support personnel complete a variety of tasks and assignments as outlined in a specific job description and must be able to complete all essential functions listed in the description.  Some of these assignments may include secretarial, clerical, nutrition, custodial, or classroom instruction.
    3. Support personnel employed as classroom or instructional assistants may perform actual instructional tasks under the direction of a teacher.  Under no circumstances would they (1) diagnose educational needs, (2) prescribe action, or (3) evaluate the results of instruction.
    4. The local school administrator will be responsible for developing the staffing pattern of the individual department or grade level.  This will be done in the school in cooperation with the professional staff of these departments or grade levels.  Department directors will also determine staffing patterns based on their department needs and available funding.
    5. All support personnel are considered supplementary and are employed upon the recommendation of the principal with the approval of the Administration.
    6. Support personnel are temporary, non-contracted employees and are considered at-will.  That is, either the employee or Jordan School District may end the employment relationship at any time, for any reason, or for no reason.  Support personnel are employed on a part-time basis only.  Support personnel do not accrue or earn District seniority and are not eligible for any District benefits or state retirement.
    7. If the principal or director determines that there are problems regarding staffing that he/she is unable to solve at the local level, he/she should communicate these problems to the Administrator of Human Resources or his/her designated representative.
    8. The Administrator of Human Resources will involve the respective Administrator of Schools in reviewing the problem and making a recommendation.
    9. Recommendations for the use of support personnel must be approved by the respective Administrators of Schools.
    10. The principal is responsible for ensuring that the support personnel are used in the roles for which they have been hired.
    11. It is the principal's or director’s responsibility to obtain optimum use of the support personnel through the development of an in-service training program for both professional educators and support personnel as well as providing adequate supervision.
    12. The teacher is responsible for using support personnel (within the framework of the job description) to provide the best possible program for the individual student.  Proper use of support personnel will provide the best possible program for the individual student. Proper use of support personnel will provide the professional educator more time to:
      1. Diagnose learning needs of students
      2. Prescribe educational programs for students in accordance with those needs
      3. Interpret and evaluate the results of instruction or testing
    13. The Administration, as they consider the employment of support personnel, will follow job descriptions as approved for individual positions.

Published on
  • Effective: 10/6/1970
  • Revision: 12/12/2017
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board recognizes that the length of working days varies for different categories of employees.   The Board delegates to the District Administration the responsibility for establishing the length of the work day and determining the working hours for all employees.
  2. Administrative Policy
    The immediate supervisor or school principal shall have the responsibility of scheduling the hours of work for individual employees to conform to the requirements within each position.  This will be done within the following administrative policy provisions:

    1. Licensed personnel assigned to the local schools are expected to be at school at least one-half hour before school begins and to remain at school at least one-half hour after school is dismissed. Licensed personnel working in team-teaching schools with compressed schedules shall be at the school a comparable number of hours as those assigned to other schools.
    2. Licensed personnel working on a part-time basis will have their hours determined by the school principal or immediate supervisor in cooperation with the Administrator of Human Resources and approved by the Superintendent.
    3. Itinerant licensed personnel assigned to the various local schools shall work a number of hours comparable to other licensed personnel.
    4. Licensed personnel may not perform work for or receive compensation from another employer during contract time with Jordan School District.
    5. Hours of work that job share and part-time employees are required to spend on assignments such as parent/teacher conferences, committee work, faculty meetings, etc. shall be prorated by the percentage of a full-time contract.
    6. Principals retain the authorization to require staff to attend up to two events annually outside of contract time
      without compensation, such as Back to School Night or any other school directed event. Parent Teacher
      Conferences are not included and are compensated by days off.

Published on
  • Effective: 2/10/1970
  • Revision: 7/1/2023
  • Reviewed: 10/27/2015
  1. Board Directive
    It is the directive of the Board to allow employees who qualify for benefits to receive released time with pay for bereavement in the case of the death of a member of the immediate family.  The Board delegates the responsibility for implementing policy regarding bereavement leave for education support professionals.
  2. Administrative Policy
    The Bereavement Leave Policy shall be administered in accordance with the following administrative policy provisions:

    1. Employees shall be granted up to eight (8) days absence without pay deduction in the event of the death of a spouse, daughter, son, step-daughter or step-son.  This would also include any other person residing in the home who may have assumed the role of daughter, son, or spouse.
    2. Employees shall be granted up to three (3) days absence without pay deduction in the event of the death of the employee's or spouse's parent, step-parent, brother, sister, grandfather, grandmother, grandchild, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or other person residing in the employee's home.  Verification of family relationship may be requested.
    3. A maximum of two (2) additional days may be granted if travel time is needed.  Travel must be in excess of 350 miles (one way) to qualify for additional days. An immediate supervisor shall request travel verification information from an employee.
    4. Bereavement Leave is provided only for the death of individuals listed under items A. and B. and must be taken within fourteen (14) calendar days of the individual's death.  Exceptions require verification and Cabinet approval. Employees who request to take additional leave days or who need to miss work because of the death of an individual not covered in this policy should refer to DP335B NEG —Annual Leave – Education Support Professionals.
    5. Bereavement leave for part-time employees shall be prorated according to the percentage of a full-time contract; e.g., an employee on a 30-hour  contract would be eligible for eight (8) six- (6) hour days for the death of individuals listed in items A. and B.
    6. If the death of an employee's parent results in the loss of the only remaining parent, up to three (3) days may be taken to deal with estate issues.  The three (3) additional days must be taken within one (1) calendar year of the parent's death.
    7. Employees shall enter their bereavement leave absence in Employee Access and in Absence Management (formerly known as AESOP), if a substitute is needed.  Bereavement leave requests should include the relationship to the deceased, date of death and location of service.

Review History: 6/14/2005, 7/12/2011, 4/26/2013, 6/10/14
Revision history:  7/12/2011, 5/23/2017

Published on
  • Effective: 2/10/1970
  • Revision: 7/1/2023
  • Reviewed: 4/26/2013
  1. Board Directive 
    It is the policy of the Board to allow employees who qualify for benefits to receive released time with pay for bereavement in the case of the death of a member of the immediate family.  The Board authorizes the Administration to administer policy for bereavement leave for licensed employees.
  2. Administrative Policy
    The Bereavement Leave Policy shall be administered in accordance with the following administrative policy provisions:

    1. Employees shall be granted up to eight (8) days absence without pay deduction contiguous with the event of the death of a spouse, daughter, son, step-daughter or step-son.  This would also include any other person residing in the home who may have assumed the role of daughter, son or spouse.
    2. Employees shall be granted up to three (3) days absence without pay deduction in the event of the death of the employee's or spouse's parent, step-parent, brother, sister, grandfather, grandmother, grandchild, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or other person residing in the employee's home. Verification of family relationship may be requested.
    3. A maximum of two (2) additional days may be granted if travel time is needed. Travel must be in excess of 350 miles (one way) to qualify for additional days. An immediate supervisor shall request travel verification information from an employee.
    4. Bereavement Leave is provided only for the death of individuals listed under items A. and B. and must be taken within 14 (fourteen) calendar days of the individual's death.  Exceptions will require verification and Cabinet approval.  Employees who request to take additional leave days or who need to miss work because of the death of an individual not covered in this policy should refer to the DP335 NEG –Annual Leave, Licensed, or other available leave policy.
    5. Bereavement leave for part-time employees shall be prorated according to the percentage of a full-time contract; e.g., an employee on a half-time contract would be eligible for eight (8) half days for the death of individuals listed in items A. and B.
    6. If the death of an employee's parent results in the loss of the only remaining parent, up to three (3) additional personal leave days may be taken to deal with estate issues. The three (3) additional days must be taken within one (1) calendar year of the parent's death.
    7. Employees shall enter their bereavement leave absence in Employee Access and in Absence Management (formerly known as AESOP), if a substitute is needed.  Bereavement leave requests should include the relationship to the deceased, date of death and location of service.

Revision history:  9/8/2009, 4/25/2017

Published on
  • Effective: 2/10/1970
  • Revision: 12/3/2012
  • Reviewed: 5/28/2013
  1. Board Directive
    Jordan School District strives to provide adequate staffing of the schools each day including the placement of qualified substitute teachers when necessary.   The Board delegates to the District Administration the responsibility of assigning substitute teachers to the schools.
  2. Administrative Policy
    The substitute teacher policy shall be administered by the Human Resources Department, in accordance with the following administrative policy provisions:

    1. Leave for teachers will be granted in accordance with District policies established by the Administration.  Copies of the leave policies are available on the District website.
      1. A teacher who will be absent must notify the principal or designee, and is responsible for calling the substitute management system to arrange for a substitute teacher.
      2. When teachers know in advance that they will be absent, they may call the substitute management system up to 45 days prior to the absence.
      3. A teacher who is absent shall provide adequate lesson plans for the substitute.  Seating charts of the students’ names for each class shall be provided when applicable.
    2. The Administrator of Human Resources shall be responsible for obtaining the best qualified substitute teachers available.  Substitute teachers shall be secured and placed in accordance with the following administrative policy provisions:
      1. A prospective substitute teacher must file an online application with the Human Resources Department for review by a qualified staff member.  Human Resources shall determine the candidate's qualifications for substitute service.  An interview may be conducted.
      2. Every effort will be made to seek the most qualified person to substitute.  Those with a degree and certification shall be given first consideration.  Only candidates who are 21 years of age or older with 60 semester hours or an Associate Degree equivalent, shall be placed on the District approved list as regular substitutes.  In an emergency, a person with less than 60 semester hours may substitute if the individual has had training or experience in an area that meets specific District, school, or student needs.
      3. The substitute teacher shall report to the school principal or his/her designee.  The substitute shall carefully review all lesson plan material, and follow the teacher’s lesson plans.  At the end of the day, a report shall be left by the substitute for the regular teacher.
      4. The principal, or his/her designee, shall welcome all substitutes, aid them in finding teacher plans, and orient them to the school schedule and procedures.
      5. The principal, or his/her designee will be responsible to verify and reconcile substitute teacher hours of work in the District online substitute system and timesheets when applicable.
      6. If a substitute teacher renders unsatisfactory service for a school, the principal shall so indicate to the Administrator of Human Resources on the Substitute Teacher Evaluation Form.  Evaluations shall be made to determine if substitutes should remain on the District list.
      7. Teacher requests made in advance for a particular substitute will be honored whenever possible.
      8. When advance notice is given for absences of more than one day, the same substitute will be assigned for the duration of the absence whenever possible.
      9. Substitute teachers may be limited on the number of hours worked.

Published on
  • Effective: 1/27/1970
  • Revision: 8/25/2015
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board recognizes that people who staff the school system are discharging a public trust of great significance and value to the community and to the nation.  It recognizes further that the human resources of the school system--the skill, the ability, the ingenuity, and the loyalty of each employee--are the key to a successful education system.  The Board delegates the Adminsitration to fill all vacancies with the best qualified persons available without regard to race, color, sex, pregnancy, childbirth or pregnancy-related conditions, religion, national origin, age (if the individual is 40 years of age or older), disability, sexual orientation or gender identity in order to obtain and maintain a high level of employee performance and satisfaction.  Utah Code 34A-5-106. It further charges the Administration to strive to retain capable and desirable employees already in the school system.
  2. Administrative Policy
    1. Definition of Personnel
      Personnel, as described herein, refers to all licensed employees and education support professionals in the District.  In addition, the philosophy, the Administration, and the policies which form the framework of the organization within which these groups operate are considered as integral parts of personnel.
    2. Areas of Personnel Administration
      Personnel administration includes in its responsibilities the formulation of and implementation of policies and standards relating to the eligibility, selection, assignment, compensation, efficiency, promotion, transfer, probation, resignation, dismissal, absence, retirement, professional growth, job descriptions, professional rights, welfare, and personnel records of all employees of the schools.
    3. Welfare of Students
      The personnel organization shall provide children with educational opportunities of the highest possible quality.  Toward this end, the following principles offer guidance:

      1. Clarification of Educational Objectives - The entire school staff of the District and the Board should share in the development of educational aims which seek to fulfill the unique function of public education in American society.  Those involved in this task should strive to be flexible, objective, and resourceful and to be aware of the implications of the constantly changing field of education.  They should strive to develop a climate that stimulates creativity in the staff members and the students.  They should consider as essential a problem-solving approach for reaching solutions to problems of the classroom, the school, and the District.  Therefore, the school staff and the Board should work toward obtaining the services of employees of the highest competence who can help to achieve these aims.  Personnel actions affect, and are affected by, school organization, curriculum, and staff morale.
      2. Promotion of Pupil Achievement - Since one of the major purposes of each school system is to increase the degree and quality of each pupil's achievement in relationship to his/her ability, staff members of the highest caliber are needed.  Personnel practices should be tested to determine the extent to which quality instructional services to pupils, in relationship to their abilities at all levels of education, are provided.
      3. Maintenance of High Standards - In order to ensure instructional and supplementary services of high quality, personnel practices should reflect a consistent policy of selecting well-prepared employees and of encouraging the upgrading of services after employment.
      4. Maintenance of Integrity - Individuals should have a clear and undeviating purpose to provide the best possible opportunity for students to learn.  They should regard their position as a public trust, and their objectivity and efficiency consistently should justify the confidence placed in them.
      5. Citizenship Training - All personnel should recognize the importance of their role in the citizenship training of all students.  Every effort should be made to assist students to make worthwhile contributions to society.
    4. Welfare of Personnel
      The personnel organization should create a climate in which the individual staff member can make his/her best contribution.

      1. Integrity of Purpose - Integrity of purpose is an obligation of all District employees.  Respect for personality, mutual faith, trust and understanding should permeate all their relationships.
      2. Cooperative Involvement in Development of Personnel Policies - In formulating and implementing personnel policies and practices, the cooperative involvement of those concerned is imperative.
      3. Equality of Treatment - The principles of fairness and impartiality shall be followed in all personnel actions.
      4. Recognition of Excellence - District employees, the school system, and students benefit when excellence of service is recognized by words of appreciation, leadership opportunities, and advancement.  Employees deserve recognition for their contributions and accomplishments.  The very nature of public education makes sensitivity to this concern paramount.  Through such recognition, individuals find helpful encouragement for creativity and self-expression within the framework of their positions.
      5. Provision for Leadership Opportunities - Personnel procedures should enable those staff members who have the potential, to be advanced to positions of leadership in the school system, through an orderly procedure for professional advancement and promotion.
      6. Maintenance of Good Communications - Avenues for clear and candid two-way communication in all personnel relationships are essential.  The continuous flow of information through recognized channels contributes to a better understanding of the total educational enterprise.  Any employee has the obligation to be available for consultation, in confidence, in privacy, and in an atmosphere of sympathetic understanding.
      7. Fostering of Quality of Service - All District employees share in the responsibility of creating a climate wherein the employees can work at maximum efficiency.  Excellence in performance is more nearly possible when economic rewards, physical facilities, and a favorable psychological climate are provided.

Published on
  • Effective: 9/30/1969
  • Revision: 7/1/2023
  • Reviewed: 6/10/2014
  1. Board Directive
    The Board of Education recognizes that, under extenuating circumstances, an employee of the District may request termination of his/her contract, that the appropriate office of the District may request the termination of a contract, and that by mutual agreement between the District and the employee, an employee's contract may be terminated.  The Board delegates to the Administration the responsibility for developing policy regarding resignations for licensed employees.
  2. Administrative Policy
    Proper notice of resignation must be submitted electronically by the employee through Employee Access.  This notice will begin when received by the Human Resources Department.  The resignation policy shall be administered in accordance with the following administrative policy provisions:

    1. Employees are expected to adhere to the conditions of the contract until it has been terminated legally or by mutual consent.
    2. Provided verification is received by the Human Resource Department, the employee may be released from the contract at any time for reasons such as maternity or adoption of a child, transfer of spouse, military service, illness, etc. and will not be assessed the $500 fine.
    3. When requesting contract termination, licensed personnel must notify the Human Resource Department via Employee Access with at least thirty (30) calendar days’ written notice.  Failure to give such notice will result in an assessment of $500 to be deducted from the last paycheck and may result in attachment of a letter that precludes future employment with the District. Employees must also notify their principal or department director with at least thirty (30) calendar days’ notice.
    4. Employees resigning during the contract year will be assessed 50% of the daily rate of a licensed employee on salary level one for any leave days used during the last thirty (30) days of their employment except in the case of an immediate, verified medical reason or emergency.
    5. Employees resigning/retiring at the end of the current contract year, who give official notification of resignation/retirement through Employee Access prior to the published timeline will be eligible for a monetary incentive according to the timeline and incentive approved by the Board.  This incentive will be paid on the last regular paycheck.

Published on
  • Effective: 9/30/1969
  • Revision: 7/22/2014
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board recognizes that, under extenuating circumstances, an employee of the District may request termination of his/her contract, that the appropriate office of the District may request the termination of a contract, and that by mutual agreement between the District and the employee, an employee's contract may be terminated.
    The Board delegates to the Administration the responsibility for developing policy regarding resignations for education support professionals.
  2. Administrative Policy
    Proper notice of resignation in writing shall be submitted through the school principal/department director and to the Human Resources Department.  This notice  will begin when received by the Human Resources Department.  The resignation policy shall be administered in accordance with the following administrative policy provisions:

    1. Employees are expected to adhere to the conditions of the contract until it has been terminated legally or by mutual consent.
    2. The employee may be released from the contract at any time for reasons such as maternity or adoption of a child, transfer of spouse, military service, illness, etc.
    3. Education support professionals shall be required to give two weeks' notice of resignation electronically through Employee Access  to the Human Resource Department except in the case of an immediate, verified medical reason or emergency.  Education support professionals shall also notify their principal or director.

Published on
  • Effective: 9/29/1969
  • Revision: 7/22/2014
  1. Board Directive
    The Board, as a service to its employees, authorizes the District Administration to provide for salary deductions from salaries paid for programs required by law and those approved by the Board.
  2. Administrative Policy
    Deductions from salary shall be made in accordance with the following provisions:

    1. All personnel who are contracted  are required to participate in the Utah State Retirement System as provided by law.
    2. Routine deductions shall be made for those deductions requiredby law according to the proper legal schedule.
      1. Social Security
      2. Income Tax (Federal and State)
    3. Deductions for dues to professional organizations, group medical insurance, United Way, special insurance premiums, annuities and other approved deductions shall be made only upon written request by the employee.