District: Logan City School District in the State of Utah.

Board: Board of Education of the Logan City School District in the State of Utah.

Education Employee Association (hereafter Association): formalized professional organization representing members of its employee classification.

Superintendent: Superintendent of Schools of the Logan City School District in the State of Utah.

Administrator: All building and district Administrators.

Part-time Adminstrator: a part-time Administrator who is employed less than half (1/2) time is not covered under the provisions of this Agreement and is subject to termination after each contracted year has been completed. Said contracts are for one (1) year only, and Administrators do not accrue Career Administrator status if employment extends to beyond three (3) years or four (4) years.

Contract Year

Days: calendar days except where otherwise noted.

Grievance: written or oral statement of an alleged violation or misinterpretation of the terms, meaning, or application of an Administrator's contract, negotiated agreement, Board policy decisions, or legal statue. It is expressly understood that a claim based upon an event or condition that does not fall within this definition shall not constitute a grievance.

Grievant: an Administrator or group of Administrators or their representative organization (Association) filing a grievance.

This Agreement shall be deemed to be a part of each individual Administrator's contract.

The Board shall continue its policy of not discriminating against any Administrator on the basis of age, race, creed, color, sex, marital status, or membership in any educational organization.

Administrators have the right to join any lawful organization for their professional or economic improvement and for the advancement of public education.

The Association shall continue to admit persons to membership without discrimination on the basis of race, creed, color, national origin, sex, or marital status.

The Association shall have the right to request that particular matters within its area of interest be placed on an agenda for official board meetings. The Board shall notify the president of the Association or designee with respect to the placement of such items on a particular agenda and of the action taken. The Superintendent shall provide the Association with the agenda to be considered.

No change, revision, alteration, or modification of this agreement in whole or in part shall be valid unless the same is ratified by both the Board and the Association and endorsed in writing hereon.

This agreement shall be governed and construed according to the constitution and the laws of the State of Utah.

The Board and the Association recognize that the Board has certain powers, discretions, and duties that under the constitution and laws of the State of Utah may not be delegated, limited, or abrogated by agreement with any party. Accordingly, any provision of these policies, or any application of the same to an Administrator covered hereby shall have effect only to the extent permitted by law; but all other provisions or applications of these policies shall continue in full force and effect.

The Board agrees to recognize the education employee association with the greatest number of members, for its employee classification, as the exclusive representative of all members of the employee classification upon being furnished with satisfactory evidence that the largest number of employees within the classification have designated or selected it as their representative.

If a simple majority is present, negotiation teams, for both the Association and the Board, are fully authorized by their respective constituents to act in good faith in reaching tentative agreements through Interest-Based Bargaining (IBB). Both teams commit to enhance bargaining outcomes without impairing the parties' relationship by utilizing Interest-Based Problem Solving. The essence of this process is information-sharing, creative exploration, and working toward mutually beneficial solutions. Upon request of either party the other shall make available for inspection its public records and data pertinent to the subject under negotiation.

During the evaluation portion of the IBB process, each team shall have equal voice.

Agreements arrived at in the negotiating process and signed remain tentative* pending completion of an agreement on the entire package. A recommendation is drawn from these tentative agreements and presented to the Board and the Association.

*Meaning an item that has been agreed upon and signed may be recalled by either or both parties and re-entered into negotiation when the item under consideration parallels the first item in either subject, content, and/or meaning.

Information is released to the news media only when jointly prepared releases are mutually agreed upon.

Negotiations are conducted at times and places mutually agreeable to the negotiators named by each party.

The Board negotiating team is comprised of individuals designated by the Board. The Administrator negotiating team is comprised of members of the Association. Either party may utilize the services of an outside consultant to assist in negotiations.

Either team may caucus if deemed necessary, but a caucus session is not to exceed ten (10) minutes without notifying the other team.

The agenda for the next negotiating session is set at the end of each meeting.

Tentative agreements of the just completed meeting are read, corrected, and approved for content. The minutes are then re-read and approved at the beginning of the next scheduled meeting.

Joint Study Committee

Adopting Agreements

Notice of appointment and acceptance of contract must be written, shall be made on forms furnished by the Board, and must be approved by the Board of Education. Only the Board has the authority to hire and fire unless such authority has been expressly delegated in writing. Administrators are encouraged to read the Administrator Negotiated Agreement available at www.loganschools.org.

Terms of employment shall be as specified on the contract and in accordance with §1-1-6.

Administrators' working days are set annually by the Board on the official district calendar and in agreement with the Superintendent in consultation with the Associations. Building Administrators may flex their contract days when students are not in session (i.e. take a week off in June to work in July). District Office Administrators may flex their contract days with approval of the Superintendent.

Administrators are exempt employees under section 13(a)(1) of the Fair Labor Standards Act of 1938, as amended.

It is the responsibility of Administrator to obtain a current Utah Educator License through the Utah State Board of Education with an Administrative/Supervisory Endorsement including the renewal of an expiring license.

Administrators furnish for the District all items needed for their personnel file including:

Administrators, part-time/full-time, are required to attend all district meetings.

A Provisional Administrator is not entitled to employment beyond the end of the term of the present one (1) year contract. Termination of Provisional Administrators during the contract term for cause is governed by Orderly Termination Procedures (§9-1).

During the provisional period, new Administrators must demonstrate through performance evaluations their essential job functions and administrative skills, and conduct themselves in an acceptable manner to superiors and peers in performance of all assignments.

The District shall notify a Provisional Administrator at least sixty (60) days before the end of the Provisional Administrator’s contract if the Provisional Administrator will not be offered a contract for a subsequent term of employment. Because Provisional Administrators do not have an expectation of continued employment, they do not have a right to grieve the decision not to renew employment and do not have a right to a fair hearing.

In the absence of timely notice as described in §4-8-3, Provisional Administrators are deemed to be reemployed for the succeeding contract term with a salary based upon the applicable administrator salary schedule.

Upon successful completion of a third (3rd) consecutive provisional contract, or a fourth (4th) consecutive provisional contract where applicable, a Provisional Administrator has obtained a reasonable expectation of continued employment and obtains Career Administrator status.

Administrators employed at least half (1/2) time for at least three (3) or four (4) consecutive years, with successful evaluations, are considered permanent (e.g. “Career”) except for the reasons identified under Orderly Termination §9-1-2. However, Administrators employed less than full-time (1.0 FTE) are not guaranteed specific contract percentages based on past years’ assignment. Assignments less than full-time (1.0 FTE) may be reduced or expanded due to enrollment fluctuations and superintendent assignment, and are not considered reduction-in-force.

If a Career Administrator takes leave for one (1) year or less, the Administrator returns with career status.

Contracts are accepted in good faith by both parties. However, the Board agrees to give due consideration to an Administrator’s statement of resignation during the contract period if sent in writing at least forty-five (45) calendar days prior to the date of resignation or forty-five (45) calendar days prior to the first day of the administrator’s contract the following school year, otherwise the District will assess a breach of contract penalty of $1,000.

Administrators who intend to resign upon the conclusion of the present contract term and/or prior to the next contract term, receive a $500 Early Declaration Award if the written statement of resignation is received by the Department of Human Resources by the last business day in January of the present contract term.

If an Administrator intends to retire upon the conclusion of the present contract term, the Administrator’s written statement of retirement must be received by the Department of Human Resources no later than the last business day in January of the present contract term.

Administrators who intend to retire upon the conclusion of the present contract term, receive a $500 Early Declaration Award if the written statement of retirement is received by the Department of Human Resources by the last business day in December of the present contract term.

Retiring Administrators may qualify for Longevity Incentive Provisions in accordance with Article 11.

It is mutually agreed that, beginning July 1, 2014, payment of salaries according to a single-lane salary schedule for each recognized administrative assignment is to the advantage of all concerned. The salary schedule negotiated by the Board and the Association shall be the only schedule used for the current year.

Any increment advancement on the Administrator Salary shall be contingent upon an Administrator receiving a satisfactory evaluation.

Upon initial hire in the District, up to thirteen (13) years of verified experience outside the District as an Administrator may be recognized. Each year must have included ninety (90) contract days or more, must have been the equivalent of half-time (.5 FTE) or greater, and must have required a valid administrative endorsement in order to qualify as one year’s experience. Each year of verified previous experience will advance initial placement on the Administrator Salary Schedule by one increment.

If a newly hired Administrator is currently employed as an Administrator in the District, he/she retains accrued leave and Career status, if applicable, as an Administrator with the District.

Administrators who have completed sufficient continuing education to advance their status on the Administrator Salary Schedule must complete and submit to Human Resources a Continuing Education Advancement Application. It is the responsibility of the Administrator to submit with the application, an original official transcript of all University or College of Higher Education semester hours and/or a list of all Utah State Board of Education (USBE) credits earned to that date, prior to the last working day of the month. Photocopies of transcripts are not accepted.

Approved Continuing Education Advancement applications will result in designated increment adjustments effective from the first working day of the month following the submission of all required materials in accordance with the negotiated agreement governing that school year. Approved increment adjustments are processed and reflected in the Administrator’s earning statement within six (6) to eight (8) weeks.

Semester hours from an accredited University or College of Higher Education and/or Utah State Office of Education (USOE) approved credit are accepted for Administrators desiring to receive continuing education advancement on the Administrator Salary schedule as follows:

Deductions from monthly salary checks may be made for such professional or mutual benefit organizations as are authorized in writing by the Administrator and agreed to by the Board. Federal income tax, retirement taxes and contributions, and any other amounts required by law or authorized by the Administrator are deducted from the amount of the contract.

Payment for services shall be monthly and payment shall be made on the twenty-fifth (25th) day of each month. Administrators are paid in twelve (12) equal monthly installments.

In the event funds for school operation and maintenance are made available during the year from State or Federal sources which are in excess of the amounts anticipated at the beginning of the year, the salary schedules may be revised and the amount of individual contracts adjusted in such manner as the Board and the Association may at the time determine.

Concerns about conditional factors or discrepancies that determine placement on the Administrator Salary Schedule must be filed with the Superintendent. The statute of limitations for filing on a discrepancy is two (2) years from the date of such placement. Any over-payments from the District also have a statute of limitations of two (2) years.

Administrators desiring a transfer and/or reassignment may make their desire known by letter to the Superintendent. Such a letter shall be handled confidentially and considered at the time that openings occur in the desired positions. Any request for transfer and/or reassignment to another school or administrative position requires participation in an interview process.

Where feasible, assignments of new Administrators in the school system shall not be made until such requests for reassignment or transfer have been considered.

In determination of requests for voluntary transfer and/or reassignment, the convenience and wishes of the individual Administrator shall be honored to the extent that they do not conflict with the instructional requirements and best interest of the school system. If more than one Administrator has applied for the same position, the Administrator best qualified for that position shall be appointed and, qualifications being equal, experience in the District shall have preference.

An Administrator who receives a voluntary transfer and/or reassignment shall be moved to the lane of the Administrator Salary Schedule appropriate for the new administrative position and shall maintain the same salary increment as his/her current placement.

The Board and the Association recognize that some involuntary transfer and reassignment is unavoidable. They also recognize that under normal circumstances transfer and reassignment of Administrators is held to a minimum. Therefore, they agree as follows:

Absence of an Administrator for the reasons stated in Article 7 shall be charged against leave allowance regardless of the employment of a substitute. Days of leave shall be acquired according to an Administrator's current FTE (i.e. .50 FTE generates leave in half-day increments; 1.0 FTE generates leave in full-day increments). Days of leave shall be charged against the Administrator's leave balance in increments equal to the Administrator's FTE at the time the leave is taken, regardless of the Administrator's FTE at the time the leave is acquired.

The District follows the Family and Medical Leave Act (FMLA), 29 U.S.C. §2601 and implementing regulations located at 29 C.F.R., §825 et seq. FMLA leave runs concurrent with any other district provided leave and is issued on a fiscal year (July 1 through June 30).

FMLA Definitions

FMLA Eligibility

Concurrent Leave and Leave Without Pay

Foreseeable Leave

Employer Notification

Spouses of Administrators Employed by the District

Required Medical Certification

Employment and Benefit Protection

Other Provisions

Intermittent medical leave is available upon certification of medical need, but the District may transfer the Administrator temporarily to an equivalent alternate position.

Leave Eligible Administrators are allowed twelve (12) days sick leave each year with full pay for absence due to personal illness or illness in the immediate family. If the contract term is not completed, the number of sick days given is prorated for the time worked. If an Administrator is absent beyond the accumulated sick leave days, other accumulated paid leave shall be applied. If the Administrator is absent beyond accumulated leave, the absence is without pay as governed by §7-5.

The immediate family shall be defined as mother, father, wife, husband, sister, brother, child, mother-in-law, father-in-law, brother-in-law, sister-in-law, grand-parent, and grandchildren. Other members of the Administrator's household not listed who are, in fact, if not by legal relationship, members of the immediate family, may at the discretion of the Association and Board, be so considered.

Once an Administrator has used more than twelve (12) days sick leave within a school year, medical certification may be required each day thereafter.

Recovery from any extended illness/disability extending to ten (10) working days or more requires the Administrator to apply for FMLA and to provide certified medical verification to the District. The Board may require, at their expense, a second opinion and verification of the medical need.

Credit for unused days of sick leave is allowed to accumulate to a maximum of 184 days for all Administrators. After Administrators earn the accumulated maximum, they are allowed, in a given school year, twelve (12) days sick leave (non-accumulative) beyond the accumulate maximum.

If an Administrator's absence results from an on-the-job injury, and he/she receives reimbursement for lost wages from Worker's Compensation, the District provides additional funding to equal the Administrator's daily rate of pay; however, the first three (3) days of absence are deducted from the Administrator's sick leave.

Administrators are entitled, upon written application to the Superintendent, to sick leave to be used for childbirth and recuperation. Accumulated compensated leave may be used for this purpose up to six (6) weeks following the birth of the baby. If an Educator is absent beyond the accumulated sick leave days, other accumulated paid leave shall be applied. If the Educator is absent beyond accumulated leave, the absence is without pay as governed by §7-10. Complications in the course of pregnancy and leave to care for an infant falls under the provisions of the FMLA (see §7-2).

An Administrator who is pregnant may continue in active employment up to her certified delivery date provided she is able to properly perform her required functions as determined by the Administrator, her physician, and the Superintendent.

An Administrator adopting an infant child shall be entitled to use up to ten (10) days sick leave commencing with legal documentation of placement of the child in the Administrator's home.

Sick Leave Payout

A Sick Leave Bank is established for leave eligible Administrators to draw upon in the case of catastrophic illness. Catastrophic illness does not include all reasons for which an Administrator might be eligible for FMLA leave, maternity leave, or other categories of leave.

Additional days of leave granted by the Sick Leave Bank Committee run concurrent with any FMLA leave for which the Administrator may be eligible.

Eligibility

Participation

Application Process

Bereavement Leave

Personal Leave

Absence Beyond Available Leave is only to be taken when personal and vacation leave are exhausted.

Absence Beyond Available Leave requires prior written authorization of the Superintendent or designee or 24-hours post factum of an emergency situation. Requests for Absence Beyond Available Leave must detail the reason for the request and the number of days being requested.

The utilization of Absence Beyond Available Leave requires the following:

Absence Beyond Available Leave may be addressed through corrective discipline

Administrators must have completed a minimum of six (6) consecutive years of professional experience with the District before being eligible to apply for a sabbatical leave. No person shall be given such leave of absence more than once in seven (7) years.

Administrators may submit a letter of application to the Superintendent by March 1 of the year proceeding the year for which sabbatical leave is requested. A committee organized by the Superintendent determines whether or not a Sabbatical will be granted the following year. If a Sabbatical is to be granted the following year, the final selection and notification to those who have applied for sabbatical leave is made by the Superintendent based upon criteria jointly determined by the Association and the Board.

Sabbatical leave may be taken for study at an institution of higher learning where an approved course of study is taken. Approved travel with the submission of a curriculum project to benefit the school, District, or staff may also be considered as a sabbatical leave.

An Administrator granted sabbatical leave shall receive 50 percent of his/her present salary for one (1) year of leave. Payment is made and agreed upon by the contract, which includes leave, salary, and insurance.

An Administrator who accepts a sabbatical leave of absence must signify intention of returning to the Logan City School system for one (1) year. Such an Administrator is assured reemployment and, upon return, shall be placed on the same lane and increment of the Administrator Salary Schedule in effect prior to the sabbatical.

If an Administrator who has taken advantage of sabbatical leave fails to return to service as provided above, all monies, including insurance premiums, as stated in a signed contract and received from the Board while on sabbatical leave are to be returned to the Board in full.

An Administrator on sabbatical leave is entitled to the health and accident benefits provided by the Board at the expense of the Board.

A year of sabbatical leave does not count as a year's experience, and does not result in an increment advancement on the Administrator's Salary Schedule, upon return.

A Career Educator may take a partial or full year leave of absence without pay once every three (3) school years.

During the school year, Career Administrators may apply for a leave of absence without pay. Such a request, stating the reason for the request, must be given to the Superintendent thirty (30) days prior to the proposed commencement of the leave.

Career Administrators wishing to take a leave of absence for the next school year must make a written request to the Superintendent stating the reason for the request. Preference will be given to requests received prior to March 1 of the current year in which the request is made and requests may be denied when received thereafter.

Administrators returning from a leave of absence without pay are entitled at the end of the leave to a position for which they are appropriately licensed. Upon returning they receive the same level of benefits as when the leave was granted; namely, placement on the salary schedule, accrued sick leave benefits, personal leave, and insurance granted by the policies in effect upon return.

Administrators desiring reemployment following a leave of absence without pay must notify the Superintendent in writing of their intent to return. If written notification does not occur by February 1, the position is declared vacant.

An Administrator must submit a letter to Human Resources requesting jury duty leave with accompanying documentation of required service.

Jury duty is not paid leave unless the Administrator remits his/her duty payment to the District. If the Administrator accepts payment for jury duty service, the Administrator must report personal or vacation leave for each day of compensated jury duty service.

If an Administrator's absence results from an on-the-job injury, and he/she receives reimbursement for lost wages from Worker's Compensation, the District may provide additional funding to equal the Employee's (Administrator's) rate of pay; however, the first three days of absence are deducted from the Employee's (Administrator's) sick leave. Employees (Administrators) who wish to receive one-third (1/3) of their wage to make up the difference between their full wage and the two-thirds (2/3) of their wage paid by Worker's Compensation must have sick leave available and use sick leave hours for each hour paid.

Employees (Administrator's) who do not have sick leave available will only receive the two-thirds (2/3) of their salary as paid by Worker's Compensation.

Temporary Total Disability Compensation is paid for the time an Employee (Administrator) cannot work because of a work injury or illness. However, no compensation is paid for the first three (3) days after an injury or illness unless the disability prevents Employee (Administrator) from working for more than a total of fourteen (14) days. In that case, Employee (Administrator) is paid for the first three (3) days of disability. This type of compensation ends when Employee (Administrator) returns to work or reaches medical stability.

Administrators on a 225-day contract receive ten (10) days of annual paid Vacation Leave. Vacation Leave must be used each year by June 30.

No reimbursement is given for unused days of Vacation Leave.

An individual Administrator shall have the right to present grievances, with or without representation by an Association, per the grievance procedure provided. Nothing in this statement shall be s construed as to deprive any individuals of their rights under the Utah Rights to Work Law nor their rights as set forth in Title IV of the Civil Rights At or provisions that may be applicable to public employees under Section 34-19-1 through 13 and Section 34-20-1 through 13, Utah Code Annotated, 1953, as subsequently amended.

The purpose of this process is to secure, at the lowest possible administrative level, equitable solutions to grievances which may arise. Both parties agree that these proceedings shall be kept informal, confidential, and shall cooperate and act in good faith to resolve the grievance.

This procedure is to provide all Administrators equitable solutions for alleged violations, misinterpretations, or inequitable applications of local school district policies or practices relative to provisions of Federal anti-discrimination legislation.

The Board recognizes that each Administrator has the right to use any appropriate channels of communication through which a Grievance may be presented, reviewed, and equitably resolved within a specified period of time.

Administrators are entitled to "due process" by having their Grievance reviewed by higher authority without fear of retribution, reprisal, or recrimination as a result of having presented a Grievance or having been a party of interest in the grievance procedure.

Each Administrator has the right to self-representation or is entitled to be accompanied or represented by a party(ies) (such as an Association representative, legal counsel, etc.) if desired. Twenty-four (24) hour advanced notice is required if either party intends to have representation or legal counsel in attendance.

The Grievance procedure shall be kept confidential and all documents, communication, and records relating thereto are maintained in a separate grievance file.

If a meeting to process a Grievance is scheduled by the Board during the normal working day, the Administrator and all district participants suffer no loss in pay.

The number of days specified in this procedure may be extended by mutual agreement between the Board and the grievant or their designee.

Nothing in this procedure shall be construed to limit the right of the Board or the grievant to appeal to an appropriate court of law.

Step 1 - Oral Grievance

Step 2 - Written Grievance

Step 3 - Appeal of Written Grievance

Step 4 - Impartial Third-Party Hearing

Legal Authority

Cause for Orderly Termination

In addition to the salary provided in the schedule, it shall be the policy of the District to pay the total insurance premium for health and hospital insurance for full-time Administrators and the eligible dependents for the Administrator's choice of insurance programs offered by the District. The Board consults with the Association prior to any changes to insurers or benefits.

The following are eligible for coverage under the District group plan:

Coverage under the health insurance plan for all new Administrators to the District is the first day of July if hired for the full fiscal year. Midyear hires are eligible for coverage the first day of the month after the date of hire. Administrators must complete proper application forms prior to the effective date. Consideration for prior coverage ending dates determines the actual start date of coverage.

Coverage for members of the program whose employment is terminated shall cease at the end of the month in which the Administrator terminates employment or becomes ineligible.

It is the responsibility of the Administrators covered by the group insurance plan of the District to immediately notify the District Office of any changes in their eligibility status or that of their dependents. Administrators are held financially responsible to repay any loss in premium payments suffered by the District due to their negligence.

The Board pays the full premium for the long-term disability insurance provided for Administrators as per the current specifications of the insurance carrier.

Insurance eligible Administrators are provided a term life insurance benefit. The current benefit, paid in full by the Board, provides $50,000 coverage for the Administrator. For Administrators eligible for family coverage, an additional $5,000 per dependent is provided. Additional coverage may be purchased and paid for by the Administrator.

For the purpose of the Longevity Incentive Program, Administrator is defined as all school and district Administrators.

To reward longevity and provide a bridge to Medicare for eligible Administrators who wish to separate employment with the District prior to Medicare eligibility.

Benefits under this provision are for Administrators who have met all eligibility requirements of the District.

Benefits under this provision are paid by the District for four (4) years or until the Administrator becomes eligible to receive Medicare benefits, whichever comes first.

The Board and the Administrator understand that the District's Longevity Incentive Program is independent from benefits provided by Utah Retirement Systems (URS). Notwithstanding, all parties agree to be bound by the URS provisions.

Administrators who qualify for the Longevity Incentive Provisions in accordance with §11-4-3 must submit written notification of their intent to retire at the conclusion of the present contract term to the Department of Human Resources no later than the last business day in January of the present contract term.

Administrators who intend to retire upon the conclusion of the present contract term, receive a $500 Early Declaration Award if the Administrator’s written statement of retirement is received by the Department of Human Resources by the last business day in December of the present contract term.:

Administrator may qualify for the Longevity Incentive Program one of two ways as follows:

Full-time FTE (1.0) and a minimum of 180 contract days qualifies as one year of full-time service. FTE less than full-time (1.0) or contract days less than 180 in any given fiscal year may be cumulated with other fiscal years to generate full years of service. Periods of leave taken without pay do not count toward years of service.

Paid Active duty in the military, congruent with URS guidelines and regardless of when taken, counts toward years of service. Paid Sabbatical Leave taken prior to June 30, 2013, counts toward years of service; however, paid Sabbatical Leave taken after July 1, 2013, will not count toward years of service.

Administrators eligible to receive Medicare benefits are not eligible for the annual stipend or health insurance coverage under this provision.

Administrators terminated for cause are not eligible for benefits under this provision.

The Administrator reviews eligibility requirements with the District Business or Human Resource Department.

The Administrator desiring to participate in the Longevity Incentive Program must notify the Human Resource Department in writing no later than the last business day of February. Failure to comply with this notification deadline will result in a fine of twenty-five (25) percent of the first year's stipend or $2500, whichever is less.

Should an Administrator who is participating in the Longevity Incentive Program return to employment with the District, the Longevity Incentive provisions are suspended until the Administrator once again separates employment from the District. Upon re-separation, the Administrator resumes receiving the remaining benefits for which he/she is eligible or until the Administrator becomes eligible to receive Medicare benefits, whichever comes first.

The annual stipend payable under this provision is equal to fifty (50) percent of the difference between the first increment of the current Licensed Single-lane Salary Schedule and the Administrator's current gross salary during the last full year of employment.

As a general rule, the annual stipend will be deposited in the Administrator's reimbursement or special pay plan the first week of October each year.

The District agrees to maintain the Administrator's enrollment in the District's group life insurance program for as long as the Administrator qualifies for health insurance coverage, thus providing the Administrator's designated beneficiary with a life insurance benefit valued at $50,000 under District policy. All other benefits provided under this provision terminate upon the death of the retired Administrator.

The retiring Administrator receives single or couple health insurance coverage with the existing District group health insurance program. Employees are able to maintain family coverage, if applicable, by paying the premium difference. Employees also have the option of waiving health insurance coverage, in which case the District contributes $1,000 into a designated health reimbursement or health savings account.

As a general rule, the annual stipend will be deposited into the Administrator’s health reimbursement account or special pay plan the first week of October each year.

All health insurance coverage is subject to change, as negotiated yearly. Retiring Administrators receive the same group medical benefits as negotiated yearly; however, future health insurance premium increases are the responsibility of the retiring Administrator and will be deducted from the annual stipend payable under this provision.

Administrators who qualify for purchase of URS service credit at the time of separation may use the annual stipend payable under this provision and sick leave payout toward the purchase of such credit in keeping with URS guidelines.

Benefits under this provision are subject to annual negotiation.

The District recognizes the value and importance of Administrator participation in curriculum and other recommendations and decisions affecting schools.

The District forms representative committees in cooperation with the Association president to be responsible for assisting the Superintendent in preparing recommendations to the Board for curriculum revision by evaluating proposed curriculum changes as they relate to needs, priorities, costs, and appropriateness for change of emphasis.

Administrators agree that it is the responsibility of the Superintendent to evaluate the Administrator's service. Insofar as possible, these evaluations shall be made a matter of mutual understanding, but all Administrators ultimately are evaluated by their Superintendent and the record of their evaluation will be filed in their personnel file in the Human Resource Services Department at the Logan City School District Office. Administrators who have participated in a conference with the Superintendent concerning their evaluation receive from the Superintendent a written copy of the evaluation. Assistant principals are evaluated by their building principal in consultation with the Superintendent.

Necessary Staff Reduction Not Precluded [See UCA §53G-11-514(1)]

Reduction-In-Force Policy [See UCA §53G-11-514(2) & (3)]

Reduction-In-Force Dismissal Order, and Dismissal Criteria

Notification of Dismissal Pursuant to a Reduction-In-Force

Rehire Procedures