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  • Effective: 8/27/1969
  • Revision: 5/8/2018
  • Reviewed: 4/26/13

  1. Board Directive
    The Board recognizes the need for a District grievance process and delegates to the Administration the authority to implement a policy regarding grievance procedures for licensed personnel.
  2. Administration Policy
    It is the policy of the Administration to address grievances alleged by licensed employees with the following administrative policy provisions:

    1.  Definitions
      1. Grievance - A complaint which:
        1. Sets forth an allegation that there has been a violation of District policy, state law, or federal law.
        2. Specifically identifies the policy or statute alleged to have been violated.
        3. Provides a detailed statement of the alleged violation.
      2. Grievant - Any licensed employee or group of licensed employees aggrieved by a decision or condition falling under District policy, or state or federal law.
      3. Grievance Officer - The District employee or employees designated to review complaints regarding alleged violation of District policy, state law, and/or federal law and charged with the responsibility of investigating, or overseeing the investigation of, complaints.
      4. District - The Human Resource Administrator or his/her designee.
    2.  Procedure
      1. Step I
        Any licensed employee alleging a grievance is encouraged to resolve the problem, if possible, through an informal discussion with the immediate supervisor.  If this is not satisfactory, the grievant may file at Step II.
      1. Step II
        A grievance must be filed within thirty (30) calendar days of the date the grievant knew or should have known of the circumstances which precipitated the grievance.
        Any licensed employee submitting a grievance at Step II shall present a completed Licensed Employee Grievance form to his/her immediate supervisor.  Grievance forms are available in the District’s Human Resources Department or online at the District’s Human Resources website.  A copy of the grievance form shall be immediately forwarded by the supervisor to the grievance officer, the appropriate District-level Administrator, and the Administrator of Human Resources.  The grievance officer shall then submit the issue in question to the employee agent group in writing.  The employee agent group has the option of reviewing the issue and making a written response to the grievance officer.

        1. The supervisor shall respond to the grievance, in writing, within eight (8) calendar days following receipt of the grievance.  A copy of the response will be forwarded to the grievance officer, the appropriate District-level Administrator, and the Administrator of Human Resources or his/her designee, grievant, or representative.
        2. If the response (decision) does not resolve the grievance, the grievant may file the grievance at Step III.
      2. Step III:
        The Investigatory Committee may be activated at this step only.  (See Miscellaneous Provisions Item C. 8.)

        1. The grievant shall prepare and file the Licensed Employee Grievance Form with the grievance officer at Step III.
        2. The Investigatory Committee or the grievance officer shall investigate the complaint with the parties concerned in the grievance within twenty (20) calendar days of the grievance having been filed at Step III.
        3. The grievance officer shall issue a written report setting forth his/her findings and recommendations for the resolution of the grievance within eight (8) calendar days after the conclusion of the investigation.
        4. The grievance shall be considered resolved if the grievant and the District accept the recommendations of the grievance officer, or if the grievant fails to file the grievance at Step IV within the time limits set forth herein.
        5. If no written report has been issued within the time limits set forth in "c." above, or if the grievant or District shall reject the recommendations of the grievance officer, the grievant shall be authorized to file the grievance at Step IV.
      3.  Step IV:
        1. If the grievant rejects the recommendations of the grievance officer, the Investigatory Committee, or the grievance officer fails to issue a written report in the time specified, the grievant shall have fourteen (14) calendar days to request that an impartial hearing examiner be selected to hear the grievance.
        2. Within fourteen (14) calendar days days of receipt of the request, the grievance officer and the grievant or his/her designated representative shall meet together to agree upon a mutually acceptable impartial hearing examiner. (See Miscellaneous Provisions C.10-13)
        3. The impartial hearing examiner shall submit written recommendations to the Superintendent or his/her designee and the grievant or his/her designated representative within fourteen (14) calendar days after the hearing.
        4. The Superintendent or his/her designee shall, within eight (8) calendar days, submit in writing to the grievant the District's decision to reject or accept the impartial hearing examiner's recommendation.
      4. Step V:
        1. If the grievant rejects the recommendations of the Superintendent or his/her designee, or if the Superintendent or his/her designee fails to issue a report within the time limits set forth above, the grievant shall be authorized to file the grievance at Step V within fourteen (14) calendar days of the date the recommendation of the Superintendent or his/her designee was issued or should have been issued.
        2. The grievance at Step V shall be filed with the Board in the following manner:
          1. The grievant shall file the grievance by delivering it to the Board within the time limits set forth herein.
          2. Within fourteen (14) calendar days of receipt of the grievance or another timeline agreed to in writing by both parties, the Board shall establish a hearing date to hear the testimony of all interested parties.  The Board shall have the authority to call witnesses for the hearing.  Such hearing will be held within thirty (30) calendar days of filing of the grievance at Step V or another timeline agreed to in writing by both parties.
          3. Within forty-five (45) calendar days or other timeline agreed to in writing by both parties of the filing of the grievance at Step V, the Board shall issue its determination of the grievance.  The findings of the Board shall be final and binding.
    3. Miscellaneous Provisions
      1. A grievance shall furnish sufficient background concerning the alleged violation which identifies date(s), time(s), person(s), and actions that led to the allegation.
      2. No person shall suffer recrimination or discrimination because of participation in this grievance procedure.
      3. Hearings should be scheduled during a mutually convenient time.
      4. Employees shall be free to testify regarding any grievance filed hereunder.
      5. Confidentiality will be observed pending resolution of the grievance or final decision by the Board.
      6. Nothing contained herein shall be construed so as to limit in any way the ability of the District and the grievant to resolve any grievance, mutually and informally.
      7. The grievant shall be entitled to representation of his/her choice in all stages of these proceedings.
      8. If needed, the Investigatory Committee shall be selected as follows:  The District shall designate one member of its choice and the employee agent shall designate one member of its choice, and these two appointees shall recommend a third committee member subject to the approval by the employee agent and the District.  This committee shall conduct investigations of grievances filed by persons asking to be represented by the employee agent and shall report the results of its findings and its recommendations, in writing, to the grievance officer who shall be responsible to make final determination of all grievances filed at Step III.  Step III grievances shall be investigated and a response made, regardless of whether or not the grievant asks for representation.
      9. When required, members of the Investigatory Committee shall be excused from their regular assignments to perform investigations.
      10. Impartial hearing examiners shall be persons who will conduct hearings independent of pressure or influence from the District administration, District staff, the licensed employee who is the participant in the grievance, or any association or organization acting on behalf of or representing the employee. No impartial hearing examiner may be a direct supervisor or subordinate of either the employee or a person recommending the employee’s termination for cause.
      11. Impartial hearing examiners may either be District hearing examiners or individuals not employed with the District.
      12. The employee agent and the District may agree to use a mutually agreed upon outside arbitration entity for Level IV hearings. This includes following the rules and procedures as outlined by that entity.
      13. The cost of services of the hearing examiner shall be equally shared by the District and the educator or the organization representing the educator.
      14. In the event that the grievance remains unresolved at the termination of this grievance procedure, the grievant is free to pursue such litigation or statutory remedy as the law may provide.
      15. Employees should exhaust all District grievance procedures before seeking other legal remedies.

Licensed Employee Grievance form PDF (form updated 5/23/2016)

  • Effective: 8/27/1969
  • Revision: 7/1/2023
  • Reviewed: 8/25/2015

  1. Board Directive
    Jordan District is an equal opportunity employer and is committed to staffing schools and departments with the best fit and most qualified candidates available.  The Board, therefore, delegates to the District Administration responsibility for ensuring that staff selection, promotion and salary placement practices comply with state and federal laws, and that the selection, placement and supervision of employees are free from discrimination, favoritism, or other unethical practices.
  2. Administrative Policy
    The Administration delegates to the Human Resource Department the responsibility for screening and selecting all education support professionals and shall protect the safety and interest of students by hiring only those individuals who are qualified according to state requirements and pass a background check.  All personnel who do not require state teacher or administrative/supervisory certification are designated as education support professionals.Staff selection and placement, promotion and salary placement for part-time and full-time education support professionals shall be accomplished through the use of the following administrative policy provisions:

    1. Background Checks:  Individuals who are offered employment with the District shall be required to prove they are worthy to hold the trust required in a sensitive employment position through the following process:
      1. Each prospective employee shall agree to be fingerprinted and sign a waiver facilitating a criminal background check through the Utah Bureau of Criminal Identification.
      2. The Superintendent or his/her designee shall review each evaluation report received from the Utah Bureau of Criminal Identification to determine final eligibility for employment.
      3. No one shall be hired whose record shows a felony or misdemeanor conviction in an area which causes concern for the safety and well-being of students.
      4. Information disclosed by the Bureau of Criminal Investigation shall not be released to any other agency or individual.
    2. Nepotism
      1. No one with supervisory responsibility shall hire or recommend for hire any “relative” as defined in Utah Code 52-3-1  “father, mother, husband, wife, son, daughter, sister, brother, grandfather, grandmother, uncle, aunt, nephew, niece, grandson, granddaughter, first cousins, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law or daughter-in-law.   Furthermore and in addition to Utah Code, any corresponding step or adoptive relative, or anyone residing on a permanent basis in an employee’s home will also be considered a “relative.”
      2. No employee shall be directly supervised or evaluated by a relative.  Family members as described in B.1 may not be employed under the same immediate supervisor, defined as the authorized evaluator for the employee, without Cabinet approval and Board notification.
      3. Employees hired prior to adoption of this policy are exempt from this guideline except when the proximity of relatives is found to be creating problems.
      4. The hiring of relatives is also prohibited if it results in a conflict of interest with vendors of the District.
      5. In the event of a lack of candidates, a need for specialized skills or unique circumstances, the restriction against hiring relatives may be waived in the best interest of the District upon recommendation of a review committee comprised of the Superintendent and appropriate administrator or director, and upon approval of the Board.
      6. When other qualified candidates have not applied, task assignments of short duration (generally less than sixty (60) working days) may be exempt from this policy.
    3. Selection and Placement of Entry Level Personnel
      1. All job applicants shall be required to complete an online employment application in its entirety.  Failure to complete any portion of the application may disqualify the applicant from employment consideration.
      2. Recruitment, screening and initial interviewing for job openings or positions shall be the responsibility of the Human Resources Department except for designated part-time positions such as sweepers, hourly education support professionals, etc.  Consideration of qualifications shall be determined by job description.
      3. Qualified candidates selected to interview for each opening or position shall be referred to the appropriate building or department administrator followed by a hiring recommendation to the Human Resources Department for final approval.
      4. Continued employment shall be contingent upon satisfactory service.
      5. New employees will be placed on the beginning step of the appropriate lane of the salary schedule unless it is determined that a higher initial step placement is necessary to attract and retain qualified employees in areas of critical District need.  Part-time employees will be placed on the appropriate level step when employed full time.  Employees who work full-time for two or more consecutive summers (a minimum of six months) will be granted one additional step on the salary schedule if hired full time thereafter.
      6. Former full-time District employees who are rehired may be granted full credit on the salary schedule for previous contract experience with the District. Former part-time District employees who are rehired may be granted full credit on the salary schedule for previous experience with the District.
      7. Employees who have retired and are then rehired will be placed up to Step 4 of the appropriate lane.
      8. Salary lane movement will be based upon the above guidelines and the date the employee was hired in the District.  Any person hired between July 1 and Dec. 31 will receive one full year’s experience the following July 1.  Anyone hired between Jan. 1 and June 30 will not receive experience credit for the first months of service up to July 1.
      9. The Administration may choose to promote existing education support professionals to any step and/or lane on the existing salary schedule to retain qualified employees.  The District Administration may make recommendations to the Superintendent for such promotions.
      10. Within its discretion, the Board of Education may augment any existing salary schedule for an existing employee by a specific percentage in order to retain qualified employees of the District.
    4. Job Reviews
      1. The Board of Education established an independent job review procedure through the Human Resource Department to assure the education support professionals job descriptions match the major duties and responsibilities actually assigned to each position by Job Family.
      2. The Board will review the job study results and is responsible to make fiscally responsible salary adjustments.
      3. If the job study reveals an employee is being overpaid in their position, the employee’s salary will be frozen until their current pay falls within their current pay lane.
      4. The Human Resource Department is responsible for revising job descriptions following each job study.
    5. Selection and Promotion of Non-Provisional Personnel
      1. Employees shall be notified of all full-time vacancies at least five (5) days prior to the application closing date.  Notification shall be made on the Human Resource Department website.
      2. Promotion or promote shall mean reassignment to a job which is located on a higher lane of the salary schedule than the lane from which the employee is currently paid or, at the discretion of the Board of Education, to a higher lane of the salary schedule for an employee who retains the same or similar job title and duties in order to retain qualified employees of the District.
      3. All employees may apply for promotion to a position which is posted as a vacancy.  Qualifications being equal, District employees will receive first consideration.  Provisional employees as described in DP314 – Provisional and Probationary Education Support Professionals, II.I. may not be considered for available openings.
      4. An employee who is promoted to a higher position shall be given a trial period of 30 days.  During this 30-day period, the promotion shall be nullified upon request by the District or the employee.  In such a case, the employee shall be returned to his/her former position or a comparable position when available.
      5. The Board of Education may choose to promote existing education support professionals to any step and/or lane on the existing salary schedule to retain qualified employees.  The District Administration may make recommendations to the Board for such promotions.
      6. Within its discretion, the Board of Education may augment any existing salary schedule for an existing employee by a specific percentage in order to retain qualified employees of the District.
      7. Probation reports and negative evaluations older than five (5) years with no repeat violation, as defined by DP 316B—Orderly Termination Procedures for Education Support Professionals, shall not be considered in employee eligibility for promotion or transfer.
    6. Temporary Assignments/Promotion
      On a short-term, temporary basis, it may be necessary for one education support professional to substitute for another education support professional who is assigned to a higher lane on the Education Support Professionals Master Salary Schedule.  Under such circumstances, many responsibilities normally required in the higher position are not required nor accomplished by those in temporary assignments.  While it is neither necessary nor realistic to give equal compensation for such short-term appointments, salary adjustments will be provided when a temporary assignment/promotion is necessitated by the extended illness, injury, or short term leave of an employee.   Beginning on the sixth consecutive working day of the temporary assignment, the promoted employee shall be paid on step two (2) of the higher lane or at $5 per day, whichever is higher.
    7. The District may not refuse to hire, promote, discharge, demote, or terminate an individual, or may not retaliate against, harass, or discriminate in matters of compensation or in terms, privileges, and conditions of employment against an individual otherwise qualified because the individual breastfeeds or expresses milk in the workplace.  Utah Code 34-49-204.
    8. Voluntary Transfers
      Any contract education support professional wishing to transfer laterally or move to a lower lane for which he/she is qualified within Jordan School District shall use the following procedure:

      1. The employee shall submit an online application for any position posted on the District website.
      2. Known vacancies will be posted on the District website for five (5) working days.
      3. The application will be made available to the hiring administrator for first consideration.  Immediate supervisors may not consider new candidates until those requesting a lateral transfer have been considered first.
      4. No employee who is on probation or other disciplinary sanction is eligible for a transfer.

Revision History: 12/13/83, 2/14/12, 8/25/15

Effective: 8/27/1969
Revision: 8/27/2019
Reviewed: 5/28/2013


  1. Board Directive
    The Board recognizes that professional development activities are an important component in staff preparation and training. Therefore, the Board authorizes the District Administration to implement policy which provides released time to eligible licensed classroom teachers for the purpose of engaging in professional activities.  Such activities are to be in keeping with the needs and goals of the local school or the District.
  2. Administrative Policy
    The Administration shall administer this policy in accordance with the following administrative policy provisions:

    1. Employees who participate in professional activities at the request of the District will be provided release days and financial considerations as determined by the District.
    2. Each school shall have a quota for professional leave days which may be used during the year for authorized professional activities.  The formula for each school shall be one (1) day per 4.5 full-time equivalents (FTEs).
    3. Time spent in authorized professional leave activities shall not be counted as an employee absence.
    4. Employees serving as the president or president-elect of a professional organization may be released from assignment to attend a national convention provided the organization or individual pays all related expenses including any substitute costs incurred.
    5. Employees serving as the president of a professional organization may be released from assignment to attend a state convention provided the organization or individual pays all related expenses including substitute costs when appropriate.  A president-elect may use two (2) personal leave days to attend a state convention provided the organization or individual pays all related expenses including substitute costs.
    6. Principals may use one or more of a school's professional days quota to cover the absence of an employee asked to attend a convention by a sponsoring organization provided attendance will benefit a school program or curriculum.
    7. Employees asked to attend a convention by a sponsoring organization whose absence is not covered by a school's professional days quota have the following options:
      1. Use accumulated personal leave days with conference expenses covered by the employee or sponsoring organization.
      2. Take days off without pay not to exceed fifteen (15) days in three (3) years.  (See policy DP337 NEG Leave of Absence (Personal 15 Days) - Licensed)  All conference expenses must be covered by the employee or sponsoring organization.
    8. Released time for other professional duties requires prior approval by the principal or immediate supervisor and the Superintendent or Superintendent's designee.
    9. The principal shall have responsibility for assigning the professional leave days quota after consideration is given to input and recommendations from the school advisory council.
    10. Each school must submit an annual report including the number, names and types of release time activities to its Administrator of Schools.  The report will be shared with the Teacher Quality and Professional Development Committee on an annual basis.
    11. Professional Development Days may only be used for workshops, conferences or activities in support of a teaching assignment. Professional Development Days may not be used for activities related to extracurricular assignments.
    12. Administrators receiving invitations to attend, present, or participate in any local, state or national events must
      communicate this request in writing in advance to their respective Administrator of Schools or Cabinet member.

  • Effective: 8/27/1969
  • Revision: 9/8/2009
  • Reviewed: 5/28/2013

  1. Board Directive
    Recognizing that the staffing of schools is an administrative responsibility, the Board authorizes the District Administration  to develop policies and procedures to ensure the identification and selection of competent personnel.
  2. Administrative Policy
    1. Since the success of the educational program is directly dependent upon the personnel who staff the school, efforts shall be made to recruit, select, assign, and retain competent persons.
      1. Staff members assigned to schools shall be properly licensed and qualified to assume appointments.
      2. The Administration shall consider carefully the transfer requests submitted by personnel who have worked successfully in the District.
      3. The Administration shall retain staff balance among all schools.  Each school shall have strong grade-level or department leadership and a balanced combination of experienced and inexperienced teachers.
      4. The Administration shall make periodic reports of staff appointments to the Board.
    2. The Administration shall use a cooperative approach in the staffing of schools.  This approach will involve many administrators and District instructional staff members in the process of determining staff appointments.  Primary responsibility for the recruiting, screening, recommending, and transferring of staff is delegated to the Administrator of Human Resources.  He/she shall be responsible for the initiation of detailed staffing procedures.  Other appropriate administrators, such as Administrators of Schools, directors, and principals, shall cooperate with the Administrator of Human Resources in making staff decisions.
    3. Requests and Preliminary Data
      1. The Administrator of Human Resources shall develop procedures providing personnel an opportunity to make requests for transfer.
      2. The school principals shall prepare preliminary reports indicating anticipated staff needs for the succeeding year.  These reports shall be prepared in accordance with the projected enrollment and pupil-teacher ratios established by the Administration.
      3. Instructional directors, consultants, and coordinators shall consult with the principals and division administrators as information about personnel is required.  Upon request, they will also assist in the recruiting and screening of candidates for employment.
      4. The Administrator of Human Resources shall conduct necessary interviews in screening and determining qualifications of applicants.  He/she shall be assisted by the personnel staffing specialist.
    4. Recommendations
      1. Instructional directors, consultants, and coordinators shall assist with the identification of successful grade-level or department leaders and advise the Administrator of Human Resources concerning the transfer and placement of personnel.
      2. Principals and Administrators of Schools shall make recommendations pertaining to the appointment of grade-level or department leaders and other personnel.
    5. Decisions
      1. The Administrator of Human Resources shall confer with principals and Administrators of Schools in preparing proposed lists of transfers and appointments.
      2. The Administrator of Human Resources shall review and approve the proposed lists of transfers and appointments with the appropriate area Administrator of Schools.
      3. The Administrators of Schools shall review and approve appointments, act as an arbitrator as problems of staff selection develop, and coordinate the reporting between the Human Resources Department and the Superintendent's Office.
      4. The Superintendent shall review appointments and submit periodic reports of staff appointments to the Board.
      5. The Administrator of Human Resources shall coordinate the announcements of approved appointments and notify the personnel concerned.

  • Effective: 8/27/1969
  • Revision: 4/26/2016
  • Reviewed: 6/10/2014

  1. Board Directive
    The Board recognizes the need for a District grievance process and delegates to the Administration the authority to implement a policy regarding grievance procedures for education support professionals.
  2. Administrative Policy
    It is the policy of the Administration to address grievances alleged by education support professionals with the following administrative policy provisions:

    1. Definitions
      1. Grievance – A complaint which:
        1. Sets forth an allegation that there has been a violation of District policy, state law, or federal law.
        2. Specifically identifies the Jordan School District policy or statute alleged to have been violated.
        3. Provides a detailed statement of the alleged violation.
      2. Grievant – Any education support professional or group of education support professionals aggrieved by a decision or condition falling under District policy, or state or federal law.
      3. Grievance Officer – The District employee or employees designated to review complaints regarding alleged violation of District policy, state law, and/or federal law and charged. with the responsibility of investigating, or overseeing the investigation of, complaints.
      4. Immediate Supervisor – The employee’s principal or department director/administrator.
    2. Procedure
      1. Step I:
        Any education support professional alleging a grievance is encouraged to resolve the problem, if possible, through an informal discussion with the immediate supervisor (Step I). This discussion is included in the twenty (20) working day window for filing a grievance.
      2. Step II:
        1. In the event that the informal discussion does not resolve the problem, an education support professional (grievant) or his/her designated representative may prepare and file a completed grievance form with his/her immediate supervisor. The grievant or his/her representative shall furnish sufficient background information concerning the alleged violation, which identifies date(s), time(s), person(s), the actions that led to the grievance, and the District policy, or state or federal law that was violated.
        2. A copy of the grievance will be immediately forwarded by the immediate supervisor to the District Grievance Officer, the appropriate District-level Administrator, the Administrator of Human Resources or his/her designee, and the President of the employee agent group.
        3. The grievance must be filed within twenty (20) working days of the date the grievant knew, or should have known, of the circumstances which precipitated the grievance. Grievance forms are available in the District’s Human Resources Department or online at the District’s Human Resources website. A grievance will be denied, if the grievant, or his/her designated representative, does not file a grievance form that sets forth an allegation that there has been a violation of a District policy, or state or federal law and specifically identifies the policy or statute alleged to have been violated.
        4. The immediate supervisor to the grievant, or his/her representative, shall respond in writing, within five (5) working days following receipt of the grievance.  A copy of the response will be forwarded to the District Grievance Officer, the appropriate District-level Administrator, the Administrator of Human Resources or his/her designee, and to the President of the employee agent group.
      1. Step III:
        1. If the immediate supervisor’s written response (decision) at Step II does not resolve the problem, the grievant or his/her designee shall forward the completed Education Support Professionals Grievance Form to the District Grievance Officer to initiate Step III.
        2. The District grievance officer shall investigate the complaint with the parties concerned in the grievance within fifteen (15) working days of the grievance having been filed at Step III.
        3. At the conclusion of the investigation, the grievance officer shall render a decision and issue a written report setting forth his/her findings and recommendations for the resolution of the grievance within five (5) working days.
        4. The grievance shall be considered resolved if the grievant and the District accept the recommendations of the District grievance officer.
        5. If no written report has been issued within the time limits set forth in “c” above, or if the grievant or District shall reject the recommendations of the District grievance officer, the grievant or the District shall have the right to appeal to the Board of Education for review of the grievance at Step IV.
      2. Step IV:
        1. A written request for Board of Education review of the grievance must be submitted to the Superintendent or his/her designee within ten (10) days of the date of the grievance officer’s report or the expiration of the time limits set forth in Step III.
        2. The Board of Education shall review the grievance and the grievance officer’s report. (An additional hearing shall not be held.)
        3. The Board of Education may affirm the grievance officer’s recommendations, amend the recommendations, or affirm the recommendations in part and amend in part.
        4. The Board of Education’s written decision shall be issued within twenty-one (21) working days of receipt of the grievant’s written appeal by the Superintendent or his/her designee at Step IV.
        5. If no written decision has been issued within the time limit set forth in B.4.d or if the grievant shall reject the decision of the Board of Education, the grievant shall be free to pursue such litigation or statutory remedy as the law may provide.
    1. Miscellaneous Provisions
      1. The employee will be informed that the time limits set forth in this policy may be modified or extended if mutually agreed upon by the employee, or his/her designated representative, and the District.  If either party wishes to change the timeline set forth in this policy, the party will request the modification(s) from the other party and both parties will need to agree to the modification(s) before the modification(s) can be honored.  The grievance officer will issue a letter of understanding to the parties outlining the agreed upon modified timeline.
      2. No person shall suffer recrimination or discrimination because of participation in this grievance procedure.
      3. Employees shall be free to testify regarding any grievance filed hereunder.
      4. Confidentiality will be observed pending resolution of the grievance.
      5. The grievant may be accompanied by a representative of his/her choice in all stages of these proceedings.
      6. Records of all grievances will be maintained by the District grievance officer. The records will be kept in a separate and confidential file as required by District policy DP367—District Records Management.  Information regarding grievances will be classified as private.

Employee Grievance form PDF (form updated 2/16/2021)

  • Effective: 6/27/1969
  • Revision: 7/13/2010

THIS POLICY ONLY APPLIES TO EMPLOYEES WHO HAVE RETIRED PRIOR TO THE 2006-07 CONTRACT YEAR

  1. Board Policy
    It is the intent of the Board to comply with the Age Discrimination in Employment Amendments of 1986 (P.L. No. 99-592). An employee's age shall not be a factor in determining separation from employment.
  2. Administration Policy
    The District Administration shall administer this policy for employees who retire from the District under the provisions of the Utah State Retirement Act in accordance with the following guidelines:
    Guidelines

    1.  Notification of intent to retire
      1. Employees who plan to retire are encouraged to provide appropriate notice to the Human Resources Department to facilitate an appropriate replacement for the position being vacated.
      2. Employees qualifying for the early retirement provisions of the Utah State Retirement Act (Reference: Section 6-2-28) should give appropriate notification to the District and are encouraged to retire at the end of the year covered by the current contract.
      3. A request for early retirement may be initiated by the employee or the Administration.
      4. The Administrator of Human Resources shall provide assistance to retiring District employees in making written application for retirement benefits to the retirement office.
    2. Sick and personal leave bonus
      Eligible employees will be paid for unused sick, personal leave days, and alternative leave days at the time of retirement based on 30 percent of the employee's contract salary according to the following guidelines:

      1. Daily rate at time of retirement is used for figuring value of unused sick leave.
      2. Total eligible sick days will be computed at the rate of one (1) day per basic contract month FROM the date of continuous employment in the District; i.e., 9 days per year for 9-month employees, 10 days per year for 10-month employees, 11 days per year for 11-month employees, and l2 days per year for 12-month employees.
      3. Sick days, including sick bank and family health days used, during the above period of time will be subtracted FROM the total possible accumulation. Emergency days used between July 1, 1993, and July 1, 1997, are also subtracted from the total accumulation.
      4. The maximum benefit is 180 days for 9-month employees, 200 days for 10-month employees, 220 days for 11-month employees, and 240 days for 12-month employees,
      5. Additional days will be added to this maximum benefit at the rate of two (2) days for each year that no more than one (1) day of sick leave was used, including days deducted for sick bank.
      6. Additional days will be added to this maximum benefit according to Policies DP370B NEG—Alternative Leave Day, Classified, and DP335B NEG—Personal Leave, Classified. Retirees with 25 years of service with the Utah Retirement System have the option of authorizing the District to use the sick leave bonus and $75 per year service award to purchase additional service credit for the employee through the State Retirement System. Salary used to purchase service credit does not appear as employee income. (See Senate Bill 34, passed by the State Legislature in 1995.)
        Note: This formula for retirement benefit has no relationship to the amount of available eligible sick leave days shown on the Time and Attendance Report or on the employee's check stub.
    3. Employees who qualify for retirement under the provisions of the Utah State Retirement System will be paid $75 for each year of service in Jordan School District at the time they retire.
    4. Insurance benefits for retirees
      1. Health and accident insurance
        1. The Board shall pay the premium for group health and life insurance benefits for retirees based on full-time equivalent years of service.
        2. Employees who work fewer than 4 hours per day are not eligible for insurance benefits.
        3. The duration of insurance benefits following retirement will be based on total years of full-time service in Jordan School District. Years of service will be calculated on full-time equivalents; e.g., 2 years of half-time service equal 1 year of full-time service.
        4. Beginning at the date of retirement, insurance benefits (health and life) shall be maintained according to the schedule below. The effective date of the health and accident retirement schedule is the first day of the month following the retirement date.
          Full-time Equivalent Years Insurance Coverage
          10 - 3 years (36 months)
          15 - 3.5 years (42 months)
          20 - 4 years (48 months)
          25 - 5 years (60 months)
          30 - 6 years (72 months)
          35 - 7 years (84 months)
        5. Benefits for part-time classified employees (fewer than 7 hours per day) shall be based on full-time equivalent (FTE) years of service determined by the hours worked per day times the years of service divided by 7.
          Example for calculating FTE for a part-time employee who worked 4.5 hours per day for 15 years, 6 hours per day for 5 years, and 7 hours per day for 5 years:
          4.5 x 15 = 67.5
          6.0 x 5 = 30.0
          7.0 x 5 = 35.0
          132.5 divided by 7 = 18.93 FTE years.
          Note: partial years are not rounded.
        6. Employees who retire at the end of the contract year shall be covered under their regular contract insurance plan through Aug. 31. Retirement insurance benefits shall commence on Sept. 1 and continue for the number of years indicated by the schedule in item e. above.
      2. District insurance benefits for retirees covered under Medicare
        1. Three months before the retiree becomes eligible for Medicare coverage, an assessment will be made to determine the number of months of District insurance eligibility the retiree will have remaining when the retiree transfers from the District's group plan to Medicare. The following two options are available:
          Option 1: Enroll in the District group supplemental insurance plan for the remaining months of eligibility and the dependents, if any, will be offered COBRA.
          Option 2: Waive supplemental insurance. The number of remaining eligible months will include those months waived (i.e., spouse is still an active employee).
          Examples of Options 1 and 2:
          Option 1: 10 eligible months = supplemental insurance
          Option 2: 10 eligible months = waive 6 months, enroll 4 months
      3. Insurance benefits for retirees enrolled in COBRA
        Continuation of coverage for the retiree under COBRA shall run concurrently with the medical coverage provided under this policy. Dependents will be offered COBRA at the time of group coverage loss.
    5. Continuing insurance benefits after eligibility has expired
      Retirees who are not eligible for Medicare and who have exhausted their District insurance benefits may purchase insurance through the District's group insurance program.
      (1) The premium will be set at 110% of the current group rate premium.
      (2) The premium will be reassessed every year and may be adjusted upward if the group rate premium increases.
      (3) Dependents will be offered COBRA at the time of group coverage loss.
    6. All District insurance benefits terminate at the time of the retiree's death.
  3. Post Retirement
    If an employee retires under the provisions of the Utah State Retirement Act and desires to be rehired, they must meet the provisions of current law.

  • Effective: 6/27/1969
  • Revision: 9/8/2009

THIS POLICY ONLY APPLIES TO EMPLOYEES WHO HAVE RETIRED PRIOR TO THE 2006-07 CONTRACT YEAR.

  1. Board Policy
    It is the intent of the Board to comply with the Age Discrimination in Employment Amendments of 1986 (P.L. No. 99-592).  An employee's age shall not be a factor in determining separation from employment.
  2. Administration Policy
    The District Administration shall administer this policy for employees who retire from the District under the provisions of the Utah State Retirement Act in accordance with the following guidelines:
    Guidelines

    1. Notification of intent to retire
      1. Employees who plan to retire are encouraged to provide appropriate notice to the Human Resources Department to facilitate an appropriate replacement for the position being vacated.
      2. Employees qualifying for the early retirement provisions of the Utah State Retirement Act (Reference: Section 6-2-28) should give appropriate notification to the District and are encouraged to retire at the end of the year covered by the current contract.
      3. A request for early retirement may be initiated by the employee or the Administration.
      4. The Administrator of Human Resources shall provide assistance to retiring District employees in making written application for retirement benefits to the retirement office.
    2. Sick and personal leave bonus
      Eligible employees will be paid for unused sick, personal leave days, and alternative leave days at the time of retirement based on 25 percent of the employee's current lane and step using the standard 184-day contract (C salary schedule).

      1. Total eligible days will be computed at the rate of one (1) day per basic contract month from the date of continuous employment in the District; i.e., 9 days per year for 9-month employees, 11 days per year for 11-month employees, and 12 days per year for 12-month employees.
      2. Sick days used, including sick bank days used, during the above period of time will be subtracted from the total possible accumulation.  Emergency days used between July 1, 1993 and July 1, 1997, are also subtracted from the total accumulation.
      3. The maximum benefit is 180 days for 9-month employees, 220 days for 11-month employees, and 240 days for 12-month employees.
      4. Additional days will be added to this maximum benefit at the rate of two (2) days for each year that no more than one (1) day of sick leave was used, including days deducted for sick leave bank.
      5. Additional days will be added to this maximum benefit according to Policies DP370 NEG– Alternative Leave Day, Certificated, and DP335 NEG–Personal Leave, Certificated.
      6. Retirees with 25 years of service with the Utah State Retirement System have the option of authorizing the District to use the sick and personal leave bonus and the $75 per year service award to purchase additional service credit for the employee through the State Retirement System.  Compensation used to purchase service credit is not reported as income to the employee.  (See Senate Bill 34, passed by the State Legislature in 1995.)
        Note: This formula for retirement benefit has no relationship to the amount of available eligible sick leave days shown on the Time and Attendance Report or on the employee's check stub.
    3. Employees who qualify for retirement under the provisions of the Utah State Retirement System will be paid $75 for each year of service in Jordan School District at the time they retire.
    4. Insurance benefits for retirees
      1. Health and life insurance
        1. The Board shall pay the premium for group health and life insurance benefits for full-time employees (7 or 8 hours per day).
        2. Employees who work fewer than 4 hours per day are not eligible for insurance benefits.
        3. The duration of insurance benefits following retirement will be based on total years of full-time service in Jordan School District.  Years of service will be calculated on full-time equivalents; e.g., 2 years of half-time service equal 1 year of full-time service.
        4. Beginning at the date of retirement, insurance benefits (health and life) shall be maintained according to the schedule below.  The effective date of the health and accident retirement schedule is the first day of the month following the retirement date.
          Equivalent Full-time Years Insurance Coverage
          10 3 years (36 months)
          15 3.5 years (42 months)
          20 4 years (48 months)
          25 5 years (60 months)
          30 6 years (72 months)
          35 7 years (84 months)
        5. Benefits for part-time certificated employees (fewer than 7 hours per day) shall be based on full-time equivalent (FTE) years of service determined by the hours worked per day times the years of service divided by 7.
          Example for calculating FTE for a part-time employee who worked 4.5 hours per day for 15 years, 6 hours per day for 5 years, and 7 hours per day for 5 years:
          4.5 x 15 = 67.5
          6.0 x 5 = 30.0
          7.0 x 5 = 35.0
          132.5 divided by 7 = 18.93 FTE years.
          Note: partial years are not rounded.
        6. Employees who retire at the end of the contract year shall be covered under their regular contract insurance plan through Aug. 31.  Retirement insurance benefits shall commence on Sept. 1 and continue for the number of years indicated by the schedule in item d. above.
      2. District insurance benefits for retirees covered under Medicare
        Three months before the retiree becomes eligible for Medicare coverage, an assessment will be made to determine the number of months of District insurance eligibility the retiree will have remaining when the retiree transfers from the District's group plan to Medicare.  The following two options are available:
        Option 1:  Enroll in the District group supplemental insurance plan for the remaining months of eligibility and the dependents, if any, will be offered COBRA.
        Option 2:  Waive supplemental insurance.  The number of remaining eligible months will include those months waived (i.e., spouse is still an active employee).
        EXAMPLES of Options 1 and 2:
        Option 1: 10 eligible months = supplemental insurance
        Option 2: 10 eligible months = waive 6 months, enroll 4 months
      3. Insurance benefits for retirees enrolled in COBRA
        Continuation of coverage under COBRA shall run concurrently with the medical coverage provided under this policy.  Dependents will be offered COBRA at the time of group coverage loss.
      4. Continuing insurance benefits after eligibility has expired
        1. Retirees who are not eligible for Medicare and who have exhausted their District insurance benefits may purchase insurance through the District's group insurance program.
          (1) The premium will be set at 110% of the current group rate premium.
          (2) The premium will be reassessed every year and shall be adjusted to reflect group rate premiums.
          (3) Dependents will be offered COBRA at the time of group coverage loss.
      5. All District insurance benefits terminate at the time of the retiree's death.
  3. Post Retirement
    If an employee has retired under the Utah State Retirement Act and desires to be rehired, they must meet the provisions of Title 49 of the Utah Code, effective March 16, 2000:

    1. A person who has previously retired from one of the State Retirement Systems and returns to work full-time for the same employer within six months of retirement shall (a) cancel the retirement benefit and return to membership in the retirement system and (b) accrue additional service credit toward a future retirement.  A retired employee under age 65 who returns to work less than full-time within six months of retiring is subject to an earnings limitation.
    2. A person who retires and returns to work as in (A) above after six months from the date of retirement may keep the retirement benefit as well as the salary.  In this case, a person rehired after six months of retirement shall also have a contribution to a URS defined contribution (DC) plan made for them in the same amount as the employer contributes for similar positions.
    3. Individuals whose retirement exceeds six months must make application to Jordan School District and they will then be placed on the candidate list for potential openings.
    4. The guidelines that are used to determine the salary placement for work experience outside Jordan School District will be used to determine salary placement for all employees who have retired and are then rehired.
    5. Insurance benefits for a person who retires and returns to work after six months will run concurrent with the benefits earned through retirement.
    6. Employees who have retired and are then rehired after six months must serve one year as a provisional employee and all policies regarding provisional status must be followed.
    7. Retired employees who are rehired are subject to the provisions of the Utah State Retirement Act, and are, therefore, ineligible to earn a second early retirement from Jordan School District.