Skip to content

  • Effective: 3/29/2022

  1. Board Directive
    The Board adopts this policy to set standards of conduct and expectations of honorable and ethical behavior it expects of all employees. As with the Utah Public Officers’ and Employees’ Ethics Act (67-16), it is intended to promote the public interest and strengthen the faith and confidence of residents in the integrity of government. The intent is to avoid situations where a) someone may be falsely accused of unethical behavior, and where b) someone may do something unethical. Employees must avoid the appearance of impropriety to ensure and maintain public confidence. The Board delegates to the Administration the responsibility to implement the policy provisions below.
  2. Administrative Policy
    1. Ethical Behavior
      All employees including the Board of Education, Officers of the Board, district-level administration, school administration, and all staff and faculty employed by the District and/or its schools are expected to follow the Utah Public Officers’ and Employees’ Ethics Act (67-16), many provisions of which are summarized below. Employees are individually accountable for ethical behavior and, if found to be acting unethically, may receive job action up to and including termination of employment as determined appropriate.

      1. Conflict of Interest (see BP178 Purchasing Provisions, II-F for details; below is a summary.)
        1. All employees are expected to disengage and/or disqualify themselves when a transaction or activity arises where it may appear to a reasonable person that the employee may have a conflict of interest.
        2. A conflict of interest exists whenever any employee puts her/his interest or the interests of some other individual(s) or entity ahead of or in opposition to the interests of the School District.
        3. Employees must avoid all situations that create even the appearance of a conflict of interest.
      2. Improper Use of Position
        1. Employees should not use their position in the District for a purpose that is, or would to a reasonable person appear to be, primarily for the private benefit of the employee, rather than primarily for the benefit of the District.
        2. Employees should maintain proper relationships with those with whom they work in accordance with DP378 Employee Code of Conduct, DP358 Employee Discrimination and Harassment, and AS94 Student Discrimination and Harassment.
      3. Accept Gifts or Loans
        Employees should not ask for or receive, directly or indirectly, any compensation, gift, gratuity, item or activity of value, or promise thereof, for performing or for omitting or deferring the performance of any official duty; except that the following shall be allowed:

        1. Unsolicited flowers, plants, and floral arrangements;
        2. Unsolicited advertising or promotional items of nominal value, such as pens and notepads;
        3. Unsolicited tokens or awards of appreciation in the form of a plaque, trophy, desk item, wall memento, or similar item;
        4. Unsolicited food items given to a department when the contents are shared among employees and the public;
        5. Unsolicited items received for the purpose of evaluation or review provided the officer or employee has no personal beneficial interest in the eventual use or acquisition of the item by the District;
        6. Information material, publications, or subscriptions related to the recipient’s performance of official duties;
        7. Food and beverages consumed at hosted receptions where attendance is related to official duties;
        8. Meals, beverages, and lodging associated with retreats or other meetings where the official serves as a representative, designee or is otherwise assigned to another organization or entity from the District;
        9. Travel costs, lodging, and tuition costs associated with District-sanctioned training or education when not provided by a private entity under contract with the District;
        10. Admission to, and the cost of food and beverages consumed at events sponsored by or in conjunction with a civic, charitable, governmental, or community organization and other officials or employees of similar agencies are in attendance;
        11. Unsolicited gifts from dignitaries from another entity or other jurisdiction that are intended to be personal in nature; and
        12. Unsolicited gifts from vendors with an aggregate economic value of $50.00 or less from a single source in a calendar year received either directly or indirectly by the official or employee.
        13. Thank you gifts and recognitions of reasonable value, given to employees are acceptable when no reciprocation is expected or perceived.
      4. Disclosing Privileged Information
        Employees should not disclose or use any privileged or proprietary information gained by reason of his or her official position for the immediate or anticipated personal gain or benefit of the employee or any other person or entity; provided, that nothing shall prohibit the disclosure or use of information which is a matter of public knowledge, or which is available to the public on request.
      5. Nepotism (see DP303 Staff Selection - Licensed and DP307 Staff Selection, Promotion, and Salary Placement – Education Support Professionals for details; below is a summary).
        1. Supervisors may not hire or recommend for hire their own relatives
        2. Employees should not be supervised and evaluated by their own relatives
      6. Misuse of Public Resources
        Employees should work for the collection, protection, maintenance, and retention of all assets (including funds, property, and records) owned by or owed to the District and not act in any manner that prevents, obscures, devalues, or redirects any assets (including funds, property, and records) of the District away from the District for their personal gain or the gain of another individual or entity.
      7. Outside Employment
        Employees may engage in outside or secondary employment to their position within Jordan School District so long as the outside or secondary employment does not:

        1. Interfere with job performance for the District; or
        2. Conflict with the interests of the District; or
        3. Give reason for criticism or suspicion of conflicting interest or duties.
      8. Political Activity
        Employees are encouraged to engage in the political process but may not:

        1. Engage in political campaigning or solicitation of political contributions during their normal work hours; or
        2. Use District equipment or email for campaigning or political activity; or
        3. Create a benefit or a detriment for others based solely on their political opinions.
      9. Fair and Equal Treatment
        No employee shall grant any special consideration, treatment, or advantage to any citizen beyond that which is available to every other citizen in similar circumstances.
    2. Reporting Fraud and Abuse
      1. Improper Government Action means any action by a District employee that is undertaken in the performance of the employee’s official duties, whether or not the action is within the scope of the employee’s employment; and
        1. Is in violation of any federal, state, or local law or rule; or
        2. Is an abuse of authority; or
        3. Is of substantial and specific danger to the public health or safety; or
        4. Is a gross waste of public funds.
      2. Employees who become aware of improper governmental actions should raise the issue
        1. With their supervisor; or
        2. If they reasonably believe the improper governmental action involves her/his supervisor, the employee may raise the issue with any supervisor above his/her supervisor including the Superintendent; or
        3. If it is reasonably believed to be an emergency where damage to persons or property may result if action is not taken immediately, the employee may raise the issue directly with the department or individual who oversees the area; or
        4. Through the District’s Fraud, Waste, Abuse, and Non-Compliance reporting telephone number or website.
      3. Upon making a report, employees should be prepared to provide as much detail as possible in order to expedite and assist the investigation.
      4. Although not required, employees are encouraged to provide their name, position, and contact information in order to allow those investigating the opportunity to ask follow-up questions and, as appropriate, to provide non-confidential results of the investigation.