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  • Effective: 7/12/2011
  • Revision:

  1. Board Policy
    The Board recognizes that students who engage in extracurricular activities in the Jordan School District are representatives of the School District and engage in such extracurricular activities as a matter of privilege and not of right. The Board recognizes the need to address serious conduct that may impact ability of the student to act as a representative of the School District which takes place off school property and that is not during school hours, but which nevertheless impacts team spirit, team unity and the educational process of the school district.
  2. Administration Policy
    1. This Policy supersedes all local school policies, team codes and rules.
    2. Any student charged with any felony shall be suspended from participating in any school district sponsored extracurricular activities until the charge is resolved. If the charge results in acquittal or the charges are dropped, then the student shall be allowed to participate in extracurricular activities. However, any charge that results in a finding of guilty or entry of a plea of no contest, then the student shall be suspended from all extracurricular activities in the school district for 180 school days after entry of the finding, or the remainder of the school year, whichever is longer.
  3. Guidelines
    1. Student Discipline
      1. Students who are charged with any felony shall be suspended by the school principal from participating in any School District sponsored extracurricular activities as described in AS96 II. B above. Parents/Guardians must be notified of the activity suspension and be notified that the student may also be subject to further discipline pursuant to Policy AS67 NEG—Discipline of Students if or when such action becomes warranted.
    2. Employee Responsibilities
      1. School District employees who become aware of or reasonably believe that felony charges have been filed on a student shall immediately (by the next working day) report that information either to the building principal or the designee of the Superintendent of Schools. The principal shall promptly notify their immediate supervisor upon receiving a report of a felony charge.
      2. Principals who receive a report of a felony charge on a student shall, within twenty working days after receipt of such report, verify the accuracy of the report, apply the suspension as required and submit a report to the Superintendent’s designee which includes:
        (a) available details leading to the felony charge
        (b) the identity of the person/persons involved
        (c) action taken in response
      3. A review of the principal’s decision by the program specialist of Student Intervention Services may be requested by the parent/guardian of the charged student. The request must include written notification asking for the review as well as other pertinent documents submitted by the charged student’s family.

  • 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.Definitions
    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 - Classified.
        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 - Classified .  (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

  • Effective: 2/23/1988
  • Revision: 6/22/2004
  • Reviewed: 4/26/13

  1. Board Policy
    The Board recognizes that employees should not be subject to abuse in the workplace, and delegates to the District Administration responsibility for developing guidelines for handling incidents of verbal and physical abuse.
  2. Administration Policy
    Abuse will be considered any verbal or physical conduct which places an employee at risk or in fear of personal safety including verbal or physical threats, gross profanity, intimidating gestures, or physical contact such as kicking, striking, pushing, or physically assaulting with or without a weapon. Abusive conduct, physical or verbal, will not be tolerated.

    1. Procedures for handling abuse/assault incidents.
      1. Employees will take appropriate precautionary measures to avoid abuse/assault incidents.
      2. If an abuse/assault incident occurs, abused employees will immediately notify their immediate supervisor.
      3. The immediate supervisor will conduct an initial evaluation of the incident, requesting assistance from his/her division administrator, Jordan District police officers or other police officers as appropriate.
        1. In cases of abuse/assault or threatened abuse/assault, an employee may be removed from the building until the immediate supervisor determines it is safe for the employee to return.
        2. Employees who are removed from a building for safety reasons shall be placed on leave with pay.
        3. Paid leave taken for safety reasons does not impact the individual's other leave benefits.
      4. Statements will be taken from all parties involved and from witnesses to the incident.
      5. Related evidence will be gathered or recorded photographically.
      6. Victims of physical abuse will undergo a physical examination by a qualified physician at district expense even if injury is minimal.
      7. The district will make restitution to an employee for verifiable damage or loss of personal property to the extent the district's liability insurance provides such coverage.
      8. Employees whose clothing, glasses, or other items worn upon the body are damaged or destroyed as the result of an assault shall be reimbursed for verifiable damages.
    2. Disposition of abuse/assault incidents
      1. All incidents of employee abuse will be reported to the District compliance officer.
      2. The District compliance officer will be responsible to follow through with the case and take the necessary steps to assure that the issue is resolved and appropriate disciplinary policies and procedures are implemented.

Effective: 9/28/1981
Revision: 6/26/1990
Reviewed: 12/27/2012

  1. 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.
  2. Administrative Policy
    The Protection of Employees policy will be implemented according to the following provisions:

    1. 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.
    2. 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.
    3. 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.
    4. 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.
    5. 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.
    6. The District shall take appropriate action against the person (a student) committing the assault, according to the student discipline policy established by the District.

  • 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)