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  • Effective: 2/10/1970
  • Revision: 6/11/2019
  • Reviewed: 4/26/13

  1. Board Directive 
    It is the policy of the Board to allow employees who qualify for benefits to receive released time with pay for bereavement in the case of the death of a member of the immediate family.  The Board authorizes the Administration to administer policy for bereavement leave for licensed employees.
  2. Administrative Policy
    The Bereavement Leave Policy shall be administered in accordance with the following administrative policy provisions:

    1. Employees shall be granted up to eight (8) days absence without pay deduction contiguous with the event of the death of a spouse, daughter, son, step-daughter or step-son.  This would also include any other person residing in the home who may have assumed the role of daughter or son.
    2. Employees shall be granted up to three (3) days absence without pay deduction in the event of the death of the employee's or spouse's parent, step-parent, brother, sister, grandfather, grandmother, grandchild, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or other person residing in the employee's home. Verification of family relationship may be requested.
    3. A maximum of two (2) additional days may be granted if travel time is needed. Travel must be in excess of 350 miles (one way) to qualify for additional days. An immediate supervisor shall request travel verification information from an employee.
    4. Bereavement Leave is provided only for the death of individuals listed under items A. and B. and must be taken within 14 (fourteen) calendar days of the individual's death.  Exceptions will require verification and Cabinet approval.  Employees who request to take additional leave days or who need to miss work because of the death of an individual not covered in this policy should refer to the DP335 NEG –Personal Leave, Licensed, or other available leave policy.
    5. Bereavement leave for part-time employees shall be prorated according to the percentage of a full-time contract; e.g., an employee on a half-time contract would be eligible for eight (8) half days for the death of individuals listed in items A. and B.
    6. If the death of an employee's parent results in the loss of the only remaining parent, up to three (3) additional personal leave days may be taken to deal with estate issues. The three (3) additional days must be taken within one (1) calendar year of the parent's death.
    7. Employees shall enter their bereavement leave absence in Employee Access and in Absence Management (formerly known as AESOP), if a substitute is needed.  Bereavement leave requests should include the relationship to the deceased, date of death and location of service.

Revision history:  9/8/2009, 4/25/2017

  • Effective: 8/27/1969
  • Revision: 9/8/2009

  1. Board Policy
    The Board recognizes the need for licensed employees to be granted sabbatical leaves in order to continue their professional training. The Board authorizes a maximum of four (4) full-time equivalent employees each year to be selected for sabbatical leave. The Board delegates to the District Administration the responsibility of administering the Sabbatical Leave Policy.
  2. Administration Policy
    Sabbatical leave shall be granted according to the following guidelines:
    Guidelines

    1. A sabbatical leave for continued professional study may be granted to any licensed employee who has completed at least seven (7) years of continuous satisfactory service in Jordan School District.
    2. Application for sabbatical leave shall be filed with the Local Professional Improvement Committee (LPIC) by February 1 of the school year. Applications shall then be screened by the Committee and recommendations shall be made to the Superintendent for approval. All applications for sabbatical leave must be approved by the Board before being granted.
      1. An educational program must be submitted with the application.
    3. Sabbatical leave shall be granted to a licensed employee for the ensuing contract year and shall not extend beyond one (1) year of professional development approved by the LPIC.
    4. Remuneration for approved sabbatical leave shall be given as follows:
      1. Employees who work full time for 7 years prior to the leave will receive one-half their annual salary for the year during which the leave is granted.
      2. If any of the employee's required last 7 years of service were part-time, the employee will be placed on the full-time equivalent step of the salary schedule and receive one-half of that annual salary.
    5. Persons receiving sabbatical leave must return to the District for at least two (2) years at the same level of contract at which the leave was granted or reimburse the District for the total amount received (including fringe benefits) during the leave unless circumstances indicate that the Board make an exception. In the event that the employee elects to return to work before the conditions of the sabbatical leave are met, the employee must reimburse the District for the total amount received. If there are extenuating circumstances, the employee may appeal to the superintendent.
    6. Fringe benefits shall be continued during the duration of the approved leave.
    7. The educator shall be advanced on the salary schedule in the same manner as full-time employees.
    8. Personnel on sabbatical leave must submit a progress report to the LPIC by February 15 of the year the leave is granted. The report is to include the date the employee intends to return to full-time status. Following review by the LPIC, the report will be forwarded to the Human Resources Department.
    9. When the sabbatical is successfully completed, a copy of the educational program and a transcript of credit and a report shall be submitted for LPIC review. The LPIC will notify the Superintendent of successful completion or failure to comply.
    10. Upon returning from a one (1) year sabbatical leave, the educator shall be placed in the same school and position as was held at the time the leave was granted, unless the educator requests otherwise. The educator's replacement shall be hired on a temporary basis and will be so advised upon hiring.

  • Effective: 8/27/1969
  • Revision: 11/27/2001
  • Revised: 5/28/2013

  1. Board Directive
    Leaves of absence for military service shall be granted to employees who are ordered to active duty with the Armed Forces of the United States.
  2.  Administrative Policy
    1. Military leaves of absence shall be granted upon the filing of letters of appointment or official orders, or upon verbal notification by a verifiable military authority, with the Human Resources Department.  All National Guard and Reserve members are required to provide a copy of orders, the annual drill schedule, or other type of documentation to employers as soon as available and, if possible, before the commencement of military leave. Military leave is absence which may be granted to:
      1. Employees ordered into military service of the United States.
      2. Employees ordered to serve in a branch of a reserve unit of the Armed Forces of the United States or the National Guard.
      3. Employees mobilized by the National Guard or a reserve branch of the Armed Forces of the United States to meet local emergency situations.
      4. Employees who are members of an organized reserve unit who are ordered to attend annual inactive duty training.
    2. Military leaves of absence shall be administered as follows:
      1. The District will guarantee that there will be no loss in monthly gross pay or insurance coverage for an employee granted inactive duty training for 30 days or less.  The District will also cover the cost of a substitute, if needed.  In order to ensure no loss in monthly gross pay or benefits, military pay information must be supplied to the Payroll Department during or following military leave.
      2. If military leave is granted for 31-180 days, employees will be required to apply for a leave of absence on a District leave of absence form.  This leave will be without pay, and the District reserves the right to replace the employee on a temporary basis if it is in the best interest of the District.  The employee will be offered COBRA insurance, and upon release, an employee returning from this type of military leave of absence must request reassignment to a position within the District within fourteen (14) days after discharge or separation from active duty or military service.
      3. If military leave is granted for longer than 180 days, employees will be required to apply for a leave of absence, and the District will replace the employee.  Upon release, an employee returning from a military leave of absence must request reassignment to a position within the District within ninety (90) days after discharge or separation from active duty or military service.  Employees will be offered COBRA insurance for a total of 18 months.
    3. Employees whose employment is interrupted by military leave will be given retirement benefits in accordance with Federal Law (Utah Retirement System Employers Guide, Section 2, p. 24).
      1. Jordan School District will complete a Military Leave Notification and submit it to the Utah Retirement System with a copy of the employee’s official call at the time the employee leaves for service.
      2. If the employee is a member of the non-contributory plan, Jordan School District will pay the entire contribution as well as 401K contributions that would have been paid had the employee not left employment.
      3. If the employee is a member of the contributory system, Jordan School District will pay the employer contribution.  The employee must pay the employee portion of the contribution.
      4. For purposes of computing the required contributions, an employee’s compensation during the period of military service will be at the same rate had the employee not been called to military service.
      5. If an employee does not return to Jordan School District following military service, the Utah Retirement System will refund the contribution made to the Defined Benefit Plan but not the 401K.
    4. Employees returning from service under honorable conditions will be assigned to the same or comparable position for which the employee is qualified.
    5. Employees granted military leaves of absence shall receive experience credit on the salary schedule up to a maximum of five years.  They shall also be allowed to make individual contributions to any pension plan, and upon reinstatement, have all privileges and status restored as if they had not been absent.
    6. Jordan School District shall not be required to reemploy any employee who is discharged from the Armed Forces of the United States under conditions other than honorable.
    7. Twelve-month employees who are ordered to attend training sessions or who are assigned to short-term active duty for training shall consult with their immediate supervisor and make every effort to arrange such activities so as to provide for a minimum of interruptions and to promote continuity of work objectives of the District.
    8. An employee on an approved military leave of absence who fails to request reinstatement or who fails to return to the assigned position following discharge/separation from active duty or service may be terminated at the conclusion of the leave since failure of an employee to report is cause for dismissal.
    9. The limit for the amount of voluntary military leave an employee can use and still retain reemployment rights is five years cumulative service.

  • Effective: 8/27/1969
  • Revision: 9/8/2009
  • Reviewed: 9/20/2017

  1. Board Policy
    The Board may authorize a leave of absence without pay for continued study to licensed employees who have served three (3) consecutive years. The Board authorizes the Administration to set up procedures for educational leave and approval of candidates for such leave.
  2. Administration Policy
    An educational leave for full-time continued study may be granted to a licensed employee upon the recommendation of the Local Professional Improvement Committee (LPIC).

    1. An application for educational leave shall be filed with the Human Resources Department for forwarding to the LPIC by February 1 of the school year. A detailed outline of studies must be submitted with the application. This outline must show the candidate will be a full-time student.
    2. The chairman of the LPIC will obtain a written evaluation of the applicant from his/her immediate supervisor. Only those who have favorable evaluations will be considered for educational leave.
    3. Applications shall be screened by the LPIC and recommendations shall be made to the Superintendent for approval.
    4. There shall be no remuneration for this leave.
    5. Educational leave shall be granted for the ensuing contract year and shall not extend beyond two contract years.
    6. Personnel on educational leave must submit a progress report to the LPIC by February 15 of the year the leave is granted. The report is to include the date the employee intends to return to full-time status and/or a request for a one-year extension if needed. Following review by the LPIC, the report will be forwarded to the Human Resources Department.
    7. When an educational leave is successfully completed, a copy of the outline of studies and a transcript of credit and a report will be submitted to the LPIC and the superintendent for review.
    8. An employee returning from approved educational leave shall be advanced on the salary schedule in the same manner as full-time employees.
    9. The employee may arrange with the insurance carrier to continue his/her insurance program. The employee shall pay for the full premium.
    10. The granting of the leave shall not compel the employee to return to the District.
    11. This leave is void if the employee does not complete the approved course of study as approved by the Local Professional Improvement Committee. It is the responsibility of the employee to submit evidence of successful completion of his/her approved program by June 30.
    12. A candidate shall be guaranteed a comparable position in the District upon his/her return from an educational leave.