Source: https://policy.jordandistrict.org/sub/layoffs/
Timestamp: 2020-07-08 22:27:50
Document Index: 494124332

Matched Legal Cases: ['§53', '§53', '§53', '§53', '§53', '§53']

Layoffs – Policy Manual
DP316B – Orderly Termination Procedures—Education Support Professionals
Author communicationsPublished on January 14, 1992 March 13, 2020
The Board recognizes the need to provide orderly procedures for termination of Jordan School District education support professionals, and delegates to the District Administration responsibility for establishing such procedures in accordance with the Public Education Human Resource Management Act outlined in Utah Code §53G-11-512 through 517.
Procedures for nonrenewal and termination of a career or provisional education support professional’s contract during the contract term shall be administered according to the following administrative policy provisions:
For purposes of this policy, the term education support professional refers to an employee whose primary duties relate to the support of the educational function of the District.
Temporary Employee: An education support professional who is employed by the District on a temporary basis. Temporary employees serve “at will” and have no expectation of continued employment beyond their initial contract with the District. Temporary employees do not have the right to due process as defined by Utah Code §53G-11-512 through 517.
Temporary employees include, but are not necessarily limited to the following:
The District may determine not to renew the contract of an education support professional for any of the following reasons:
Unsatisfactory compliance with terms of probation (see DP314 - Provisional or Probationary Education Support Professionals).
Performance, attitude, or other employment attribute which is substantially below the performance reasonably expected from other educators having similar responsibilities and duties as determined by District policy DP312—Evaluation of Education Support Professionals.
The District may determine not to issue a contract to any education support professional whose status is "Provisional," as defined under policy DP314—Provisional or Probationary Education Support Professionals.
The District may terminate the employment of any education support professional during the term of the employee's contract for any of the reasons listed above under section C., items a. through q.
The District may terminate the employment of any education support professional during the term of the employee's contract for any act, failure to act, or conduct which constitutes a breach of the classified employee's employment contract.
PROCEDURES WHEN RENEWAL OF THE CONTRACT OF A CAREER EDUCATION SUPPORT PROFESSIONAL IS IN QUESTION
When continued employment of a career education support professional is in question, the career education support professional shall be informed in writing at least three (3) months before the end of the contract term.
The career education support professional shall be provided an opportunity to correct the deficiencies which are causing continued employment to be in question. Assistance may be granted the education support professional to correct the deficiencies including informal conferences and services of school personnel.
PROCEDURES WHEN THE CONTRACT OF A CAREER EDUCATION SUPPORT PROFESSIONAL WILL NOT BE RENEWED
When the contract of a career education support professional will not be renewed, the career education support professional shall be notified in writing at least two (2) months before the end of the contract term.
The career education support professional shall be notified of the right to have the conference and hearings scheduled. If the education support professional elects not to attend, the dates will be cancelled.
The career education support professional shall be informed of the right to be represented at the hearing by a representative of his/her choice.
The notice shall be delivered to the career education support professional personally or sent by certified mail to the education support professional's last-known address.
Provisional education support professionals, as defined under policy DP314, 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.
When the District determines not to renew a contract of a provisional education support professional, the education support professional shall be notified in writing at least sixty (60) days prior to the end of his/her first 12 months of employment.
When an education support professional is to be terminated during a contract term, the District shall notify the education support professional in writing of the intent to terminate. The employee will also be informed in writing that the timeline for the informal conference and/or a hearing procedures as referenced in this policy may be modified or extended. If there is a compelling reason to modify the timeline for the informal conference and/or hearing procedures as references in this policy, either party may request the modification(s) from the other party in writing and both parties will be required to agree to the modification(s). The District will issue a letter of understanding to both parties outlining the modified timeline. In any case, no longer than thirty (30) days of pay may be offered beyond termination notification.
The education support professional may be accompanied by a representative of his/her choice.
The education support professional may present verbal or documentary evidence.
If the informal conference has been held and no written report has been issued within the time limits set forth in item I.1.i. above, or if the education support professional or the District rejects the recommendation of the grievance officer, either party may exercise their right to proceed with a hearing before an independent hearing officer. All hearings shall be scheduled within ten (10) working days after the informal conference report has been received from the grievance officer whenever possible.
If a hearing is cancelled or not requested by the education support professional, the written notice of intention to terminate employment will serve as written notice of final termination by the Board.
Hearing officers shall be persons who will conduct hearings independent of pressure or influence from the District administration, District staff, the education support professional 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.
The education support professional has the right to representation and may call witnesses, hear accusing testimony, cross examine witnesses, and examine documentary evidence.
The education support professional shall have the right to request a Board review of the decision of the hearing officer.
Board Review Not Requested or Decision Favors Education Support Professional
If a request for review is not received, or if the decision of the hearing officer is in favor of the education support professional, the Board shall determine whether or not to adopt the decision of the hearing officer.
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 education support professional of the Board's decision by certified mail.
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 education support professional if the Board determines to hear additional testimony or argument.
The education support professional shall be notified of the decision of the Board and the findings of fact by certified mail addressed to the employee's last known address. A copy shall be sent to the employee's representative, if any.
Published on January 14, 1992 March 13, 2020 Author communicationsCategories Human Resources (DP 300 - DP399)Tags Classified Employees, Firing, Layoffs, Searches, Terminations
DP349 NEG – Reduction in Force—Contract Education Support Professionals
Author communicationsPublished on September 28, 1981 March 13, 2020
The Reduction in Force Policy for education support professionals shall be implemented according to the following administrative policy provisions:
Employee performance evaluation (Jordan Education Support Professionals Evaluation System)
If an education support professional is terminated through a RIF, the employee will be given first consideration for available positions for which they apply and qualify within one (1) year of the date of the RIF. However, there is no guarantee of continued employment.
If an education support professional subject to a RIF is rehired within one calendar year from the date of the RIF, the employee will receive appropriate step increases, if any have been authorized, and accrued sick leave and other leave benefits will be reinstated at the level existing at the time of the RIF, excluding accrued vacation previously paid out. If an employee accepts a position on a lower salary lane, benefits and salary will be adjusted to reflect the new lane placement.
Published on September 28, 1981 March 13, 2020 Author communicationsCategories Human Resources (DP 300 - DP399)Tags Classified Employees, Layoffs, Reduction in Force, Seniority, Staffing
Author communicationsPublished on November 28, 1978 March 6, 2020
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.
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
. 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.
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.
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)
Published on November 28, 1978 March 6, 2020 Author communicationsCategories Human Resources (DP 300 - DP399)Tags Firing, Layoffs, Terminations
Published on August 27, 1969 March 6, 2020 Author communicationsCategories Human Resources (DP 300 - DP399)Tags Layoffs, Reduction in Force, Seniority, Staffing, Teachers, Transfers