043 of 2012 - Approving the Compensation Plan for all non-represented employees 0 12-1
0 12-16
SALT LAKE CITY ORDINANCE
No. 43 of 2012
(Approving the Compensation Plan for all non-represented employees of Salt Lake City)
An ordinance approving a compensation plan for all non-represented employees of Salt
Lake City.
Be it ordained by the City Council of Salt Lake City, Utah:
SECTION 1. PURPOSE. The purpose of this Ordinance is to approve the attached
Compensation Plan for all non-represented Salt Lake City employees. Three copies of said
Compensation Plan shall be maintained in the City Recorder's Office for public inspection.
SECTION 2. APPLICATION. The Compensation Plan shall not apply to employees
whose employment terminated prior to the effective date of this Ordinance.
SECTION 3. EFFECTIVE DATE. This Ordinance shall be deemed effective on June
24, 2012.
Passed by the City Council of Salt Lake City, Utah, this 19th day of June, 2012.
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Transmitted to the Mayor on July 3, 201? •
Mayor's Action: Approved. Vetoed.
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Published: July 12, 2012
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APPROVED AS TO FORM
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HUMAN RESOURCE DEPARTMENT
DEBRA ALEXANDER, DIRECTOR
RALPH BECKER. MAYOR
FY 2013 COMPENSATION PLAN FOR SALT LAKE CITY CORPORATION
Table of Contents
EFFECTIVE DATE 1
EMPLOYEES COVERED BY THIS PLAN 1
AUTHORITY OF THE MAYOR 1
APPROPRIATION OF FUNDS 1
SECTION I: DEFINTIONS 1
SUBSECTION I - DEFINITION OF TERMS 1
SECTION II: EMPLOYEE WAGES,SALARIES& BENEFITS 2
SUBSECTION I -COMPENSATION PROGRAM&SALARY SCHEDULES 2
A. Determination 2
B. Salary Schedules 2
C. Other Compensation 3
SUBSECTION II - EMPLOYEE COMPENSATION FOR FISCAL YEAR 2012 3
SUBSECTION III- EMPLOYEE INSURANCE 3
SUBSECTION IV- WORKERS' COMPENSATION 3
SUBSECTION V-SOCIAL SECURITY ADOPTED, EXCEPTION FOR POLICE& FIRE 4
SUBSECTION VI-RETIREMENT 4
SUBSECTION VII-REGULAR PART-TIME EMPLOYEES 4
SECTION III: EMPLOYEE OVERTIME&OTHER PAY ALLOWANCES 4
SUBSECTION I -OVERTIME COMPENSATION 4
SUBSECTION 11 - LONGEVITY PAY 5
SUBSECTION III - WAGE DIFFERENTIALS &ADDITIONAL PAY 6
SUBSECTION IV-EDUCATION AND TRAINING PAY 8
SUBSECTION V—OTHER PAY ALLOWANCES 8
SUBSECTION VI - SEVERANCE BENEFIT 10
SECTION IV: HOLIDAY,VACATION&LEAVE ACCRUAL 11
SUBSECTION I—HOLIDAYS I I
SUBSECTION II - VACATION LEAVE 13
SUBSECTION III - SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE 15
A. Plan"A" 15
1. Sick Leave 15
2. Hospitalization Leave 16
3. Dependent Leave 17
4. Career Incentive Leave,Plan "A." 17
5. Retirement Benefit, Plan"A." 18
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B. Plan"B" 18
SUBSECTION IV-BEREAVEMENT LEAVE 21
SUBSECTION V -MILITARY LEAVE 2 1
SUBSECTION VI -JURY LEAVE&COURT APPEARANCES ")2
SUBSECTION VII- INJURY LEAVE(AIRPORT POLICE EMPLOYEES ONLY) 23
SUBSECTION VIII -ADDITIONAL LEAVES OF ABSENCE 23
APPENDIX A-GENERAL EMPLOYEE PAY PLAN(GEPP) 24
APPENDIX B—APPOINTED EMPLOYEES PAY LEVEL ASSIGNMENT 25
APPENDIX C—ELECTED OFFICIALS SALARY SCHEDULE 26
APPENDIX D- UTAH STATE RETIREMENT CONTRIBUTIONS FY 2012-2013- 27
APPENDIX E-REGULAR PART TIME EMPLOYEE SUMMARY SHEET 28
DISCLAIMER
City employment is subject to City ordinances, policies, practices and
procedures as well as state law, federal law, and constitutional limitations on
the City as a governmental entity. The policies, procedures, and practices of
the City and its departments and workgroups do not limit, affect, or alter
any legal or constitutional rights the City or its employees may have.
The City's policies, procedures, and practices do not create any contractual
rights, either express or implied, or any other obligation or liability on the
City. The City also expressly reserves the right to amend or change its
policies, procedures, and practices at any time, with or without notice, and
to amend or change its ordinances, with the notice required by law.
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FY 2013 COMPENSATION PLAN FOR SALT LAKE CITY CORPORATION
EFFECTIVE DATE
The provisions of this plan shall be effective commencing June 24, 2012, unless otherwise noted.
EMPLOYEES COVERED BY THIS PLAN
This ordinance shall apply to all city employees not covered by a memorandum of
understanding.
AUTHORITY OF THE MAYOR
Employees covered by this compensation plan may be appointed, classified and advanced under
rules and regulations promulgated by the Mayor, or the Civil Service Commission, if applicable,
within budget limitations established by the City Council.
APPROPRIATION OF FUNDS
All provisions in this compensation plan are subject to the appropriation of funds by the City
Council.
SECTION I: DEFINTIONS
SUBSECTION I - DEFINITION OF TERMS
As used in this ordinance:
1. "Appointed employees," with the exception of Justice Court Judges who are
covered under this plan, means employees who are "at-will" employees serving at
the pleasure of the Mayor (or the City Council if they are employees of the Office
of the City Council).
2. "Adult Designee" means any individual with whom an employee has a long-term,
committed relationship of mutual caring and support. The adult designee must
have resided in the same household with the eligible employee for at least the
past 12 consecutive months, and must have common financial obligations with
the employee. The adult designee and the employee must be jointly responsible
for each other's welfare. Adult designees and adult designees' children are not
covered by Family Medical Leave Act.
3. "Exempt" refers to any employee who is not subject to or eligible to receive
compensation for overtime according to §213 of the Fair Labor Standards Act.
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4. "FLSA" means the federal Fair Labor Standards Act, which governs and
determines the lawful requirements associated with compensating covered
employees for time worked over 40 hours in a work week.
5. "Non-Exempt" refers to an employee who is covered by and must be
compensated for overtime in accordance with §213 of the Fair Labor Standards
Act.
6. "Regular Part-Time" or "RPT" means employees who are regularly required to
work twenty (20) or more but less than forty (40) hours a week.
SECTION II: EMPLOYEE WAGES, SALARIES & BENEFITS
SUBSECTION I - COMPENSATION PROGRAM & SALARY SCHEDULES
The City's compensation system and program, in conjunction with this ordinanace, is intended to
attract, motivate and retain qualified personnel necessary to effectively meet public service
demands.
A. Determination
1. The Mayor shall develop policies and guidelines for the administration of the pay
plans.
2. To the degree that funds permit, employees shall be paid compensation that:
a. Is commensurate with the skills and abilities required of the position;
b. Achieves equal pay for equal work;
c. Attains comparability and is competitive with the compensation paid by
other public and/or private employers with whom the City compares and/or
competes for personnel recruitment and retention.
3. When applicable, compensation surveys used to determine comparability shall
include a cross section of comparable benchmark positions in organizations with
whom the City competes for personnel recruitment and retention.
a. Compensation surveys shall measure total compensation including salaries
and wages, paid leave, group insurance plans, retirement, and all other
benefits.
b. The compensation plans may provide salary range widths that reflect the
normal growth and productivity potential of employees within a job
classification.
B. Salary Schedules
1. All Employees shall be paid base wages or salaries according to the General
Employee Pay Plan attached as Appendix "A." Wages and salaries shall not be
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less than the established range minimum or higher than the range maximum,
unless otherwise approved by the Mayor or Mayor's designee.
2. Appointed Employees: The pay level assignment for Appointed Employees is
attached as Appendix "B."
3. Elected Officials: Elected officials shall be paid annual compensation according
to schedule attached as Appendix "C."
C. Other Compensation
The Mayor or the City Council may distribute appropriated monies to City
employees as discretionary retention incentives or retirement contributions; or
special lump sum supplemental payments. Retention incentives or special lump sum
payments are subject to the Mayor's or City Council's approval.
SUBSECTION II - EMPLOYEE COMPENSATION FOR FISCAL YEAR 2013
The City will increase the base salary or hourly rate of each employee covered by this plan by a
total of one percent (1%).
SUBSECTION III -EMPLOYEE INSURANCE
The City will make available group medical, dental, life, accidental death & dismemberment,
long-term disability insurance and an employee assistance program (EAP) to all eligible
employees and their eligible spouse, adult designee, dependents and dependents of adult
designee pursuant to City policy.
A. Employer-Paid Contributions. Effective July 1, 2012, the City's contribution toward
the total premium for group medical will be 90% for the high-deductible Summit Star
Plan and 80% for the traditional Summit Care Plan. For employees enrolled in the
high-deductible Summit Star Plan, the City will also contribute a total of$750 into a
qualified health savings account (HSA) for those enrolled for single coverage and
$1,500 for those enrolled for double or family coverage. Health savings account
contributions will be pro-rated for any employee hired after July 1, 2012.
B. Medical Insurance Coverage for RPT Employees. The City's contribution for RPT
employees towards the group medical premium and, when applicable, the health
savings account will be equal to 50% of the total paid for a regular, full-time
employee.
C. 501(c) (9) Post Employment Health Plan. The City will contribute $24.30 per
biweekly pay period into each employee's Nationwide Post Employment Health Plan
account. For any year in which there are 27 pay periods, no such contribution will be
made on the 27th pay period.
SUBSECTION IV - WORKERS' COMPENSATION
The City will provide Workers' Compensation coverage to employees as required by law.
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SUBSECTION V - SOCIAL SECURITY ADOPTED, EXCEPTION FOR POLICE &
FIRE
All sworn employees in the Police and Fire departments are exempt from the provisions of the
Federal Social Security System unless determined otherwise by the City or unless required by
state or federal law.
SUBSECTION VI - RETIREMENT
A. Retirement Programs. The City hereby adopts the Utah State Retirement System for
providing retirement pensions to employees covered by the plan. The City may
permit or require the participation of employees in its retirement program(s) under
terms and conditions established by the Mayor and consistent with state law. Such
programs may include:
1. The Utah State Public Employees' (Contributory and Non-Contributory); Public
Safety Retirement Systems; or, the Utah Firefighters Retirement System; or
2. Deferred Compensation Programs:
i. Elected city council members initially entering office before July 1, 2011
may elect to participate exclusively in a 401(k) created by the City. If
participation is elected, the City will make a contribution of 10% of the
participant's base salary into this 401(k). A city council member initially
entering office before July 1, 2011 may not receive contributions into this
401(k) and receive contributions into a Tier I plan through Utah
Retirement System.
B. The 2012-2013 fiscal year retirement contribution rates for employees covered by
this paragraph are shown in Appendix "D."
SUBSECTION VII - REGULAR PART-TIME EMPLOYEES
A. The City may pay Regular Part-Time employees a wage similar to classified full-
time employees who perform the same work.
B. Unless otherwise modified by the Mayor, Regular Part-Time employees are eligible
to receive retirement and insurance benefits, wage differentials and other allowances
as specified in this plan and as shown in the Table included as Appendix "E."
C. There shall be no cost to Regular Part-time employees for Short-term Disability
insurance. Short-term disability benefits will be prorated.
SECTION III: EMPLOYEE OVERTIME & OTHER PAY ALLOWANCES
SUBSECTION I - OVERTIME COMPENSATION
A. Overtime Compensation. The City will pay non-exempt employees overtime
compensation as required by the Fair Labor Standards Act. The City will pay for
overtime hours at 1 '/2 times the regular hourly rate or, at the employee's request and
department director's approval, provide compensatory time off at a rate of 11/2 hours
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for each overtime hour. Employees may accrue compensatory time up to a maximum
as determined by the department director. The City may pay an employee for any or
all accrued compensatory hours. The City will include all holiday leave hours when
calculating overtime.
B. Labor Costs—Declared Emergency—Overtime Compensation for FLSA Exempt
Employees. The City may pay exempt employees (excluding Department heads/
officials) overtime pay for any hours worked over forty (40) hours in a workweek at
a rate of 1 'Y2 times their regular hourly rates of pay during periods of a declared
emergency. The City shall only make such payment when all of the following
conditions occur:
1. The Mayor or the City Council has issued a"Proclamation of Local Emergency;"
and,
2. Exempt employees are required to work over forty (40) hours for one workweek
during the Emergency period: and,
3. The Mayor or the City Council has approved the use of available funds to cover
the overtime payments.
The City shall distribute any overtime payments consistently with a pre-defined
standard that treats all employees equitably. Hours worked under a declared
Emergency must be paid hours and cannot be accrued as compensatory time.
SUBSECTION II - LONGEVITY PAY
A. Eligibility. With exception of elected officials, appointed employees and Justice
Court Judges, the City will pay a monthly longevity benefit to full-time employees
based on the most recent date an employee began full-time employment as follows:
1) Employees who have completed six (6) consecutive years of employment with
the City will receive $50;
2) Employees who have completed ten (10) consecutive years of employment
with the City will receive $75;
3) Employees who have completed sixteen (16) full years of employment with
the City will receive $100; and,
4) Employees who have completed twenty (20) full years of employment with
the City will receive $125.
B. Pension Base Pay. Longevity pay will be included in base pay for purposes of
pension contributions.
C. Longevity While on an Unpaid Leave of Absence. Employees do not earn or receive
longevity payments while on an unpaid leave of absence. When an employee returns
from an approved unpaid leave of absence, longevity payments will resume.
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SUBSECTION III - WAGE DIFFERENTIALS & ADDITIONAL PAY
Eligible employees receive certain wage differentials as follows:
A. Call Back and Call Out Pay. Non-exempt employees will be paid Call Back or Call
Out pay based upon Department Director approval and the following guidelines:
1. Call Back Pay: Non-sworn, non-exempt employees who have been released
from normally scheduled work and standby periods, and who are directed
by an appropriate department head or designated representative to return to
work prior to their next scheduled normal duty shift, will be paid for a
minimum of three (3) hours straight-time pay and, in addition, will be
guaranteed a minimum four (4) hours work at straight-time pay.
2. Call Out Pay for Police Sergeants (excluding Airport Police). Sergeants who
have been released from their scheduled work shifts and have been directed
by an appropriate division head or designated representative to perform work
without at least 24 hours advance notice or scheduling, shall be compensated
as follows:
a. Sergeants who are directed to report to work shall receive a minimum
of four (4) hours compensation at one and one-half times their hourly
wage rate, or one and one-half times their hourly wage rate for actual
hours worked, whichever is greater.
b. Sergeants who are assigned to day shift, and who are directed to
perform work within eight (8) hours prior to the beginning of their
regularly scheduled shift shall receive a minimum of four (4) hours
compensation at one and one-half times their hourly wage rate, or one
and one-half times their hourly wage rate for actual hours worked,
whichever is greater.
c. Sergeants who are assigned to the afternoon or graveyard shifts, and
who are directed to perform work within eight (8) hours following the
end of their regularly scheduled shift shall receive a minimum of four
(4) hours compensation at one and one-half times their hourly wage
rate, or one and one-half times their hourly wage rate for actual hours
worked, whichever is greater.
B. Standby Pay : Non-exempt employees are eligible to receive Standby pay based upon
the following guidelines.
1. Standby for Non-Sworn Employees: Non-exempt, non-sworn employees
who have been released from normally scheduled work but have not been
released from standby status will be paid either two (2)hours of straight
time pay for each 24 hour period of limited standby status; or two (2)
hours straight time pay for each 12-hour period of standby status if they
are Department of Airports or Public Utilities Department employees.
a. First Call to Work. An eligible employee who is directed to return to
his or her normal work site during an assigned Standby period by a
department head or designated representative without advanced notice
or scheduling will be paid a guaranteed minimum of four(4) hours,
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which may include any combination of hours worked and/or non-
worked straight-time pay.
b. Additional Calls to Work. An eligible employee will be paid an
additional guaranteed minimum of two (2) hours, which may include
any combination of hours worked and/or non-worked straight-time
pay, for each additional occasion he or she is called to work during the
same twenty-four (24) or twelve (12) hour standby period.
c. Exclusion for Snow Fighters. Any employee on standby as a member
of the Snow Fighter Corps shall not receive standby/on-call pay or
shift differential when on standby or called back to fight snow.
2. Standby for Police Sergeants (excluding Airport Police): Police Sergeants
directed by their Division Commander or designee to keep themselves
available for City service during otherwise off-duty hours shall be
compensated one (1) hour of straight time for each twenty-four (24) hours
while on a designated Standby status. This compensation shall be in
addition to any callout pay or pay for time worked the employee may
receive during the standby period.
C. Extra-Duty Shifts for Police Sergeants. "Extra-duty shifts" are defined as scheduled
or unscheduled hours worked other than the sergeant's normally scheduled work
shifts. "Extra-duty shifts" do not include extension or carry over of the sergeant's
normally scheduled work shift.
1. In the event a Sergeant is required by the City to work extra-duty shifts, time
worked during each shift will be paid at one and one-half times the Sergeant's
hourly wage rate.
D. Shift Differential/Allowance, not including Police Sergeants & Lieutenants. Non-
exempt employees assigned to perform afternoon/ swing or evening shift work are
eligible to receive a shift allowance.
1. The City will include all shift allowance when computing overtime. An employee
who receives Snow Fighter Corps differential pay is not eligible to also receive a
shift differential.
2. Day Shift: No differential or allowance will be paid for working a regularly
scheduled day shift.
3. Eligible Hours: For each hour worked between the hours of 6:00 p.m. and 6:00
a.m., the City will pay an eligible non-exempt employee a differential of $1.00
per hour.
E. Shift Differential for Police Sergeant & Lieutenant (excluding Airport Police): The
City will pay Police Sergeants & Lieutenants shift differentials according to the shift
actually worked. Actual shift differential rates are determined as follows:
1. Day Shift: No differential pay for hours worked during day shift, which begins at
0500 hours until 1159 hours.
2. Swing Shift: A differential of 2.5% in addition to the regular day rate shall be paid
for swing shift, which begins at 1200 hours until 1859 hours.
3. Graveyard Shift: A differential of 5.0% in addition to the regular day rate shall be
paid for graveyard shift, which begins at 1900 hours until 0459 hours.
F. Acting/Working out of Classification. A department head may elect to grant
additional compensation to an employee for work performed on a temporary basis, in
an acting capacity or otherwise beyond the employee's regular job classification for
any period lasting 20 or more working days. Compensation adjustments may be
retroactive to the start date of the temporary job assignment. This pay shall be limited
to no more than 90 calendar days from the start date and paid separately from regular
earnings on each employee's wage statement. Exceptions may be approved by the
Mayor or Mayor's designee.
G. Snowfighter Pay. The City will pay employees designated by the department head, or
designee, as members of the Snow Fighter Corps a pay differential equal to $200 per
pay period for the snowfighter season not to exceed $2,000 during each fiscal year for
work related to snow removal. This pay shall be separate from regular earnings on
each employee's wage statement.
SUBSECTION IV - EDUCATION AND TRAINING PAY
A. Education Incentives. The Mayor may adopt programs to promote employee
education and training, provided that all compensation incentives are authorized
within appropriate budget limitations established by the City Council.
1. Police Captains and Lieutenants are eligible for a $500 per year job-related
training allowance.
2. Fire Department employees not covered by a memorandum of understanding shall
be eligible for incentive pay following completion of degree requirements at a
fully accredited college or university and submission of evidence of his/her
diploma to the Fire Chief or designee. The City will pay monthly allowances
according to the educational degree held, as follows:
Doctorate . $100.00
Masters .. $75.00
Bachelors .... $50.00
Associate . $35.00
a. No employee shall be entitled to compensation for an educational
degree which qualifies the employee for his/her position of
employment; or for any degree which is not specifically related to the
employee's actual employment duties.
SUBSECTION V—OTHER PAY ALLOWANCES
A. Meal Allowance. When approved by management, employees may receive meal
allowances in the amount of$10.00 when an employee works two or more hours
consecutive to their normally scheduled shift. Employees may also be eligible to
receive $10.00 for each additional four hour consecutive period of work which is in
addition to the normally scheduled work shift.
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1. Fire Department employees shall be provided with adequate food and drink to
maintain safety and performance during emergencies or extraordinary circumstances.
B. Business Expenses. City policy shall govern the authorization of employee
advancement or reimbursement for actual expenses reasonably incurred while
performing City business. Advance payment or reimbursement for expenses shall be
approved only when the amounts are documented and within the budget limitations
established by the City Council.
C. Automobiles
1. The Mayor may authorize, subject to the conditions provided in City policy, an
employee to utilize a City vehicle on a take-home basis, and may require an
employee to reimburse the City for a portion of the take-home vehicle cost as
provided in City ordinance.
2. Employees who are authorized to use privately-owned automobiles for official
City business will be reimbursed for the operation expenses at the rate specified
in City policy.
3. A car allowance may be paid to Department Directors, the RDA Director and up
to three employees in the Mayor's Office at a rate not to exceed $400 per month
as determined by the Mayor. A car allowance may be paid to the Council
Executive Director at a rate not to exceed $400 per month as determined by the
Council Chair. A car allowance may be paid to specific Appointed employees at
a rate not to exceed $400 per month as recommended by the Mayor and approved
by the Council.
D. Uniform Allowance. The City will provide employees who are required to wear
uniforms in the performance of their duties a monthly uniform allowance as follows:
1. Airport Police supervisory employees—$100.00
2. Parking Enforcement Field Supervisor—$65.00
3. Non-sworn Police and Fire Department employees—$65.00
4. Watershed Management Division employees—$65.00
5. Fire: Battalion Chiefs will be provided uniforms and other job-related safety
equipment, as needed. Employees may select uniforms and related equipment
from an approved list. The total allowance provided shall be $600 per year, or
the amount received by Firefighter employees, whichever is greater.
Appointed employees shall be provided uniforms or uniform allowances to
the extent stated in Fire Department policy.
a. Dangerous or contaminated safety equipment shall be cleaned,
repaired, or replaced by the Fire Department.
6. Police: Police Sergeants, Lieutenants and Captains in uniform assignments,
as determined by their Division Commander, may purchase authorized
uniform items up to $450.00 per fiscal year.
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a. The City will provide for the cleaning of uniforms as described in
Police Department policy.
b. Employees in plainclothes assignments, as determined by their
Division Commander, are provided a clothing and cleaning allowance
totaling $ 39.00 per pay period.
c. In addition to the regular uniform, clothing and cleaning allowances,
covered employees are allowed one additional uniform consisting of a
uniform pant, shirt, and tie. The cost of this additional uniform will
be paid for by the Police Department.
d. Uniforms or uniform allowances for Appointed Police employees will
be provided to the extent stated in Police Department policy.
E. Allowances for Certified Golf Teaching Professionals. The Mayor may, within
budgeted appropriations and as business needs indicate, authorize golf lesson
revenue sharing between the City and employees recognized as Certified Golf
Teaching Professionals as defined in the Golf Division's Golf Lesson Revenue
Policy. Payment to an employee for lesson revenue generated shall be reduced
by: 1) a ten (10%) percent administrative fee to be retained by the Golf Division,
and 2) the employee's payroll tax withholding requirements in accordance with
federal and state law.
F. Other Allowances. The Mayor or the City Council may, within budgeted
appropriations, authorize the payment of other allowances in extraordinary
circumstances (as determined by the Mayor or the City Council).
SUBSECTION VI - SEVERANCE BENEFIT
Subject to availability of funds, any current Appointed employee who is not retained, not
terminated for cause and who is separated from City employment involuntarily shall receive
severance benefits based upon their respective appointment date.
A. Severance benefits shall be calculated using the employee's salary rate in effect on the
employee's date of termination. Receipt of severance benefits is contingent upon
execution of a release of all claims approved by the City Attorney's Office.
1. Current Appointed Employees Who Were Appointed Before January 1,
1989 shall receive a severance benefit equal to one month's base salary for
each year of continuous City employment, calculated on a pro-rata basis,
for a total benefit of up to a maximum of six months.
2. Current Appointed employees appointed on or after January 1, 1989 and
before January 1, 2000 shall receive a severance benefit equal to one
months' base salary for each continuous year of City employment before
January 1, 2000. Severance shall be calculated on a pro-rata basis for a
total benefit of up to a maximum of six months.
3. Current Department heads appointed on or after January 1, 2000 shall
receive a severance benefit equal to two months' base salary after one full
10
year of continuous City employment; four months' base salary after two
full years of continuous City employment; or, six months' base salary after
three full years or more of continuous City employment.
4. Current Appointed employees who are not Department heads, and who
were appointed on or after January 1, 2000 shall receive a severance
benefit equal to one week's base salary for each year of continuous City
employment, calculated on a pro-rata basis, for a total benefit of up to a
maximum of six weeks.
B. Leave Payout: Appointed employees_with leave hour account balances under Plan
A or Plan B shall, in addition to the severance benefit provided, receive a
severance benefit equal to the "retirement benefit" value provided under the leave
plan of which they are a participant (either Plan A or Plan B), if separation is
involuntary and not for cause.
C. Not Eligible for Benefit. An Appointed employee is ineligible to be paid
severance benefits under the following circumstances:
1. An employee who, at the time of termination of employment, has been
convicted, indicted, charged or is under active criminal investigation
concerning a public offense involving a felony or moral turpitude. This
provision shall not restrict the award of full severance benefits should such
employee subsequently be found not guilty of such charge or if the
charges are otherwise dismissed.
2. An employee who has been terminated or asked for a resignation by the
Mayor or Department Director under bona fide charges of nonfeasance,
misfeasance or malfeasance in office.
3. An employee who fails to execute a Release of All Claims approved by
the City Attorney's Office, where required as stipulated above.
SECTION IV: HOLIDAY, VACATION & LEAVE ACCRUAL
SUBSECTION I—HOLIDAYS
Full-Time employees shall receive holidays and vacation as provided in this section. Employees
do not earn or receive holiday and vacation benefits while on unpaid leave of absence. However,
employees on an unpaid military leave of absence may be entitled to the restoration of such leave
benefits, as required by federal laws, regulations and city ordinance.
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A. The following days shall be recognized and observed as holidays for employees
covered by this plan. Full-Time and RPT employees will receive pay for
unworked holidays equal to their regular rate of pay times the total number of
hours which make a regularly scheduled shift.
1. New Year's Day, the first day of January.
2. Martin Luther King, Jr. Day, the third Monday of January.
3. President's Day, the third Monday in February.
4. Memorial Day, the last Monday of May.
5. Independence Day, the fourth day of July.
6. Pioneer Day, the twenty-fourth day of July.
7. Labor Day, the first Monday in September.
8. Columbus Day, the second Monday of October (only for eligible
employees assigned to the Justice Court Division)
9. Veteran's Day, the eleventh day of November.
10. Thanksgiving Day, the fourth Thursday in November.
11. The Friday after Thanksgiving Day
12. Christmas Day,the twenty-fifth day of December.
13. One personal holiday per calendar year, taken upon request of an employee
and as approved by a supervisor.
B. When any holiday listed above falls on a Sunday, the following business day shall
be considered a holiday. When any holiday listed above falls on a Saturday, the
preceding business day shall be considered a holiday. In addition to the above,
any day may be designated as a holiday by proclamation of the Mayor and/or the
City Council.
C. All holiday hours, including personal holidays, shall be used in no less than
regular full day or shift increments.
D. No employee shall receive in excess of the equivalent of one work day or a
regular scheduled shift as holiday pay for a single holiday. Employees must work
or be on authorized paid leave their last scheduled working day before and the
next working day following the holiday to qualify for holiday pay.
E. Holiday Exception: Employees may observe the following holidays up to 50 days
prior to the actual holiday, with prior management approval: 1) the Friday after
Thanksgiving Day (for all eligible employees except for those assigned to the
Justice Court Division); or, 2) Columbus Day (only for eligible employees
assigned to the Justice Court Division).
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F. Police Sergeant, Lieutenant& Captain: Police Sergeants, Lieutenants and
Captains who retire or separate from City employment for any reason shall be
compensated for any holiday time accrued and unused during the preceding 12
months. Employees shall not be compensated for any unused holiday time
accrued before the 12 months preceding the employee's retirement or separation.
SUBSECTION II - VACATION LEAVE
The City will pay Full-Time employees their regular salaries during vacation periods earned and
taken in accordance with the following provisions. Regular Part-Time employees are entitled to
receive 50% of the same vacation leave benefits as regular full-time employees. Except as
provided for expressly in either city policy or this plan, vacation leave hours are ineligible to be
cashed out or used to exceed the total number of hours for which an employee is regularly
compensated during a work week or a pay period.
Except for Appointed employees, no employee shall be entitled to use any vacation unless the
employee has successfully completed his or her initial probationary period.
A. Full-Time employees and Appointed employees (except for Department
Directors & Fire Battalion Chiefs) shall accrue vacation leave based upon years
of City Service as follows:
Years Hours of Vacation Accrued
of Per Biweekly
City Service Pay Period
0 to end of year 3 3.08
4 to 6 3.69
7 to 9 4.62
10to12 5.54
13 to 15 6.15
16 to 19 6.77
20 or more 7.69
B. For Department Directors, the Mayor's Chief of Staff, up to two additional senior
positions in the Mayor's Office as specified by the Mayor, the Executive Director
of the City Council, and the Director of the Redevelopment Agency, the following
schedule shall apply:
Years Hours of Vacation Accrued
of Per Biweekly
City Service Pay Period
0 to end of year 14 6.15
15 or more 7.69
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C. Fire Battalion Chiefs in the Operations Division of the Fire Department shall
accrue vacation leave according to the following schedule:
Years Shifts of vacation per year
of for Operations Fire
City Service Employees
0 to end of year 3 5
4to6 6
7 to 9 7.5
10 to 12 9
13 to 14 10
15 to 19 11
20 or more 12.5
D. For any plan year in which there are 27 pay periods, no vacation leave hours will
be awarded on the 27`h pay period.
E. Years of City Service shall be based on the most recent date the person became a
Full-Time salaried employee.
F. Regular full-time and regular part time employees re-hired by Salt Lake City are
eligible to receive up to three years of prior service credit for vacation and
personal leave accrual.
G. Full-Time and Appointed employees (except those listed in Paragraph B of this
subsection) may accumulate vacations, according to the length of their full-time
years of City Service up to the following maximum limits:
Up to and including 9 years Up to 30 days/ 15 shifts/ 240 hours
After 9 years Up to 35 days/ 17.5 shifts/280 hours
After 14 years Up to 40 days/20 shifts/ 320 hours
For purposes of this subsection, "days" means "8-hour" days and "shifts" means
"24 hour" combat shifts.
H. Department Directors and those included in Paragraph B of this subsection may
accumulate up to 320 hours of vacation without regard to their years of
employment with the City.
I. Any vacation accrued beyond the allowable maximums will be deemed forfeited
unless utilized prior to the end of each calendar year in which the hours are
accrued. However, in the case of an employee's return from an unpaid military
leave of absence, leave hours may be restored according to requirements under
federal law and city ordinance.
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J. Vacation Payout at Termination: Employees shall be paid at their base hourly rate
for any unused accrued vacation leave time following termination of employment,
including retirement.
K. Vacation Allowance: As a recruiting incentive, the Mayor or the City Council
may provide a one-time allowance of up to 120 hours of vacation leave.
SUBSECTION III - SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE
Benefits in this section are for the purpose of continuing income to employees during
absence due to illness, accident or personal reasons. Some of these absences may
qualify under the Family and Medical Leave Act (FMLA). The City requires all
employees using FMLA leave to exhaust their paid leave allotments for FMLA-
qualifying events prior to taking unpaid FMLA leave. Employees are not eligible to
earn or receive leave benefits while on an unpaid leave of absence. However,
employees on an unpaid military leave of absence may be entitled to the restoration
of such leave benefits, as provided by federal law and city ordinance.
Employees hired on or after November 16, 1997 shall receive personal leave benefits
under Plan B. All other employees shall participate in the plan they participated in
on November 15, 1998. Employees who were hired before November 16, 1997, shall
participate in Plan B if they so elected during any City-established election period
occurring after 1998.
A. Plan "A"
1. Sick Leave
a. Sick leave shall be provided for Full-Time employees under this Plan"A"
as insurance against loss of income when an employee is unable to perform
assigned duties because of illness or injury. The Mayor may establish rules
governing the interfacing of sick leave and Workers' Compensation
benefits and avoiding, to the extent allowable by law, duplicative payments.
b. Each Full-Time employee shall accrue sick leave at a rate of 4.62 hours per
pay period. For any plan year in which there are 27 pay periods, no sick
leave hours will be awarded on the 27th pay period. Authorized and
unused sick leave may be accumulated from year to year, subject to the
limitations of this plan.
c. Under this Plan"A," Full-Time employees who have accumulated 240
hours of sick leave may choose to convert up to 64 hours of the sick leave
earned and unused during any given year to vacation. Any sick leave used
during the calendar year reduces the allowable conversion by an equal
amount.
d. Conversion at the maximum allowable hours will be made unless the
employee elects otherwise. Any election by an employee for no
conversion, or to convert less than the maximum allowable sick leave hours
to vacation time, must be made by notifying his or her Personnel/Payroll
Administrator, in writing, not later than the second payperiod of the new
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calendar year. Otherwise, the opportunity to waive conversion or elect
conversion other than the maximum allowable amount shall be deemed
waived for that calendar year. In no event shall sick leave days be
converted from other than the current year's sick leave allocation.
e. Any sick leave hours, properly converted to vacation benefits as above
described, shall be taken prior to any other vacation hours to which the
employee is entitled; provided, however, that in no event shall an employee
be entitled to any pay or compensation upon an employee's separation for
any sick leave converted to vacation. Any sick leave converted to vacation
remaining unused at the date of separation shall be forfeited by the
employee.
f. Sick Leave Benefits Upon Layoff Employees who are subject to layoff
because of lack of work or lack of funds will be paid at 100% of the hourly
base wage rate on date of termination for each accumulated unused sick
leave hour.
2. Hospitalization Leave
a. Hospitalization leave shall be provided for Full-Time employees under this
Plan``A," in addition to sick leave authorized hereunder. as insurance
against loss of income when employees are unable to perform assigned
duties because of scheduled surgical procedures, urgent medical treatment,
or hospital inpatient admission.
b. Employees shall be entitled to 30 days of hospitalization leave each
calendar year. Hospitalization leave shall not accumulate from year to year.
Employees may not convert hospitalization leave to vacation or any other
leave, nor may they convert hospitalization leave to any additional benefit
at time of retirement.
c. Employees who are unable to perform their duties during a shift due to
preparations (such as fasting, rest, or ingestion of medicine), for a
scheduled surgical procedure, may report the absence from the affected
shift as hospitalization leave, with the prior approval of their division head
or supervisor.
d. Employees who must receive urgent medical treatment at a hospital,
emergency room, or acute care facility, and who are unable to perform their
duties during a shift due to urgent medical treatment, may report the
absence from the affected shift as hospitalization leave. The employee is
responsible to report the receipt of urgent medical treatment to the
employee's Division head or supervisor as soon as practical. For purposes
of use of hospitalization leave, urgent medical treatment includes at-home
care directed by a physician immediately after the urgent medical treatment
and within the affected shift.
e. Employees who are admitted as an inpatient to a hospital for medical
treatment, so they are unable to perform their duties, may report the
absence from duty while in the hospital as hospitalization leave.
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f. Medical treatment consisting exclusively or primarily of post-injury
rehabilitation or therapy treatment, whether conducted in a hospital or other
medical facility, shall not be counted as hospitalization leave.
g. An employee requesting hospitalization leave under this section may be
required to provide verification of treatment or care from a competent
medical practitioner.
3. Dependent Leave
a. Under Plan"A," dependent leave may be requested by a Full-Time
employee for the following reasons:
1) Becoming a parent through birth or adoption of a child or children.
2) Placement of a foster child in the employee's home.
3) Due to the care of the employee's child, spouse, spouse's child. adult
designee, adult designee's unmarried child under age 26, or parent
with a serious health condition.
b. Under Plan"A," dependent leave may also be requested by a Full-Time
employee to care for an employee's child, spouse, spouse's child, adult
designee, adult designee's unmarried child under age 26, or a parent who is
ill or injured but who does not have a serious health condition.
c. The following provisions apply to the use of dependent leave by a Full-
Time employee:
1) Dependent leave may be granted with pay on a straight time basis.
2) If an employee has available unused sick leave, sick leave may be
used as dependent leave.
3) An employee is required to give notice of the need to take dependent
leave, including the expected duration of leave, to to his or her
supervisor as soon as possible.
4) Upon request of a supervisor, an employee will be required to provide
a copy of a birth certificate or evidence of child placement for
adoption, or a letter from the attending physician in the event of
hospitalization, injury or illness of a child, spouse, spouse's child,
adult designee, adult designee's child, or parent within five calendar
days following a return from leave.
5) An employee's sick leave shall be reduced by the number of hours
taken by an employee as dependent leave.
4. Career Incentive Leave, Plan "A."
Full-Time employees, who have been in continuous Full-Time employment with
the City for more than 20 years, and who have accumulated to their credit 1500 or
more sick leave hours, may make a one-time election to convert up to 160 hours
of sick leave into 80 hours of paid Career Incentive Leave. Career Incentive
Leave must be taken prior to retirement. Sick leave hours converted to Career
Incentive Leave will not be eligible for a cash payout upon termination or
retirement even though the employee has unused Career Incentive Leave hours
available. This leave can be used for any reason. Requests for Career Incentive
Leave must be submitted in writing to the Department Director and be approved
subject to the department's business needs (e.g., work schedules and workloads).
5. Retirement Benefit, Plan "A."
a. Persons who retire under the eligibility requirements of the Utah State
Retirement System will be paid at their base hourly rate for 25% of their
accumulated sick leave hours balance.
b. In lieu of the above, Full-Time employees may elect to convert 50% of the
sick leave hours provided under Plan A to pay for health insurance
premiums. Any sick leave hours converted to a dollar allowance are subject
to state, federal and social security income tax withholding required by
law. Upon an issuance of payment to an employee, the employee shall
endorse the payment to the City, which is to be held in a non-interest
bearing account from which the City will pay the insurance carrier until the
account balance is exhausted. This provision shall not act to reinstate an
employee with sick leave benefits which were in any respect lost, used, or
forfeited prior to the effective date of this plan.
B. Plan "B"
1. The benefit Plan Year of Plan 'B" begins in each calendar year on the first day of
the pay-period that includes November 15. Under this Plan`'B,"paid personal
leave shall be provided for employees as insurance against loss of income when
an employee needs to be absent from work because of illness or injury, to care for
a dependent, or for any other emergency or personal reason. Where the leave is
not related to the employee's own illness or disability-—or an event that qualifies
under the FMLA—a personal leave request is subject to supervisory approval
based on the operational requirements of the City and any policies regarding the
use of such leave adopted by the department in which the employee works.
2. Each Full-Time employee under this Plan "B" shall be awarded personal leave
hours based on the following schedule:
Months of
Consecutive Hours of
City Service Personal Leave
Less than 6 40
Less than 24 60
24 or more 80
Employees hired during the plan year will be provided paid personal leave on a
pro-rated basis.
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3. Not later than October 31 st in each calendar year, employees covered by Plan
"B" may elect, by notifying their Personnel/Payroll Administrator in writing, to:
a. Convert any unused personal leave hours available at the end of the first
pay period of November to a lump sum payment equal to the following:
For each converted hour, the employee shall be paid 50 percent of the
employee's hourly base wage rate in effect on date of conversion. In no
event shall total pay hereunder exceed 40 hours of pay (80 hours at 50%);
or,
b. Carryover to the next calendar year up to 80 unused personal leave hours;
or,
c. Convert a portion of unused personal leave hours, to a lump sum payment
as provided in subparagraph(a), above, and carry over a portion as
provided in subparagraph (b), above.
4. Maximum Accrual. A maximum of 80 hours of personal leave may be carried
over to the next plan year. Any personal leave hours unused at the end of the
plan year in excess of 80 shall be converted to a lump sum payment as provided
in subparagraph 3(a) above.
5. Termination Benefits. At termination of employment for any reason.
accumulated unused personal leave hours, minus any adjustment necessary after
calculating the "prorated amount," shall be paid to the employee at 50 percent of
the hourly base wage rate on date of termination for each unused hour. For
purposes of this paragraph, "prorated amount" shall mean the amount of personal
leave credited at the beginning of the plan year, multiplied by the ratio of the
number of pay periods worked in the plan year (rounded to the end of the pay
period which includes the separation date) to 26 pay periods. If the employee, at
the time of separation, has used personal leave in excess of the prorated amount,
the value of the excess amount shall be reimbursed to the City and may be
deducted from the employee's paycheck.
6. Conditions on Use of Personal Leave include:
a. Minimum use of personal leave, with supervisory approval, must be in no
less than quarter-hour increments.
b. Except in unforseen circumstances, such as emergencies or the employees'
inability to work due to their illness or accident, or an unforseen FMLA-
qualifying event, the employees must provide their supervisors with prior
notice to allow time for the supervisors to make arrangements necessary to
cover the employees' work.
c. For leave due to unforseen circumstances, the employees must give their
supervisors as much prior notice as possible.
7. Career Enhancement Leave, Plan "B." A Full-Time employee covered under this
Plan '`B" is eligible, after 15 years of full time service with the City, to be
selected to receive up to two weeks of career enhancement leave. This one-time
leave benefit could be used for formal training, informal course of study,job-
related travel, internship, mentoring or other activity that could be of benefit to
the City and the employee's career development. Selected employees shall
19
receive their full regular salary during the leave. Request for this leave must be
submitted in writing to the appropriate department head, stating the purpose of
the request and how the leave is intended to benefit the City. The request must
be approved by the department head and by the Human Resources Director (who
will review the request for compliance with the guidelines outlined here).
8. Retirement/Layoff(RL) Benefit, Plan "B"
a. Full-Time employees currently covered under Plan"B" who were hired
before November 16, 1997, and who elected to be covered under Plan "B,"
shall have a retirement/layoff(RL) account equal to sixty percent of their
accumulated unused sick leave hours available on November 16, 1997,
minus any hours withdrawn from that account since it was established.
b. Full-Time employees who were hired before November 16, 1997 and who
elected in 1998 to be covered under Plan "B," shall have a retirement/layoff
(RL) account equal to fifty percent of their accumulated unused sick leave
hours available on November 14, 1998, minus any hours withdrawn after
the account is established.
d. Full-Time employees who were hired before November 16, 1997 and who
elected in 2007 or later during any period designated by the City to be
covered under Plan "B," shall have a retirement/layoff(RL) account equal
to forty percent of their accumulated unused sick leave hours available on
the date that Plan B participation began, minus any hours withdrawn after
the account is established.
d. Payment of the RL Account.
1) All of the hours in the RI, account shall be payable to an employee
only upon retirement or as a result of layoff. Hours shall be paid
according to the employee's base hourly rate of pay on date of
retirement or layoff.
2) In the case of retirement only, in lieu of the above, Full-Time
employees may elect to convert the RL account payment as provided
herein to pay for health insurance premiums. Such payment shall be
subject to any state and federal income and social security tax
withholding required by law. An employee's available RL account
balance, computed by the hours therein times the base salary rate at
the effective date of employment separation, determines the number
of months of medical and surgical coverage that may be purchased.
The purchase is made on a monthly basis, which shall be computed
on a monthly basis of charges against the account balance. If
insurance costs increase, the number of months of coverage will
decrease.
e. Hours may be withdrawn from the RL account for emergencies or to
supplement Workers' Compensation benefits after personal leave hours are
exhausted. RL account hours, when added to the employee's Workers'
Compensation benefit, may not exceed the employee's regular net salary.
9. Short-Term Disability Insurance, Plan "B." Protection against loss of income
when an employee is absent from work due to short-term disability shall be
20
provided to Full-Time employees covered under Plan "B" through short-term
disability insurance (SDI). There shall be no cost to the employee for SDI. SDI
shall be administered in accordance with the terms determined by the City. As
one of the conditions for receiving SDI, the employee may be required to submit
to a medical examination by a medical provider of the City's choosing.
SUBSECTION IV - BEREAVEMENT LEAVE
A. Time off with pay will be granted to an employee who suffers the loss of a current
wife or husband; child, mother, father, brother, sister; current father-in-law, mother-
in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law; grandparent;
current step-grandfather, step-grandmother; grandchild, or current step grandchild,
stepchild, stepmother, stepfather, stepbrother or stepsister, grandfather-in-law,
grandmother-in-law; or, adult designee or adult designee's relative as if the adult
designee were the employee's spouse. In the event of death in any of these instances,
the employee will be paid his/her regular base pay for scheduled work time from the
date of death through the day of the funeral or memorial service, not to exceed five
(5) working days. The employee will be permitted one additional day of funeral leave
on the day following the funeral Or memorial service if all of the following apply: 1)
such service is held more than 150 miles distance from Salt Lake City; 2) the
employee attends the service; and, 3) the day following the service is a regular work
shift.
1. In the event of death of a first-line extended relative to the employee, employee's
spouse or adult designee's relative as if the adult designee were the employee's
spouse, not covered in paragraph A above (such as an uncle, aunt or cousin), the
City will pay an employee for time off for one work shift to attend memorial
services.
2. In the event of death of friends, an employee may be allowed to use vacation or
personal leave for time off to attend the funeral or memorial service, as approved
by an immediate supervisor.
3. In the event of death of any covered family member while an employee is on
vacation leave, an employee's absence may be extended and authorized as
bereavement leave.
SUBSECTION V -MILITARY LEAVE
A. Leave of absence for employees who enter uniformed service. An employee who
enters the service of a uniformed services of the United States, including the United
States Army, United States Navy, United States Marine Corps, United States Air
Force, commissioned Corps of the National Oceanic and Atmospheric
Administration, United States Coast Guard, or the commissioned corps of the Public
Health Service, shall be entitled to be absent from his or her duties and service from
the City, without pay, as required by state and federal law. Leave shall be granted for
no more than five cumulative years, consistent with the federal Uniform Services
Employment and Reemployment Act.
B. Leave while on duty with the armed forces or Utah National Guard. An employee
who is or who becomes a member of the reserves of the federal armed forces,
including United States Army, United States Navy, United States Marine Corps,
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United States Air Force, and the United States Coast Guard, or any unit of the Utah
National Guard, shall be allowed military leave for up to 11 working days per
calendar year for time spent on active or reserve duty. Military leave may be in
addition to vacation leave and need not be consecutive days of service. To be
covered, an employee must provide documentation to the City demonstrating a duty
requirement.
SUBSECTION VI - JURY LEAVE & COURT APPEARANCES
A. Jury Leave: An employee shall be released from duty with full pay when, in
obedience to a subpoena or direction by proper authority, the employee is required to
either serve on a jury or appear as a witness as part of their position for the federal
government, state of Utah, or other political subdivision.
1. Employees are entitled to retain statutory juror's fees paid for jury service in
the State and Federal Courts.
2. On any day that an employee is required to report for jury service and is
thereafter excused from such service during his or her regular working hours
from the City, he or she shall forthwith return to and carry on his or her
regular City employment. Employees who fail to return to work after being
excused from jury service for the day shall be subject to discipline.
B. Court Appearances. A Police Sergeant is eligible to receive compensation as a
witness subpoenaed by the City, the State of Utah, or the United States for a court or
administrative proceeding appearance as follows:
1. Appearances in court or administrative proceeding made while on-duty will
be compensated as normal hours worked.
2. In the event an appearance extends beyond the end of an employee's
regularly scheduled shift, time will be counted as normal work time for the
purpose of computing an employee's overtime compensation.
3. Appearances made while off-duty will be compensated as follows:
(a) The City will pay employees for two (2) hours of preparation
time plus actual time spent in court or in an administrative
hearing at 1 `/2 times their regular hourly rate. Lunch periods
granted are not considered compensable time. Compensation
for additional preparation time for any subsequent appearance
during the same day is allowed only when there is at least two
(2) hours between the employee's release time from a prior
court or administrative proceeding and the start of the other.
(b) In the event the time spent in court or administrative
proceeding extends into the beginning of the employee's
regularly scheduled work shift, time spent in court or in
administrative proceeding shall be deemed ended at the time
such shift is scheduled to begin.
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4. An employee is required to provide a copy of the subpoena, including the
beginning time and time released from the court or administrative hearing
with initials of the prosecuting or another court representative within seven
(7) working days following the appearance.
5. Any employee failing to appear in compliance with the terms of a formal
notice or subpoena may be subject to disciplinary action.
SUBSECTION VII - INJURY LEAVE (AIRPORT POLICE EMPLOYEES ONLY)
The City has established rules governing the administration of an injury leave program for
employees of the Operations Division of the Department of Airports who are required to carry
firearms as part of their jobs, under the following qualifications and restrictions:
A. The disability must have resulted from an injury arising out of the discharge of
official duties and/or while exercising some form of necessary job related activity
as determined by the City;
B. The employee must be unable to return to work due to the injury as verified by a
medical provider acceptable to the City;
C. The leave benefit shall not exceed the value of the employee's net salary during
the period of absence due to the injury, less all amounts paid or credited to the
employee as Workers' Compensation, Social Security, long-term disability or
retirement benefits, or any form of governmental relief whatsoever;
D. The value of benefits provided to employees under this injury leave program
shall not exceed the total of$5,000 per employee per injury; unless approved in
writing by the employee's Department Head after receiving an acceptable
treatment plan and consulting with the City's Risk Manager;
E. The City's Risk Manager shall be principally responsible for the review of injury
leave claims provided that appeals from the decision of the City's Risk Manager
may be reviewed by the Human Resource Director, who may make
recommendations to the Mayor for final decisions;
F. If an employee is eligible for Workers' Compensation as provided by law; and is
not receiving injury leave pursuant to this provision, an employee may elect to
use either accumulated sick leave or hours from the RL account, if applicable,
and authorized vacation time to supplement Workers' Compensation. The total
value of leave hours or hours from an RL account combined with a Workers'
Compensation benefit may not exceed an employee's regular net salary.
SUBSECTION VIII - ADDITIONAL LEAVES OF ABSENCE
Additional unpaid leaves of absence may be requested in writing and granted to an employee at
the discretion of a Department Director.
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APPENDIX A - SALT LAKE CITY CORPORATION
GENERAL EMPLOYEE PAY PLAN (GEPP)
Effective June 24, 2012
GRADE Min MKT Max
SEAX/TEMP $7.25 $35.00
10 $10.63 $13.53 $16.42
11 $11.16 $14.20 $17.24
12 $11.72 $14.97 $18.21
13 $12.30 $15.65 $19.00
14 $12.92 $16.44 $19.95
15 $13.56 $17.26 $20.95
16 $14.24 $18.31 $22.38
17 $14.95 $19.03 $23.10
18 $15.70 $20.24 $24.78
19 $16.48 $21.09 $25.69
20 $17.31 $22.03 $26.74
21 $17.47 $23.14 $28.80
22 $18.35 $24.30 $30.24
23 $19.26 $25.51 $31.75
24 $20.23 $26.79 $33.34
25 $21.24 $28.13 $35.01
26 $22.30 $29.53 $36.76
27 $23.41 $31.01 $38.60
28 $24.58 $32.56 $40.53
29 $25.81 $34.18 $42.55
30 $27.10 $35.89 $44.68
31 $28.46 $37.69 $46.91
32 $29.88 $39.57 $49.26
33 $31.38 $41.55 $51.72
34 $32.95 $43.63 $54.31
35 $34.59 $45.81 $57.03
36 $36.32 $48.10 $59.88
37 $38.14 $50.51 $62.87
38 $40.05 $53.03 $66.01
39 $42.05 $84.10
40 $44.15 $88.30
41 $46.36 $121.92
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APPENDIX B — APPOINTED EMPLOYEES PAY LEVEL ASSIGNMENT
Effective June 24, 2012
Grade 41 Grade 39 Grade 38
Chief of Staff Executive Director Of Airports Communication Director Airport Operations Director Airport PR/Marketing Director
Public Utilities Director DCED Director Senior Advisor-Mayor Airport Maintenance Director
Public Services Director City Council Office Executive Director Deputy City Attorney Airport Finance/Acct Director
City Attorney Finance Director City Prosecutor Director of Airport Information Technology
Police Chief Human Resource Director City Council Deputy Director Airport Engineering Director
Fire Chief Chief Information Officer City Engineer AirportAdmin/Comm Director
Redevelopment Director Public Utilities Deputy Director Airport Police Chief
Public Utilities Finance Administrator Appointed Sr.City Attorney
Airport Plan/Cap Prog Dir Council Legal Director
Grade 37 MIMS Grade 33 Grade 31
Deputy Police Chief DCED Dep Director-Comm Dev Finance&Accounting Division Director,PS Chief Procurement Officer Public Policy Analyst
Deputy Fire Chief DCED Deputy Director-Econ Dev Building Official City Courts Director Const Liaison/Pub Pol Analyst
Planning Director City Treasurer HAND Director City Recorder Community Facilitator
Deputy Director,RDA Justice Court Judge Director of Transportation Planning Fleet Management Program Director Emergency Mgt Program Director
Operations Division Director,Public Services Wtr.Quality/Treat Administrator Public Utilities Chief Engineer Parks&Public Lands Program Director Sr Public Policy Analyst
Civilian Review Bd Investigator Facilities Program Director,Public Services
Sustainability/Environment Division Director 911 Communications Bureau Director
Administrative Services Division Director,PS
Grade 29 Grade 26 Grade 24 _1111 Grade 21 IMP Grade 18
Coord For Human Rights/Divers Const Liaison/Budget Analyst Assistant To The Mayor Admin Asst to the Office of the Mayor Volunteer Coordinator
Assistant Communication Dir Const Liaison/Public Policy Analyst Administrative Assistant Staff Assistant
Assistant To Chief of Staff Corn Affairs/ADA Analyst Admin Secretary II
Youth City Programs Manager Community Liaison Coalition Coordinator
Compliance Program Director,Public Services Executive Office Assistant
Communications Director,City Council Communications&Content Manager
No position may be removed from or added to this Appointed Employee Pay Plan without approval of the City Council.
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APPENDIX C — ELECTED OFFICIALS SALARY SCHEDULE
Bi-Weekly Rates
Effective June 24, 2012
Mayor $4,567.12
Council $913.42
Members
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APPENDIX D- UTAH STATE RETIREMENT CONTRIBUTIONS FY 2012-2013
Tier 1 Defined Benefit System
System Employee Employer Contribution Total
Contribution _
Public Employees Contributory System 0 18.03% 18.03%
Public Employees Noncontributory System 0 16.04% 16.04%
Public Safety Noncontributory System 0 41.95% 41.95%
Firefighters Retirement System 0 18.79% 18.79%
Tier 1 Post Retired
Post Retired Employment After Post Retired Employment Before
System 6/30/10-NO 401(k) 7/1/2010
_ Amortization of UAAL* Optional 401(k)
Public Employees Contributory System 5.95% 12.08%
Public Employees Noncontributory 4.l8% 11.86%
System
Public Safety Noncontributory System 19.37% 22.58%
Firefighters Retirement System 0 18.79%
Tier 2 Defined Benefit Hybrid System
Employer 401(k) Total
Public Employees Noncontributory System 12.74% 1.59% 14.3 I%
Public Safety Noncontributory System 30.47% 1.09% 31.56%
Firefighters Retirement System 11.10% 1.09°%o 12.19%
Tier 2 Defined Contribution Only
Employer 401(k) Total
Public Employees Noncontributory System 4.33% 10.00% 14.33%
Public Safety Noncontributory System 19.56% 12.00% 31.56%
Firefighters Retirement System 0.19% 12.00% 12.19%
Executive Non Legislative
Position Employer Contribution
Department Heads, Mayor's Chief
of Staff,Up to Two Additional 18%
Public Employees Noncontributory System Senior Executives in the Mayor's Normal contribution into Retirement
Office, Executive Director for City System with difference into 401(k)
Council Or If Exempt 18% into 401(k)
Public Safety Noncontributory System Department Head Same as above
Firefighters Retirement System Department Head Same as above
Council Members Elected After July 1,2011 with no prior service in the Utah Retirement System
(Tier 2 Def. Contr. Only)
Employer P 401K Total
2.74°/u 10% 12.74%
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APPENDIX E - REGULAR PART TIME EMPLOYEE SUMMARY SHEET
Benefit IMF Rates&Accrual
Regular Hours 20-39 Hours
Standby/Call Back Yes
Shift (Swing/Grave) 100%of Full-Time Employee (Non-Exempt Only)
Meals Full Value
Longevity 50%of Full Time Employee (unless otherwise excluded)
501c9 $24.30
Pension 100%of Required Contribution
Uniform Allowance Full Applicable Value as defined in Comp Plan
Tuition Reimbursement 50%of Full Time Employee Benefit
Fitness Reimbursement 50%of Full Time Employee Benefit
Holidays 100%of Scheduled Shift
Personal Holidays 100%of Scheduled Shift
Bereavement Leave 100%of Scheduled Shift as defined in Comp Plan
Military 100%of Schedule Shift for 11 Working Days
Jury 100%of Schedule Shift During Jury Duty
Short Term Disability Full Value/Service Prorated
Long Term Disability Full Value
Prior Service Credit Up to Three Years for Vacation & Personal Leave (Plan B)
RPT-Designation by Plan Benefits-Plan B Benefits-Plan A
Accrued Vacation 50% of Full Time Employee* 50%of Full Time Employee*
Vacation Limit 50% of Full Time Employee* 50% of Full Time Employee*
Personal Leave 50%of Full Time Employee* N/A
Sick N/A 2.31 Per Pay Period
Sick to Vacation Conversion N/A Up to 64 Hours
Hospital/Dependent Leave N/A Yes at 100%of Scheduled Shift
* NOTE: Based on years of service as defined in Comp Plan
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