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Board Policy

  1. 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.  To receive long-term disability an application must be submitted by the employee and approved by the long-term disability carrier.
  2. The Board authorizes the Superintendent and District Administration to develop administrative regulations consistent with this policy, subject to review and approval by the Board.



Long-Term Disability Insurance - 400.25-1

  1. An employee who has been absent from his/her position for 180 calendar days for medical reasons may transition to long-term disability pending application and approval.
    1. Employees on sick leave should complete the insurance carrier’s long-term disability claim application at least two months prior to the end of the 180 day elimination period to ensure adequate time for the carrier to review and approve the long-term disability claim, and to facilitate their transition to long-term disability. 
  2. Long-Term Disability:
    1. Once an employee has exhausted all leave options (vacation, personal, sick leave and sick bank) the employee will be separated from the District and a termination date will be set in the District’s employee management system. In accordance with federal law, the employment termination date will initiate the required COBRA notification process.
    2. If the employee qualifies for and is approved to transition to long-term disability, the District will continue to pay the District’s portion of the premium costs for medical and life insurance benefits for up to 18 months while the employee is enrolled in COBRA coverage
    3. Once terminated members of the Utah Retirement System will no longer accrue retirement service and salary credits.
  3. When an employee is terminated for medical reasons under District Policy Voluntary Employment Separation (i.e., 400.52-5, Medical Separation) and is later released by his/her physician to full duty and is able to perform all essential job functions with or without reasonable accommodation, the employee may reapply and be considered with all other applicants for positions for which he/she is qualified.
    1. If the former employee is rehired within 18 months of the termination date, he/she will be treated as if returning from a leave of absence with all rights and benefits restored, including, but not be limited to: continuing contract status, sick leave benefits, District retirement, etc.







This online presentation is an electronic representation of the Canyons School District’s currently adopted policy manual. It does not reflect updating activities in progress. The official, authoritative manual is available for inspection in the office of the Superintendent located at 9361 South 300 East Sandy, UT 84070.

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