The Board recognizes the importance of an orderly process to arrive at negotiated settlements with the recognized exclusive representatives and bargaining agents of employee groups (licensed and Educational Support Professional (ESP), excluding administrators).
The Board of Education has statutory authority over all issues relating to the effective and efficient operation of the school district (Utah Code Title 53G Chapter 04). Locally elected Board of Education members should retain the right to operate the school district without undue influence or control from outside groups, individuals, organizations, associations, political parties, or special interests.
The Board authorizes the release of the licensed employee agent group president as specified below and directs the Administration to allow such absences
It shall be the policy of the Board to establish the length of the working day for all employees. The length of working days may vary for different categories of employees. The Board delegates to the District Administration the responsibility of determining the working hours for all employees.
It is the policy of the Board of Education to authorize the following leave benefits for licensed employees: alternative leave; bereavement leave; educational leave; personal leave paid; personal leave non-paid; sick leave; and employee-funded sick bank.
The Board of Education recognizes the need to establish Licensed Staff Fringe Benefit programs for qualifying employees.
The Board of Education is committed to the protection of employees and a safe work environment. The Board recognizes the need for a policy governing the protection of employees and a reporting procedure to address incidents of verbal or physical conduct that may be harmful or abusive to employees in the workplace.
The Board of Education directs the District Administration to meet with representatives of the employee agent group in salary negotiation to establish salary schedules. It is also the policy of the Board to pay wages and salaries that shall enable the District to secure and retain qualified licensed employees.
The Board of Education recognizes the need to establish a policy for provisional instructional staff (licensed) employees. It is the policy of the Board that all licensed employees have three (3) years of provisional employment. Provisional licensed employees may be given career status upon recommendation of the Superintendent when all of the provisional status requirements outlined below are met.
Issues relating to the effective and efficient functioning of schools are best resolved at the lowest local level. The Board authorizes the establishment of School Advisory Councils for the purpose of communicating areas of concern in the individual schools.
The Board recognizes the need for a District Advisory Council (DAC) for the purpose of communicating areas of concern by employee groups within the District.
The Board of Education recognizes the need to establish a grievance procedure for licensed employees.
The primary consideration in employee obligatory, voluntary and involuntary transfers will be the maintenance of a sound and balanced education program that is consistent with the function and responsibilities of the District, i.e. educating students to be college and career ready.
The primary consideration in any Reduction in Force (RIF) will be the maintenance of a sound and balanced educational program that is consistent with the functions and responsibilities of the District, i.e., educating students to be college and career ready. The purpose of this policy is to establish an orderly procedure used to terminate employment when the Board determines that a RIF is necessary.
The Board recognizes the need to provide orderly procedures for termination of Canyons School District educators in accordance with state law (See Utah Orderly School Termination Procedures Act).
It is the intent of the Board to: Implement procedures for terminating District post-retirement benefits to employees.