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SALT LAKE CITY ORDINANCE
No. 36 of 2007
(Approving the Compensation Plan for
"600 Series and 300 Series" Employees
of Salt Lake City)
AN ORDINANCE APPROVING A COMPENSATION PLAN FOR"600
SERIES AND 300 SERIES" EMPLOYEES.
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"600 Series and 300 Series" 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
July 1, 2007.
Passed by the City Council of Salt Lake City, Utah, th. '12th day of
June , 2007.
A ERSON
ATTEST:
CHIEF DEPUTY ITY R—CORDER
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Transmitted to the Mayor on June 14, 2007
Mayor's Action: )(Approved. Vetoed.
MAYOR
ATTEST:
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CHIEF DEPUTY Y RE ORDER �.
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•ti�♦ APPROVED AS TO FORM
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Date V-Z5-07
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Bill No. 36 of 2007.
Published: July 1, 2007
1\Ordinance 07\Budget\Approve 300&600 doc
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COMPENSATION PLAN FOR SALT LAKE CITY CORPORATION "600 SERIES"AND
"300 SERIES" EXEMPT AND NON-EXEMPT PROFESSIONAL EMPLOYEES.
EFFECTIVE DATE
The provisions of this plan shall be effective commencing July 1,2007.
II. EMPLOYEES COVERED BY THIS PLAN
Employees subject to this plan shall be Full-Time,Regular Part-Time and Job Sharing
City employees, classified as "600 Series" and "300 Series" "Exempt and Non-Exempt
Professional" employees. Employees are not covered by the paid leave and longevity
payment provisions of this plan while they are on unpaid leave of absence. However,
employees on an unpaid military leave of absence may be entitled to the restoration of
certain leave benefits as provided by city ordinance.
III. WAGES AND SALARIES
A. Determination.
1. To the degree that funds permit, employees classified as "600 Series" and
"300 Series" "Exempt Professional" or"Non-Exempt Professional"
employees shall be paid compensation that:
a. Is commensurate with the skills and abilities required of the
position.
b. Is competitive with the compensation paid by other public and
private employers with whom the City competes for personnel
recruitment and retention.
2. Compensation surveys,which are used to determine comparability, shall
include a reasonable cross section of comparable benchmark positions in
organizations with whom the City competes for personnel recruitment and
retention.
3. Compensation surveys shall measure total compensation including salaries
and wages,paid leave, group insurance plans, retirement, and all other
benefits.
4. The compensation plans may provide salary range widths that reflect the
normal growth and productivity potential of employees within a job
classification.
5. The Mayor shall develop policies and guidelines for the administration of
the pay plans.
6. The pay administration policies may provide for annual salary adjustments
which, subject to availability of funds, generally reflect the practices of the
identified market to allow for faster salary growth in the bottom half of
pay ranges, and slower growth in the upper half, as warranted by maturity
of job skills within a job classification and satisfactory performance of job
duties and responsibilities.
B. Schedules.
1. Employees shall, for purposes of this compensation plan and its wage
schedules,be referred to as either"Exempt Professional" (600 Series)
employees or"Non-Exempt Professional" (300 Series) employees.
a. As used in this Compensation Plan, "Exempt Professional"
employees shall mean Professional employees who are defined by
§213 of the Fair Labor Standards Act(the"Act") as exempt from
the Act's overtime provisions.
b. As used in this Compensation Plan, "Non-Exempt Professional"
employees shall mean Professional employees who are covered by
the overtime provisions of the Act.
2. Effective July 1,2007,Full-Time "600 Series" Exempt Professional
employees shall be paid compensation according to the wage schedule
attached as Appendix "A"
3. Effective July 1,2007, Full-Time "300 Series"Non-Exempt Professional
employees shall be paid compensation according to the salary schedule
attached as Appendix "B"
C. Other Compensation. The foregoing shall not restrict the Mayor from distributing
appropriated monies to employees of the City in the form of retention incentives
or retirement contributions; or special lump sum supplemental payments in
recognition of weather-related emergencies, special projects or other extraordinary
circumstances. Retention incentives or special lump sum payments are
recommended by the department directors and are subject to the Mayor's
approval. Additionally,nothing in the foregoing shall restrict the Mayor from
classifying or advancing employees under rules established by the Mayor.
IV. LONGEVITY PAY
A. Eligibility. Full-Time employees who have completed 6 full years of employment
with the City, shall receive a monthly longevity benefit in the sum of$50.00. Said
benefit shall be$75.00 per month for employees who have completed 10 full
years of employment with the City. Said benefit shall be$100.00 per month for
employees who have completed 16 full years of employment with the City. Said
benefit shall be $125.00 per month for employees who have completed 20 full
years of employment with the City. The computation of longevity pay shall be
based on the most recent date the person became a Full-Time salaried employee.
B. Pension Base Pay. Longevity paid to Full-Time employees pursuant to paragraph
IV.A shall be deemed included within base pay for purposes of pension
contributions.
C. The benefit under this Article IV is paid pro-rata each bi-weekly pay period,based
on the most recent date the person became a full-time salaried employee.
Employees do not earn or receive longevity payments while on unpaid leave of
absence.Upon return from an approved,unpaid leave of absence, longevity
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payments will resume on the same basis as if the employee had not been on such
leave of absence.
V. OVERTIME COMPENSATION
Payment of Overtime Compensation. Non-exempt "300 Series" employees who are
authorized and required by their supervisors to perform City work on an overtime basis as
defined by the Fair Labor Standards Act shall be compensated by pay or compensatory
time off Only hours actually worked shall be used in the calculation of overtime. It shall
be at the discretion of the Department Director, subject to the limitations of the Fair
Labor Standards Act and City policy, to determine whether an employee receives cash
payment or compensatory time off. All overtime work must be pre-authorized. In no
case shall overtime compensation exceed the rate of 1-1/2 times an employee's regular
hourly rate of pay.
VI. EDUCATION AND TRAINING PAY
Education Incentives. The Mayor may adopt programs to promote employee education
and training,provided that all compensation incentives under such programs are
authorized within appropriate budget limitations established by the City Council.
VII. WAGE DIFFERENTIALS
A. Call-back and Standby. Full-Time "300 Series" employees may receive call-back
and standby compensation based on Department Director approval and the
following guidelines:
1. Employees who have been released from normally scheduled work and
standby periods, and who return to their normal work site upon direction
of an appropriate department head or designated representative prior to
their next normal duty shift and without advanced notice or scheduling,
shall receive a minimum of three(3)hours straight-time pay and in
addition shall be guaranteed a minimum four(4)hours work or straight-
time pay thereof.
2. Employees who have been released from normally scheduled work but
have not been released from standby status and who return to their normal
work site upon direction of an appropriate department head or designated
representative prior to their next normal duty shift and without advanced
notice or scheduling, shall be guaranteed a minimum four(4)hours work
or straight-time pay thereof.
3. Full-Time"300 Series" employees may be eligible for: (1)2 hours of
straight time pay for each 24 hour period of limited standby status; or(2)2
hours straight time pay for each 12 hour period of limited standby status if
they are Depaitiiient of Airports or Public Utilities Department employees.
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.
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B. Shift Allowance. Full-Time"600 Series"employees who work a regularly
scheduled swing shift or night shift during a month will receive a monthly
allowance of$150.00. See paragraph D.below. Exception: The monthly
allowance for Full-Time"600 Series" employees will be $200 if the assigned shift
begins between midnight and 5:59 a.m.
C. Shift Differential. Full-Time"300 Series"employees who work a regularly
scheduled swing shift or night shift will receive a differential of $.85 an hour.
See paragraph D below. Exception: The monthly allowance for Full-Time"300
Series" employees will be$1.15 an hour if the assigned shift begins between
midnight and 5:59 a.m.
D. For purposes of paragraphs B. and C. above, a regularly scheduled swing shift or
night shift means a regularly scheduled shift that starts between 12:00 noon and
5:59 a.m. However, if an employee requests a start time falling within this period
that is not the regular start time otherwise designated by the City, and the granting
of such request will not compromise the City's needs,then the request may be
granted without shift differential. The request must be in writing and signed by
the employee.
E. Acting/Working out of Classification. From time to time, employees may be
asked to temporarily assume some or all of the duties of a supervisor or other team
member in that person's absence. Employees who feel that they are asked to
perform the duties of a position in a higher classification, should discuss the
matter with the person to whom they report during the temporary assignment.
With guidance from the department head, said person will decide—on the basis of
how much responsibility is assumed and the length of the temporary assignment—
whether additional compensation is warranted. Where the department and the
employee disagree on the decision, and provided the temporary assignment lasts
for at least 20 working days,the employee may request a review by the Division
of Human Resource Management. Compensation adjustments made under this
paragraph VII.D.may be retroactive.
F. Snowfighter Pay for Full-Time"300 Series"Employees Designated by the City.
Full-Time"300 Series"employees designated by the City as members of the
Snow Fighter Corps shall receive a pay differential equal to$150 per pay period
for the snowfighter season (November 4,2006 to February 23, 2007),not to
exceed $1,200 during each fiscal year of this compensation plan. Such pay
differential shall be for work related to snow removal and shall be separate from
regular earnings on each employee's wage statement. Employees who are
qualified to operate snow-removal equipment shall be assigned to the Snowfighter
Corps by department seniority on a volunteer basis. If the City does not have
enough volunteers to staff a snowfighter crew, as determined by the supervisor or
department head,employees shall be assigned on a department seniority basis
with the junior employees assigned first.
Provided, however,that any employee otherwise qualified for the allowance,who
is absent from normal scheduled work more than 5 working days in a pay period,
shall be ineligible to receive the allowance for that pay period. Vacation and
compensatory time shall not be considered as absent work days for purposes of
determining eligibility for the allowance described in this article VII. F.
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VIII. ALLOWANCES
A. Meal Allowance. Employees shall be eligible for meal allowances in the amount
of$8.00 when said employees work 2 or more hours consecutive to their normally
scheduled shift, as pre-approved by their supervisor. Said employees may also
receive $8.00 for each additional 4 hour consecutive period of work which is in
addition to the normally scheduled work shift, as preapproved by their supervisor.
B. Business Expenses. City policy shall govern the authorization of employee
advancement or reimbursement for actual expenses reasonably incurred in the
performance of City business. Advancement or reimbursement shall be approved
only for expenses documented and authorized in advance within 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 said 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, and who do use,privately owned
automobiles for official City business shall be reimbursed for the operation
expenses of said automobiles at the rate specified in City policy.
D. Uniform Allowance. Employees shall be provided the following monthly uniform
allowances when required to wear uniforms in the performance of their duties:
1. Airport Police supervisory employees: $75.00
2. Field Supervisor(Parking Enforcement) -- $65.00
3. Non-sworn Police and Fire Department employees -- $65.00.
4. Watershed Management Division Personnel -- $65.00
5. Uniform allowances are provided if the employees maintain their uniforms in
reasonably good,clean,neat and pressed condition. Uniforms shall have
proper identification and insignias and shall not be frayed or unsightly.
Uniforms shall be in compliance with applicable department regulations.
Failure to maintain the uniform in accordance with the above shall be grounds
for forfeiture of uniform allowances provided in this paragraph VIED.
E. Allowances for Certified Golf Teaching Professionals. The Mayor may,within
budgeted appropriations and as business needs and market surveys 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. Such individuals may be salaried or seasonal employees.
Payment to an employee for lesson revenue generated shall be reduced by 1)a 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.
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IX. HOURS OF SERVICE—300 SERIES EMPLOYEES
A. Hours Worked. For Full-Time"300 Series"employees, 7 days shall constitute a
workweek and 40 hours shall constitute a normal work schedule. Exceptions may
be permitted with approval of the Director of Human Resource Management.
Overtime work is to be discouraged. In case of unforeseen circumstances or
whenever public interest demands, an employee may be required by a Department
Director to perform overtime work.
This paragraph shall not be construed to limit or prevent the City from changing
or establishing work schedules and shifts as the need arises or to guarantee
employees 40 hours work per week. The City may adopt variable work week
schedules including 8 hour, 10 hour, 12 hour or other approved shifts. It is the
City's intent to give reasonable notice of any work schedule and shift changes to
all affected employees. A shift change shall mean a change from one permanent
shift(day shift, swing shift, graveyard shift)to another permanent shift.
B. Rest Periods. Employees shall be entitled to a 15 minute rest period during each
4-hour working period,which time shall be included within the work shift, except
where extraordinary circumstances render such break impracticable. A reasonable
effort shall be made to provide such breaks near the middle of each 4-hour work
period;provided,however, there shall be no additional compensation paid to
employees electing or required to forego such rest period. Rest periods provided
herein shall be counted as time worked for purposes of computing overtime
compensation.
C. Meal Period. Employees shall be granted a lunch period not to exceed sixty(60)
minutes during each work shift; provided,however, said lunch period shall be
scheduled in accordance with the operational needs of the department as
determined by the shift supervisor. An employee shall not be compensated for
such periods unless the employee is required by the supervisor to be on the work
site,or perform any work during such time. In lieu of payment,the employee
may,with the consent of the supervisor,end the work shift early by the same
number of minutes worked into the lunch break. A lunch period where the
employee performs no work shall not be counted as time worked for purposes of
computing overtime compensation.
X. HOLIDAYS AND VACATION
Full-Time employees shall receive holidays and vacation as provided in this paragraph X.
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 provided by city ordinance.
A. Holidays.
1. The following days shall be recognized and observed as holidays for Full-
Time employees covered by this plan. Such Full-Time employees shall
receive their regular rate of pay for each of the unworked holidays:
a. New Year's Day,the first day of January.
b. Martin Luther King,Jr. Day,the third Monday of January.
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c. President's Day, the third Monday in February.
d. Memorial Day,the last Monday of May.
e. Independence Day,the fourth day of July.
f. Pioneer Day, the twenty-fourth day of July.
g. Labor Day, the first Monday in September.
h. Veteran's Day,the eleventh day of November.
Thanksgiving Day,the fourth Thursday in November.
j. The Friday after Thanksgiving Day. (floating holiday, see
explanation below.)
k Christmas Day,the twenty-fifth day of December.
1. One personal holiday, taken upon request of the employee and at
the discretion of the supervisor.
2. 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 andfor the City Council.
3. No employee shall receive in excess of one day of holiday pay for a single
holiday. Employees must work or be on authorized leave their last
scheduled working day before and the next working day following the
holiday to qualify for holiday pay.
4, Holiday Exception. In lieu of taking the Friday after Thanksgiving Day as
a holiday,employees may observe this holiday up to 50 days prior to
Thanksgving Day,provided that the date chosen is approved by the
supervisor.
B. Vacations.
1. Full-Time employees shall be entitled to receive their regular salaries
during vacation periods earned and taken in accordance with the
provisions in this paragraph;provided,that no employee shall be entitled
to use any vacation unless the employee has successfully completed his or
her initial probationary period.
2. For Full-Time employees,the following schedule shall apply:
Years Hours of Vacation Accrued
of Per Biweekly
City Service Pay Period
0 to end of year 3 3.08
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4 to 6 3.69
7 to 9 4.62
10 to 12 5.54
13 to 15 6.15
16 to 19 6.77
20 or more 7.69
For any plan year in which there are 27 pay periods,no vacation leave
hours will be awarded on the 27th pay period.
Years of City Service shall be based on the most recent date the person
became a Full-Time salaried employee.
3. Full-Time employees 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(240 hours)
After 9 years Up to 35 days(280 hours)
After 14 years Up to 40 days (320 hours)
"Days,"herein,means "8-hour" days.
Any vacation accrued beyond said maximums shall be deemed forfeited
unless utilized prior to the end of the calendar year in which the maximum
has been accrued. However, in the case of an employee returning from an
unpaid military leave of absence,related provisions under city ordinance
shall apply.
4. Vacation Buy Back. The City may purchase within any calendar year up
to,but not exceeding, 80 hours of accrued vacation time,to which an
employee is entitled, with the consent of said employee and upon
favorable written recommendation of the employee's Department Director
and approval of the Chief Administrative Officer.
Said purchase of accrued vacation time may be authorized, in the
discretion of the City,when, in its judgment, it is demonstrated that:
a. The cash payment in lieu of vacation time use shall not interfere
with an employee's performance or create an unreasonable hardship
on said employee;
b. There is a demonstrated need for the City to retain the services of
the employee for said vacation time;
c. There are sufficient funds in the Department budget to pay for the
vacation time as certified by the Chief Administrative Officer or
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designee,without disturbing or interfering with the delivery of City
services; and
d. The amount to be paid for any such purchase of vacation time as
provided herein shall be based on the wage or salary rate of the
said employee at the date of approval by the City.
The City shall make a diligent effort to provide employees their earned annual
vacation, and shall,through appropriate management efforts, seek to minimize the
recommendations for cash payments in lieu of vacation use. Any vacation
purchased by the City shall be considered to be an extraordinary circumstance and
not a fringe benefit of the employee.
XL SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE.
A. 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). This is a
federal law that provides up to 12 weeks of unpaid leave each year and protects
jobs and health care benefits for eligible employees who need to be off work for
certain"family and medical"reasons. APPENDIX D outlines the FMLA rights
and obligations of the employee and the City. The City requires all employees
using FMLA leave to exhaust their paid leave allotments for FMLA-qualifying
events prior to taking FMLA leave unpaid. The paid leave parameters are defined
in this Compensation Plan. Employees do not earn or receive leave benefits under
this Section XL 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 provided by city ordinance.
B. Full-Time employees shall receive benefits in this section either under a plan as
provided in paragraph XLE. (Plan"A"), or as provided in paragraph XI.F. (Plan
"B").
C. Employees hired on or after November 16, 1997 shall participate in Plan B.All
other employees shall participate in the plan they participated in on November 15,
1998, except as provided in paragraph XI.D.
D. Employees participating in Plan A,who were hired on or before November 16,
1997,may,during an election period beginning July 1, 2007 and ending
September 30, 2007, choose to participate in Plan B effective November 4, 2007.
E. 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
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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 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.
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
10
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.
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. Bereavement Leave
a. Under this Plan"A"time off with pay will be granted to a Full-
Time employee who suffers the loss of a wife,husband, child,
mother, father,brother, sister, father-in-law,mother-in-law, son-in-
law, daughter-in-law,brother-in-law, sister-in-law,grandfather,
step-grandfather, grandmother, step-grandmother, grandchild, or
stepgrandchild, stepchild, stepmother, stepfather, stepbrother or
stepsister, grandfather-in-law, grandmother-in-law, or domestic
partner, as defined in Paragraph b. below,or domestic partner's
relative as if the domestic partner were the employee's spouse. In
the event of death in any of these instances,the employee will be
paid his or 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 working days. The employee will be permitted
one additional day of funeral or memorial service leave on the day
following the service if: such service is held more than 150 miles
distance from Salt Lake City;the employee attends the service; and
the day following the service is a regular work shift. Satisfactory
proof of such death, together with the date thereof, the date and
location of the service, and the date of burial,must, on request,be
furnished by the employee to his or her supervisor.
b. "Domestic Partner"means an individual with whom an eligible
employee has a long term committed relationship of mutual caring
and support. The domestic partner must have resided in the same
household with the eligible employee for at least the past six
consecutive months, and must have common financial obligations
11
with the employee. The domestic partner and the employee must
be jointly responsible for each other's welfare. The domestic
partner may not be related by blood to the employee to a degree of
closeness that would prohibit legal marriage in the State of Utah.
The domestic partner benefit provided under this bereavement
benefit is not effective before February 23, 2006.
c. In the event of death of an uncle, aunt, niece,nephew, or first
cousin to the respective employee, said employee will be paid for
time off from scheduled working hours while attending the funeral
or memorial service for such person,not to exceed one shift.
d. In the event of death of friends or relatives not listed above, an
employee may be granted time off without pay,not to exceed four
hours,or may use available vacation leave while attending the
funeral or memorial service for such person, subject to the
approval of his or her immediate supervisor.
e. In the event the death of any member of the immediate family as
set forth in this paragraph XI.D.3(a)occurs while an employee is
on vacation,his or her vacation will be extended by the amount of
time authorized as bereavement leave under said paragraph.
f. The provisions of this paragraph shall not be applicable to
employees who are on leave of absence other than vacation leave.
4. Dependent Leave.
a. Under Plan"A,"dependent leave may be requested by a Full-Time
employee covered by this Compensation Plan 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,domestic partner(as defined in Paragraph c. below),
domestic partner's unmarried child under age 26,or parent
with a serious health condition.
Domestic partners and domestic partners' children are not covered by
FMLA.
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, domestic partner(as defined in Paragraph c. below),
domestic partner's unmarried child under age 26,or a parent who
is ill or injured but who does not have a serious health condition.
c. "Domestic Partner"means an individual with whom an eligible
employee has a long term committed relationship of mutual caring
and support. The domestic partner must have resided in the same
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household with the eligible employee for at least the past six
consecutive months, and must have common financial obligations
with the employee. The domestic partner and the employee must
be jointly responsible for each other's welfare. The domestic
partner may not be related by blood to the employee to a degree of
closeness that would prohibit legal marriage in the State of Utah.
The domestic partner benefit provided under this dependent leave
benefit is not effective before February 23, 2006.
d. 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 the employee has available unused sick leave, the
employee shall be entitled to use as dependent leave such
unused sick leave.
3. The employee shall give notice of the need to take
dependent leave and the expected duration of such leave to
to his or her supervisor as soon as possible under the
circumstances.
4. The employee shall provide, upon request of the supervisor,
certification of birth or evidence of a 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, domestic partner, domestic partner's child,
or parent within five calendar days following termination of
such leave.
5. An employee's sick leave shall be reduced by the number
of hours taken by an employee as dependent leave under
this paragraph provided,however, that up to 40 hours of
dependent leave used during the calendar year will not
affect the sick leave conversion options as outlined in
paragraph XI.D.I.c.
6. Probationary employees are not eligible for dependent
leave.
5. 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).
13
6. Retirement Benefit,Plan "A."
a. Persons who retire under the eligibility requirements of the Utah
State Retirement System will be paid in cash at their then current
pay scale, a sum equal to their daily rate of pay for 25%of the
accumulated sick leave days reserved for the benefit of said
employee at the date of the employee's retirement.
b. In lieu of the above,Full-Time employees may elect to convert the
sick leave privilege provided above to hospital and surgical
coverage. If such an election is made in writing, 50%of the sick
leave hours available at retirement may be converted to a dollar
allowance at the time of retirement. The sick leave hours
converted to a dollar allowance shall be subject to any state and
federal income and social security tax withholding required by law.
An employee's available sick leave account balance, computed by
the hours therein times the salary rate at the effective date of
employment separation, determines the number of months of
medical and surgical coverage which 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
premiums increase,the number of months of coverage will
decrease. 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.
F. Plan"B."
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, at the
beginning of the second pay period of November in each calendar year,
personal leave hours based on the following schedule:
Months of Hours of Personal
Consecutive Leave
City Service
Less than 6 40
Less than 24 60
24 or more 80
14
Employees hired during the plan year will be provided paid personal leave
on a pro-rated basis.
3. Not later than October 31st 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, 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 XLE.5, "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 months worked in the
plan year(rounded to the end of the month which includes the separation
date)to 12 months. 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 are:
a. Minimum use of personal leave is one hour,with supervisory
approval.
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.
15
c. For leave due to unforseen circumstances,the employees must give
their supervisors as much prior notice as possible.
7. Bereavement Leave.
a. Under this Plan"B,"time off with pay will be granted to a Full-
Time employee who suffers the loss of a wife, husband,child,
mother, father,brother, sister, father-in-law,mother-in-law, son-in-
law,daughter-in-law,brother-in-law, sister-in-law, grandfather,
step-grandfather, grandmother, step-grandmother, grandchild, or
stepgrandchild, stepchild, stepmother, stepfather, stepbrother,
stepsister, grandfather-in-law, grandmother-in-law,or domestic
partner, as defined in Paragraph b. below, or domestic partner's
relative as if the domestic partner 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 working days. The employee will be permitted one
additional day of funeral or memorial service leave on the day
following the service if: such service is held more than 150 miles
distance from Salt Lake City;the employee attends the service; and
the day following the service is a regular work shift. Satisfactory
proof of such death, together with the date thereof,the date and
location of the service, and the date of burial,must, on request,be
furnished by the employee to his or her supervisor.
b. "Domestic Partner"means an individual with whom an eligible
employee has a long term committed relationship of mutual caring
and support. The domestic partner must have resided in the same
household with the eligible employee for at least the past six
consecutive months, and must have common financial obligations
with the employee. The domestic partner and the employee must
be jointly responsible for each other's welfare. The domestic
partner may not be related by blood to the employee to a degree of
closeness that would prohibit legal marriage in the State of Utah.
The domestic partner benefit provided under this bereavement
leave benefit is not effective before February 23, 2006.
c. In the event of death of an uncle, aunt,niece, nephew, or first
cousin to the respective employee, said employee shall be allowed
to use personal leave or vacation for time off from scheduled
working hours to attend the funeral or memorial service for such
person.
d. In the event of death of friends or relatives not listed above, an
employee may be allowed to use personal leave or vacation for
time off to attend the funeral or memorial service for such person,
subject to the approval of his or her supervisor.
8. 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
16
•
•
activity which could be of benefit to the City and the employee's career
development. Selected employees shall 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).
9. 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.
c. Full-Time employees who were hired before November 16, 1997
and who elected in 2007 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 November 4,
2007,minus any hours withdrawn after the account is established.
d. Payment of the RL Account.
(1) All of the hours in the RL account shall be payable at
retirement or layoff as follows: The employee shall be paid
the employee's hourly rate of pay on date of retirement or
layoff for each hour in the employee's RL account.
(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 hospital and surgical
coverage. 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 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
after personal leave hours are exhausted, and with approval of the
employee's supervisor. RL account hours may also be used as a
17
supplement to Workers' Compensation benefits which,when
added to the employees' Workers' Compensation benefits, equals
the employee's regular net salary. The employee must make an
election in writing to the Director of Management Services to use
RL account hours to supplement Workers' Compensation benefits.
10. 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 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.
XII. MILITARY LEAVE AND JURY DUTY
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. Said
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. Employees
covered by this Plan who are or who shall become members of the reserves of a
federal armed forces, including United States Army,United States Navy,United
States Marine Corps,United States Air Force, and the United States Coast Guard,
or any unit of the Utah National Guard, shall be allowed full pay for all time not
in excess of 11 working days per calendar year spent on duty with such agencies.
This leave shall be in addition to the annual vacation leave with pay. To qualify,
employees claiming the benefit under this provision shall provide documentation
to the City demonstrating duty with such agencies. To qualify, duty herein need
not be consecutive days of service.
C. Leave for Jury Duty. Employees shall be entitled to receive and retain statutory
juror's fees paid for jury service in the State and Federal Courts subject to the
conditions hereinafter set forth. No reduction in an employee's salary or regular
wages shall be made for absence from work resulting from such jury service. On
those days that an employee is required to report for jury service and is thereafter
excused f om 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. Employeeswho fail to return to work after being excused from jury
service for the day shall be subject to discipline.
XIII. INJURY I.FAVE
A. Injury Leave. The City shall establish 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:
18
1. 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;
2. The employee must be unable to return to work due to the injury as
verified by a medical provider acceptable to the City;
3. 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;
4. 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;
5. 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 Chief Administrative Officer who
may make recommendations to the Mayor for final decisions;
6. If an employee is eligible for Workers' Compensation as provided by law;
and is not receiving injury leave pursuant to this provision, said employee
may elect in writing to the Director of Management Services to use either
accumulated sick leave or hours from the RL account, if applicable,and
authorized vacation time to supplement Workers' Compensation so that
the employee is receiving the employee's regular net salary.
XIV. ADDITIONAL LEAVES OF ABSENCE.
Additional unpaid leaves of absence may be requested in writing and granted to an
employee at the discretion of the Department Director
XV. INSURANCE
A. Group Insurance. Employees of the City will be required to enroll for single
coverage in the City's group medical insurance plan in conformity with and under
the terms of an insurance plan adopted by the City, as permitted by ordinance.
The City will provide a basic term life and accidental death plan. The City will
also make available other bona fide benefit programs. Retired City employees
and their eligible dependents may also be permitted to participate in the City's
medical and dental plans under terms and conditions established by the City. The
City shall cause the specific provisions of the group plan to be detailed and made
available to the employees. The City will deduct from each payroll all monies
necessary to fund the employees'share of insurance coverage and make all
payments necessary to fund the plan,within budget limitations established by the
City Council.
B. The City will participate in the Nationwide Post Employment Health Plan, as
adopted by the City by ordinance. Each year,the City will contribute$24.30 per
19
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.
XVI. WORKERS' COMPENSATION
In addition to the foregoing,the Mayor may provide for Workers' Compensation
coverage to the employees under applicable provisions of State statute.
XVII. LONG TERM DISABILITY COMPENSATION
Optional long term disability is available to employees eligible under the City's
Long Term Disability Program(Income Protection Program), subject to the terms
and conditions of the plan. This program provides continuation of income to
employees of the City who are permanently and totally disabled as defined under
the program.
XVIII. TRANSITIONAL DUTY.
Depending on the City's need or legal requirement, employees may be placed temporarily
in a transitional duty position,when illness or injury prevents them from performing their
regular duties.
XIX. SEPARATION FROM SERVICE
A. Social Security Adopted. The City hereby adopts the provisions of the Federal
Social Security system and applies and extends the benefits of the old age and
survivor's insurance of the Social Security Act to employees.
B. 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'Retirement System (Contributory and
Non-Contributory)
2. Deferred Compensation Programs
3. Retirement Incentive Programs
C. The 2007-2008 fiscal year retirement contribution rates for employees covered by
this paragraph are shown in Appendix C.
D. Layoffs. Whenever it is necessary to reduce the number of employees performing
an activity or function defined by the Mayor or designee within a City department
because of lack of work or lack of funds,the City shall minimize layoffs by
readjustment of personnel through reemployment or bumping processes detailed
in the City's Layoff Procedure.
1. Whenever layoffs are necessary, emergency, temporary,probationary,
hourly and Regular Part-Time employees performing essentially the same
20
duties as the aforesaid work activities or functions being reduced shall be
laid off first.
2. Full-Time salaried employees shall be the last to be laid off in inverse
order of the length of City Seniority of employees in the same job
classification. For example, an employee who has served in the job
classification for five years and who has 10 years of City seniority,will be
laid off before the employee who has served in the job classification only
one year but who has 15 years of City seniority.
3. Full-Time salaried employees designated for layoff or actually laid off may
request reemployment, or elect to bump if eligible. Once a choice is made,
Division of Human Resources staff will focus their effort on the selected
option.Under reemployment,the laid off employee may be placed in a
vacant equal or lower classification job position,wherever situated in the
City, for which the employee is qualified. Vacant means the Division of
Human Resource Management has received a request to fill a position.
Equal or lower classification means that the maximum salary for the
vacant position shall be less than or equal to the maximum salary for the
position being laid off. Under the bumping option, said employee,within
the City department in which the layoff occurs, may bump the least senior,
Full-Time employee or probationary employee(in a job position and
function previously and actually held by said laid off employee regardless
of whether the job title or classification has since changed). The
determination as whether the laid off employee is currently qualified for a
position will be made by the Division of Human Resources, following the
process outlined in the City's Layoff Procedure.
4. Future Application for Employment Once Laid Off. Employees who have
not utilized either reemployment or bumping, and who leave the City's
payroll will have the right to pre-bid(submit application prior to actual
position opening)on positions in the 100 Series and 200 Series for a
period of two years. They may also apply for 300 Series and 600 Series
positions for a two-year period utilizing the City's internal applicant form.
5. Benefits Upon Layoff. Employees who are subject to layoff because of
lack of work or lack of funds shall be eligible to receive:
a. One hundred percent of their accumulated unused sick leave hours,
if covered under paragraph XI.D. (Plan "A"); or
b. One hundred percent of their RL account if covered under
paragraph XLE (Plan"B").
c. Accrued unused personal leave at 50%of the employees' base
hourly rate, if covered under paragraph XI.E(Plan"B").
E. Separation From Employment Due To Resignations Or Otherwise
1. Every employee who is separated from City employment for any reason
shall be paid for:
a. Earned vacation time accrued,unused, and unforfeited as of the
date of termination;
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b. Unused compensatory time off; and
c. If a participant in"Plan B," any accrued and unused personal leave
in accordance with paragraph XI.E.5 of this chapter.
XX. RECOGNITION OF THE PROFESSIONAL EMPLOYEES COUNCIL
The City recognizes the Professional Employees Council (PEC)to maximize input into
decisions regarding this Compensation Plan.
XXI. SENIORITY
For purposes of this Compensation Plan, "seniority" shall be defined as an employee's
continuous, full time salaried employment with the City. An employee's earned seniority
shall not be lost because of absence due to authorized leaves of absence or temporary
layoffs not to exceed two years.
XXII. 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.
XXIII. APPROPRIATION OF FUNDS
All provisions in this compensation plan that involve the expenditure of funds are subject
to appropriation of funds for such purposes.
XXIV. JOB SHARING
I. Employees may be authorized, by the City, to job share a Full-Time"300 Series"
or"600 Series"position. Under an authorized job share arrangement,the
employees involved shall,pursuant to a written agreement between them, equally
share in the compensation and benefits normally provided to the Full-Time
position that is being shared. The Full-Time position that is being shared shall
maintain its classification and the compensation and benefits equally shared shall
be based on said classification.
2. A job share arrangement will not be authorized unless the following occurs:
a. The employees,who are sharing a job,have voluntarily entered into a
written agreement acknowledging that the hours worked and the benefits
shared will be on a 50 percent basis.
b. The Department Director has approved the job sharing arrangement.
XXV. REGULAR PART-TIME EMPLOYEES
A. "300 Series" and"600 Series"Regular Part-Time employees are employees
whose jobs regularly require them to work twenty(20)or more but less than forty
(40)hours a week. Regular Part-Time employees do not include seasonal
employees and employees who job share under paragraph XXIV.
22
B. Effective July 1, 2007, Regular Part-Time employees shall be paid a wage equal
to a prorated amount of the salary of a similarly classified Full-Time employee as
specified in salary schedules in Appendices"A" and"B."
C. Unless otherwise modified by the Mayor,Regular Part-Time employees shall
receive fifty percent (50%)of the following benefits subject to the conditions
provided in this Plan:
1. Longevity Pay as specified in paragraph IV of this Plan.
2. Education and Training Pay as specified in paragraph VI of this Plan.
3. Holidays,vacation and other leaves of absence as specified in paragraphs
X, XI, XII,XIII and XIV of this Plan.
4. City's contribution to insurance premiums as specified in paragraph XV of
this Plan.
D. Regular Part-Time employees shall receive insurance benefits as specified in
paragraph XV,wage differentials as specified in paragraph VII and allowances as
specified in paragraph VIII of this Plan.
E. Regular Part-Time employees may participate in retirement programs as specified
in paragraph XIX of this Plan.
F. There shall be no cost to Regular Part-time employee for Short-term Disability
insurance. Short-term disability benefits will be prorated.
23
APPENDIX A - EXEMPT PROFESSIONAL EMPLOYEES SALARY SCHEDULE
Bi-Weekly Rates
July 1, 2007
Grade Minimum Midpoint Maximum
601 $ 1,385.14 $ 1,732.05 $ 2,078.95
602 $ 1,446.12 $ 1,808.68 $ 2,171 .24
603 $ 1 ,512.04 $ 1,887.78 $ 2,263.53
604 $ 1 ,631 .52 $ 2,038.58 $ 2,446.46
605 $ 1 ,652.12 $ 2,065.77 $ 2,478.59
606 $ 1 ,725.46 $ 2,157.23 $ 2,589.83
607 $ 1,779.02 $ 2,304.73 $ 2,830.44
608 $ 1,894.38 $ 2,443.98 $ 2,994.42
609 $ 1,991.61 $ 2,570.06 $ 3,147.68
610 $ 2,120.98 $ 2,757.93 $ 3,395.70
611 $ 2,207.50 $ 2,872.46 $ 3,537.43
612 $ 2,323.68 $ 2,998.54 $ 3,672.57
613 $ 2,503.31 $ 3,230.08 $ 3,956.02
614 $ 2,647.51 $ 3,417.13 $ 4,185.92
615 $ 2,908.72 $ 3,753.32 $ 4,597.10
APPENDIX B - NON-EXEMPT PROFESSIONAL EMPLOYEES SALARY
SCHEDULE
Bi-Weekly Rates
July 1, 2007
Grade Minimum Midpoint Maximum
301 $ 986.33 $ 1 ,239.30 $ 1,493.91
302 $ 1 ,031.65 $ 1 ,266.49 $ 1 ,501.33
303 $ 1 ,078.62 $ 1 ,348.89 $ 1 ,619.98
304 $ 1 ,128.88 $ 1,416.46 $ 1 ,704.03
305 $ 1,179.97 $ 1 ,478.26 $ 1,776.54
306 $ 1 ,234.35 $ 1 ,544.18 $ 1 ,853.18
307 $ 1 ,297.80 $ 1,623.28 $ 1 ,947.94
308 $ 1,348.06 $ 1,685.08 $ 2,022.10
309 $ 1,408.22 $ 1 ,760.89 $ 2,113.56
310 $ 1,473.31 $ 1 ,840.82 $ 2,209.97
311 $ 1 ,540.88 $ 1,928.98 $ 2,315.44
312 $ 1 ,648.00 $ 2,085.54 $ 2,523.09
313 $ 1 ,720.51 $ 2,178.66 $ 2,636.80
314 $ 1 ,800.44 $ 2,278.36 $ 2,757.10
315 $ 1 ,879.54 $ 2,380.54 $ 2,879.88
•
APPENDIX C
UTAH STATE RETIREMENT CONTRIBUTIONS FY 2007-2008
TOTAL EMPLOYEE TOTAL
UTAH STATE EMPLOYEE CONTRIBUTION EMPLOYER GRAND TOTAL
RETIREMENT SYSTEM CONTRIBUTION PAID BY CITY CONTRIBUTION CONTRIBUTION
Public Employee Contributory
Retirement System 0 6.00% 7.61% 13.61%
Public Employee Non-Contributory
Retirement System 0 0 11.62% 11.62%
APPENDIX D
Note: The following City policy was in effect on the date of this plan's adoption. It is included
here for information of employees. The City's FMLA policy may change during the term of this
plan. Also, portions of the policy may be determined invalid by the courts. The City and its
employees will comply with the Family Medical Leave Act, as defined in applicable law or
regulation, and as interpreted by the courts. The inclusion of the City's policy in this plan is not
intended to and does not create substantive rights for employees.
SALT LAKE CITY POLICY MANUAL
FAMILY AND MEDICAL LEAVE ACT POLICY 3.01.07
GENERAL PURPOSE: To explain the circumstances under which eligible employees
may take up to 12 weeks of unpaid,job-protected leave per 12 month period for certain
family and medical reasons.
I. THE FAMILY AND MEDICAL LEAVE ACT ("FMLA") IS A FEDERAL LAW
A. Entitles eligible employees to job protected, unpaid leave for up to 12 weeks per
qualifying 12 month period for certain qualifying events and health conditions
B. Provides for continuation of group health plan benefits during FMLA leave
C. Restores the employee to the same or an equivalent job upon return to work
D. Protects the employee from discrimination as a result of taking FMLA leave
II. QUALIFYING EVENTS FOR WHICH FMLA CAN BE TAKEN
A. The birth or adoption of a child;
B. Placement of a foster child in the employee's home;
C. A serious health condition of the employee; or
D. The care for a spouse, child or parent with a serious health condition.
III. FMLA LEAVE WHEN HUSBAND AND WIFE BOTH WORK FOR THE CITY
A. A husband and wife who are eligible for FMLA leave and are both employed by
the City are limited to a combined total of 12 weeks of leave during the 12 month
period if the leave is taken:
1. for the birth of a child or to care for the child after the birth;
2. for the placement of a child with the employee for adoption or foster
care, or to care for the child after placement; or
3. to care for the employee's parent with a serious health condition.
B. Where the husband and wife both use a portion of the total 12 week FMLA leave
entitlement for one of the purposes set forth in IIIA, above, the husband and wife
each are entitled to the difference between the amount he/she has taken
individually and 12 weeks for FMLA leave for a qualifying event other than those
identified in IIIA.
1
APPENDIX D
IV. EMPLOYEE ELIGIBILITY
To be eligible for FMLA leave, the employee must be:
A. employed by the City for at least 12 months and
B. employed by the City for a minimum of 1250 compensable work hours as
determined under the Fair Labor Standards Act during the 12 month period
immediately preceding the commencement of the leave.
V. 12 MONTH PERIOD DURING WHICH FMLA LEAVE CAN BE TAKEN
The 12 month period during which the 12 weeks of FMLA leave can be taken is
measured forward from the date the employee's first FMLA leave begins.
VI. EMPLOYEE RESPONSIBILITIES
An employee will:
A. Provide notice to his/her supervisor of the need for leave:
1. for leave that is foreseeable— at least 30 days in advance;
2. for leave that is unforeseeable—as soon as is practicable.
B. Advise his/her supervisor if the leave is to be taken intermittently or on a reduced
leave schedule basis.
C. Provide medical certification for leave taken as a result of a serious health
condition of the employee or of a serious health condition of the employee's
spouse, parent or child, if requested by the City's designee.
1. Failure by the employee to comply with the certification
requirements may result in a delay in the start of FMLA leave, a delay in
the restoration of the employee to his/her position, or unprotected leave
status.
D. Comply with arrangements to pay the employee-paid portion of the group health
plan benefit premiums (See Section XI).
E. Periodically advise his/her supervisor, at least every 30 days, of his/her condition,
or the condition of his/her spouse, child or parent, and the intent to return to work
at the conclusion of leave.
F. Notify his/her supervisor of any changes in the circumstances for which leave is
being taken.
G. Provide his/her supervisor with a fitness for duty certification if required by
his/her supervisor,timekeeper, or HR consultant upon the employee's return to
work following the employee's serious health condition.
VII. THE CITY'S RESPONSIBILITIES
As the employer, the City, through its designees, will:
A. Maintain coverage of group health plan benefits at the level and under the
conditions coverage would have been provided if the employee had continued in
employment without utilizing FMLA leave.
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B. Determine and notify the employee whether the leave will be counted against the
employee's FMLA leave entitlement.
C. Provide the requirements for furnishing medical certification for a serious health
condition of the employee or for the serious health condition of a parent, child, or
spouse of the employee and the consequences for failing to do so;
D. Notify the employee of the requirement to substitute paid leave for the FMLA
leave.
E. Notify the employee of the requirements for making the employee-paid portion of
group health plan benefit premium payments and the consequences for failing to
make timely payments.
F. Notify the employee of the requirements to submit a fitness for duty certificate to
be restored to employment.
G. Notify the employee of his/her status as a"key employee," if applicable (See,
XIID).
H. Notify the employee of his/her right to return to his/her position or an equivalent
position when leave is completed.
I. Notify the employee of his/her potential liability to reimburse the City for the
employer-paid group health plan benefit premium payments made while the
employee is on unpaid FMLA leave, if the employee fails to return to work after
the FMLA leave.
VIII. MEDICAL CERTIFICATION
A. The City will require medical certification of any serious health condition of the
employee or of the serious health condition of the employee's spouse,parent or
child.
B. If the leave is foreseeable, the employee should provide the medical certification
prior to taking the leave.
C. If the leave is not foreseeable, the employee shall provide medical certification
within 15 days after being requested to do so by the City's designee.
D. An employee on approved FMLA leave will be required to inform his/her
supervisor every 30 days regarding his/her status and intent to return to work
upon the conclusion of the leave (See, also, Section VI E).
E. The City reserves its right to require, at its own expense, second and third medical
opinions, as specified by the FMLA.
IX. USE OF PAID LEAVE IS REQUIRED BEFORE TAKING UNPAID FMLA
LEAVE
The City requires all employees utilizing FMLA leave to exhaust their paid leave
allotments prior to taking FMLA leave unpaid. The paid leave parameters are defined
by the employee's contract or compensation plan.
A. FMLA leave for qualifying events, other than the serious health condition of the
employee
1. Plan A
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APPENDIX D
a. paid leave comes first from dependent leave, in the amount
allowed in the contract/compensation plan.
b. the remaining leave comes from the employee's vacation time.
2. Plan B
a. either personal leave time and/or vacation time can be used
b. severance account hours can be used in the same manner as sick
leave hours are allowed under Plan A.
B. FMLA leave for the serious health condition of the employee
1. Plan A
a. paid leave comes first from hospital leave (when appropriate);
b. followed by all sick leave
c. followed by vacation time
2. Plan B
a. paid leave will be provided when appropriate from the Short Term
Disability Insurance Program
b. personal leave, severance account hours, and vacation time will
then be utilized in that order.
C. Compensatory time may be used for an FMLA reason but any period of leave
paid from the employee's accrued compensatory time account will not be
counted against the employee's FMLA leave entitlement.
D. Leave taken for a serious health condition covered under Workers'
Compensation will be counted towards an employee's FMLA entitlement.
Accrued paid leave may be used at the same time the employee is collecting a
Workers' Compensation benefit only to the extent that it allows the employee to
collect 100% of his/her net salary.
X. INTERMITTENT LEAVE
A. Leave may be taken intermittently or on a reduced leave schedule when medically
necessary for medical treatment of a serious health condition, for recovery from
such treatment or from the serious health condition, or when the serious health
condition of a spouse,parent or child of the employee requires intermittent
treatment and requires the employee's care and/or involvement in the treatment
and or the care of the parent, child, or spouse.
1. When the need for intermittent or reduced schedule FMLA leave is
foreseeable, the employee must make reasonable attempts to arrange
the schedule of the leave so as not to unduly disrupt the City's
operations.
B. The employee taking intermittent leave under the FMLA may be required to
transfer temporarily to an available alternative position for which the employee is
qualified. The alternative position must have equivalent pay and benefits and
better accommodate recurring periods of leave than the employee's regular
position. FMLA leave taken for the birth or adoption of a child or for the
placement of a foster child in the employee's home cannot be taken on an
intermittent or reduced leave schedule.
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XI. BENEFITS WHILE ON FMLA LEAVE
A. For the duration of FMLA leave, the City will pay the City-paid portion of the
premiums for group health plan benefit coverage, which includes medical
insurance coverage, Basic Employee Term Life Insurance, and Short Term
Disability Insurance, subject to Section XIA3.
1. While on FMLA leave utilizing paid leave, the employee-paid portion of
the group health plan benefit premiums are deducted from employee's
check as usual.
2. When FMLA leave is unpaid, the employee must contact the Benefits
Section of Human Resources (535-7900) to make arrangements to pay the
employee portion of the insurance premiums. The employee and
employer will agree in writing as to the way the employee-paid portion of
the group health benefit plan premium payments will be paid, under the
four allowable options:
a. Payment would be due at the same time as it would be
made if by payroll deduction;
b. Payment would be due on the same schedule as payments
are made under COBRA;
c. Payment would be prepaid pursuant to a cafeteria plan at
the employee's option; or
d. Prepayment of the employee-paid portion of the group
benefit plan premiums through increased payroll
deductions before the leave is taken, when the need for
unpaid FMLA leave is foreseeable, or payment of the
employee-paid portion of the group benefit plan premiums
through increased deductions after the employee returns to
work following unpaid FMLA leave when the need for
unpaid FMLA leave is not foreseeable.
3. If the employee-paid portion of the group health plan benefit
premium is more than 30 days late,the City's obligation to maintain
group health plan insurance coverage will cease.
a. The City, through its designee, will provide written notice
at least 15 days prior to the date coverage will be cancelled
that payment has not been received.
b. The employee will have 15 days after the date of
notification, or 30 days from the date the premium was due,
whichever is greater, to make the required premium
payment(s).
c. If the employee fails to pay his/her portion of the group
health plan benefit premium(s), the employee will lose
his/her group health plan benefit coverage.
B. The City is not responsible for maintaining non-health care related benefits paid
directly by the employee through voluntary deductions (dental, supplemental and
dependent life insurance, accident insurance plans, or LTD). It is the employee's
responsibility to make arrangements through the Benefits Section of Human
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Resources (535-7900) for the payment of those benefit premiums when on unpaid
FMLA leave.
C. If an employee fails to return to work after unpaid FMLA leave has ended, the
employee shall reimburse the City all City-paid group health plan benefit
premiums it paid on behalf of the employee unless the failure to return from leave
is due to:
1. the continuation,recurrence, or onset of a serious health condition
of the employee or the employee's family member which would
otherwise entitle the employee to leave under FMLA;
2. other circumstances beyond the employee's control.
D. An employee is considered to have returned to work following FMLA leave if
he/she returns for at least 30 calendar days.
E. An employee's seniority will not be interrupted if the employee utilizes paid leave
while on FMLA leave. Once paid leave is exhausted, no seniority or pension
credit will be accumulated for the unpaid FMLA leave time. Upon return from
unpaid leave the employee's seniority will continue where the accumulation left
off.
XII. RETURN TO WORK AFTER FMLA LEAVE
A. Upon return to work following FMLA leave, the employee must provide a
medical certification of the employee's fitness to return to work if the FMLA
leave was taken for the employee's own serious health condition.
B. If the employee fails to provide a fitness certificate after being notified by the City
of the need for the certificate, the City, through its designee, may delay the
employee's return to work until the fitness certificate is provided.
C. An employee will be returned to his/her job or an equivalent job with equivalent
pay,benefits, and working conditions, if the original job is not available.
D. Key employees that earn salaries in the top ten percent of Salt Lake City
Corporation's workforce and whose return would cause "substantial and grievous
economic injury" or hardship to the City's operations, may not be reinstated.
E. The City may take any personnel action/decision that would have happened if the
employee had continued to work while the employee is on FMLA leave.
Effective Date: March 29, 2000
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