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Tag: Benefits

Published on
  • Effective: 6/12/2007
  • Revision: 6/8/2021
  • Reviewed: 12/27/2012
  1. Board Directive
    The Board recognizes that it is in the best interest of students to have employees on the job each contract day, and delegates to the administration responsibility for administering an Attendance Incentive policy for qualifying employees.
  2. Administrative Policy
    The Attendance Incentive policy shall be administered according to the following administrative policy provisions:

    1. Funds recouped for "no pay" days, based on average salary shall be distributed equally to those employees paid on the administrative salary schedule whose sick leave, annual leave, or "no pay" days during the contract year total between four (4) to six (6) days when rounded upward.  These funds will be supplemented by an annual contribution equivalent to a 0.5 percent increase contribution of the cost of the administrative salary schedule.
    2. These funds shall be distributed according to the following requirements:
      1. Employees must complete a full contract year to be eligible.
      2. Only those employees eligible for fringe benefits can be the recipients of this program.
      3. Payment will be made on the regular July check based upon "no pay" days used from July through June.
      4. The following method will be used for calculating the dollar value of this incentive for each eligible employee:
        1. Employees will be assigned a point value based on the total number of absences:
          Four (4) absences        5.5 points
          Five (5) absences         3.0 points
          Six (6) absences           1.5 points
        2. Total funds available shall be divided by the total points earned, which shall result in a dollar value per point.

Published on
  • Effective: 3/21/2006
  • Revision: 7/22/2014
  • Reviewed: 7/25/2017

This policy only applies to employees who were hired before July 1, 2006, and who retire from the District and the Utah Retirement Systems after June 30, 2006.

  1. Board Directive
    It is the intent of the Board to:

    1. Implement procedures for terminating District post-retirement benefits to employees.
    2. Comply with the Age Discrimination in Employment Amendments of 1986 (P.L. No. 99-592).  An employee's age shall not be a factor in determining separation from employment.
    3. Eliminate policies DP319 NEG, Retirement–Licensed; DP319B NEG, Retirement–Classified;  DP320, Early Retirement Incentive for Administrators (Voluntary) and DP321 NEG, Early Retirement Incentive–Licensed (Voluntary) for any employee retiring after the start of their 2006-07 contract or any employee hired after July 1, 2006.  If the employee retired with the District and the Utah Retirement Systems before the 2006-07 contract year, the following policies apply: DP319 NEG, DP319B NEG, DP320 and DP321 NEG.
    4. Provide a frozen benefit for employees hired prior to July 1, 2006.
    5. Allow all regular full-time employees participating to purchase years of service as allowed by Utah Retirement System.
  2. Administrative Policy
    1. Eligibility
      This policy pertains to eligible employees who meet all of the following criteria:

      1. Hired before July 1, 2006.
      2. Was an active employee at the end of the 2005-06 contract year.  Those on official leaves of absence or sabbatical leaves are considered active employees (however, for this policy, to determine the amount used and eligibility, refer to the previous year paid).  Those on disability or personal leaves are not considered active employees since their employment was terminated at the time of their leave.
      3. Retires from the District and under the provisions of the Utah State Retirement Systems, at the same time, after the beginning of the 2006-07 contract year.
    2. Notification of Intent to Retire
      1. An employee must give notice of intent to retire in writing at least 30 days (60 days for Administration) before the effective retirement date to the Human Resources Department to facilitate an appropriate time to hire a replacement for the position being vacated.  Failure to do so will result in a $500 penalty and a letter of unprofessional conduct placed in the employee's personnel file.
        before the effective retirement date to the Human Resources Department to facilitate an appropriate time
      2. The Director of Payroll, or his/her designee, shall provide assistance to retiring District employees with their District retirement benefits.  Application for State retirement benefits should be coordinated through the Utah Retirement Systems.
    3. Scaling Down of Benefit Calculation
      Under each of the following cash payments (Sick and Personal Leave Bonus, $75 per Year Service Credit, Cash in Lieu of Insurance, and Early Retirement Incentive) the calculated amount will be multiplied by the following factor.  Those with 25 or more full-time equivalent contract years as of the end of the 2005-06 contract year will receive 100 percent of the calculated amount and those with less than 25 years have a 3.06 percent reduction for each year under 25 years as follows:

      Full-Time Equivalent Contract Years in Jordan School
      District at the End of the 2005-06 Contract Year

      Multiplication
      Factor

      25+
      25
      24
      23
      22
      21
      20
      19
      18
      17
      16
      15
      14
      13
      12
      11
      10
      9
      8
      7
      6
      5
      4
      3
      2
      1

      1.0000
      1.0000
      0.9694
      0.9388
      0.9082
      0.8776
      0.8470
      0.8164
      0.7858
      0.7552
      0.7246
      0.6940
      0.6634
      0.6328
      0.6022
      0.5716
      0.5410
      0.5104
      0.4798
      0.4492
      0.4186
      0.3880
      0.3574
      0.3268
      0.2962
      0.2656
    4. Benefits
      The first three of the following benefits are applicable to all three employee groups (Licensed, Classified, and Administrative).  The fourth benefit, Retirement Incentive, is only applicable to Administrative and Licensed employees.

      1. Sick and Personal Leave Bonus:
        Eligible employees will be paid for unused sick, personal leave days, and alternative leave days up to the end of their 2005-06 contract.  This will be paid at the time of retirement based on 30 percent for Classified and 25 percent for Licensed and Administrative employees' 2005-06 lane and step (daily rate).

        1. Daily rate at the end of the 2005-06 contract year is used for figuring the value of unused sick leave (Licensed use the standard 184-day contract - C salary schedule).
        2. Total eligible days will be computed at the rate of one (1) day per basic contract month from the date of continuous employment in the District up to the end of the 2005-06 contract.  For example, nine (9) days per year for nine-month employees, 11 days per year for 11-month employees, and 12 days per year for 12-month employees.
        3. Sick days used, including sick bank days and family health days used, from the date of continuous employment in the District up to the end of the 2005-06 contract will be subtracted from the total possible accumulation.  Emergency days used between July 1, 1993, and July 1, 1997, are also subtracted from the total accumulation.
        4. The maximum benefit is 180 days for nine-month employees, 220 days for 11-month employees, and 240 days for 12-month employees.
        5. Additional days will be added to this maximum benefit at the rate of two (2) days for each year (up to the end of the 2005-06 contract year) that no more than one (1) day of sick leave was used, including days deducted for sick leave bank and family sick days.
        6. Additional days will be added to this maximum benefit for Alternative Leave Days and Personal Leave Days not used up to the end of the 2005-06 contract year.
        7. At the time of retirement, if an employee has fewer days available than were accrued at the end of the 2005-06 contract, then the incentive amount will be reduced to reflect the lower number of days.
          Example 1:  An employee has his/her days figured according to the above outlined formula (A. through F.) and has 106 total days allowed for the sick leave payout at the end of the 2005-06 school year.  In the 2006-07 school year if the employee accrued 15 new sick leave days and used 25 sick leave days and then retired at the end of the school year, the employee total days allowed of 106 would be reduced to 96 days for the retirement payout.
          Example 2:  An employee has reached the maximum days allowed for his/her contract and does not show any new accrued days.  At the time of retirement a calculation will be done to show what days would have accrued if the employee had not reached the maximum allowed.  These examples show an employee whose maximum days allowed is 180 and works until the 2013-14 school year before retiring:
          Employee A:  Would have earned 15 days per year during eight additional years of employment equaling 120 days and during the eight-year period used 50 days.  There is no change from the retirement sick leave calculated at the end of 2005-06.
          Employee B:  Accrued 15 days during the eight more years of employment equaling 120 but his/her usage during the eight-year period amounted to 150 days.  His/her calculated sick leave retirement benefit would be reduced by 30 days.
        8. Employees will continue to accrue leave days beyond the 2005-06 contract.
        9. Retirees with 25 years of service with the Utah State Retirement Systems have the option of authorizing the District to use the sick and personal leave bonus and the $75 per year service award to purchase additional service credit for the employee through the State Retirement System.  Compensation used to purchase service credit is not reported as income to the employee.
        10. The above calculated dollar amount will be multiplied by the applicable factor in item C.
          Note:  This formula for retirement benefit has no relationship to the amount of available eligible sick leave days shown on the Time and Attendance Report or on the employee's check stub.
      2. $75 per Year Service Award:
        At the time of retirement, a one-time payment will be made of $75 for each year of service in Jordan School District up to the end of the 2005-06 contract year.  This dollar amount will be multiplied by the applicable factor in item C.  (For example, 24.68 years multiplied by $75 equals $1,851 multiplied by the applicable yearly factor (0.9694) equals a one-time payment of $1,794.)
      3. Cash in Lieu of Health and Life Insurance Benefits for Retirees
        1. Health and Life Insurance
          1. Employees working fewer than four hours per day (at the end of the 2005-06 contract year) are not eligible for this retiree insurance benefit.
          2. This benefit shall be calculated using contracted full-time equivalent years of service in Jordan School District.  Years of service will be calculated on full-time equivalents; e.g. two years of half-time service equal one year of full-time service, up to the end of the 2005-06 contract year.
          3. The amount paid to the retiree shall be based on the 2005-06 District paid composite rate of insurance of $7,560 per insurance year earned and the current District Medicare supplemental rate (not less than $1,812 a year and not to exceed $7,560 a year) per insurance year earned beyond the age of Medicare eligibility (in 2005-06, age 65).  If the District does not have a Medicare supplemental rate, the rate to be used will be based on $1,812 for 2006-07 and will increase five percent for each year thereafter (not to exceed $7,560 a year) as follows:
            2006-07
            2007-08
            2008-09
            2009-10
            2010-11
            2011-12
            2012-13
            2013-14
            2014-15
            2015-16
            2016-17
            2017-18
            2018-19
            2019-20
            2020-21
            2021-22
            $1,812
            $1,903
            $1,998
            $2,098
            $2,202
            $2,313
            $2,428
            $2,550
            $2,677
            $2,811
            $2,952
            $3,099
            $3,254
            $3,417
            $3,588
            $3,767
            2022-23
            2023-24
            2024-25
            2025-26
            2026-27
            2027-28
            2028-29
            2029-30
            2030-31
            2031-32
            2032-33
            2033-34
            2034-35
            2035-36
            2036-37
            $3,955
            $4,153
            $4,361
            $4,579
            $4,808
            $5,048
            $5,301
            $5,566
            $5,844
            $6,136
            $6,443
            $6,765
            $7,103
            $7,458
            $7,560

            For example, if the employee retires at age 63 and has 4.80 insurance years, the retiree would receive two years at $7,560 a year and 2.80 years at the current supplemental rate, or the amount above if no District rate is available (no less than $1,812 and not to exceed $7,560) per year.

          4. The number of insurance years to be paid shall be computed by multiplying the full-time equivalent years in the District by 0.2 and rounding to the nearest month.  For example, 24.25 years in the District equals 4.85 years of insurance which rounds to 58 months.
          5. The amount calculated above will be paid to the employee over the same period of time calculated in item (4) above in monthly installments as earnings (which is taxable).  If, in the future, other payment options become legal (as determined by District legal counsel or the IRS) and appropriate (i.e. tax deferred, health savings account, flex plan) the District will allow such options.
          6. Employees who complete their contract and retire effective at the end of their contract year shall be covered under their regular contract insurance plan to the end of the contract year.  The cash in lieu of retiree insurance coverage shall commence with the next contract year and shall continue for the number of years indicated by item (4) above.
          7. Should an employee retire before the end of the contract year, their employee health insurance coverage terminates on the last day of the month of employment effective Sept. 1, 2010.  The payments for the cash in lieu of insurance coverage begin the following month.
            (8) The above calculated dollar amount will be multiplied by the applicable factor in item C.
        2. Insurance Lump-Sum Payout
          The retiree may choose to receive the entire insurance benefit in one lump-sum payment.  The lump-sum payment will be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.  If this option is chosen, and the retiree returns to District employment during the calculated payout period, the employee is not eligible for District-paid insurance.  The employee may at his/her option purchase health insurance at the retiree insurance rate (not the employee insurance rate).
          Insurance monies received in a lump sum are taxable. These funds, once paid to the employee, may be used at the employee's discretion, including the purchase of retirement credit.
        3. Insurance Benefits for Retirees Enrolled in COBRA
          Upon retirement, the employee may elect to receive insurance benefits through COBRA.  This is a federal law requiring employers to give former employees and their dependents the option to purchase insurance from the former employer at the rate of 102 percent of the premium cost for 18 months.  For more information on COBRA coverage and how it affects the spouse or dependents of the employee, please contact the Insurance Department.
        4. Retiree Purchase of Insurance
          Beginning with the 2006-07 contract year, those employed at the end of the 2005-06 contract year, who later retire with the Utah State Retirement Systems and Jordan School District at the same time, will be able to purchase health insurance through Jordan School District using the following guidelines:

          1. Retirees must have worked ten (10) full-time equivalent years in Jordan School District by the time they retire (including years before and after the 2005-06 contract year) to qualify for the retiree health insurance benefit.
          2. Health insurance must be continuous from the date of retirement.  Any lapse in coverage will cause forfeiture of the benefit.
          3. The retiree must remain on the health insurance plan for eligible dependents to enroll.
          4. The retiree must elect COBRA coverage at 102 percent of the yearly premium amount for the first 18 months after retirement.
          5. After COBRA coverage has ended, the health insurance premiums for retirees will be based upon 110 percent of the current yearly premium for the next six months.
          6. After the 110 percent six-month period has ended, the health insurance premiums for retirees will be based upon a percentage added to the yearly premium.  The percentage added to the yearly District premium will be reassessed annually and be based on the average of the three prior years of actual retiree claims data.
          7. A retiree, or his/her dependents, are no longer eligible to purchase District insurance coverage upon the death of the retiree or when the retiree becomes Medicare eligible. (COBRA coverage will be offered to eligible dependents.)
          8. If the employee had dual coverage during employment (i.e. spouse working for the District as well), and the couple purchases couple coverage into retirement and the spouse dies, the retiree will have the option to purchase insurance as if he/she chose single coverage when he/she retired, unless the retiree took the insurance lump-sum payout.
          9. If the retiree returns to Jordan School District employment and works beyond earned months of the insurance payout and then terminates employment, the retiree will be given a COBRA offer for the continuation of insurance for up to 18 months.  Beyond COBRA coverage, the retired employee will no longer be eligible to purchase further insurance coverage.
        5. All District insurance benefits, including the cash in lieu of insurance coverage, terminate at the time of the retiree's death.
        6. If a retiree returns to Jordan School District/or Canyons District employment while still eligible for the cash in lieu of insurance payout, the retiree may choose District-provided health insurance or continue receiving the cash in lieu payment.
          (1) The payout months will run concurrent with active months.
          (2) The payout months will not be postponed or delayed while actively employed.
        7. Future changes in federal or state law can change this benefit.  It is not the intent for this policy to be given in addition to obligations mandated or provided by governing bodies in the future (e.g. state or national health plans).  Under these circumstances the employee will no longer be eligible for this cash in lieu of insurance payment.
      4. Retirement Incentive
        1. Only licensed and administrative employees as of the end of the 2005-06 contract year, who later retire with the District under the provisions of the Utah Retirement Systems, are eligible for this benefit.
        2. Employees working fewer than four hours per day (at the end of the 2005-06 contract year) are not eligible for this retiree benefit.
        3. This benefit shall be calculated using contracted full-time equivalent years of service in Jordan School District.  Years of service will be calculated on full-time equivalents (e.g. two years of half-time service equal one year of full-time service) up to the end of the 2005-06 contract year.
        4. For a period of time described below:
          1. Licensed retirees will receive a percentage of the difference between Lane A, Step 1, of the 2005-06 Teachers Salary Schedule C (see attached schedule) and that lane and step which the employee was on at the end of the 2005-06 contract year.  Retirees paid on any other salary schedule shall have their salary placement converted to the full-time equivalent lane and step on the C schedule to calculate this benefit.
          2. Administrative retirees will receive a percentage of the difference between Lane A, Step 1, of the 2005-06 Teachers Salary Schedule C (see attached schedule) and Lane G, Step 25 of the 2005-06 Teachers Salary Schedule C, plus 10 percent of the difference between the Administrator's 2005-06 salary and the amount on Lane G, Step 25, of the 2005-06 Teachers Salary Schedule C.
        5. The percentage referred to in item d. above shall be the lower of 58 percent or 1.93333 percent for each year in the District.  For example, 24.25 years equals 46.88 percent.
        6. The above calculated amount will be multiplied by the applicable factor in item C.
        7. The amount calculated above is paid for four (4) years.  Upon retirement, an employee has four options:
          1. An employee retiring during the contract year will be paid monthly commencing the month following the actual retirement date.  Employees retiring at the end of the contract year will receive a monthly entitlement commencing with the July 1 pay period.
          2. The retiree may authorize the District to purchase additional service credit for the employee through the State Retirement Systems as allowed by the Utah State Retirement Systems and Utah State law (See Senate Bill 34 passed by the State Legislature in 1995).  The lump sum amount used to procure retirement credit shall be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.
          3. The retiree may receive the monthly benefit for the remainder of the current fiscal year (ending June 30) in a lump sum payment.  The prime interest rate (at the end of the previous quarter) plus two percent will be imposed to offset the District's loss of interest earnings.
          4. The retiree may receive the entire retirement in one lump sum.  The lump sum payment will be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.
        8. If the retiree should die at any point between actual retirement and the four-year entitlement, a one-time lump sum death benefit payment still due the retiree will be paid to the designated surviving beneficiary as listed at the time of retirement on District life insurance forms, unless a change in beneficiary status has been filed with the District.  The lump sum payment will be discounted by the prime interest rate (at the end of the previous quarter) plus two percent for each year to offset the District's loss of interest earnings.
    5. Post Retirement
      If an employee has retired under the Utah State Retirement Act and desires to be rehired, he/she must meet the provisions of the current Utah Code:

      1. Retirees desiring to be rehired by the District must make application to Jordan School District.
      2. Employees who have retired and are then rehired will not be placed on a step greater than:
        1. Classified employees –Step 3 Lane B. (Effective July 1, 2013-Step 4 of the appropriate lane)
        2. Licensed employees – See policy DP309 NEG - Salary Guidelines
        3. Administrative employees – Step 5
          This provision does not supersede policies DP307, Staff Selection, Promotion, and Salary Placement–Classified item II. D. 6.; and DP309 NEG, Salary Guidelines item II. F.
      3. A person who retires and returns to work for Jordan School District or Canyons District while still eligible for the cash in lieu of insurance payout, the retiree may choose District-provided health insurance or continue receiving the cash in lieu payout.
      4. Employees who have retired and are then rehired serve one year as a provisional employee and all policies regarding provisional status must be followed.

2005-06
TEACHERS SALARY SCHEDULE C

Hours Represented on the Lanes are Hours Earned Beyond and After
Bachelor's Degree and Original Teaching License

BACHELOR'S PLUS 90 QTR/60 SEM = LANE D + $500 - DOCTORATE = LANE G + $1,200 - NATIONAL BOARD CERT +$1000

Step

Bachelor's
Degree

Graduate and/or Approved Credit
Earned After Bachelor's Degree

Master's
Degree

Graduate
Hours
and/or
Credit
Earned After
Master's

Lane A

Lane B

Lane C

Lane D

Lane E

Lane G

Bachelor's
Degree

B + 30
quarter or
20 semester

B + 45
quarter or
30 semester

B + 60
quarter or
40 semester

Master's
Degree

M + 45
quarter or
30 semester

1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25

 $26,382
$26,382
$26,382
$27,614
$28,907
$30,258
$31,676
$33,161
$34,714
$36,816
$37,001
$37,001
$37,001
$37,001
$37,001
$37,001
$37,741
$37,741
$37,741
$37,741
$38,011
$38,011
$38,011
$38,011
$38,678

 $26,968
$26,968
$26,968
$28,211
$29,512
$30,874
$32,300
$33,785
$35,342
$36,974
$39,187
$39,383
$39,383
$39,383
$39,383
$39,383
$40,171
$40,171
$40,171
$40,171
$40,457
$40,457
$40,457
$40,457
$41,155

 $27,311
$27,311
$27,311
$28,574
$29,890
$31,270
$32,708
$34,218
$35,797
$37,446
$39,688
$41,513
$41,721
$41,721
$41,721
$41,721
$42,555
$42,555
$42,555
$42,555
$42,859
$42,859
$42,859
$42,859
$43,587

 $27,778
$27,778
$27,778
$29,031
$30,344
$31,716
$33,151
$34,649
$36,210
$37,849
$40,068
$41,911
$43,784
$44,004
$44,004
$44,004
$44,881
$44,881
$44,881
$44,881
$45,202
$45,202
$45,202
$45,202
$45,958

 $29,187
$29,187
$29,187
$30,468
$31,808
$33,209
$34,671
$36,198
$37,786
$39,453
$41,347
$42,998
$44,886
$47,481
$47,718
$47,718
$48,675
$48,675
$48,675
$48,675
$49,022
$49,022
$49,022
$49,022
$49,824

 $30,501
$30,501
$30,501
$31,847
$33,246
$34,709
$36,234
$37,828
$39,494
$41,232
$43,046
$44,937
$46,914
$49,621
$49,870
$49,870
$50,867
$50,867
$50,867
$50,867
$51,229
$51,229
$51,229
$51,229
$52,060

Published on
  • Effective: 1/9/1996
  • Revision: 5/28/2024
  • Reviewed: 4/26/2013
  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. Purpose
      1. Sick leave is intended for use by the employee only for personal health-related absences, except as outlined below under critical family care. Annual leave should be used for non-critical care of an ill family member.
    2.  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:
    3. 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
    4. 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.
    5. 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.
    6. 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.
    7. 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.
    8. 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.
    9. 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: 1/23/1990
  • Revision:
  1. Board Policy
    The Board recognizes that in the normal contract negotiation process it may be in the best interest of the District to provide lump sum incentive payments to all employees or to specified categories of employees.
  2. Administration Policy
    The Board delegates authority to the District Administration to negotiate lump sum payments with the various employee groups within the parameters established by the Board.
    Guidelines

    1. When an incentive lump sum payment is to be provided separate and apart from other negotiated salary agreements, the lump sum payment will be included, along with other salaries, as eligible retirement wages.

Published on
  • Effective: 6/10/1987
  • Revision: 6/8/2021
  1. Board Directive
    The Board recognizes that it is in the best interest of students to have employees on the job each contract day, and delegates to the administration responsibility for administering an Attendance Incentive policy for qualifying employees.
  2. Administrative Policy
    The Attendance Incentive policy shall be administered according to the following administrative policy provisions:

    1. Funds recouped for “no pay” days, based on average salary less the cost of substitutes, shall be distributed to those employees paid on teacher salary schedules whose sick leave, annual leave, or “no pay” days during the contract year total between four (4) and six (6) days when rounded upward.
    2. These funds shall be distributed according to the following requirements:
      1. Employees must complete a full contract year to be eligible.
      2. Only those employees eligible for fringe benefits can be the recipients of this program.
      3. Payment will be made on the regular July check based upon “no pay” days used from July through June.
      4. The following method will be used for calculating the dollar value of this incentive for each eligible employee:
        1. Employees will be assigned a point value based on the total number of absences:
          Four (4) absences        5.5 points
          Five (5) absences         3.0 points
          Six (6) absences           1.5 points
        2. Total funds available shall be divided by the total points earned, which shall result in a dollar value per point.

Published on

Effective: 6/10/1987
Revision: 6/8/2021
Reviewed: 6/10/2014

  1. Board Directive
    The Board recognizes that it is in the best interest of students to have employees on the job each contract day, and delegates to the District Administration responsibility for administering an Attendance Incentive policy for qualifying employees.
  2. Administrative Policy
    The Attendance Incentive policy shall be administered according to the following administrative policy provisions:

    1. Funds recouped for "no pay" days, based on average salary, shall be distributed equally to those employees paid on education support professionals salary schedules whose sick leave, annual leave, or no pay days during the contract year total four (4) to six (6) when rounded upward.  These funds will be supplemented by an annual contribution equivalent to a 0.5 percent increase contribution of the cost of the education support professionals salary schedule.
    2. These funds shall be distributed according to the following requirements:
      1. Employees must complete a full contract year to be eligible.
      2. Only those employees eligible for fringe benefits can be the recipients of this program.
      3. Payment will be made on the regular July check based upon "no pay" days used from July through June.
      4. Payment of available funds to eligible employees shall be prorated according to the number of hours worked per day.
      5. The use of vacation days is not calculated for the Attendance Incentive.
      6. The following method will be used for calculating the dollar value of this incentive for each eligible employee:
        1. Employees will be assigned a point value based on the total number of absences:
          Four (4) absences        5.5 points
          Five (5) absences        3.0 points
          Six (6) absences      1.5 points
        2. Total funds available shall be divided by the total points earned, which shall result in a dollar value per point.

Published on
  • Effective: 9/13/1983
  • Revision: 8/17/2010
  • Reviewed: 1/26/2016
  1. Board Directive
    The Board recognizes the need for employees to protect themselves against long-term injury and illness. A long-term disability policy will be available to eligible employees. The Board will pay the premium as agreed upon for each contract period. Appropriate application must be made by the employee.  The Board delegates to the District Administration responsibility for implementing this policy.
  2. Administrative Policy
    The long-term disability policy will be implemented according to the following administrative policy provisions:

    1. Eligible employees unable to perform all essential functions of their job may apply for long-term disability benefits.
      1. A 180-calendar day elimination period must be satisfied. The elimination period is a period of time an employee is continuously disabled and unable to work. The elimination period includes weekends, holidays, and summer months whether or not it is part of the employee’s contract.
      2. Regardless of the number of sick leave days available, employees will either terminate or transition to long-term disability benefits at the end of the 180-calendar day elimination period.
      3. If during the elimination period an employee is released by his/her physician to return to work without restriction and the employee does not return for at least twenty (20) consecutive work days, the elimination period will remain unchanged.
      4. Employees not applying for long-term disability benefits will terminate at the end of the 180-calendar day period regardless of the sick leave days available.
      5. Employees may use their eligible paid leave or make application for sick bank days during the elimination period.
      6. If during the elimination period, all available paid and unpaid leave has been exhausted and the employee is not covered under FMLA, employment will be terminated and the elimination period will be satisfied without pay.
      7. The application process to the long-term disability carrier should be completed within the first 90 days of the elimination period or there may be a delay in payment eligibility.
    2. At such time as an employee reaches the 180-day elimination date and is unable to perform all essential job functions, with or without a reasonable accommodation, his/her employment with the District will be terminated.
      1. The District will continue to pay the District's portion of the premium costs for medical insurance benefits for up to two years or the duration of the disability, whichever is less.
      2. Members of the Tier I Utah Retirement System will continue to accrue retirement service and salary credits for the duration of the time that the employee is on long-term disability, as per the District's Utah State Retirement Benefit Contract.
      3. If the approval takes longer than the 180-calendar day elimination period, a COBRA offer for the continuation of medical insurance will be given, if applicable.
      4. If long-term disability benefits are eventually approved, the long-term disability carrier will pay all back wages at 66 2/3% from the 180th day, insurance benefits will be reinstated and COBRA premiums refunded.
    3. If an employee receives a release from his/her physician as fully able to perform all essential job functions, with or without accommodations, during the 180-day elimination period, the release must be submitted to the Human Resources Department for review. The employee will be notified if or when they are able to resume employment.
    4. When an employee terminated under this policy is released by his/her physician as fully able to perform all essential job functions with or without reasonable accommodation, the employee may reapply and be considered with all other applicants for positions for which he/she is qualified. If the former employee is rehired within two calendar years of the termination date, he/she will be treated as if returning from a leave of absence.

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

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

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

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

Published on
  • Effective: 6/28/1977
  • Revision: 8/11/2020
  • Reviewed: 4/26/13
  1. Board Directive
    The Board of Education encourages employees to avoid absenteeism and to schedule vacations, trips, and other personal activities at times that do not interrupt work schedules.  However, the Board recognizes that circumstances may make it necessary for employees to request a leave of absence from time to time.  Therefore, the Board authorizes the District Administration to implement a Leave of Absence policy.
  2. Administrative Policy
    The Leave of Absence policy shall be administered according to the following administrative policy provisions:

    1. Employees shall be discouraged from requesting a personal leave of absence during the school year.
    2. In the event that an employee has a serious or compelling need for a leave of absence, a request may be made in writing to the appropriate Administrator.  The request must be made and approved prior to the leave being taken.  Failure to receive approval prior to the leave may result in disciplinary action, up to and including termination of employment as outlined in DP316B - Orderly Termination Procedures – Education Support Professionals.  The request must clearly state the reason that a leave of absence is necessary. After due consideration, the request shall either be granted or denied.  Notification will be provided to the employee in writing.
    3. Leaves of absence granted under this policy shall be without pay except as provided under item H. below.
    4. Contract employees shall not be granted more than fifteen (15) days' leave of absence under this policy in any three-year period.
    5. Nutrition Service employees who are in year-round schools will be granted an additional five (5) non-paid days per year.
    6. An employee whose request for an unpaid leave is denied and who chooses to absent himself/herself from his/her assignment despite the denial shall be deemed to have voluntarily terminated his/her employment with the District.
    7. This leave does not negate the other official leave provisions of the Board as listed below:
      1. Adoption
      2. Bereavement
      3. Military
      4. Personal
      5. Released Time (Jury Duty)
      6. Released Time (Professional)
      7. Sick Leave
    8. Nutrition Service employees who are contracted and work in year-round schools shall be granted two (2) days of paid leave per year beginning with their second year of employment. Nutrition Service employees hired prior to January 1 of the contract year shall be counted as having one year of service.
      1. Days of paid leave must be used during the contract year and do not accrue from year to year.
      2. Days of paid leave must be approved by the Nutrition Service manager at least five (5) days in advance.
      3. Paid leave days may not be used during the first five (5) or last five (5) days of the school year.
      4. Use of these two (2) paid leave days shall not impact the no absence reimbursement incentive.
      5. Employees who voluntarily transfer from a year-round schedule to a traditional schedule shall forfeit any previously earned paid leave days.
      6. Employees who are involuntarily transferred from a year-round schedule to a traditional schedule shall be eligible for two (2) days of paid leave during the transfer year.