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Tag: Conduct

Published on
  • 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.

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

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

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

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

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

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

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

Published on
  • Effective: 5/14/1974
  • Revision: 10/29/2024
  • Reviewed: 1/27/2015
  1. Board Directive
    Jordan District schools are to provide a safe, positive, inclusive and healthy in-person or virtual educational environment where academic learning, personal development, and accomplishment can flourish.  Part of the educational process is learning self-discipline and appropriate behavior.  Therefore, it is the philosophy of the Jordan School District Board of Education to enforce all Utah laws related to conduct on school premises and school buses and to see that students are taught to preserve public property including all school facilities and equipment.
    The Board also recognizes that dress and appearance seriously affect the behavior of students attending school or school sponsored activities and may also impact health, sanitation and safety conditions.  Because experience has demonstrated that the learning atmosphere is improved when students both look and act appropriately, the Board hereby authorizes establishment of standards of student conduct, dress, and appearance.  The Board delegates to the Administration responsibility to see that each school adheres to the conduct, dress, and appearance standards established in the provisions of this policy in a consistent manner.  Further, all District and school staff members shall have a share of responsibility in seeing that these standards are implemented and enforced in classrooms, in school buildings, on school grounds, on school buses, at school activities, and other occasions as appropriate.  With the approval of district administration and the School Community Council, schools may make minor changes and/or adaptations to the dress and appearance standards in order to address local needs. Schools should seek input from various stakeholder groups.
  2. Administrative Policy
    The Administration shall implement Board philosophy according to the following administrative policy provisions:

    1. Definitions
      1. “Conduct” means the act, manner, or process in which a person behaves on a particular occasion or in a particular context.
      2. “Disruption” means any action, disturbance, problem, or reaction which materially or substantially interrupts an event, activity or process, or causes school personnel to lose the attention of the students, to modify or cease any instruction or school activity, or to deal with student confrontations or complaints.
      3. “School” means any building, property, space, learning environment, sponsored activity or place (in-person or virtual/online) under the direct or indirect control or influence of the District.
      4. “School sponsored activity” means (but not limited to) field trips, tours, performances, ceremonies, competitions, assemblies, events, clubs, camps, classes, games, dances, or travel that is produced, financed, arranged, supervised, or coordinated by school or district personnel.
      5. “School personnel” means the same as defined in DP300-Personnel Philosophy including authorized individuals engaged in a school sponsored activity or purpose by the school or district.
      6. “School administration” means the school principal, assistant principal, or designee responsible for the daily functioning and overall operation of a school.
    2. Student Conduct and Positive Behavioral Expectations
      1. Safe, civil, responsible, and respectful conduct is expected of all students at school or school sponsored activity. Significant or repeated disruptions may be disciplined according to the procedures established in Policy AS67—Discipline of Students.
        1. Behavior at School
          Students are expected to contribute to a productive learning environment in a safe, civil, responsible, and respectful manner.
        2. Behavior at School Sponsored Activities
          As spectators or participants, students are expected to demonstrate appropriate behavior, citizenship, and sportsmanship at all activities and to conduct themselves in a safe, civil, responsible, and respectful manner.
        3. Protection and Care of School Property
          Students are expected to use school devices, resources, equipment, and facilities in a safe, civil, responsible, and respectful manner so that school property is preserved and protected.
        4. Digital Citizenship
          Students are expected to use, possess, or care for any district/school owned electronic device or resource used for digital access, commerce, or communication in a safe, positive, courteous, and responsible manner in accordance with the standards established in AA445-Student Information Network Acceptable Use Policy and Policy AA453 Use of Personal Electronic and Communication Devices.

          1. When authorized by school personnel, school-issued electronic devices or resources may be used at school activities.
          2. Any use of an electronic device or resource, whether personal or district/school owned,  that exploits personal information, disrupts the educational process, creates a hostile, threatening, humiliating, abusive environment (AS98-Bullying, Cyberbullying and Hazing), invades personal privacy or compromises the integrity of educational programs is strictly prohibited.
          3. Sharing, taking, using, or communicating pornographic images, “sexting”, or other sexually suggestive materials, images, thoughts or phrases are strictly prohibited.
          4. The possession, use, or care of any electronic device or resource is a privilege that may be forfeited if it causes a disruption to the learning environment.
          5. At no time shall the District be responsible for preventing theft, loss or damage to personal electronic devices or resources brought to school or school sponsored activity.
        5. Tobacco, Alcohol, Drugs or other Illegal Substances
          Use or possession (in any form) of tobacco, alcohol, drugs, or any illegal substances at school or school sponsored activity is prohibited and is administered in accordance with Policy AS90 - Illegal Substances.
        6. Dangerous or Disruptive Conduct
          Students that engage in dangerous or disruptive conduct, including (but not limited to) use and/or possession of any weapon or reasonable facsimile of a weapon, committing arson, burglary, larceny, criminal mischief, battery or assault, or who engage in activities which violate federal, state or local laws, may be excluded from school. (See District Policy AS67- Discipline of Students ).
        7. Patriotism and Respect for the Flag
          The Flag of the United States of America shall be appropriately displayed at all schools in keeping with customary and accepted practices.  Students shall show proper respect for their country's emblem.  The Pledge of Allegiance to the flag shall be recited at the beginning of each day in each public school classroom, led by a student in the classroom as assigned by the classroom teacher on a rotating basis. At least once per year, students shall be instructed that participation in the Pledge is voluntary and not compulsory and it is acceptable for someone to choose not to participate in the pledge of allegiance. Students should show respect for any student who chooses not to participate. (§53G-10-304) Discourteous treatment of the flag or other national symbols may be cause for disciplinary action.
    3. School Dress and Appearance
      Appropriate dress and appearance avoids extremes, exemplifies personal cleanliness, promotes an effective learning environment free of unnecessary disruption(s) and increases school safety, security and sanitation factors. There are a variety of clothing styles which may be popular but are inappropriate for the school or school sponsored activity setting.
      Dress and appearance standards include (but are not limited to) the following:

      1. General Standards
        1. Any clothing, jewelry, accessory, footwear, personal item or appearance practice may be prohibited when it:
          1. Draws undue attention, distracts, disrupts, and/or interferes with the learning environment at school or school sponsored activity.
          2. Endangers or affects the health, safety and/or welfare of the individual or others.
          3. May cause damage or harm to individuals, school devices, resources, equipment or facilities.
          4. Limits the ability to identify the student.
          5. Appears as an attempt to challenge the intent and scope of policy or the authority of the school.
        2. Dress and appearance, including clothing, jewelry, accessory, footwear, personal item or appearance practice, shall be in a manner suitable to the day’s activities consistent with the standards of health, safety, and appropriate behavior. School personnel may require students to wear certain types of clothing for health, safety, security, or sanitation factors or in connection with classes, activities or circumstances.
        3. Clothing, appearance, jewelry, accessory, footwear, and/or personal items shall be free of writing, images, symbols or any other insignias that:
          1. Are lewd, obscene, vulgar, or profane.
          2. Advocate, represent or promote racism, discrimination, violence or hate in any form.
          3. Signify gang affiliation.
          4. Advocate, represent or promote tobacco, alcohol, drugs, or any illegal substance(s).
          5. Advocate, represent or promote criminal or illegal activities.
          6. Infringe on the rights of others.
          7. Are pornographic or sexually suggestive.
      2. Specific dress and appearance standards are found at Student Support Services online at https://studentsupport.jordandistrict.org/dresscode.
      3. School administration may authorize exceptions for health/medical issues, religious beliefs, or safety reasons.
      4. School dress and appearance enforcement should be reasonable and seek to minimize the loss of instructional time.
    4. Graduation
      The graduation commencement ceremony is a formal and dignified in-person school sponsored activity which has significant meaning for graduates, parents, families, staff, and the community. The commencement ceremony, from the opening of the processional to the completion of the recessional, honors the collective achievement of the graduating class.
      In order to maintain the dignity, decorum, propriety, and respect of the commencement ceremony, the following is expected of all participants:

      1. Conduct, dress and appearance are to adhere to the provisions in this policy and be appropriate for a ceremony of this nature.
      2. Graduates are expected to wear the prescribed cap and gown without alterations.
      3. Graduates will be allowed to wear recognized items of religious or cultural significance in a dignified manner.
      4. Formal, semi-formal, or customary dress attire is appropriate for a commencement ceremony.
      5. School issued and approved tassels, sashes, pins, hoods, cowls, mantles, cords, insignias, or medals signifying achievement, honor, participation, membership, or recognition may be worn.

Virtual graduation commencement ceremonies or events are school sponsored activities. Student conduct, dress, and appearance standards are contained in II.A-C above and are under the direction of the school administration.

 

Revision history: 12/4/2004, 8/28/12, 3/26/13, 5/22/18, 10/26/21, 11/29/22