The Board of Education recognizes the need to establish contract and benefit eligibility for ESP (support staff) employees.
The Board of Education recognizes the need to establish contract and benefit eligibility for licensed employees.
The Board of Education recognizes the need to establish contract and benefit eligibility for administrators.
The Board recognizes the need for all 242/245 day benefit eligible employees to have a vacation from their regular assigned positions.
The Board agrees to participate in a program of group insurance coverage (health, accident, and life) for all benefit-eligible employees. The insuring companies shall be reviewed by a selection committee and recommended for approval by the Board of Education.
The Board recognizes the need for employees to protect themselves against long-term injury and illness. A long-term disability policy will be available to benefit-eligible employees who desire to participate in such a program. The Board will pay the premium as agreed upon for each contract period.
The Board adopts a Family and Medical Leave policy designed to comply with the provisions of the Family and Medical Leave Act (FMLA), 29 USC 2601. This law entitles eligible employees to receive up to 12 workweeks of unpaid leave measured on a rolling twelve month period looking back from the date the leave is needed for serious medical conditions or other qualifying events.
The Board recognizes that all Canyons employees serve the public through their employment with the District. Opportunities may arise for District employees to be elected or appointed to public office, either in local or state government or other school district’s boards of education.
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.
The Board recognizes that there may be times when an employee is subpoenaed as a witness in court for District-related business in which the employee is party to litigation or is called for jury In such cases, he/she shall be paid the difference between his/her regular salary and the amount he/she is paid as a witness or juror.
An employee who is disabled by an injury or disease compensable under the Workers Compensation Act, U.C.A. 34-1-101, et seq. should be allowed a reasonable medical leave without pay. In addition, the disabled employee may use previously accumulated leave in an amount which when aggregated with workers’ compensation benefits does not exceed the regular rate of pay received prior to the disability.
The Board recognizes the need for regulations relating to the absence of employees to engage in activities within employee agent groups. The Administration is directed to administer regulations for released time for employees for employee agent activities.
The Board of Education recognizes the value of a competent, professional trained teaching staff and authorizes the establishment of a Local Professional Improvement Committee (LPIC) to encourage, guide, and reward the professional development of staff members.
The Board of Education recognizes quality professional development supports effective instruction for students and professional development conferences and activities are an important component in staff preparation and training.
The Board authorizes the establishment of an Educational Support Professional (ESP) District Advisory Council for the purpose of communicating areas of concern by employee groups within the District.
The Board of Education is committed to compliance with Utah State Board of Education (USBE) rules outlining requirements and procedures for obtaining educator licenses required for employment as a licensed educator. The Board of Education also recognizes the license structure of an LEA-specific educator license to allow local Districts to determine specific license areas of concentration and endorsement in accordance with R277-301 (7).