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Category: Administrative Policy

Published on
  • Effective: 9/25/1979
  • Revision: 6/14/2022
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board of Education recognizes the need for all 12-month employees to have a vacation from their regular assigned positions.  All personnel who are employed full-time on a 12-month basis are eligible to participate in the vacation program.  The Board delegates responsibility for administering the vacation policy to the District Administration.
  2. Administrative Policy
    The following administrative policy provisions shall be used for administering the vacation policy:

    1. All vacations will be determined from July 1 to June 30 of each contract year.  New employees will have vacation allowance prorated at the rate of .83 days per month and will be eligible to take such accrued vacation after the next June 1.  New employees must work ten (10) or more days in order to accrue any vacation allowance during the first month of employment.  No vacation time will be allowed before the vacation days have been earned.
    2. Vacation days may not be accumulated from one year to the next.  However, vacation days allowed for the following year may be used beginning June of the current year with approval of the immediate supervisor and department director. Unused vacation days allowed for the previous year may be used through December 31 of the current year with approval of the immediate supervisor and department director. After December 31, the vacation allowance may not exceed the days accrued for the current year.
    3. Vacations are to be scheduled at times that are best for the District and the employee.  Generally, vacations are to be scheduled during off-peak work seasons.  Any special considerations must be approved by the immediate supervisor.  Employees must present written vacation plans to the immediate supervisor for approval in advance.
    4. The length of vacation is figured on the number of years of continuous contract service in the District.  For purposes of computing movement on the vacation schedule, employees hired prior to January 1 will be credited with a full year's employment for the first contract year.  Those hired after January 1 will not receive vacation credit for the first year.  (Placement on the salary schedule has no relation to vacation allowance.)
    5. Vacation Schedule
      Continuous Contract Service as of July 1

      Vacation Days Accrued
      1 Month 1 Day
      2 Months 2 Days
      3 Months 3 Days
      4 Months 3 Days
      5 Months 4 Days
      6 Months 5 Days
      7 Months 6 Days
      8 Months 7 Days
      9 Months 8 Days
      10 Months 8 Days
      11 Months 9 Days
      1 to 3 Years 10 Days
      4 to 5 Years 11 Days
      6 to 7 Years 12 days
      8 to 9 Years 13 Days
      10 to 12 Years 15 days
      13 Years 16 days
      14 Years 17 days
      15 Years 18 days
      16 Years 19 Days
      17 Years and beyond 20 Days

Published on
  • Effective: 9/11/1979
  • Revision: 11/23/2004
    1. Board Policy
      The Board delegates responsibility for planning and directing a community relations program to the Superintendent of Schools.
      The Superintendent:

      1. Has primary responsibility for planning and coordinating a community relations program that builds public trust through effective, targeted communications.
      2. Delegates the proper community relations functions and commensurate authority to the Office of Communications without relinquishing his/her own authority.
      3. Makes effective use of available technical assistance from staff members and public relations consultants, and assigns specific responsibility to specific persons.
      4. Encourages and expects the staff of each school to maintain exemplary community relations.
      5. Develops a comprehensive set of long-range and short-term objectives designed to assure an appropriate and effective community relations program for the District.
    2. Administration Policy
      1. The District community relations program shall be the responsibility assigned to the Superintendent of Schools. To meet the intent of the Board, the community relations process shall consist of four equal concepts as follows:
        1. Analysis
          Analyze priority audiences to determine attitudes, understanding, and the degree of support generated by the school system.
        2. Planning
          Maintain an ongoing integrated communications plan to deal effectively with what is important to the school system and to maintain public trust.
        3. Communication
          Implement effective two-way communication with key audiences.
        4. Evaluation
          Evaluate the effectiveness of the community relations program, making revisions and adaptations as circumstances dictate.
      2. Objectives
        Following is a set of long-range community relations objectives:

        1. Maintain an effective media relations program to respond to media inquiries, proactively promote awareness for school and department activities and provide ongoing media training for administrators.
        2. Establish an internal communications program to communicate with employees and other internal groups.
        3. Develop an external communications program that provides critical information to District patrons, taxpayers and other key audiences.
        4. Implement an Internet strategy and Web presence to support the internal and external communications programs. Provide support and training for Districtwide and school-specific customer service and public/community relations initiatives.
        5. Develop and support District coalition building activities with key communicators.
        6. Conduct research and evaluation, as necessary, to support and direct District community relations efforts.

Published on
  • Effective: 5/15/1979
  • Revision: 5/23/2017
  • Reviewed: 6/10/2014
  1. Board Directive
    The Board recognizes that there are times when employees could benefit from a year's leave of absence.  This leave could be used for any purpose which is substantially different from the employee's current job assignment or duties but may not be used to enable an employee to take similar employment with another district, company, organization, etc., within the State of Utah.  A leave of absence of up to one (1) year may be granted upon recommendation of the employee's supervisor and approval by the Human Resources Department.  The Administration is delegated to administer a policy for a one-year leave of absence for education support professionals.
  2. Administrative Policy
    The following administrative policy provisions shall be followed in implementing Board policy:

    1. Requests for a leave of absence must be submitted online through Employee Access at least thirty (30) days prior to the date of the anticipated leave.  All requested information must be provided on the online form.  The leave cannot extend beyond one (1) year from the day the leave was granted.
    2. Employees will not receive salary or fringe benefits while on leave of absence.  Health and accident insurance may be purchased through the District under the COBRA option.  The cost will be 102 percent of the established premium rate.
    3. The employee must verbally notify his/her principal or director prior to submitting the online leave request.  The principal or director will be notified by the Human Resources Department upon receipt of the completed leave request.
    4. The employee will be notified in writing of approval or denial of the leave request.  The employee will notify the District in writing 30 days prior to the date he/she intends to return.  The employee will be placed in the first available position for which he/she is qualified and licensed and shall be paid at the level appropriate to that position without loss of seniority and benefits.  An employee returning from a leave will be placed back into an equal position to which he/she was assigned prior to the leave as soon as a position becomes available.
    5. Transportation employees returning from a one-year leave of absence may be placed on the substitute driver list and then bid on the first available position for which he/she is qualified consistent with District policy DA168 NEG—Assignment of Bus Drivers and Bus Attendants.
    6. This leave shall not apply to provisional employees unless for recuperative purposes for illness or injury.
    7. This leave will not be granted in successive years except for illness or injury.
    8. This leave does not provide experience credit for salary placement.

Published on
  • Effective: 5/15/1979
  • Revision: 5/28/2024
  • Reviewed: 4/26/13
  1. Board Directive
    The Board recognizes that there are times when employees could benefit from a year's leave of absence.  This leave could be used for any purpose which is substantially different from the employee's current job assignment or duties but may not be used to enable an employee to take similar employment with another district, company, organization, etc., within the State of Utah.  A leave of absence of up to one (1) year may be granted upon recommendation of the employee's supervisor and approval by the Human Resources Department.
  2. Administrative Policy
    The following administrative policy provisions shall be followed in implementing Board directive:

    1. Requests for a leave of absence must be submitted through Skyward Employee Access using the Leave of Absence (1 Year) Licensed form at least thirty (30) days prior to the date of the anticipated leave.  All designated information must be provided.  The leave cannot extend beyond one (1) contract year.
    2. Employees will not receive salary or fringe benefits while on leave of absence.  Health and accident insurance may be purchased through the district under the COBRA option.  The cost will be 102 percent of the established premium rate.
    3. The employee and his/her immediate supervisor will be notified in writing of the approval or denial of the leave request. The employee will be invited to the Teacher Transfer Fair to seek an available position for which he/she is qualified and licensed.
    4. If the employee is unable to secure a teaching position through the Teacher Transfer Fair or during the transfer
      window, he/she will be placed in the first available position for which he/she is qualified and licensed.
    5. This leave shall not apply to provisional employees in their first and second years of employment, except in cases of illness or injury.
    6. This leave will not be granted in successive years.
    7. On a case-by-case basis, as determined by the Administrator of Human Resources, an employee may apply to substitute.
    8. This leave does not provide experience credit for salary placement or change from provisional status.

Published on
  • Effective: 2/27/1979
  • Revision: 9/8/2009
  • Reviewed: 9/26/2017
  1. Board Directive
    Recognizing the need to maintain security at all school buildings, the Board authorizes the Administration to establish a procedure for the proper use of inside/outside master keys, and building access codes.  Adherence to this policy shall be required as a protective measure for both employees and the public.
  2. Administrative Policy
    Principals have the responsibility for building security and the issuing of keys/codes subject to the following administrative policy provisions:

    1. Only the principal and head custodian are authorized to have inside/outside master keys.  All others will have access based on their card access authorization.
      1. Access will be determined by authorization given by the principal on the access/ID cards.
      2. Appropriate security codes shall be assigned for each administrator, head administrative assistant, Nutrition Services manager, full-time custodian(s), and night custodian.
      3. Any exceptions to A.2. must be approved, in writing, by the appropriate Administrator of Schools using the Security Code Exception Form.
    2. No outside master keys, access keys, or security codes shall be issued to or used by any individual other than those specified in item A. above.
    3. Any access after hours requires prior arrangements with the principal. After hours is defined as that time when the custodian is not scheduled to be in the building. This applies to all alarmed buildings including portable classrooms. The appropriate "Building Access Permit" form must be completed. The principal or designee shall inform Alarm Response of all persons authorized to be in the building after hours. Alarm codes are not to be given to unauthorized employees.
    4. All employees are to be out of the school by 8:00 p.m., and on weekends and holidays unless prior arrangements are made with the principal and Alarm Response.
    5. Entry into the school before or after regular hours requires a clearance call to Alarm Response, (801)567-8865.
    6. Students are not to be issued security codes, ID/Access cards or allowed in a building without adult employee supervision.
    7. No security codes or ID/Access cards are to be issued to any member of the community, or a club or organization.
    8. Alarm Response shall be notified immediately of any lost keys or access cards, or if an unauthorized individual has obtained an access code.
    9. Employees who copy a key or disregard or fail to follow this policy shall be subject to disciplinary action or termination.

Published on
  • Effective: 11/28/1978
  • Revision: 4/26/2016
  • Reviewed: 4/26/2013
  1. Board Directive
    The Board recognizes the need to provide orderly procedures for termination of Jordan School District educators, and delegates to the District Administration responsibility for establishing such procedures in accordance with the Public Education Human Resource Management Act (PEHRMA) outlined in Utah Code §53G-11-512 through 517.
  2. Administrative Policy
    1. Definitions
      For purposes of this policy, the term “educator” refers to an employee who holds a certificate issued by the State Board of Education with the exception of the Superintendent of Schools and those licensed employees who are required to hold an administrative credential in order to function in the position for which they are employed.

      1. Career Educator:  A career educator is a licensed employee, other than the District superintendent, who holds a position requiring a valid certificate issued by the State board of Education and is not a provisional employee as defined in District policy DP313—Provisional or Probationary Licensed Personnel.  Career educators have expectations of continued employment and can only be terminated for cause, declining enrollment, or reduction in funding.
      2. Provisional Educator: An educator employed by the District who has not achieved status as a career educator and has no expectation of continued employment or issuance of a contract for a subsequent contract term as defined in District policy DP313—Provisional or Probationary Licensed Personnel.
      3. Probationary Educator:  Any educator employed by the District who has been advised by the District that his/her performance is inadequate and has been placed on probation.
      4. Temporary Employee:   An individual who is employed by the District on a temporary basis.  Temporary employees include but are not necessarily limited to the following:  substitute teachers, employees hired under contracts for one (1) year only or for less than one (1) year; employees whose positions are funded by grants and/or yearly allocated state or federal monies; employees whose positions are authorized for no more than twelve (12) months; and employees hired on or after January 1.
      5. Educator:  All licensed personnel as defined above.
      6. Unsatisfactory Performance: A total score on the JPAS Feedback Report in the “Not Effective or Minimally Effective” range.

    Procedures for nonrenewal of a contract of a provisional and a career educator and termination of an educator’s contract during the contract term shall be administered according to the following administrative policy provisions:

    1. Causes for Disciplinary Action or Contract Nonrenewal
      1. The District may determine not to renew the contract of an educator for any of the following reasons:
        1. Insubordination, which includes an act of serious insubordination, repeated acts of insubordination, or a pattern of insubordinate behavior.  Insubordination is any event under the employee’s control that disregards or fails to comply with a directive given by one having authority to give such directives.  Directives shall be specific and understandable.
        2. Unsatisfactory Performance.  If the School District intends to terminate a contract for cause for reasons of unsatisfactory performance as determined in PEHRMA, then the unsatisfactory performance must be documented in at least two formal or informal evaluations conducted at any time within the preceding three (3) years in accordance with District policy DP311—Evaluation of Licensed Personnel.
        3. Mental or physical incapacity.
        4. Inability to perform essential job functions despite all reasonable (including, but not limited to ADA requests) accommodations.
        5. Conviction, plea of guilty, no contest or other plea resulting in probation or suspended sentence for any felony or misdemeanor involving moral turpitude or crimes against children.  With respect to a plea in abeyance, the Jordan Board of Education in their sole discretion, may determine to disregard the plea in abeyance as a cause for termination.
        6. Conduct which may be harmful to students or the District. (See Administrative Rule R277-217 Educator Standards and LEA Reporting).
        7. Improper or unlawful physical contact with students. (See Administrative Rule R277-217 Educator Standards and LEA Reporting)
        8. Repeated violation of District policy. (See Administrative Rule R277-217 Educator Standards and LEA Reporting)
        9. Unprofessional conduct not characteristic of or befitting a Jordan School District educator. (See Administrative Rule R277-515-3 Educator Ethics)
        10. Unsatisfactory compliance with terms of probation or remediation (see District policy DP313—Provisional or Probationary Licensed Personnel)
        11. Any reason that the District in its sole discretion deems reasonable and appropriate provided it is in accordance with PEHRMA §Utah Code §53G-11-512 through 517
        12. .  Performance, underdeveloped or insufficient skills, lack of knowledge or aptitude, or other employment attribute which is substantially below the performance reasonably expected from other educators having similar responsibilities and duties.
        13. Misuse of contract time. (See Administrative Rule R277-217 Educator Standards and LEA Reporting)
        14. Misuse of computers or school equipment. (See Administrative Rule R277-217 Educator Standards and LEA Reporting)
        15. Misuse of school or District funds. (See Administrative Rule R277-217 Educator Standards and LEA Reporting)
        16. Failure to obtain licensing in a timely manner.
        17. Failure to obtain credentials or appropriate certification.
      2. The District may determine not to issue a contract to any educator whose status is "Provisional," as defined under G. below and policy DP313—Provisional or Probationary Licensed Personnel.
    1. Disciplinary Actions
      The District may elect to proceed with disciplinary action to warn the employee that his/her conduct places the employee in danger of termination during the contract term.  The District may elect to exclude any or all of the following steps and proceed directly with termination for cause.  No disciplinary action shall thereafter prejudice the right of the District to proceed with termination for cause on the same facts which gave rise to the disciplinary action.

      1. Oral Reprimand:  Oral reprimand may be issued by the immediate supervisor.
      2. Written Warning: Written warning is any memo of concern.
      3. Written Reprimand:  Written reprimand is issued by the immediate supervisor or District Administration which warns the employee that adverse employment action, which may include contract termination, may be taken.
        1. This warning is active for a two-year period and may remain in either the school file or in the employee's District personnel file.
        2. The warning does not prejudice the right of the District to proceed with termination for cause should the misconduct continue.
      4. Probation:  The District may elect, but is not required to place the employee on probation for misconduct which could be grounds of termination during the contract year.
        1. The District is solely responsible for determining the length and terms of probation except under the provisions of policy DP311—Evaluation of Licensed Personnel.
        2. Probation shall not prejudice the right of the District to proceed with termination for cause on the same facts which gave rise to the probation.
      5. Suspension:  The District may, at its discretion, place the employee on suspension.
        1. The District shall be solely responsible for determining whether the suspension is to be with or without pay and for determining the duration of the suspension.
        2. Suspension may, among other reasons, be invoked by the District when further investigation is deemed necessary or desirable in order to make an informed decision concerning the employment of an employee or for the purpose of awaiting the outcome of criminal charges pending against an employee.
        3. Suspension of a teacher shall not in any way prejudice the right of the District to proceed with other action, including termination for cause, at a later date.
        4. Furthermore, the fact that pending criminal charges against a teacher may be resolved in favor of the teacher shall not preclude the District from initiating termination for cause proceedings or other disciplinary action against the teacher based all or in part upon the same facts which gave rise to the criminal charges.
      6. Any employee subject to disciplinary action shall be given the opportunity to be represented in any meeting or conference to which they are invited or required to attend with respect to the disciplinary action.
    1. Causes for Contract Termination
      1. The District may terminate the employment of any educator during the term of the educator’s contract for any of the reasons listed under items B.1.a. through p. above.
      2. The District may terminate the employment of any educator during the term of the educator’s contract for any act, failure to act, or conduct which constitutes a breach of the educator’s employment contract.
      3. For career educators that exhibit both unsatisfactory performance AND conduct (items B.1.a. through p. above) the District may:
        1. Attempt to remediate the conduct of the career employee; or
        2. Terminate the career employee for cause if the conduct merits dismissal consistent with items B1a.through p. above and is not required to develop and implement a plan for improvement.  (PEHRMA Utah Code §53G-11-512 through 517.
    2. Procedures When Renewal of the Contract of a Career Educator Is In Question
      When continued employment of a career educator is in question, the career educator shall be informed in writing at least three (3) months before the end of the contract term.

      1. The reasons why continued employment is in question shall be specified.
      2. The career educator shall be provided an opportunity to correct the deficiencies which are causing continued employment to be in question.  Assistance may be granted the educator to correct the deficiencies including informal conferences, Plan for Improvement and services of school personnel.
    3. Procedures When the Contract of a Career Educator Will Not Be Renewed
      1. When the contract of a career educator will not be renewed, the career educator shall be notified in writing at least thirty (30) days prior to the proposed date of termination.
      2. The notice shall state the date of termination and set forth the reasons for contract non-renewal.
      3. The notice shall include a date for an informal conference with the administration, a date for a hearing before an independent hearing officer, and a date for a hearing before the Board of Education.
        1. The hearings shall be scheduled at intervals of ten (10) working days.
        2. A recommendation shall be required from the hearing officer within ten (10) working days of the date of the hearing or other timeline agreed to in writing by both parties.
      1. The career employee shall be notified of the right to have the conference and hearings scheduled.   If the educator elects not to attend, the dates will be cancelled.
      2. The career educator shall be informed of the right to be represented at the hearing(s) by a representative of his/her choice.
      3. The notice shall be delivered to the career educator personally or sent by certified mail to the educator’s most recent address as shown on the District personnel records.
      4. The employee must give notice of appeal in writing to the Administrator of Human Resources within ten (10) working days after receiving the termination notice.  Failure to request such an appeal in writing shall constitute a waiver of the right to appeal the recommendation of the District to terminate the employee’s contract.
    4. Procedures When Provisional Contract Will Not Be Issued
      Provisional educators, as defined under District policy DP313—Provisional or Probationary Licensed Personnel, are not entitled to employment beyond the end of the term of the present contract, and may not reasonably expect continued employment in succeeding years.

      1. The District is not required to provide a cause for not offering a contract to a provisional employee. When the District determines not to issue a contract of employment to a currently employed provisional educator, the educator shall be notified in writing at least sixty (60) days before the end of the provisional employee’s contract term. (PEHRMA §Utah Code §53G-11-512 through 517)
      2. When the District decides to terminate the employment of a provisional educator during the contract term, the employee is entitled to a fair hearing (see item H.).
    1. Procedures for Termination During Contract Term
      1. Notice
        1. When an educator is to be terminated during a contract term, the District shall notify the educator in writing of the intent to terminate.
        2. The notice shall be delivered to the individual personally or sent by certified mail to the individual's last-known address, as shown on the personnel records of the District, at least thirty (30) days prior to the proposed date of termination.
        3. The notice shall state the date of termination and set forth the reasons for termination.
        4. The notice shall advise the individual that he or she has a right to a fair hearing.  The hearing process outlined below is waived if a hearing is not requested by the employee in writing to the Administrator of Human Resources within fifteen (15) working days after the notice of termination was either personally delivered or mailed to the individual’s most recent address as shown on the District’s personnel records. The hearing process includes the right to an informal conference with the administration, the right to a hearing before an independent hearing officer, and the right to a hearing before the Board of Education.
          1. The hearings shall be scheduled at intervals of ten (10) working days whenever possible or other timeline agreed to by both parties in writing.
          2. A recommendation shall be required from the hearing examiner within ten (10) working days of the date of the hearing.
        5. The notice shall also inform the educator of the right to be represented at the hearing(s) by a representative of his/her choice.
      2. Suspension Pending a Hearing
        1. Suspension pending a hearing may be without pay if an authorized representative of the District determines, after providing the employee with an opportunity for an informal conference to discuss the allegations, that it is more likely than not that the allegations against the employee are true and will result in termination.
        2. If termination is not subsequently ordered, the employee shall receive back pay from the period of suspension without pay.
      3. Continued Educator Service
        1. After notice of termination, the educator, at the option of the Superintendent, may remain on the job, be reassigned to another licensed position, or be subject to other reasonable personnel actions.
        2. If the Superintendent finds that continued employment may be harmful to students or the District, the educator shall be suspended with pay pending termination.  No more than thirty (30) days of salary shall be provided to employees who are on suspension.
          1. The District shall notify the educator of the suspension in writing.
          2. The District notice shall include findings of fact as to why harm may result to students or the District if active service is allowed to continue.
      4. Hearing Cancelled or Not Requested
        1. If a hearing is cancelled or not requested by the educator, the written notice of intention to terminate employment will serve as written notice of final termination by the Board.
        2. The cause(s) of termination are those contained in the notice of intention to terminate employment.
      5. Appointment of Hearing Officer
        1. Hearing officers 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 hearing, or any association or organization acting on behalf of or representing the employee.  No hearing officer may be a direct supervisor or subordinate of either the employee or a person recommending the employee’s termination for cause.
        2. District Hearing Officers:  Hearing officers may either be District hearing officers or an individual not employed with the District.
          1. District hearing officers include not fewer than five (5) employees of the District selected annually by the Administrator of Human Resources.  The employee who is the subject of the appeal may select any one individual from the pool of hearing officers to hear the appeal of the employee.
          2. Non-Employee Hearing Officers:  If a non-school employed hearing officer is utilized at the request of the employee, the costs associated with the hearing officer shall be shared equally by the District and the individual employee.  The District may require the posting of a bond or letter of credit or the deposit of sufficient cash by the employee to assure payment by the employee or the employee’s association or representative of the foregoing expenses.
          3. The employee agent and the District agree to use the American Arbitration Association (AAA).  This includes following the rules and procedures as outlined by the AAA.
      6. Conduct of the Hearing
        1. The educator may be represented by counsel and may call witnesses, hear accusing testimony, cross examine witnesses, and examine documentary evidence.
        2. The District shall make available District employees if needed as witnesses for either party.
        3. Parties shall exchange documentary evidence at least two (2) working days before the scheduled hearing or other timeline agreed to by both parties in writing.
        4. The hearing shall be conducted informally, and the rules of evidence used in courts of law need not be strictly observed.
        5. The hearing proceedings shall be recorded and preserved in a manner to assure completeness and accuracy; i.e., electronic tape recording.  Stenographic recording shall not be required.
      7. Hearing Officer’s Decision
        1. After hearing all of the evidence, the hearing officer may render an oral decision immediately following the conclusion of the proceeding.  The hearing officer shall, within ten (10) working days of the hearing, render a written decision supported by findings of fact.
        2. The decision may recommend to the Board that the proposed action be taken or that the proposed action not be taken or that other action less severe than the proposed action be taken.
        3. The decision of the hearing officer, together with the findings of fact, shall be sent by certified mail to the educator’s last known address.  A copy shall be mailed to the employee's representative, if any.
      8. Request for Board Review
        1. The educator shall have the right to request a Board review of the decision of the hearing officer.
        2. A written request for a Board review must be received by the president of the Board of Education within ten (10) working days of the date the hearing officer’s decision is postmarked.
        3. The Board review shall be upon the record made in the hearing before the hearing officer, except that the Board may, at its discretion, hear additional testimony or argument.
      9. Board Review Not Requested or Decision Favors Educator
        1. If a request for review is not received, or if the decision of the hearing officer is in favor of the educator, the Board shall determine whether or not to adopt the decision of the hearing officer.
        2. If the Board adopts the decision of the hearing officer, the findings of fact prepared by the hearing officer, if any, shall be deemed the findings of fact made by the Board.  The District shall notify the educator of the Board's decision by certified mail.
        3. If the Board determines not to adopt the decision of the hearing officer, the Board shall review the matter based upon the record made in the hearing before the hearing officer, except that the Board, at its discretion, may hear additional testimony or argument.  The administration will notify the educator if the Board determines to hear additional testimony or argument.
      10. Board Decision
        1. Within five (5) working days of receiving the hearing officer’s decision, the Board shall render a decision that the originally proposed action be taken, that the originally proposed action not be taken, or that other action less severe than the originally proposed action be taken.
        2. The Board shall issue findings of fact that support the decision or may adopt the findings of fact prepared by the hearing officer.  The educator shall be notified of the decision of the Board and the findings of fact by certified mail addressed to the educator’s last known address.  A copy shall be sent to the educator’s representative, if any.
      11. Finality
        The decision of the Board in all cases is final.  A rehearing shall not be allowed.
      12. Appeal
        Upon the timely filing of an appeal of the decision of the Board in an appropriate court of law, the Board shall cause to be prepared, certified, and transmitted to the court, the decision of the Board, the findings of fact of the Board, and the record of the hearing before the hearing officer or Board or both.
      13. Restoration of Records and Benefits
        1. If the final decision is made in favor of the educator, the charge(s) shall be expunged from the educator’s record except when substantive problems exist but the recommendation to terminate was dismissed or modified because of procedural errors.
        2. If the final decision is made in favor of the educator, the educator shall be reimbursed for salary and benefits lost during suspension, if any.

Published on
  • Effective: 8/22/1978
  • Revision: 1/25/2022
  • Reviewed: 12/8/2015
  1. Board Directive
    The Board of Education recognizes the need to encourage a high level of expertise among its building Facility Services technicians and, therefore, authorizes the Administration to establish an apprenticeship program in the Facility Services Department.
  2. Administrative Policy
    The apprenticeship program shall be administered according to the following administrative policy provisions:

    1. Apprenticeship Advisory Board
      1. The Director of Facility Services and an employee agent group representative shall meet jointly each year to appoint an Apprenticeship Advisory Board to monitor and direct the apprenticeship program.
      2. The Apprenticeship Advisory Board shall be composed of representatives from the Facility Services Department trades.  Members shall serve at the will of the Director and the employee agent group.
      3. The Apprenticeship Advisory Board shall meet as often as necessary but not less than once each year.
      4. The Apprenticeship Advisory Board shall:
        1. Screen the applicants for apprentice positions and recommend apprenticeship appointments based on the applicants' interest, work ethic, and aptitude.  If interest, work ethic, and aptitude are equal, preference shall be given to current employees with more than one year's experience.
        2. Assist in the appointment of Apprenticeship Steering Committees.
    2. Upon recommendation of the Apprenticeship Advisory Board, apprentices shall be appointed by the Administrator of Auxiliary Services or designee, the Administrator of Human Resources or designee, the Director of Facility Services, and the lead person over the department opening.
    3. Apprenticeship Steering Committees
      1. The Director of Facility Services, assisted by the Apprenticeship Advisory Board, shall appoint an Apprenticeship Steering Committee for each apprentice.
      2. Each Apprenticeship Steering Committee shall be composed of a coordinator, senior technician, and trade technician.  The trade technician member may change from time to time based upon apprentice work assignments.
      3. The Apprenticeship Steering Committee shall:
        1. Make job assignments for the apprentice based on the needs of the District and the apprentice.
        2. Oversee the apprentice's work and monitor the apprentice's progress in the training program.
        3. Conduct formal evaluations of the apprentice's on-the-job performance and training.
        4. The Apprenticeship Steering Committee shall disband when the apprentice either successfully completes the apprenticeship program or the apprenticeship is terminated.
    4. Training Programs
      1. Each apprentice will sign an “Apprenticeship Agreement” and a “Permission to Obtain Educational Information” form before beginning the apprentice program.
      2. Trades I apprentices shall be required to complete two (2) years of on-the-job training with the District plus trade related courses as available and as designated by the Apprenticeship Advisory Board.
      3. Trades II apprentices shall be required to complete three (3) years of on-the-job training plus trade related courses as available and as designated by the Apprenticeship Advisory Board.
      4. Trades III apprentices shall be required to complete four (4) years of on-the-job training plus trade-related courses at a technical school or institution as designated by the Apprenticeship Advisory Board.
      5. The Apprenticeship Steering Committee will present the apprentice’s progress report to the Apprenticeship Advisory Board each semester.
      6. Each semester, the apprentice shall submit a report to the Apprenticeship Advisory Board documenting proof of progress including grades, as applicable, in the designated training program.
      7. If the apprentice fails to complete the designated training program as scheduled, the Apprenticeship Advisory Board may remove the employee from the apprenticeship.
    5. Salary Placement
      1. Apprentices for Trades I technician positions shall be paid according to the Trades I salary schedule.  Apprentices for Trades II technician positions shall be paid according to the Trades II salary schedule.
        Apprentices for Trades III technician positions shall be paid according to the Trades III salary schedule.
      2. Advancement on the salary schedule shall be made by the Human Resources Department, contingent upon satisfactory  academic progress and job performance and a favorable recommendation from the Apprenticeship Advisory  Board with approval of the Director of Facility Services and Administrator of Auxiliary Services.
      3. Salary placement shall be as follows:Trades I Apprentices (Facility Grounds Worker II):
        1st Year of the apprenticeship and schooling as recommended by the Apprenticeship Advisory Board Lane 3
        2nd Year of the apprenticeship and schooling as recommended by the Apprenticeship Advisory Board Lane 5
        Upon completion of the apprenticeship and schooling as recommended by the Apprenticeship Advisory Board Lane 6

        Trades II Apprentices (Facility General Trades Tech, Painter):

        1st Year of the apprenticeship and schooling as recommended by the Apprenticeship Advisory Board Lane 3
        2nd Year of the apprenticeship and schooling as recommended by the Apprenticeship Advisory Board Lane 5
        3rd Year of the apprenticeship and schooling as recommended by the Apprenticeship Advisory Board Lane 6
        Upon completion of the apprenticeship and schooling as recommended by the Apprenticeship Advisory Board Lane 8

        Trades III Apprentices (Facility Electrician, Plumber, HVAC Tech):

        1st Year of the apprenticeship and schooling as recommended by the Apprenticeship Advisory Board Lane 3
        2nd Year of the apprenticeship and schooling as recommended by the Apprenticeship Advisory Board Lane 5
        3rd Year of the apprenticeship and schooling as recommended by the Apprenticeship Advisory Board Lane 6
        4th Year of the apprenticeship and schooling as recommended by the Apprenticeship Advisory Board Lane 7
        Upon completion of the apprenticeship and schooling as recommended by the Apprenticeship Advisory Board Lane 9
      4. If a current employee is selected for an apprenticeship and his/her current lane is higher than the entry lane of the appropriate apprenticeship level, the employee will maintain his/her current lane unless his/her current lane exceeds the following entry placement maximum:
        1. Trades I Apprentice – Lane 5
        2. Trades II Apprentice – Lane 6
        3. Trades III Apprentice – Lane 6

        His/her lane will be reduced to the appropriate apprenticeship entry placement maximum.

      5. Salary lane changes shall be made upon completion of the training, with the exception of those employees who entered the apprenticeship higher than the entry placement. His/her lane will not be increased higher than his/her initial placement until completion of the training program.
    6. Apprentice Evaluations
      1. Apprentice evaluations shall be conducted to establish performance standards, set goals and objectives, and remediate problems as necessary.
      2. Each apprentice shall be evaluated at least once every six months throughout the apprenticeship but may be evaluated more often if it seems advisable.
      3. Apprentice evaluations will consist of a review of educational transcripts, on-the-job training work hours, and general performance.
      4. An unsatisfactory evaluation may result in the discontinuation of the employee's apprenticeship.
      5. A record of each evaluation shall be placed in the apprentice's personnel file.
    7. Withdrawal from an apprenticeship program
      1. If an employee determines to withdraw from an apprenticeship program, the employee must notify the Director of Facility Services in writing within 15 calendar days prior to the date of withdrawal.  The Director of Facility Services will immediately notify the Administrator of Human Resources.
      2. A discontinuing apprentice, if previously a Jordan School District employee, will be immediately placed back into an equal position and pay to which he/she was assigned prior to the apprenticeship. The employee will be assigned the first available position in the District for which the employee is qualified and certified, without loss of seniority and benefits.

Published on
  • Effective: 5/23/1978
  • Revision: 10/27/2015
  1. Board Directive
    The Board recognizes that some teenagers become parents and take on the responsibility for supporting a child before they may be fully prepared to support themselves.  Teenage parents are called upon to guide their child's emotional and learning development while finishing their own education.  Therefore, the Board delegates to the Administration responsibility for providing a meaningful educational program to meet the special needs of teenage parents.
  2. Administrative Policy
    The Administration recognizes the need to provide a specialized educational program for teenage parents in order to assist both mothers and fathers toward high school graduation.

    1. Pregnant girls may elect one of the following options:
      1. Remain enrolled in traditional school
      2. Enroll in Valley High School
      3. Be referred for Home and Hospital Instruction
        To be on Home and Hospital instruction, a girl must have a letter from her doctor stating why she needs to be instructed at home and approval of the principal.
    2. Under the direction of Valley High School, a Teenage Parents' Program will be offered to all pregnant girls, married or unmarried, and to all qualifying teenage parents who reside in the District.
      1. Credits and grades will be issued through Valley High School.
      2. Students living outside the District and not already enrolled in a District school cannot be enrolled in the program.
    3. In all cases, final eligibility for entrance to the program will be determined by the principal of Valley High School and the Administrator of Schools.
    4. Upon request, a counselor will be available to provide guidance for students as needed.
    5. Students are required to furnish their own transportation to and from Valley High once their baby is born.
    6. Staff members will work closely with outside agencies that refer students to the Teenage Parents' Program in order to meet the unique needs of the participating students.

Revision history:  4/29/88

Published on
  • Effective: 5/23/1978
  • Revision: 2/25/2014
  1. Board Directive
    The Board of Education recognizes the importance of providing instruction to students who are confined to home or hospital.  The Board also recognizes the need to maintain contact between the school and the home during the time when these students are unable to attend school.  The Board, therefore, delegates to the Administration responsibility for developing policy for a Home and Hospital Instruction Program for students who are unable to attend school due to injury, illness or other extenuating circumstances.
  2. Administrative Policy
    The Administration shall establish a program to provide instruction to convalescing students in grades one through twelve to alleviate concern over academic work/credit, to maintain the skills necessary for returning to the classroom, and to assure ongoing home/school contact during the term of the illness, injury, or extenuating circumstances.  The District provides opportunities for short-term services through the student’s boundary school as well as long-term services for those students who may need extended out-of-school services.   The Home and Hospital Program will be administered according to the following administrative policy provisions:

    1. Qualifications for Services
      1. The student lives within the boundaries of Jordan School District and is enrolled in a Jordan District school.
      2. The student is confined at home or in a hospital due to physical or emotional illness, injury, handicap, complications of pregnancy, or extenuating circumstances.
      3. The student has missed or expects to miss ten (10) or more consecutive days of school.
      4. The student's condition will allow 50 percent or less attendance during the school day.
      5. Home and Hospital Instruction is recommended by the student's physician, medical professional, licensed clinical social worker, licensed psychotherapist, or legally directed services, and is requested by the parent(s)/guardian(s).
    2. Providing Services
      1. The parent will need to notify the administrator at the student’s school to inform them of the need for Home and Hospital services.  The school administrator will initiate the required procedures to begin the Home and Hospital services .  All required documentation will be submitted to the District prior to teacher reimbursement.
      2. The student's physician, medical professional, licensed social worker, or licensed psychotherapist shall be asked to estimate the length of time that Home and Hospital Instruction services will be needed.  Minimum duration of services is two weeks and maximum service is nine weeks without additional follow-up with referring medical provider.
      3. Short-term services will be initiated at the school by the building administrator.  The Request for Home and Hospital Instruction form, the Short-term Services Disclosure Statement, and the Professional Statement of Needs form need to be submitted to the District with the time sheet for the first month and the Monthly Teaching Record.
      4. Long-term services require the Home and Hospital Teacher Specialist to meet with the family and complete all required documentation to be submitted to the District Office with the time sheet for the first month and the Monthly Teaching Record.
      5. Home and Hospital Instruction services shall be provided for pregnant girls only when extenuating circumstances make it inadvisable or impossible for the student to participate at their boundary school or in the teenage parent program offered through Valley High School.
      6. Home and Hospital Instruction services may be denied or discontinued if it appears that the services are worsening the student's condition, increasing or prolonging school phobia or anxiety, or otherwise having a harmful impact upon the student.
      7. In most cases, the duration of services shall be determined by the administrator after consultation with the medical professional requesting Home and Hospital services per the medical release form.
      8. If it appears that the program is being abused by the parent or student, the administrator will initiate a formal review with the program consultant for Student Intervention Services or the District Administrator administering the Home and Hospital Program.
      9. Students attending schools that are on a year-round calendar will be provided Home and Hospital services only during the weeks when their assigned track is in session.
      10. Secondary students in grades 9-12 requiring long-term services of Home and Hospital (nine weeks or more) will be transferred to Valley High School.  The Home and Hospital instruction will be provided in the home or other designated public location (e.g., library, police or fire station) under the direction of the program consultant for Student Intervention Services.
      11. During the last two quarters of the school year, seniors who are on line for graduation and not involved in an extensive makeup program shall receive Home and Hospital services from their local school to enable the student to graduate from that school.
      12. Instruction for students who are expelled/suspended for drug and alcohol violations will be provided by the local school or Valley High School as specified in the District policies AS67— Discipline of Students  and AS90—Drugs and Alcohol.
      13. The District Appeals Committee may rule that some students will receive their education for a designated period of time through the Home and Hospital program as an alternative to their local school.  These services will be provided by either the local school or Valley High as directed by the Appeals Committee.
    3. Assignment of Teachers
      1. Short-term services:   Students shall be taught by teachers whenever possible, from the class and school in which they are enrolled.  When an appropriate teacher is not available, the administrator may arrange for a teacher from another school.
      2. School administrators shall make short-term Home and Hospital teaching assignments on the basis of teacher interest, availability, and curriculum qualifications.
        1. Teachers shall be reimbursed for providing Home and Hospital Instruction at their current hourly base rate.
        2. One half hour of preparation time is allowed for each two hours of actual instruction.
        3. Teachers shall receive a mileage reimbursement at the current district rate.  Mileage is based upon the distance from the school to the student's home or other designated public location (e.g., library, police or fire station) and to the instructor’s home.  If visiting multiple students on the same trip, mileage shall also be paid for the distance between students’ homes/locations when necessary. Time required for travel is not part of the two-hour instruction time.
        4. Teachers  shall submit the required documentation accessed online, each month prior to being reimbursed for services.
        5. The administrators shall submit time sheets for Home and Hospital Instruction along with the designated copy of the Home and Hospital Teaching Record Form signed by the parent to the Teaching and Learning Office
      3. Long-term teacher assignment will be determined by the District Administrator over Home and Hospital  to meet individual student needs.
    4. Instruction
      1. Home Instruction
        1. Instruction shall be provided at the student's home or other designated public location (e.g., library, police or fire station) after regular school hours for short-term services and during the school day or after regular school hours for long-term services.  Generally, one two-hour instruction session shall be provided per week.  With administrator  approval, two one-hour sessions may be provided if it is deemed in the best interest of the student.  (One-hour sessions are generally only used with elementary-age students.)
        2. A parent or other responsible adult must be present in the home during the instruction session.  If the parent or guardian fails to provide proper chaperonage, the instruction session shall be canceled.
        3. Textbooks shall be furnished by the school where the student is enrolled. When appropriate. additional coursework will be provided through the Teaching and Learning Department..
      2. Hospital Instruction
        1. Jordan District shall provide teachers, textbooks, and instructional materials for students confined to approved non-accredited facilities.
        2. Students enrolled in Jordan District and later assigned to hospitals with accredited educational programs shall be serviced in one of two ways:
          1. Withdrawn from Jordan School District and transferred to the accredited institution which will provide teachers, textbooks and instructional materials.
          2. Assigned to Valley High (Home & Hospital) but serviced at the facility by an accredited institution under a contract with Jordan School District based upon a daily pro-rated amount of the WPU.  Teachers, textbooks, and instructional materials shall be provided by the institution under contract.
    5. Grades and Credit for School Attendance
      1. Students who are receiving Home and Hospital Instruction shall be counted as attending school.
      2. Secondary teachers must prepare assignment sheets for students in their classes who are receiving Home and Hospital Instruction.  Teachers are accountable to provide Utah State Core curriculum educational services. Substitute assignments will be provided if the regular class activities cannot be completed at home.  Upon consultation with the school administration, the teacher can give the student an "incomplete" for the course when it cannot be appropriately taught through Home and Hospital Instruction.  In this case, the District would provide an opportunity for the student to make up the missed credit through an alternative class or program.  Because of limited instructional time, the Home and Hospital Instruction Program is designed to help students maintain credit.
      3. Middle school and high school students who receive Home and Hospital Instruction for five weeks or more during any one quarter shall receive attendance credit and grades for work completed from the Home and Hospital instructors, and the Home and Hospital specialist, in collaboration with the content classroom teacher.  Grades shall be awarded by the Home and Hospital teacher and specialist in collaboration with the classroom content teacher.

Published on
  • Effective: 5/23/1978
  • Revision: 11/11/1986
  • Reviewed: 5/28/2013
  1. Board Directive
    Utah law requires the reporting of child abuse and neglect by any person who has reason to believe that a child has been abused or neglected.  To implement this law, the Board authorizes the District Administration to develop procedures for school employees to comply with the Child Abuse Reporting Law – Duty to Notify (Utah Code 62A-4a-403) and Child Abuse – Neglect Reporting by Education Personnel (Board Rule 277-401).
  2. Administrative Policy
    1. The Administration recognizes that in order to fully implement the law on reporting of child abuse and neglect, school personnel must be fully informed and made aware of their responsibilities in this area.  Therefore, the Administration shall cause that any school employee who knows or reasonably suspects that a child's health or welfare has been or appears to have been harmed as a result of abuse and neglect shall report and cause reports to be made in accordance with the procedures in this policy.
    2. The Administration shall provide to school employees annual training on the subject of identifying and reporting children suspected of being abused or neglected.
    3. The Administration shall post the District's procedures for reporting suspected child abuse or neglect and the District's Report of Child Abuse-Neglect form.   Reporting information is located in the Planning and Student Services Manual.
    4. If a school employee knows or reasonably suspects that a child is being abused or neglected, the employee shall immediately make an oral report to the school principal or his/her designee.  Together, the principal or his/her designee and the employee must make immediate contact with the nearest peace officer, local law enforcement agency, or Division of Family and Child Services (DCFS) to report the suspected abuse or neglect.
    5. Within 24 hours after making the oral report to the school principal and reporting the suspected abuse or neglect to local law enforcement agency, the school employee initiating the report shall complete and give to the principal or his/her designee the District's Report of Child Abuse-Neglect form available from the principal.
    6. Upon receiving the District's Report of Child Abuse-Neglect form, the principal or his/her designee shall:
      1. Forward a copy within 24 hours to the local law enforcement agency receiving the oral report.
      2. Mail one copy within 24 hours to the Department of Planning and Student Services to be put in the Child Abuse-Neglect file at the District Office.
      3. Place one copy of the Report of Child Abuse-Neglect form in a confidential file to be maintained by the principal or his/her designee.  The Report of Child Abuse-Neglect form shall not be placed in the child's personal file.
    7. It is not the responsibility of the school employee to:  (1) prove that the child has been abused or neglected, or (2) determine whether the child is in need of protection.
    8. School employees shall not make contact with the child's family or other persons (relatives, friends, neighbors, etc.) for the purpose of determining the cause of the injury and/or possible neglect.
    9. School employees are immune from any civil and/or criminal liability when reporting in good faith suspected child abuse or neglect.  (Board Rule R277-401-3)
    10. District policies shall ensure that the anonymity of those reporting or participating in the investigation of the alleged child abuse or neglect is preserved in a manner required by Utah Code §62A-4a-412.
    11. Any school employee who willfully fails to report a case of suspected child abuse or neglect, may face legal and/or disciplinary action.  (Utah Code §62A-4a-411 Annotated 1953, as enacted in 1978)