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Category: Administrative Policy

Published on
  • Effective: 7/14/1998
  • Revision: 3/26/2002
  1. Board Policy
    Jordan School District views the Internet as a valuable tool in communicating with patrons, employees, and students. School Web pages are an extension of the District Web site and should be treated as such. Careful planning and consideration should go into the design and development of any Web site that represents the District.
  2. Administration Policy
    The District Web site is managed by the Office of Communications, which is responsible for posting accurate and updated information on the site. In addition, each local school will have a designated Web representative who will be responsible for the school’s Web site and who will receive periodic training from the District Web Manager.
    Guidelines

    1. General
      Every school is encouraged to have a Web site that is developed and maintained in a way that communicates a professional image of the school and District. School Web sites should be designed according to District Web Development Guidelines.
    2. Hosting
      All school and District Web sites must reside on District-owned Web servers. The Director of Information Systems must approve all exceptions. A user name and password will by assigned to the corresponding Web manager. These user names and passwords will be kept confidential.
    3. Content
      1. Information posted on the District Web site must first be submitted to the Communications Manager with final authorization given by the Superintendent of Schools.
      2. All materials posted on District and school Web sites must be submitted directly from the person and/or school or department responsible for the information with proper authorization from the principal/supervisor.
      3. Principals and designated school Web managers are responsible for all Web content. Students may participate in creating or maintaining school or department Web sites under the direct supervision of a teacher or administrator.
      4. The language used on District/school Web sites must be grammatically correct, free of spelling errors, and appropriate.
      5. Information that is dangerous, harmful, or not in harmony with Jordan School District’s guidelines, goals, or policies will not appear on District or school Web sites.
      6. Jordan School District Administration and the Office of Communications reserve the right to audit and/or adjust any materials on all District-sponsored Web sites.
      7. The following disclaimer must appear on each District/school home page: We have made every effort to ensure that all links leaving this site are appropriate. Jordan School District and [school name] cannot be held responsible for information found on other Web sites.
      8. Every school and District Web site should have a visible link to the District’s Web site at jordandistrict.org.
      9. All copyright laws will be respected and adhered to.
      10. Web sites will be monitored frequently by the Office of Communications, local school principals and department supervisors for appropriateness, accuracy, and legal compliance.
      11. Local school Web representatives will frequently monitor their Web sites in an effort to keep their Web site free of outdated files.
    4. Safety and Privacy of Students, Teachers, and Staff
      1. Personal contact information about students, teachers, and staff members must not be published on school or District Web sites. This includes addresses, phone numbers, e-mail addresses, or any other personal information that could be used by unauthorized persons to identify or make personal contact with students, teachers, or staff members.
      2. Student names, student photographs, personally identifiable student work, class participation, activities, projects, etc., may be published on school or District Web sites with a signed release from the student’s parent or legal guardian. Without a signed release, no personal information about specific students can be used on school or District Web sites. This policy does not apply to student information systems where information about student’s attendance, grades, and assignments is accessible using login and password information.
    5. E-Commerce
      1. Individuals are not to use Jordan School District resources for personal profit or gain.
      2. The Board of Education allows advertising and e-commerce on Web sites at both the District and local school level; however, such advertising must adhere to the District’s Guidelines for E-Commerce and E-Banner Advertising.
    6. Domain Names/Web Addresses
      The use of standardized domain names will be adopted by all elementary, middle, and high schools and will be managed by the Information Systems Department.

Student Personal Information Release Form

Published on

Effective: 7/14/1998
Revision: 12/10/2002
Reviewed: 12/10/2013

  1. Board Directive
    The Board supports work-based learning (WBL) programs for students. The Board recognizes responsibilities associated with placing students in work and community environments outside the school setting. The Board also recognizes that consistent practices throughout the six districts in the Wasatch Front South Consortium (Canyons, Granite, Jordan, Murray, Salt Lake City and Tooele School Districts) will encourage employers to participate in work-based learning experiences. Therefore, the Board supports:

    1. Clear and concise practices across all business, industry and community sites throughout the Wasatch Front;
    2. Uniform safety procedures across all work-based learning experiences;
    3. Consistency in WBL forms and procedures used in implementing work-based learning experiences; and
    4. Compliance with Utah Code §53G-7-902 Public or Private School Internships; R277-915 Work-Based Learning for Interns.

    The Board authorizes the Administration to develop and administer a policy for the work-based learning program in Jordan School District.

  2. Administrative Policy
    Jordan School District adopts the WBL forms and procedures found in the Wasatch Front South Consortium Work-Based Learning Manual, as well as the following administrative policy provisions:

    1. As required by law, procedures shall cover the following areas:
      1. Training for student interns, student intern supervisors, and cooperating employers regarding health hazards and safety procedures in the workplace;
      2. Standards and procedures for approval of off-campus work sites;
      3. Transportation options for students to and from the work sites;
      4. Appropriate supervision by employers at the work site;
      5. Adequate insurance coverage provided either by the student, the program, or the District;
      6. Appropriate supervision and evaluation of students by the District; and
      7. Appropriate involvement and approval by the parents of students in work-based intern programs.
    2. All work-based learning experiences shall be consistent with the provisions of the Fair Labor Standards Act, Part 520, 29 CFR and Administrative Letter Rulings: Department of Labor, Wage and Hour Division (pp. 226 and 228, July 1996).

Published on
  • Effective: 7/12/1988
  • Revision: 8/17/2010
  • Reviewed: 12/10/2013
  1. Board Directive
    The Board is committed to the observance of federal and state copyright laws and publisher licensing agreements.  The Board supports the legal, ethical, and appropriate use of copyrighted materials.  The Board delegates responsibility to the District Administration for enforcing the policy according to established administrative policy provisions.
  2. Administrative Policy
    To assure compliance with Jordan District’s copyright policy, the District Administration shall endeavor to keep abreast of the current status and changes in copyright legislation, annually provide in-service training for all employees in Jordan School District concerning copyright policy; provide reference information on copyright laws; and promote employee and student compliance with copyright policy, guidelines and law.

    1. The Superintendent of Schools or the Superintendent’s designee shall be responsible for keeping District and school administration appraised of changes in copyright law and how these changes apply to new technologies.
    2. District department administrators/principals shall be responsible for review of policy DE505—Acceptable Use of Copyrighted Materials in Jordan School District and educating employees concerning the legal, ethical, and appropriate use of copyrighted materials as defined by law and Jordan School District Copyright Guidelines, as well as potential consequences of illegal and/or inappropriate use.
    3. Educators shall be responsible for educating students concerning the legal, ethical, and appropriate use of copyrighted materials as defined by law and Jordan School District Copyright Guidelines, as well as potential consequences of illegal and inappropriate use.
    4. The principal and/or the principal’s designee(s) is/are responsible for providing guidance to staff members on copyright issues.  A principal’s designee is a licensed educator who has demonstrated in-depth knowledge and understanding of current Utah State Code, the Copyright Law of the United States of American and Related Laws, and the Utah State Core Curriculum for the content area which the licensed educator has been identified as the principal’s designee.  It is the responsibility of employees to obtain copyrighted information and guidance from these individuals.
    5. Employees shall be responsible for the legal, ethical, and appropriate use of copyrighted materials as defined by this policy.  Employees who violate the Copyright Law of the United States of America and Related Laws or policy DE505—Acceptable Use of Copyrighted Materials in Jordan School District or the Jordan School District Copyright Guidelines will be subject to discipline under policy DP316 NEG—Orderly Termination Procedures—Licensed, policy 316A—Orderly Termination Procedures— Administrators, or policy DP316B—Orderly Termination Procedures—Education Support Professionals.  In addition, employees who violate the Copyright Law of the United States of America and Related Laws may face legal consequences.
    6. Students shall be responsible for the legal, ethical, and appropriate use of copyrighted materials as defined by this policy.  Students who violate the Copyright Law of the United States of America and Related Laws or policy DE505—Acceptable Use of Copyrighted Materials in Jordan School District or the Jordan School District Copyright Guidelines will be subject to discipline under policy AS67 NEG—Discipline of Students and policy AA419—Student Conduct and Dress.  In addition, students who violate the Copyright Law of the United States of America and Related Laws may face legal consequences.
    7. The District Copyright Policy Review Committee will annually review the Jordan School District Copyright Guidelines, which are located on the Instructional Support Services Department website, and make recommendations for appropriate revisions.  Committee membership shall be approved by District Administration and consist of the following:
      1. The District Administration’s designee, who will chair the committee
      2. The Administrator of Teaching and Learning or his/her designee
      3. The Director of Information Systems or his/her designee
      4. One principal from each school level and a principal-selected classroom teacher from his/her school
      5. One library media specialist representing each school level
      6. One District Literature Selection and Review Committee parent/guardian member from each of the three level committees

2/25/2020: Board of Education approved the term “Education Support Professionals” to replace “Classified” to describe personnel not licensed as educators.

Published on
  • Effective: 6/9/1998
  • Revision: 10/27/2015
  1. Board Directive
    The Board recognizes that student participation in any extracurricular activity and/or student government is a privilege and not a matter of right.  The Board expects students who are allowed to participate in such activities to be role models.  The Board also requires employees to be role models.  All students and employees are prohibited from engaging in hazing as defined in this policy and as outlined in Utah Code §53G-8-209.  The Board authorizes the District Administration to establish policy for student and employee conduct related to school activities and to take such action when policy is violated.
  2. Administrative Policy
    The Administration shall take appropriate disciplinary action when students or employees engage in hazing.

    1. Definitions
      1. “Hazing” means intentional, knowing, or reckless acts of a demeaning or assaultive nature, whether or not consensual, or causing another to so act, in connection, affiliated with or sponsored by Jordan School District,  including but not limited to acts that involve;
        1. Endangering the mental or physical health or safety of another;
        2. Any brutality of a physical nature such as whipping, beating, branding, calisthenics, bruising, electric shocking, placing harmful substances on another’s body, or exposure to the elements;
        3. Any physical activity that endangers the mental or physical health or safety of another;
        4. Any activity that would subject any person to extreme mental stress such as sleep deprivation, extended isolation from social contact or conduct that subjects another to extreme embarrassment, shame or humiliation;
        5.  Use, possession or distribution of controlled substances, drugs, drug paraphernalia, tobacco or alcoholic beverages;
        6. Threatening comments or statements;
        7.  Cruelty to animals as provided by law;
        8.  Initiation, admission into, affiliation with, holding office in or as a condition for continued membership in any organization;
        9. Forcing others to engage in or be the subject of degrading pranks, games, stunts, practical jokes;
        10. Forcing students to ingest any substance;
        11. Forced personal servitude;
        12. Forcing students to wear outrageous, ridiculous or embarrassing articles of clothing;
        13. Coercing or promoting acts of vandalism, theft, assault, sexual acts or criminal activity;
        14. Coercing or promoting indecent exposure, gross or lewd behavior;
        15. Forcing any student to engage in illegal, perverse, publicly indecent, or immoral conduct.
    2. Policy Provisions
      1. It shall not be a defense that a person under 21 years of age, against whom the hazing was directed, cooperated, acquiesced, consented, and/or also engaged in hazing activity.
      2. Student Discipline
        1. Students who participate in hazing activity shall be suspended by the school principal to a parent conference and be subject to discipline pursuant to Policy AS67—Discipline of Students.
        2. Students who illicitly use, possess, and/or distribute a controlled substance, drug paraphernalia, tobacco or alcoholic beverages while engaging in hazing shall, in addition to the discipline here provided, be subject to discipline under Policy AS90—Drugs and Alcohol.
      3. Employee Responsibilities
        1. School District employees who are aware of, initiate, promote, and/or engage in hazing shall be subject to adverse employment action including either probation or termination of employment for cause under the appropriate District Orderly Termination policy:  DP 316 – Orderly Termination Procedure – Licensed; DP 316A – Orderly Termination Procedure – Administrators; DP 316B – Orderly Termination Procedures - Education Support Professionals.
        2. School District employees who reasonably believe that a violation of this policy has occurred shall immediately (by the next working day) report the alleged incident, either to the building principal or the designee of the Superintendent of Schools.
        3. Principals who receive a report of hazing shall, within ten (10) working days after receipt of such report, submit a report to the Superintendent’s designee which states:
          1. details of the alleged incident;
          2. the identity of persons believes to be involved;
          3. action taken in response.
        4. Employees who fail to give the notice to his/her immediate supervisor required under this policy have committed an unprofessional practice and shall be subject to adverse employment action, including probation or termination under the appropriate District Orderly Termination policy:  DP 316 – Orderly Termination Procedure – Licensed; DP 316A – Orderly Termination Procedure – Administrators; DP 316B – Orderly Termination Procedures - Education Support Professioinals.  (See Utah Code §53G-8-209 3C).
    3. District Activities
      1. The District and schools shall establish, and provide access to procedures and information regarding hazing, harassment, bullying and retaliation.  The information will be posted on the District website.
        1. The District and schools shall develop procedures allowing for anonymous reporting of hazing, harassment, bullying or retaliation;
        2. Building administration is responsible for conducting investigations and responding to reports of hazing, harassment, bullying, and retaliation.
      2. In addition to the published procedures and notification above, each school shall follow established procedures and plans for:
        1. Involvement of parents or guardians of a perpetrator or victim of hazing, harassment, bullying, or retaliation in the process of responding to, and resolving conduct prohibited in this policy;
        2. Referring a victim of hazing, harassment, bullying or retaliation to counseling following parental/guardian notice and consent;
        3. To the extent that it is appropriate, treating the perpetrator according to the provisions of District Policy AS67—Discipline of Students;
        4. Training school employees and students to recognize hazing, harassment, bullying or retaliation.
    4. Actions Required When Prohibited Acts Are Reported
      1. Each reported complaint shall include:
        1. Name of complaining party
        2. Name of offender (if known)
        3. Date and location of incident
        4. Statement describing the incident(s), including name(s) of witness(es)
      2. Each reported violation shall be investigated by the School Administrator or this/her designee.  Formal disciplinary action is prohibited based solely on an anonymous report of hazing, harassment, bullying or retaliation.
      3. Violations of the prohibitions noted previously may fall under District Policy AS67—Discipline of Students and the consequence(s) may include but are not limited to:
        1. Student suspension or removal from a school-sponsored team or activity, including school-sponsored transportation;
        2. Student referral, under District Policy AS67—Discipline of Students, or a lesser disciplinary action which may merit student suspension or expulsion from school;
        3. Employee suspension or termination for cause or lesser disciplinary action;
        4. Employee reassignment; or
        5. Other action against student or employee as applicable.
      4. Action to include when appropriate:
        1. Procedures for protecting the victim and other involved individuals from being subjected to:
          1. further hazing, harassment or bullying; and
          2. retaliation for reporting the hazing, harassment and bullying.
        2. Procedures for a fair and timely opportunity for the accused to explain the accusations and defend his/her actions prior to student or employee discipline.
        3. Reporting incidents of hazing, harassment, bullying and retaliation to the Superintendent or Superintendent’s designee.
        4. Procedures for providing local employee discipline rights under Utah Code Section 53G-8-204 for employee discipline and District Policy AS67 —Discipline of Students prior to long-term (more than 10 days) student discipline.
    5. Training and Additional Consideration
      1. The training of school employees shall include training regarding hazing, harassment, bullying and retaliation.
      2. To the extent possible, programs or interventions designed to provide training and education regarding the prevention of hazing, harassment, bullying and retaliation should be implemented.
      3. Training should be extended to volunteer and paid coaches, and activity leaders for all extra-curricular activities.
        1. Participants, volunteers and adult supervisors of extra-curricular activities should be informed annually of this policy and the prohibited activities outlined in this policy.
        2. Participants, volunteers and adult supervisors shall be informed annually of the policy and the potential consequences for violation of the policy.
        3. The District Policy AS95—Conduct Related to School Activities will be reviewed by the District Leadership team comprised of parents, teachers, school administration, school staff and District Administrators.

Revision history:  2/14/12

2/25/2020: Board of Education approved the term “Education Support Professionals” to replace “Classified” to describe personnel not licensed as educators.

Published on
  • Effective: 11/18/1997
  • Revision: 12/10/2002
  1. Board Policy
    The Board is concerned that students devote as much time as possible in the pursuit of excellence in the basic areas of the curriculum. The Board also recognizes that activities are an essential part of a student’s school experience and that most activities involving competition between schools should be reserved for high school students. Middle and elementary school activities should be conducted at the local school level as much as possible and within the established guidelines for field trips (AA416).
    Guidelines

    1. High school activities include those sponsored by the following:
      1. Utah High School Activities Association
      2. State and/or national affiliated associations
      3. Local school and district sponsored programs
    2. The Administration will obtain information concerning the travel needs from the local schools. The Administration will develop guidelines that will bring into focus the financial feasibility and the priority of the schools.
    3. The Board supports the regulations concerning intrastate competition as approved by the Utah High School Activities Association.
  2. Administration Policy
    High school principals have the responsibility of planning student travel in relationship to the activity program. The following guidelines apply when using District transportation services:
    Guidelines'

    1. Utah High School Activities Association
      1. District buses may be used to transport participants to UHSAA events or other types of activities as determined by the school administration in conjunction with the Director of Transportation.
      2. Transportation for student spectators in District buses, at student expense, may approved when a specific need arises.
      3. Requests for use of buses are to be submitted to the Transportation Department at least two weeks in advance. This time period may be waived when schools compete in region and state tournaments.
    2. State Affiliated and Local School Activities
      1. Requests for use of District buses to support travel to state affiliated activities and other local school activities are to be submitted to the Transportation Department.
      2. These requests will be considered individually. They must be submitted at least two weeks in advance. This time period is waived when schools compete in region and state tournaments.
    3. When the District does not provide transportation in connection with a school-related activity or event, the following will apply:
      1. Each student desiring to participate in such an activity or event must submit a “Participation Disclosure and Acknowledgment” form signed by the student and the student’s parent or guardian which acknowledges that no transportation is being provided by the District and that the student’s participation is conditioned on the student arranging for his or her own transportation to events or competitions associated with the activity. The student may not be a member of the particular team or organization, nor participate in the activity, unless a completed “Participation Disclosure and Acknowledgement” form is on file.
      2. When involved in ATE/work-based learning experiences, students will utilize the “Activity Authorization” form developed by the Wasatch Front South Consortium.
    4. Organized tours involving post graduates (especially graduation celebrations) will not be sponsored by the local school or Jordan School District.
    5. Insurance coverage of any type excluding tort liability will not be underwritten by the local school or Jordan School District.
    6. In accordance with Utah High School Activities Association (UHSAA) bylaws, all practice games over 150 miles one way in any sport must be approved by the local Board of Education or its representative at the District Office. The request for approval must be submitted by the principal, on official school letterhead, and an eligibility list of that particular sport must be attached. Details of the travel experience must be provided.

Published on
  • Effective: 1/9/1996
  • Revision: 7/1/2023
  • Reviewed: 4/26/13
  1. Board Directive
    It is the policy of the Board to authorize paid sick leave benefits for licensed personnel who work 20 hours per week or more and to comply with requirements of Public Law 103-3, Family and Medical Leave Act.  The Board delegates to the Administration responsibility for establishing guidelines for sick leave and family leave benefits.  Sick leave runs concurrent with Family Medical Leave Act (FMLA) and Workers Compensation.  Refer to Policy DP322 NEG- Family Medical Leave Act.
  2. Administrative Policy
    1. Definitions
      1. Immediate family is defined as husband, wife, daughter, son, father, mother, brother, sister, or other person residing in the employee’s home on a permanent basis. Special circumstances may be appealed to the Sick Leave Review Committee for consideration of immediate family status.
      2. Continuous service includes an approved leave of absence, sabbatical leave, sick bank, military and/or FMLA leave.
        1. A resignation or retirement constitutes a “break in service.”
        2. Employees returning to Jordan School District following a break in service will receive a new continuous service date reflecting the date of their return.
        3. District seniority will be based on the new continuous service date.
        4. Prior employment experience with Jordan School District may be taken into consideration for purposes of placement on the salary schedule.
      3. Sick Leave Review Committee
        1. The group organized to review sick bank requests and cases of suspected sick leave abuse.
        2. Shall be composed of at least one of the Human Resource administrators, the Human Resource Generalist, and two members appointed by the president of the licensed employee agent.
        3. Sick Leave Review Committee members must sign a confidentiality agreement to protect employees’ medical information and confidentiality.The sick leave policy shall be administered according to the following administrative policy provisions:
    2. Sick Leave Accumulations
      1. Sick leave accumulations are based on unused annual leave. See Policy DP335 NEG Annual Leave - Licensed for annual leave details.
      2. Annual leave does not need to be exhausted before sick leave can be used.
      3. Maximum accumulations:
        179 and 187-day contracts (9 month)           180 days
        245-day contracts (12 month)                        240 days
    3. Sick Leave Benefits During Approved Absences
      1. Interruptions of work for sabbatical leave, educational leave, or other authorized leaves shall not be considered a break in continuous service. Should an employee be granted a leave for any reason, he/she will keep his/her number of cumulative sick leave days to be used upon return, but shall not be considered for sick leave during the time of leave.
      2. Employees returning from authorized leaves shall receive accumulated sick leave benefits according to the policy in force at the time the leave began except when the policy is changed as a result of negotiations.
    4. Use of Sick Leave for Critical Family Care
      1. Although sick leave is intended for use by the employee for personal health-related absences, some sick leave may be used for critical family care as described below. Annual leave should be used for non-critical care of an ill family member.
      2. A maximum of fifteen (15) days of sick leave may be used each year to care for a critically ill member of the immediate family or critically ill person residing on a permanent basis in the employee's home.
      3. Use of sick leave for critical family illness must be authorized by the Sick Leave Review Committee. The employee must submit his/her request in writing by applying online via Employee Access.
      4. Employees may not apply for critical family illness benefits until five (5) annual leave days have been used.
      5. If more days are needed, employees who continue to deal with a critical family care (as defined in item D.1. above) may apply to the Sick Leave Review Committee for up to fifteen (15) additional days.
      6. If additional days are granted, 50% of the daily rate of a licensed employee on salary level one shall be deducted from the educator’s pay for each additional day of leave.
    5. Use of Sick Leave for Adoption
      1. Employees may use up to a maximum of twenty (20) accumulated sick leave days at the time of actual custody of the child.
      2. Any additional leave must fall under the policy provisions of DP322—Family Medical Leave Act.
    6. Notification of Absence
      1. Employees are required to notify their immediate supervisor as soon as they know that they will be absent from work.
      2. The employee shall record the absence in Skyward at least one hour prior to the start of his/her contract day on the day of the absence. A supervisor may require additional notification.
      3. If a substitute must be hired, the employee shall enter the request into Frontline (formerly known as AESOP) at least one hour prior to the start of his/her contract day on the day of the absence.
      4. Employees may be required to verify the nature and duration of an illness or injury with a doctor’s certificate.
      5. Employees absent in excess of (5) days for the same medical reason may be subject to the parameters of FMLA and may prompt contact with the Human Resource Generalist.
    7. Abuse of Sick Leave
      1. Administrators shall periodically review sick leave usage.
      2. If an abuse of sick leave is suspected, the administrator shall confer with the employee and, if necessary, ask the Sick Leave Review Committee to review the case. Cases will be reviewed according to Administrative Guidelines developed by the Sick Leave Review Committee.
      3. If it is determined that an abuse of sick leave has occurred, the following actions shall be taken:
        1. The sick leave benefits which were paid inappropriately shall be reclaimed from the employee.
        2. The employee shall be suspended for five (5) days without pay during the next pay period.
        3. A reprimand shall be entered in the employee's personnel file.
      4. A second proven abuse of sick leave may result in immediate termination.
    8. Employee-Funded Sick Bank
      1. Employee Participation in the Sick Bank
        1. Employees are automatically enrolled in the sick bank each year through the annual donation of one (1) annual leave day to the sick bank.
        2. Each year, employees wishing to opt out of participation in the sick bank must annually complete the appropriate online form in Employee Access no later than September 1 for current employees and October 1 for first-year employees.
        3. Employees who have been offered a temporary transitional duty assignment due to a work-related injury, who refuse the temporary transitional duty assignment, will not be eligible for Sick Bank.
      2. Use of the Sick Bank
        1. The purpose of the sick bank is to support employees in time of personal medical need. The sick bank is not intended to be used for short-term, in-and-out absences, elective medical procedures or other medical care that could be scheduled during non-contract time.
        2. Medically documented intermittent leave for long-term illness may be approved.
        3. Days from the sick bank shall be granted to eligible employees only after all accrued sick leave and annual leave days have been used.
        4. Employees will be required to sign a release of medical information when making application to the sick bank.
        5. A combination of continuous years of service and accumulated sick leave days shall be used to determine the number of sick bank days which an employee qualifies to receive and any pay loss to be sustained. (Years of service shall be computed in accordance with established guidelines for salary step movement.)
        6. Annual sick bank days used in a year shall not exceed annual sick days donated by participating employees in that year.
      3. Sick Bank Allowances
        1. First or second year employees shall be allowed up to 10 days from the sick bank at full pay less 50% of the daily rate of a licensed employee on salary level one for each day the employee falls below 13 days of accumulated leave at the beginning of the long-term absence.
          1. In cases of catastrophic illness or injury, the Sick Leave Review Committee may grant second year employees up to 30 additional days of sick bank after all previous sick bank days provided in section a. have been exhausted. Fifty percent (50%) of the daily rate of a licensed employee on salary level one shall be deducted for each additional day used under this option.
        2. Third year employees shall be allowed up to 40 sick bank days at full pay less 50% of the daily rate of a licensed employee on salary level one for each day the employee falls below 15 days of accumulated leave at the beginning of the long-term absence.
          1. After all sick bank days allowed according item b. are used, third year employees may be granted up to 40 additional sick bank days if circumstances warrant it. Fifty percent (50%) of the daily rate of a licensed employee on salary level one shall be deducted for each additional day used under this option.
          2. In cases of catastrophic illness or injury, the Sick Leave Review Committee may grant third year employees sufficient sick bank days to cover their transition to long-term disability after all of the previous sick bank days provided in section b. have been exhausted. Fifty percent (50%) of the daily rate of a licensed employee on salary level one shall be deducted for each additional day used under this option.
        3. Employees with four or more years of service shall be allowed up to 120 days from the sick bank at full pay less 50% of the daily rate of a licensed employee on salary level one for each day the employee falls below 15 days of accumulated leave at the beginning of the long-term absence. (A maximum of 15 days will be deducted.)
      4. Sick Bank Limitations
        1. Prior to granting sick bank days, an employee shall agree in writing to repay compensation at his/her daily rate of pay for sick bank days used or granted if he/she terminates employment with the District for other than medical reasons before completion of the current and succeeding contract year.
        2. The illness/injury must be medically documented with a statement bearing an original signature from the attending physician. The verification of absence form may not be stamped with a physician's signature or signed by the attending nurse, office manager, etc.
        3. A second opinion may be required with any costs not covered by insurance borne by the District.
        4. When an employee requests sick bank days more than once within a 48-month period for an unrelated illness, a three (3)-day loss of pay shall be required before sick bank days are granted. Use of sick bank days shall be limited to 120 days within a 48-month period. The employee will also be required to meet all other qualifying criteria.
        5. Under catastrophic conditions, employees may appeal to the Sick Bank Review Committee for a waiver of pay loss provisions. The Committee shall review the employee's attendance record and other related factors and either grant or deny the waiver based on the findings. No appeal beyond the Sick Bank Review Committee is provided.

Published on
  • Effective: 6/27/1995
  • Revision: 9/8/2009
  • Reviewed: 12/10/2013
  1. Board Directive
    The Board recognizes that students with special health care needs are entitled to public education.  Therefore, the Board delegates to the Administration responsibility for developing policy to provide necessary health care services for students with special health care needs in accordance with state and federal law.  (See Section 504 of the Rehabilitation Act of 1973, the Utah Nurse Practice Act, the Nurse Practice Act Rules, and Individuals with Disabilities Education Act of 1990.)
  2. Administrative Policy
    The Administration may provide accommodations to students with special health care needs who require individualized health-related services/interventions by Jordan School District and its personnel to enable their participation in the educational process.  This policy shall be administered within health and safety parameters according to the following administrative policy provisions:

    1. Definition of Special Health Care Needs
      Students shall be considered as having a special health care need if one or more of the following conditions applies:

      1. The student requires administration of medication during the school day in order to access his/her educational program.  (Note:  If the student's only special health care need is administration of medication during the school day, the student's services shall be administered according to Policy AS85—Medication in the School Setting and the provisions of this policy shall not apply.)
      2. The student requires administration of support procedures during the school day in order to access his/her educational program.
      3. The student uses a particular health care device that monitors or compensates for the loss of a body function.
      4. The student's health condition may require routine or emergency health care procedures.
      5. The student's health condition may require substantial, complex, or frequent health care services to avert death or further disability.
      6. The student's individual education program requires support health care services.
    2. Requesting Special Health Care Services/Interventions
      Procedures for requesting special health care services/interventions are as follows:

      1. The student's parent formally requests special health care services/interventions by completing the “Jordan School District Request for Special Health Care Services and Release of Confidential Information” form available online, or from the school principal.  This form must be submitted each year.
      2. The student's parent shall provide all of the forms and information necessary to enable the District nurse to make an initial assessment of the student's condition.  This may include:
        1. A statement from the student's primary health care provider which describes the special services/interventions required and how they are to be administered.
        2. Other health-related evaluations or information as requested by the District nurse.
      3. Except for students subject to IDEA or §504 of the Rehabilitation Act, expenses for health-related evaluations and assessments shall be the responsibility of the parent.  Parents who need financial assistance obtaining required health-related evaluations or information shall be advised to contact the Utah State Department of Health.
      4. The principal shall provide liaison services and facilitate communication with the parents, school nurse, primary health care provider, school staff, and other agencies as necessary.
    3. Responding to Requests for Services/Interventions
      The process for reviewing and approving or denying requests for special health care services/interventions shall be as follows:

      1. The school principal shall forward the “Jordan School District Request for Special Health Care Services and Release of Confidential Information” form to the school nurse for an initial health care assessment.
      2. The District nurse shall review the “Jordan School District Request for Special Health Care Services and Release of Confidential Information” form and all accompanying documents and evalua­tions to determine the following:
        1. What health care services/interventions are required; e.g., medications, special diet, school or classroom modifications, equipment, supplies, etc.
        2. Whether the requested services/interventions are necessary during the school day to enable the student to access his/her educational program.
        3. Whether the requested services/interventions can reasonably be accommodated by school personnel.
        4. Whether the requested services/interventions can legally be provided by school personnel who are not licensed nurses or health care practitioners.  (Note: Nursing activities not specifically addressed in the Utah Nurse Practices Act may be performed by a non-licensed individual provided the activity does not require exercising nursing judgment and the activity is delegated and supervised by a licensed nurse.)
        5. Whether the requested services/interventions constitute supportive rather than medical services.
      3. The District nurse shall report the findings of the initial health care assessment to the school principal with a recommendation to grant or deny the request for special services/interventions.
      4. The District nurse may organize a Health Care Team to develop an individual health care plan for the student if needed.
      5. The principal shall forward the request to the District Compliance Officer if any of the following conditions apply:
        1. The requested services are “medical” (services that can only be rendered by a physician) rather than “support” services.
        2. The requested special services/interventions cannot be provided by school personnel in accordance with the Utah Nurse Practice Act.
        3. The request for services is denied by the District nurse.
    4. District Review and Right of Appeal
      1. The District Compliance Officer shall notify the parents and District nurse in writing if the request for special services/interventions is denied.
      2. The parents shall be informed in writing that decisions of the District Compliance Officer may be appealed to a Health Services Panel composed of the Coordinator of Educational Support Services, the appropriate Administrator of Schools, and a designated District nurse.  Appeal procedures are as follows:
        1. A written appeal shall be submitted to the Superintendent of Schools within 10 days of the determination of the District Compliance Officer.
        2. The Health Services Panel shall review the findings of the District Compliance Officer and make a determination about the school's ability to provide the special health care services requested.
        3. Parents shall be notified of the Health Services Panel's decision in writing.
    5. Individualized Health Care Plans
      1. An individualized Health Care Plan shall be developed by the District nurse for all students who qualify for special health care services/interventions.
      2. Plans shall be developed prior to placement if the student's condition is life threatening or capable of causing serious injury to the student or to other students or staff members. Until a health care plan can be developed, the student may be placed in the Home and Hospital or other appropriate instruction program.  However, if the student is designated under either §504 of the Vocational Rehabilitation Act or receives education pursuant to an individualized education program, then the IEP team must be convened prior to any change in placement to address the health needs for school.
      3. Each individualized health care plan may include the following components:
        1. A description of the student's health condition.
        2. A description of the services/interventions to be performed with specific, detailed instructions from the student's health care provider.
        3. Written permission from the parents to administer any required medications or perform any required procedures.
        4. A list of the school personnel assigned by the school principal to perform the services/interventions.  If the parent, privately employed nurse, or other non-employee is to perform the service, parent must provide prior written permission.
        5. A description of any recommended safety precautions and/or signs of distress which could indicate the onset of a medical emergency.
        6. Instructions for emergency interventions including:
          1. Emergency numbers for family and alternative contacts.
          2. The preferred emergency room if requested by primary medical provider or parent.
          3. A list of school personnel who are acquainted with the student's condition and able to render emergency assistance.
          4. Evacuation procedures.
          5. Other information the District nurse deems necessary.
        7. Instructions for special transportation services, if applicable, including:
          1. The mode of transportation to and from school.
          2. The maximum recommended travel time each way.
          3. Equipment and adaptations necessary for transportation; e.g., lifts, wheelchair restraints, oxygen, etc.
          4. Special staffing or training required for transportation personnel.
        8. An implementation date.
      1. The completed individualized health care plan shall be maintained by the school as a "private" record in accordance with the Government Records Access Management Act.  Eligible students under IDEA or Section 504 must have health care plans attached to their IEP or 504 plan.
      2. Parents shall notify the principal in writing of any changes in the student's condition which may require a modification of the health care plan.  The health care team shall be reconvened, if necessary. The principal shall notify the District nurse of any changes in the student’s condition.
    6. Staff Assignments
      1. The school principal, in conjunction with the District nurse, shall assign staff members to perform special health care services/interventions outlined in the Individualized Health Care Plan.  Such assignments shall be within the limits of Policy AS85—Medication in the School Setting by school personnel, and the Utah Nurse Practices Act and other applicable statutes and regulations.
      2. The school principal shall see that staff members assigned to provide special health care services/interventions for students understand and use Universal Precautions Against Blood Borne Diseases.
      3. The school principal and District nurse shall cooperatively determine the in-service training necessary to enable the assigned staff members to successfully perform the required services/interventions.
      4. Following in-service training and prior to rendering special health care service/interventions, the District nurse shall verify the staff member's ability to safely perform the assigned duties.
      5. The District nurse shall advise the school principal regarding supervision of staff members assigned to perform special health care service/interventions.
      6. The school principal may notify other staff members of the student's need for special health care services/interventions within the limits of the Family Educational Rights and Privacy Act (FERPA) and the Government Records Management Access Act (GRAMA) and the Health Insurance Portability and Accountability Act (HIPPA).
      7. The school principal shall notify the District nurse and staff members assigned to provide special services/interventions of any changes in the student's condition that have necessitated changes in the Individualized Health Care Plan.
    7. Provisions for Health and Safety
      1. The school principal shall be responsible to see that all staff members receive training in the use of Universal Precautions Against Blood Borne Diseases.
      2. The school principal shall be responsible to see that the necessary equipment, materials and supplies are provided to staff members who are required to perform special health care services/interventions.
      3. Universal Precautions Against Blood Borne Diseases shall be used in handling and disposing hazardous materials.
      4. Upon the recommendation of the State Health Department or recommendation of a personal physician based on a staff member's special medical condition, the District shall pay for immunizations and/or related testing for staff members whose assignment to provide special health care services/interventions places them at increased health risk.
      5. Staff members shall not be required to perform special health care services or interventions if so doing places them in imminent danger or exposes them to serious health risk.
      6. If the safeguards outlined in this policy are not implemented, staff members may refuse to perform special health care services/interventions and shall appeal to the District Compliance Officer in accordance with the procedures outlined in Policy DP315 NEG—Grievance Procedures.

Published on
  • Effective: 6/13/1995
  • Revision: 7/1/2023
  • Reviewed: 6/25/2013
  1. Board Directive
    The Board authorizes establishment of Department Advisory Councils to provide an orderly, professional means of improving program coordination and communications within departments for education support professionals.
  2. Administrative Policy
    Department Advisory Councils shall be administered as follows:

    1. Organization and Operation
      1. Department Advisory Councils shall be composed of representatives mutually appointed by the employee agent and the  department administrator.  Employee agent representatives will be appointed yearly by the employee agent group.
      2. The council membership shall select a chairman to serve for a one-year term.
      3. Councils shall address issues and items of business introduced by the council members with the exception of administrative policies and programs which are outside the purview of the department.
      4. Each council shall meet monthly or as often as business dictates.
        1. Meetings of the Council shall be held at other than regular working hours. If circumstances should require that a meeting be held during working hours, committee members may be excused from their regular duties without loss of pay.
        2. If no agenda items are submitted by the Wednesday prior to the meeting, the scheduled meeting will be canceled.
      5. Minutes of each council meeting shall be kept and distributed to department employees, Superintendent, Administrator of Auxiliary Services, Administrator of Human Resources, and the employee agent group.
      6. Based upon District and department needs, new Department Advisory Councils may be developed as needed.  Educational support professionals who are not served by a Department Advisory Council shall continue to direct concerns to the District Advisory Council.
    2. Council Membership
      1. Custodial Advisory Council:  Membership shall include one high school head custodian, one middle school head custodian, one year-round and one traditional elementary head custodian, one lead custodian, one assistant custodian, one Custodial Specialist, one custodial representative, and the Director of Custodial and Energy Services.
      2. Nutrition Services Advisory Council:  Membership shall include one high school manager, one middle school manager, one year-round and one traditional elementary manager, one traditional, one year-round and one secondary nutrition services worker, one secondary lunch clerk, one nutrition services representative, the Director of Nutrition Services, and one coordinator designated by the director.
      3. Maintenance Advisory Council:  Membership shall include one representative from each of the following trades—audio visual, carpentry, electrical, painting, plumbing, trade repairs, HVAC, mechanical, and grounds plus one maintenance representative, the Director of Facility Services, and one lead person designated by the director.
      4. Transportation Advisory Council:  Membership shall include one bus driver, one bus attendant, one mechanic, one special education driver, one transportation representative, the Director of Transportation, the transportation coordinator(s) and the secretary.

2/25/2020: Board of Education approved the term “Education Support Professionals” to replace “Classified” to describe personnel not licensed as educators.

Published on
  • Effective: 5/23/1995
  • Revised: 9/28/2021
  1. Board Directive
    The philosophy of the Board is to establish and maintain middle schools which are structured to meet the unique needs of students in the transition years between elementary school and high school. The middle school program shall emphasize academics and provide opportunities for a wide variety of learning experiences. Programs shall be structured to enable students to develop social skills and learn to interact in a cooperative, supportive environment. Middle school extracurricular activities shall be designed solely with the needs of middle school-age students in mind and shall not mirror high school activities or events. Activities which give all students opportunities to participate shall be encouraged with little or no emphasis given to competition.
  2. Administrative Policy
    This policy shall be administered according to the following administrative policy provisions:

    1. Student Officers and Elections
      1. Each homeroom or teacher advisory class shall select representatives in accordance with the school constitution. There shall be no eligibility requirements for the homeroom or teacher advisory class representatives. These representatives shall comprise the Student Council.
      2. Each grade may elect up to four officers. No other elections shall be allowed.
        1. Students must have and maintain a grade point average of 3.0 or higher and an acceptable citizenship rating to be eligible for these elected offices.
        2. Election procedures shall be determined by the local school. Campaigning shall be limited to one election speech and two campaign posters for each candidate.
        3. Class officers may be elected to serve either one-year or one-semester terms according to school choice.
      3. The elected ninth grade class officers shall preside over the Student Council.
    2. Athletics and Intramurals
      1. The middle school athletic program shall be a broad-based, intramural program. Emphasis shall be on participation and skill building rather than on competition.
      2. Intramural activities may be offered in a variety of sports including basketball, volleyball, flag football, etc.
      3. Interscholastic competitive sports programs shall not be sponsored by middle schools.
    3. Choral and Instrumental Music
      1. Middle school choruses and instrumental groups may be organized for students enrolled in regular choral and instrumental music classes.
        1. Uniforms shall not be provided for middle school choruses and instrumental groups either by the school or parents.
        2. Students performing in choruses and instrumental groups may be asked to dress in a certain color or general style provided no unnecessary expense is imposed on parents.
      2. District music festivals shall be the only extracurricular, interscholastic event for middle school choruses and instrumental groups.
      3. Middle school choruses and instrumental groups shall be allowed to perform at special events by invitation.
      4. Middle school students may be encouraged to participate in high school marching bands. If interest warrants, middle schools may organize a marching band as a summer activity. Uniforms shall not be provided for marching bands.
    4. Curriculum
      1. The middle school curriculum shall comply with State Core Curriculum guidelines.
      2. Seventh grade classes may be offered in two-period blocks with instruction in compatible subjects; i.e., English/social studies or English/reading. Team planning shall be emphasized and all curriculum coordinated whether the block is taught by a team of teachers or an individual teacher.
    5. Enrichment Activities
      1. Programs which recognize students for achievement, attendance, etc., shall be encouraged. The emphasis shall be on participation and performance within the school. Outside events or activities shall be discouraged.
      2. Formal student clubs in middle schools shall follow Policy AA443 Student Clubs (Limited Open Forum).
      3. Supervised student enrichment activities which are open to all students shall be encouraged. No dues or uniforms shall be required for enrichment activities.
    6. End of the Year Activities
      1. Middle schools shall not hold promotional or graduation exercises.
      2. Ninth grade students shall be offered a field day at Lagoon or another appropriate recreational activity to celebrate the end of the ninth grade year.
      3. In-school recognition assemblies shall be allowed for all grade levels.
    7. Memory Books
      1. Yearbooks, such as those published in high schools, shall not be part of the middle school program.
      2. PTA and PTSA organizations have the option of publishing a memory book on behalf of the school provided neither the school nor the staff assumes any responsibility for the publication, including liability for content, cost, and/or professional time.
      3. PTA and PTSA organizations who choose to publish a memory book on behalf of the school shall comply with the Administrative Guidelines for Middle School Memory Books.

Published on
  • Effective: 8/2/1994
  • Revision: 3/22/2005
  • Reviewed: 5/28/2013
  1. Board Directive
    The Board recognizes that the free flow of information is basic to an effective school system.  The Board authorizes the Administration to establish policy for receiving and responding to employee suggestions to improve and promote education within the District.
  2. Administrative Policy
    Suggestions from employees shall be received and responded to according to the following administrative policy provisions:

    1. Any employee may submit a suggestion, anonymously if preferred, to the District Administration or the Board of Education.
    2. Suggestions may be mailed to the attention of the District Administration or the Board of Education, e-mailed to individual District administrators or Board members, and/or may be deposited in a suggestion box provided by members of the Board at various locations throughout the District.
    3. Suggestions from employees and/or patrons may also be made through an online suggestion box on the District website.