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Tag: Nepotism

Published on
    • 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.

Published on
  • Effective: 8/27/1969
  • Revision: 1/23/2018
  • Reviewed: 5/28/2013
  1. Board Directive
    Jordan School District is an equal opportunity employer and desires to maintain a high level of employee performance and satisfaction.   The Board delegates to the Administration the responsibility for developing policy for selecting licensed personnel.
  2. Administration Policy
    The Administration shall seek to employ the most able and highly qualified persons available for positions requiring licensure.  Selection shall be made in accordance with the following administrative policy provisions:

    1. Online application forms furnished by the District shall be properly completed and dated.  Applications shall be renewed annually to remain effective.
    2. Applicants must have a valid certificate issued by the Utah State Office of Education, Department of Teaching and Learning Licensing, for the position for which they are making application.
    3. The Administration shall review applications and shall evaluate applicants on the basis of qualifications for available positions.
      1. As much appropriate information as possible should be reviewed to assist in selecting the best candidates.  Written evaluations or descriptive reports on his/her student teaching or full-time teaching performance shall have been reviewed.
      2. A minimum of two (2) reference checks is required.
      3. The school administration shall conduct interviews to determine the best candidate for the position.
    4. Nepotism
      1. No one with supervisory responsibility shall hire or recommend for hire any “relative” as defined in Utah Code 52-3-1: “father, mother, husband, wife, son, daughter, sister, brother, grandfather, grandmother, uncle, aunt, nephew, niece, grandson, granddaughter, first cousins, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law or daughter-in-law.  Furthermore and in addition to Utah Code, corresponding step or adoptive relative, or anyone residing on a permanent basis in an employee’s home will also be considered a “relative.”
      2. No employee shall be directly supervised or evaluated by a relative.  Family members as described in D.1 may not be employed under the same immediate supervisor, defined as the authorized evaluator for the employee, without Cabinet approval and Board notification.
      3. Employees hired prior to adoption of this policy are exempt from this policy except when the proximity of relatives is found to be creating problems.
      4. The hiring of relatives is also prohibited if it results in a conflict of interest with vendors of the District.
      5. In the event of a lack of candidates, a need for specialized skills or unique circumstances, the restriction against hiring relatives may be waived in the best interest of the District upon recommendation of a review committee comprised of the Superintendent and appropriate administrator or director, and upon approval of the Board.
    5. Employment assignments shall be reviewed annually.
    6. The District may not refuse to hire, promote, discharge, demote, or terminate an individual, or may not retaliate against, harass, or discriminate in matters of compensation or in terms, privileges, and conditions of employment against an individual otherwise qualified because the individual breastfeeds or expresses milk in the workplace.  Utah Code 34-49-204.

Published on
  • Effective: 8/27/1969
  • Revision: 7/1/2023
  • Reviewed: 8/25/2015
  1. Board Directive
    Jordan District is an equal opportunity employer and is committed to staffing schools and departments with the best fit and most qualified candidates available.  The Board, therefore, delegates to the District Administration responsibility for ensuring that staff selection, promotion and salary placement practices comply with state and federal laws, and that the selection, placement and supervision of employees are free from discrimination, favoritism, or other unethical practices.
  2. Administrative Policy
    The Administration delegates to the Human Resource Department the responsibility for screening and selecting all education support professionals and shall protect the safety and interest of students by hiring only those individuals who are qualified according to state requirements and pass a background check.  All personnel who do not require state teacher or administrative/supervisory certification are designated as education support professionals.Staff selection and placement, promotion and salary placement for part-time and full-time education support professionals shall be accomplished through the use of the following administrative policy provisions:

    1. Background Checks:  Individuals who are offered employment with the District shall be required to prove they are worthy to hold the trust required in a sensitive employment position through the following process:
      1. Each prospective employee shall agree to be fingerprinted and sign a waiver facilitating a criminal background check through the Utah Bureau of Criminal Identification.
      2. The Superintendent or his/her designee shall review each evaluation report received from the Utah Bureau of Criminal Identification to determine final eligibility for employment.
      3. No one shall be hired whose record shows a felony or misdemeanor conviction in an area which causes concern for the safety and well-being of students.
      4. Information disclosed by the Bureau of Criminal Investigation shall not be released to any other agency or individual.
    2. Nepotism
      1. No one with supervisory responsibility shall hire or recommend for hire any “relative” as defined in Utah Code 52-3-1  “father, mother, husband, wife, son, daughter, sister, brother, grandfather, grandmother, uncle, aunt, nephew, niece, grandson, granddaughter, first cousins, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law or daughter-in-law.   Furthermore and in addition to Utah Code, any corresponding step or adoptive relative, or anyone residing on a permanent basis in an employee’s home will also be considered a “relative.”
      2. No employee shall be directly supervised or evaluated by a relative.  Family members as described in B.1 may not be employed under the same immediate supervisor, defined as the authorized evaluator for the employee, without Cabinet approval and Board notification.
      3. Employees hired prior to adoption of this policy are exempt from this guideline except when the proximity of relatives is found to be creating problems.
      4. The hiring of relatives is also prohibited if it results in a conflict of interest with vendors of the District.
      5. In the event of a lack of candidates, a need for specialized skills or unique circumstances, the restriction against hiring relatives may be waived in the best interest of the District upon recommendation of a review committee comprised of the Superintendent and appropriate administrator or director, and upon approval of the Board.
      6. When other qualified candidates have not applied, task assignments of short duration (generally less than sixty (60) working days) may be exempt from this policy.
    3. Selection and Placement of Entry Level Personnel
      1. All job applicants shall be required to complete an online employment application in its entirety.  Failure to complete any portion of the application may disqualify the applicant from employment consideration.
      2. Recruitment, screening and initial interviewing for job openings or positions shall be the responsibility of the Human Resources Department except for designated part-time positions such as sweepers, hourly education support professionals, etc.  Consideration of qualifications shall be determined by job description.
      3. Qualified candidates selected to interview for each opening or position shall be referred to the appropriate building or department administrator followed by a hiring recommendation to the Human Resources Department for final approval.
      4. Continued employment shall be contingent upon satisfactory service.
      5. New employees will be placed on the beginning step of the appropriate lane of the salary schedule unless it is determined that a higher initial step placement is necessary to attract and retain qualified employees in areas of critical District need.  Part-time employees will be placed on the appropriate level step when employed full time.  Employees who work full-time for two or more consecutive summers (a minimum of six months) will be granted one additional step on the salary schedule if hired full time thereafter.
      6. Former full-time District employees who are rehired may be granted full credit on the salary schedule for previous contract experience with the District. Former part-time District employees who are rehired may be granted full credit on the salary schedule for previous experience with the District.
      7. Employees who have retired and are then rehired will be placed up to Step 4 of the appropriate lane.
      8. Salary lane movement will be based upon the above guidelines and the date the employee was hired in the District.  Any person hired between July 1 and Dec. 31 will receive one full year’s experience the following July 1.  Anyone hired between Jan. 1 and June 30 will not receive experience credit for the first months of service up to July 1.
      9. The Administration may choose to promote existing education support professionals to any step and/or lane on the existing salary schedule to retain qualified employees.  The District Administration may make recommendations to the Superintendent for such promotions.
      10. Within its discretion, the Board of Education may augment any existing salary schedule for an existing employee by a specific percentage in order to retain qualified employees of the District.
    4. Job Reviews
      1. The Board of Education established an independent job review procedure through the Human Resource Department to assure the education support professionals job descriptions match the major duties and responsibilities actually assigned to each position by Job Family.
      2. The Board will review the job study results and is responsible to make fiscally responsible salary adjustments.
      3. If the job study reveals an employee is being overpaid in their position, the employee’s salary will be frozen until their current pay falls within their current pay lane.
      4. The Human Resource Department is responsible for revising job descriptions following each job study.
    5. Selection and Promotion of Non-Provisional Personnel
      1. Employees shall be notified of all full-time vacancies at least five (5) days prior to the application closing date.  Notification shall be made on the Human Resource Department website.
      2. Promotion or promote shall mean reassignment to a job which is located on a higher lane of the salary schedule than the lane from which the employee is currently paid or, at the discretion of the Board of Education, to a higher lane of the salary schedule for an employee who retains the same or similar job title and duties in order to retain qualified employees of the District.
      3. All employees may apply for promotion to a position which is posted as a vacancy.  Qualifications being equal, District employees will receive first consideration.  Provisional employees as described in DP314 – Provisional and Probationary Education Support Professionals, II.I. may not be considered for available openings.
      4. An employee who is promoted to a higher position shall be given a trial period of 30 days.  During this 30-day period, the promotion shall be nullified upon request by the District or the employee.  In such a case, the employee shall be returned to his/her former position or a comparable position when available.
      5. The Board of Education may choose to promote existing education support professionals to any step and/or lane on the existing salary schedule to retain qualified employees.  The District Administration may make recommendations to the Board for such promotions.
      6. Within its discretion, the Board of Education may augment any existing salary schedule for an existing employee by a specific percentage in order to retain qualified employees of the District.
      7. Probation reports and negative evaluations older than five (5) years with no repeat violation, as defined by DP 316B—Orderly Termination Procedures for Education Support Professionals, shall not be considered in employee eligibility for promotion or transfer.
    6. Temporary Assignments/Promotion
      On a short-term, temporary basis, it may be necessary for one education support professional to substitute for another education support professional who is assigned to a higher lane on the Education Support Professionals Master Salary Schedule.  Under such circumstances, many responsibilities normally required in the higher position are not required nor accomplished by those in temporary assignments.  While it is neither necessary nor realistic to give equal compensation for such short-term appointments, salary adjustments will be provided when a temporary assignment/promotion is necessitated by the extended illness, injury, or short term leave of an employee.   Beginning on the sixth consecutive working day of the temporary assignment, the promoted employee shall be paid on step two (2) of the higher lane or at $5 per day, whichever is higher.
    7. The District may not refuse to hire, promote, discharge, demote, or terminate an individual, or may not retaliate against, harass, or discriminate in matters of compensation or in terms, privileges, and conditions of employment against an individual otherwise qualified because the individual breastfeeds or expresses milk in the workplace.  Utah Code 34-49-204.
    8. Voluntary Transfers
      Any contract education support professional wishing to transfer laterally or move to a lower lane for which he/she is qualified within Jordan School District shall use the following procedure:

      1. The employee shall submit an online application for any position posted on the District website.
      2. Known vacancies will be posted on the District website for five (5) working days.
      3. The application will be made available to the hiring administrator for first consideration.  Immediate supervisors may not consider new candidates until those requesting a lateral transfer have been considered first.
      4. No employee who is on probation or other disciplinary sanction is eligible for a transfer.

Revision History: 12/13/83, 2/14/12, 8/25/15