- Effective: 6/9/1998
- Revision: 10/27/2015
- 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.
- Administrative Policy
The Administration shall take appropriate disciplinary action when students or employees engage in hazing.
- “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;
- Endangering the mental or physical health or safety of another;
- 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;
- Any physical activity that endangers the mental or physical health or safety of another;
- 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;
- Use, possession or distribution of controlled substances, drugs, drug paraphernalia, tobacco or alcoholic beverages;
- Threatening comments or statements;
- Cruelty to animals as provided by law;
- Initiation, admission into, affiliation with, holding office in or as a condition for continued membership in any organization;
- Forcing others to engage in or be the subject of degrading pranks, games, stunts, practical jokes;
- Forcing students to ingest any substance;
- Forced personal servitude;
- Forcing students to wear outrageous, ridiculous or embarrassing articles of clothing;
- Coercing or promoting acts of vandalism, theft, assault, sexual acts or criminal activity;
- Coercing or promoting indecent exposure, gross or lewd behavior;
- Forcing any student to engage in illegal, perverse, publicly indecent, or immoral conduct.Definitions
- Policy Provisions
- 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.
- Student Discipline
- 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.
- 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.
- Employee Responsibilities
- 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.
- 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.
- 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:
- details of the alleged incident;
- the identity of persons believes to be involved;
- action taken in response.
- 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).
- District Activities
- 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.
- The District and schools shall develop procedures allowing for anonymous reporting of hazing, harassment, bullying or retaliation;
- Building administration is responsible for conducting investigations and responding to reports of hazing, harassment, bullying, and retaliation.
- In addition to the published procedures and notification above, each school shall follow established procedures and plans for:
- 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;
- Referring a victim of hazing, harassment, bullying or retaliation to counseling following parental/guardian notice and consent;
- To the extent that it is appropriate, treating the perpetrator according to the provisions of District Policy AS67—Discipline of Students;
- Training school employees and students to recognize hazing, harassment, bullying or retaliation.
- Actions Required When Prohibited Acts Are Reported
- Each reported complaint shall include:
- Name of complaining party
- Name of offender (if known)
- Date and location of incident
- Statement describing the incident(s), including name(s) of witness(es)\\
- 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.
- 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:
- Student suspension or removal from a school-sponsored team or activity, including school-sponsored transportation;
- Student referral, under District Policy AS67—Discipline of Students, or a lesser disciplinary action which may merit student suspension or expulsion from school;
- Employee suspension or termination for cause or lesser disciplinary action;
- Employee reassignment; or
- Other action against student or employee as applicable.
- Action to include when appropriate:
- Procedures for protecting the victim and other involved individuals from being subjected to:
- further hazing, harassment or bullying; and
- retaliation for reporting the hazing, harassment and bullying.
- 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.
- Reporting incidents of hazing, harassment, bullying and retaliation to the Superintendent or Superintendent’s designee.
- 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.
- Training and Additional Consideration
- The training of school employees shall include training regarding hazing, harassment, bullying and retaliation.
- 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.
- Training should be extended to volunteer and paid coaches, and activity leaders for all extra-curricular activities.
- Participants, volunteers and adult supervisors of extra-curricular activities should be informed annually of this policy and the prohibited activities outlined in this policy.
- Participants, volunteers and adult supervisors shall be informed annually of the policy and the potential consequences for violation of the policy.
- 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.
- Board Directive
The Board recognizes the need for a policy governing the protection of employees. Responsibility is delegated to the District Administration for implementing the policy according to established provisions.
- Administrative Policy
The Protection of Employees policy will be implemented according to the following provisions:
- Employees shall report immediately in writing to their principal or immediate supervisor and to the Superintendent all cases of assault suffered in connection with their employment.
- If criminal or civil proceedings are brought against an employee alleging that he/she committed an assault in connection with his/her employment, such employee, after making reports, may request the Board to furnish legal counsel to defend him/her in such proceedings, insofar as the interests of the employee and the District are not conflicting. If the employee is found guilty or liable in such proceedings, such finding may constitute a cause for dismissal from the school system. Fines, damages, penalties, or forfeitures shall not be paid by the Board.
- Civil liability insurance coverage shall be provided for each employee to the extent now provided by the law under tort liability. Costs of this coverage shall not be deemed to provide payment for fines, penalties, or forfeitures arising out of criminal proceedings.
- Whenever an employee is absent from his/her assignment as a result of personal injury or for appearances before a judicial body of legal authority in connection with an assault case, he/she shall be eligible for sick days. There shall be no loss of wages or reduction in accumulated leave.
- Physical restraint may be used by an employee in an extraordinary case of breach of discipline to restrain, if necessary, a disruptive pupil to prevent injury to himself/herself or students, provided the force used is reasonable under the circumstances. The employee shall inform the principal or immediate supervisor at once of such action and shall make an accurate, written report within 24 hours.
- The District shall take appropriate action against the person (a student) committing the assault, according to the student discipline policy established by the District.