037 of 2017 - Approving the Compensation Plan for all non-represented employees of Salt Lake City 0 17-1
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SALT LAKE CITY ORDINANCE
No. 37 of 2017
(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 July 2,
2017.
Passed by the City Council of Salt Lake 'ty, Utah, this 13th day of June, 2017.
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Transmitted to the Mayor on June 14, 2017 •
Mayor's Action: ( Approved. Vetoed.
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FY2018
SALT LAKE CITY CORPORATION
MAYOR JACKIE BISKUPSKI
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ANNUAL COMPENSATION PLAN ]
HUMAN RESOURCES DEPARTMENT-JULIO GARCIA, DIRECTOR
FY 2018 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: DEFINITIONS 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 3
C. Other Compensation 3
SUBSECTION II -EMPLOYEE COMPENSATION FOR FISCAL YEAR 2018 3
SUBSECTION III-EMPLOYEE INSURANCE 3
SUBSECTION IV-WORKERS'COMPENSATION 4
SUBSECTION V-SOCIAL SECURITY ADOPTED, EXCEPTION FOR POLICE& FIRE 4
SUBSECTION VI -RETIREMENT 4
SECTION III: EMPLOYEE OVERTIME&OTHER PAY ALLOWANCES 5
SUBSECTION I -OVERTIME COMPENSATION 5
SUBSECTION II -LONGEVITY PAY 5
SUBSECTION III -WAGE DIFFERENTIALS&ADDITIONAL PAY 6
SUBSECTION IV-EDUCATION AND TRAINING PAY 9
SUBSECTION V—OTHER PAY ALLOWANCES 9
SUBSECTION VI -SEVERANCE BENEFIT 12
SECTION IV: HOLIDAY,VACATION&LEAVE ACCRUAL 13
SUBSECTION I—HOLIDAYS 13
SUBSECTION II -VACATION LEAVE 15
SUBSECTION III -SICK AND OTHER RELATED LEAVE OR PERSONAL LEAVE 17
A. Plan "A" 18
1. Sick Leave 18
2. Hospitalization Leave 19
3. Dependent Leave 20
4. Career Incentive Leave, Plan "A." 21
5. Retirement Benefit, Plan "A." 22
B. Plan "B" 22
SUBSECTION IV-PARENTAL LEAVE 25
SUBSECTION V-BEREAVEMENT LEAVE 25
SUBSECTION VI - MILITARY LEAVE 26
SUBSECTION VII -JURY LEAVE &COURT APPEARANCES 27
SUBSECTION VIII - INJURY LEAVE(AIRPORT POLICE EMPLOYEES ONLY) 28
SUBSECTION IX-ADDITIONAL LEAVES OF ABSENCE 28
APPENDIX A-GENERAL EMPLOYEE PAY PLAN (GEPP)
APPENDIX B—APPOINTED EMPLOYEES PAY LEVEL ASSIGNMENT
APPENDIX C—ELECTED OFFICIALS SALARY SCHEDULE
APPENDIX D-UTAH STATE RETIREMENT CONTRIBUTIONS FY 2017-2018
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.
FY 2018 COMPENSATION PLAN FOR SALT LAKE CITY CORPORATION
EFFECTIVE DATE
The provisions of this plan shall be effective commencing July 2, 2017, unless otherwise noted.
EMPLOYEES COVERED BY THIS PLAN
This ordinance shall apply to all full-time city employees.This ordinance does not apply to
employees classified as: seasonal, hourly, temporary, part-time or those 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.
Furthermore, the mayor may authorize leave not specified in this compensation plan to
provide for operational flexibility, so long as the additional leave does not exceed the
equivalent of eight hours of leave per employee, per year. However, the mayor may not
otherwise create a new benefit or expand an existing benefit for employees covered by this
compensation plan during FY 2018 if doing so will result in a direct, measurable cost. A
direct, measurable cost includes a circumstance where the total cost of the new benefit or
expansion of an existing benefit exceeds appropriated funds. Further, city council input and
approval is required if the creation of a new benefit has policy implications or is already
addressed in this compensation plan.
APPROPRIATION OF FUNDS
All provisions in this compensation plan are subject to the appropriation of funds by the city
council.
SECTION I: DEFINITIONS
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,
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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 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.
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. "Full-time employee" means employees whose positions regularly require more
than 30 hours per week on a full-time schedule.
6. "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.
SECTION II: EMPLOYEE WAGES, SALARIES& BENEFITS
SUBSECTION I - COMPENSATION PROGRAM &SALARY SCHEDULES
The city's compensation system and program, in conjunction with this ordinance, 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.
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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 covered under this plan (except for those designated as "Elected
Officials") shall be paid base wages or salaries according to the General Employee
Pay Plan attached as Appendix "A." Wages and salaries shall not be 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 specific pay level assignments for Appointed
Employees are shown in 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 2018
For employees covered under this plan who are below the midpoint of their grade, the city will
increase each employee's base pay by two percent (2%). For employees who are at or above the
midpoint of their grade, the city will increase each employee's base pay by one percent (1%).
Salaries for elected officials will be increased by one percent (1%).
The city, hereby, adopts a living wage pay rate set at $10.87 per hour.
SUBSECTION III - EMPLOYEE INSURANCC
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
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employees and their eligible spouse, adult designee, dependents and dependents of adult
designee pursuant to city policy.
A. Employer-Paid Contributions. Effective July 1, 2017, the city's contribution toward
the total premium for group medical will be 95%for the high-deductible Summit
Star Plan. For employees enrolled in the high-deductible Summit Star Plan, the city
will also contribute a one-time total of$750 into a qualified health savings account
(HSA) or a Medical Flex Account for those enrolled for single coverage and $1,500
for those enrolled for double or family coverage per plan year. Health savings
account or Medical Flex account contributions will be pro-rated for any employee
hired after July 2, 2017.
B. 501(c) (9) Post Employment Health Plan. The city will contribute $24.30 per
bi-weekly 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 in the 27th pay period.
SUBSECTION IV- WORKERS' COMPENSATION
The city will provide workers' compensation coverage to employees as required by law.
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
B. The 2017-2018 fiscal year retirement contribution rates for employees, including
elected officials, are shown in Appendix "D."
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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 Y2 times the regular hourly rate or, at the employee's request
and department director's approval, provide compensatory time off at a rate of 1%
hours 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.
1. The city will pay out all accrued compensatory hours whenever an employee's
status or position changes from FLSA non-exempt to exempt.
B. Labor Costs— Declared Emergency— Overtime Compensation for FLSA Exempt
Employees. The city may pay FLSA exempt employees overtime pay for any hours
worked over forty (40) hours in a workweek at a rate equivalent to their regular
base hourly rate of pay during periods of 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"
or the city responds to an extraordinary emergency; and,
2. Exempt employees are required to work over forty (40) hours for one or more
workweek(s) during the emergency period: and,
3. The mayor and/or the city council approve 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 exempt employees equitably. Hours worked under a
declared or extraordinary 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;
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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.
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
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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, 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
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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. Any sergeant required by the city to work extra-duty shifts shall receive
a minimum of three (3) hours compensation at one and one-half times
their regular base hourly rate, or time worked paid at one and one-half
times their regular hourly base wage rate, whichever is greater.
D. Shift Allowance, not including Police Sergeants & Lieutenants. Only FLSA 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 shift allowance.
2. Day Shift: No allowance will be paid for work hours which are part of a regular
day shift.
3. Eligible Hours: For each non-day shift 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. This pay shall be limited to no more
than 90 calendar days from the start date and paid separately from regular earnings
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on each employee's wage statement. Compensation adjustments may be
retroactive to the start date of the temporary job assignment. Exceptions may be
approved by the mayor or mayor's designee.
1. Acting pay shall be excluded when calculating any leave payouts, including
vacation, holiday, and personal leave.
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 Sergeants, Lieutenants, and Captains are eligible for a $500 per year
job-related training allowance.
2. Fire department employees not covered by a memorandum of understanding
are eligible for incentive pay following completion of degree requirements at a
fully accredited college or university and submission of evidence of a 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 chief operating
officer, 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 city 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
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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 bureau commander, will be enrolled in the
Department's quartermaster system.
a. The quartermaster system will operate as follows:
i. Necessary uniform and equipment items, including patrol
uniforms, detective uniforms, duty gear, footwear, cold-
weather gear, headwear, etc. will be provided to Police
sergeants, lieutenants, and captains by the department's
Quartermaster pursuant to department policy.
ii. A full inventory of items that the quartermaster will
provide to Police sergeants, lieutenants and captains within
the quartermaster system and the manner in which they
will be distributed will be stated in department
policy.
iii. Police sergeants, lieutenants and captains in the
quartermaster system will be paid the sum of One
Hundred Dollars ($100) each fiscal year for the purpose of
independently purchasing any incidental uniform item or
equipment not provided by the quartermaster system.
Payment will be made each year on the first day of the
pay-period that includes August 15.
b. The city will provide for the cleaning of uniforms as described in
Police department policy.
c. Police sergeants, lieutenants, and captains in plainclothes
assignments, as determined by their bureau commander, are
provided a clothing and cleaning allowance totaling $39.00 per pay
period. Sergeants, lieutenants, and captains who are transferred
back to a uniform assignment will return to the quartermaster
system upon transfer.
d. Uniforms or uniform allowances for appointed Police employees will
be provided to the extent stated in Police department policy.
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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. 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 in an appointed status
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.
2. Current Department heads, along with the mayor's Chief of Staff and
the Executive Director City Council Office, appointed on or after January 1,
2000 shall receive a severance benefit equal to two month's base salary
after one full year of continuous city employment in an appointed status;
four months' base salary after two full years of continuous city
employment in an appointed status; or, six months' base salary after
three full years or more of continuous city employment in an appointed
status.
3. 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 in an appointed status, 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
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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.
4. 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
Benefits-eligible employees shall receive holidays, vacation and other leave 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.
SUBSECTION I — HOLIDAY!
A. The following days are recognized and observed as holidays for covered
employees. Eligible employees will receive pay for non-worked 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.
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5. Independence Day,July 4.
6. Pioneer Day, July 24.
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, November 11.
10. Thanksgiving Day, the fourth Thursday in November.
11. The Friday after Thanksgiving Day
12. Christmas Day, December 25.
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 is
considered a holiday. When any holiday listed above falls on a Saturday, the
preceding business day is considered a holiday. In addition to the above, any day
may be designated as a holiday by proclamation of the mayor or the city council.
C. All holiday hours, including personal holidays, must be used in no less than
regular full day or shift increments.
D. No employee will receive more than 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).
F. Police Sergeant Holiday Hours Worked: When a day designated as a holiday falls
on a scheduled work day, a Police sergeant may elect to take the day off work,
subject to the approval of their supervisor, or receive their regular wages for
such days worked and designate an alternate day off work to celebrate the
holiday. For those whose assignment requires staffing on either the graveyard
shift prior to, or the day and afternoon shift on Thanksgiving Day or Christmas
Page 14
Day, all hours worked will be compensated at a rate of one-and-one-half(1 %2)
times the employee's regular base wage rate.
G. Police Sergeant, Lieutenant, & Captain Accrued Holiday Leave Payout: 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 will not be
compensated for any unused holiday time accrued before the 12 months
preceding the employee's retirement or separation.
1. Any Police sergeant, lieutenant, or captain who is transferred or promoted
to a higher level position within the department, including Deputy Chief,
Assistant Chief, or Police Chief, or to a position in another city department
will be paid out at their current base pay rate for any holiday time accrued
and unused during the preceding 12 months.
SUBSECTION II -VACATION LEAVE
The city will pay eligible employees their regular salaries during vacation periods earned and
taken in accordance with the following provisions. 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 is 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) accrue vacation leave based upon years of city service as
follows:
Years Hours of Vacation Accrued
of Per Biweekly
City Service Pay Period
O to end of year 3 3.73
4 to 6 4.42
7 to 9 4.81
10 to 12 5.54
13 to 15 6.15
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16 to 19 6.77
20 or more 7.69
B. 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 chief operating officer of the Redevelopment Agency, will
accrue7.69 hours each bi-weekly pay period.
C. Fire Battalion Chiefs in the operations division of the Fire Department will
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 6
4to6 7
7to9 8
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 in the 27th pay period.
E. Years of city service are based on the most recent date the person became a full-time
salaried employee.
F. Regular full-time re-hired by the 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
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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 used before the end of the 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.
J. Vacation Payout at Termination: Employees separating from employment may be
authorized to use up to 80 vacation leave hours during the last two week period before
the last day of employment. 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). Although the city
requires use of accrued paid leave prior to taking unpaid FMLA leave, employees will
be allowed to reserve up to 80 hours of non-lapsing leave as a contingency for
future use by submitting a written request to their department personnel/payroll
administrator. 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 receive personal leave benefits
under Plan B. All other employees I 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.
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A. Plan "A"
1. Sick Leave
a. Sick leave is provided for full-time employees under 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 accrues 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 in the 27th pay period. Authorized and unused sick
leave may be accumulated from year to year, subject to the limitations of
this plan.
1) Sick Leave Accrual for Fire Battalion Chiefs— Each covered employee
shall be entitled to 15 days of sick leave each calendar year, except for
members of the Combat Division who shall be entitled to 7.5 shifts of
sick leave each calendar year. The City shall credit a covered
employee's sick leave account in a lump sum (either 15 days or7.5
shifts) during the first month of each calendar year. 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.
1) Sick Leave Conversion for Fire Battalion Chiefs— Fire Battalion Chiefs
who have accumulated 15 shifts (for combat employees), or 240 hours
(for non-combat employees) may choose to convert a portion of the
year sick leave grant from any given year to vacation, as follows—
Number of Sick Leave Shifts Used Number of Sick Leave Shifts
During Previous Calendar Year Available for Conversion
(Combat Only) (Combat Only)
No shifts used 4 shifts
One (1) shift used 3 shifts
Two (2) shifts used 2 shifts
Three (3) shifts used 1 shift
Four (4) or more shifts used No shifts
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Number of Sick Leave Shifts Used Number of Sick Leave Shifts
During Previous Calendar Year Available for Conversion
(Support Only) (Support Only)
No (0) days used 8 days
One (1) day used 7 days
Two (2) days used 6 days
Three (3) days used 5 days
Four (4) days used 4 days
Five (5) or more days used 0 days
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 the employee's
personnel/payroll administrator, in writing, not later than the second pay
period of the new calendar year (or the November vacation draw for Fire
Battalion Chiefs). Otherwise, the opportunity to waive conversion or elect
conversion other than the maximum allowable amount will be deemed
waived for that calendar year. In no event may 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, must be taken before any other vacation hours to which the
employee is entitled; however, in no event is an employee, upon the
employee's separation from employment, entitled to any pay or
compensation for any sick leave converted to vacation. An employee
forfeits any sick leave converted to vacation remaining unused at the date
of separation from employment.
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 is provided for full-time employees under Plan "A," in
addition to sick leave authorized hereunder, as insurance against loss of
income when an employee is unable to perform assigned duties because of
scheduled surgical procedures, urgent medical treatment, or hospital
inpatient admission.
b. Employees are entitled to 30 days of hospitalization leave each calendar
year. Hospitalization leave does not accumulate from year to year.
Employees may not convert hospitalization leave to vacation or any other
Page 19
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 regularly scheduled for
work or unable to perform their duties during a shift (or work day) due to
urgent medical treatment, may report the absence from the affected shift
as hospitalization leave. An employee who wishes to claim hospitalization
leave 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.
1. An employee who is absent from work on a holiday or while on
approved leave cannot use hospitalization leave.
e. Employees who, because they are admitted as an inpatient to a hospital
for medical treatment, 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. 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.
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
Page 1 20
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 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 appropriate department director and
be approved subject to the department's business needs (e.g., work schedules
and workloads).
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5. Retirement Benefit, Plan "A"
a. Employees who meet the eligibility requirements of the Utah State
Retirement System and who retire from the city will be paid at their base
hourly rate for 50%of their accumulated sick leave hours balance based
on the schedule below:
Retirement Month 50% sick leave will be:
January 1st—June 30th Contribution to Nationwide 501(c)9 Plan
(premium-only account)
July 1st— December 31st Cash to retiree
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 Plan "B," paid personal leave
is 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 Plan "B" is 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 are provided paid personal leave on a
pro-rated basis.
3. Not later than October 31st of 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:
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For each converted hour, the employee will be paid 50 percent of the
employee's regular hourly base wage rate (not including acting pay) in
effect on the date of conversion. In no event will 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 (3)(a), above, and carry over a portion as
provided in subparagraph (3)(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 will 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 regular hourly base wage rate (not including acting pay) on the
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 unforeseen circumstances, such as emergencies or the
employees' inability to work due to their illness or accident, or an
unforeseen FMLA-qualifying event, an employee must provide their
supervisor with prior notice to allow time for the supervisor to make
arrangements necessary to cover the employees' work.
c. For leave due to unforeseen circumstances,the employees must give
their supervisor as much prior notice as possible.
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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 will 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.
c. 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 RL account shall be payable upon retirement
or as a result of layoff. In the case of layoff, 100% of R/L hours shall
be paid to the employee according to the employee's base hourly
rate of pay on date of layoff. Any employee who quits, resigns, is
separated, or is terminated for cause is not eligible to receive
payment for RL account hours.
2) In the case of retirement, employees who meet the eligibility
requirements of the Utah State Retirement System and who retire
Page 24
from the city shall be paid at their base hourly rate for 100% of their
RL account balance based on the schedule below:
Retirement Month 100% RL hours will be:
January 1st—June 30t" Contribution to Nationwide 501(c)9 Plan
(premium-only account)
July 1st— December 315t Cash to retiree
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
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.
SUBSECTION IV- PARENTAL LEAVE
A. Full time employees who become parents through birth, adoption, or foster care may
take up to six weeks of paid leave to care for and bond with the child. Parental leave
will start on the date of the child's birth or, in the case of adoption or foster care, the
date the child is placed in the employee's home. Parental leave may be taken during a
new employee's probationary period. The probationary period will be extended by an
amount of time equivalent to the parental leave taken.
B. Parental leave will run concurrently (during the same period of time) with FMLA and
SDI (if applicable). Parental leave is limited to six weeks per twelve month period. For
employees approved for short-term disability, parental leave will make up the
difference between 100% pay and 66 2/3% pay (if applicable) for up to six weeks.
SUBSECTION V- BEREAVEMENT LEAVE
A. Time off with pay will be granted to an employee who suffers the loss of a current
spouse, domestic partner, or adult designee; 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, domestic partner's or adult
designee's relative as if the domestic partner or adult designee were the employee's
spouse. In the event of death in any of these instances, the city will provide an
employee with up to five working days of paid leave for bereavement, including
Page 1 25
attendance at a funeral, memorial service, or related event(s).The employee will be
permitted one additional day of bereavement leave if the employee attends a
funeral, memorial service or equivalent event that is held more than 150 miles
distance from Salt Lake City and the day following the memorial service or
equivalent event is a regular working shift.
1. In the event of death of a first-line extended relative of an employee, or of an
employee's spouse, domestic partner, 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. The employee will be permitted one additional
day of bereavement leave if the employee attends a funeral, memorial service or
equivalent event that is held more than 150 miles distance from Salt Lake City
and the day following the memorial service or equivalent event is a regular
working shift.
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 VI - 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, is entitled to be absent from his or her duties and service from the
city, without pay, as required by state and federal law. Leave will 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,
United States Air Force, and the United States Coast Guard, or any unit of the Utah
National Guard, is 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.
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SUBSECTION VII -JURY LEAVE &COURT APPEARANCES
A. Jury Leave: An employee will 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 for the United State,the state of Utah, or
other political subdivision.
1. Employees are entitled to retain statutory fees paid for service in a federal,
state, or city/county justice court.
2. On any day that an employee is required to report for service and is
thereafter excused from such service during his or her regular working
hours from the city, he or she must forthwith return to and carry on his
or her regular city employment. Employees who fail to return to work
after being excused from service for the day are 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 hours of preparation time
plus actual time spent in court or in an administrative hearing
at one and one-half 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 hours between the employee's
release time from a prior court or administrative proceeding
and the start of the other.
(b) If 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 will be deemed ended at the time such shift is
scheduled to begin.
4. An employee is required to provide a copy of the subpoena, including the
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beginning time and time released from the court or administrative hearing,
with initials of the prosecuting or another court representative within seven
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 VIII - 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 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 may 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 may
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 is principally responsible for the review of injury leave
claims, except that appeals from the decision of the city's risk manager may be
reviewed by the human resources 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 IX-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 July 2, 2017
GRADE MINIMUM MARKET MAXIMUM
SEAX/HRLY $10.87 $35.00
10 $10.98 $14.34 $17.70
11 $11.52 $15.07 $18.61
12 $12.10 $15.95 $19.79
13 $12.71 $16.62 $20.52
14 $13.34 $17.38 $21.43
15 $14.00 $18.40 $22.78
16 $14.70 $19.47 $24.23
17 $15.44 $20.25 $25.07
18 $16.21 $21.53 $26.84
19 $17.02 $22.49 $27.95
20 $17.88 $23.44 $29.00
21 $18.04 $24.60 $31.16
22 $18.95 $25.85 $32.74
23 $19.90 $27.15 $34.40
24 $20.89 $28.49 $36.09
25 $21.93 $29.91 $37.89
26 $23.03 $31.42 $39.80
27 $24.18 $32.99 $41.81
28 $25.38 $34.67 $43.95
29 $26.66 $36.40 $46.14
30 $27.99 $38.22 $48.45
31 $29.39 $40.14 $50.88
32 mil $30.86 $42.14 $53.41
33 $32.41 $44.25 $56.09
34 $34.03 $46.46 $58.90
35 $35.72 $48.78 $61.84
36 di $37.51 $51.22 $64.93
37 $39.39 $53.78 $68.17
38 $41.36 $56.47 $71.58
39 $43.43 - $91.21
40 $45.59 - $95.75
41 $47.88 - $135.35
APPENDIX B-APPOINTED EMPLOYEES PAY LEVEL ASSIGNMENT
Effective July 2,2017
Pay Level Job Title Department(s)
Mayor's Chief of Staff Mayor's Office
Chief Information Officer IMS
City Attorney City Attorney
City Council Office Executive Director City Council
Community&Neighborhoods Director Community& Neighborhoods
Economic Development Director Economic Development
GRADE 41 Executive Director of Airports Airport
Finance Director Finance
Fire Chief Fire
Human Resources Director Human Resources
Police Chief Police
Public Services Director Public Services
Public Utilities Director Public Utilities
Sustainability Director Sustainability
Airport Engineering Director Airport
Airport Finance&Accounting Director Airport
Airport Maintenance Director Airport
Airport Operations Director Airport
Airport Police Chief Airport
Appointed Senior City Attorney City Attorney
Assistant Police Chief Police
City Council Deputy Director City Council
City Engineer Community& Neighborhoods
Communications Director Mayor's Office
Council Legal Director City Council
GRADE 39 Deputy City Attorney City Attorney
Director of Airport Administration/Commercial Services Airport
Director of Airport Information Technology Airport
Director of Airport Planning and Capital Programming Airport
Mayor's Deputy Chief of Staff Mayor's Office
Public Utilities Deputy Director Public Utilities
Public Utilities Finance Administrator Public Utilities
Redevelopment Agency,COO Economic Development-RDA
Senior Advisor Mayor's Office, Economic
Development-RDA
911 Communications Bureau Director 911 Communications Bureau
Airport PR/Marketing Director Airport
GRADE 38 Deputy Director,Administrative Services(Public Public Services
Services)
Deputy Director,Operations(Public Services) Public Services
Deputy Director, Public Lands(Public Services) Public Services
Associate Deputy Director,City Council City Council
Except for a change in job title or reassignment to a lower pay level, no appointed position on this pay plan may be added,
removed or modified without approval of the City Council.
APPENDIX B-APPOINTED EMPLOYEES PAY LEVEL ASSIGNMENT
Effective July 2,2017
Pay Level Job Title Department(s)
City Treasurer Finance
Deputy COO, RDA Economic Development-RDA
Deputy Director,Community& Neighborhoods Community& Neighborhoods
Deputy Director, Economic Development Economic Development
Deputy Director, Human Resources Human Resources
GRADE 37 Deputy Fire Chief Fire
Deputy Police Chief Police
Justice Court Judge Justice Court
Planning Director Community& Neighborhoods
Public Utilities Chief Engineer Public Utilities
Senior Advisor,City Council City Council
Water Quality/Treatment Administrator Public Utilities
Assistant Fire Chief Fire
Building Official Community& Neighborhoods
Civilian Review Board Administrator Human Resources
Facilities Division Director, Public Services Public Services
GRADE 35 Fleet Management Division Director Public Services
Golf Division Director Public Services
HAND Director Community& Neighborhoods
Sustainability Program Director Sustainability
Transportation Director Community& Neighborhoods
Waste& Recycling Division Director Sustainability
Chief Procurement Officer Finance
City Courts Director Justice Court
GRADE 33 City Recorder City Attorney
Compliance Division Director Public Services
Council Sr. Public Policy Analyst City Council
Youth & Family Division Director Public Services
A.
Communications Director,City Council City Council
Community Facilitator City Council
GRADE 31 Constituent Liaison/Public Policy Analyst City Council
Council Public Policy Analyst City Council
Emergency Mgt Program Director Emergency Mgt Bureau
GRADE 30 Police Public Relations Director Police
911 Communications Bureau Deputy Director 911 Communications Bureau
GRADE 29 Communications Deputy Director Mayor's Office
Policy Advisor/Community Outreach for Diversity&
Human Rights Mayor's Office
GRADE 28 Associate Director of Community Empowerment Mayor's Office
Council Policy& Budget Analyst City Council
Community Liaison Mayor's Office
GRADE 26 Constituent Liaison/Budget Analyst City Council
Constituent Liaison/Public Policy Analyst City Council
Except for a change in job title or reassignment to a lower pay level, no appointed position on this pay plan may be added,
removed or modified without approval of the City Council.
APPENDIX B—APPOINTED EMPLOYEES PAY LEVEL ASSIGNMENT
Effective July 2,2017
Pay Level Job Title Department(s)
Airport, Community&
Administrative Assistant Neighborhoods, Public Services,
GRADE 24 Public Utilities
Executive Assistant Mayor's Office
Office Manager, Mayor's Office Mayor's Office
Coalition Coordinator Mayor's Office
Communications&Content Manager Mayor's Office
GRADE 21 Refugee Community Liaison Mayor's Office
Special Projects Manager Mayor's Office
Staff Assistant City Council
GRADE 19 Administrative Assistant Mayor's Office
Except for a change in job title or reassignment to a lower pay level, no appointed position on this pay plan may be added,
removed or modified without approval of the City Council.
APPENDIX C— ELECTED OFFICIALS SALARY SCHEDULE
Annual Salaries
Effective July 2, 2017
Mayor $139,514
Council Members $25,525
APPENDIX D- UTAH STATE RETIREMENT CONTRIBUTIONS FY 2017-2018
Tier 1 Defined Benefit System
System Employee Employer Contribution Total
Contribution
Public Employees Contributory System 0 20.46% 20.46%
Public Employees Noncontributory System 0 18.47% 18.47%
Public Safety Noncontributory System 0 46.67% 46.67%
Firefighters Retirement System 0 23.41% 23.41%
Tier 1 Post Retired
Post Retired Employment Post Retired Employment Before
System After 6/30/10—NO 401(k) 7/1/2010
Amortization of UAAL* Optional 401(k)
Public Employees Noncontributory System 6.61% 11.86%
Public Safety Noncontributory System 24.17% 22.50%
Firefighters Retirement System 0% n/a
Tier 2 Defined Benefit Hybrid System
Employer 401(k) Total
Public Employees Noncontributory System 15.11% 1.58% 16.69%
Public Safety Noncontributory System 34.99% 1.26% 36.25%
Firefighters Retirement System 10.82% 1.26% 12.08%
Tier 2 Defined Contribution Only
Employer 401(k) Total
Public Employees Noncontributory System 6.69% 10.00% 16.69%
Public Safety Noncontributory System 24.25% 12.00% 36.25%
Firefighters Retirement System 0.08% 12.00% 12.08%
Executive Non Legislative
Position Employer Contribution
Department Heads,Mayor, Normal contribution into Retirement System
Mayor's Chief of Staff,Up to Two with 3%into 401(k)
Public Employees Noncontributory System Additional Senior Executives in Or If Exempt,401k contribution equal to the
the Mayor's Office,Executive applicable URS Retirement System plus 3%.
Director for City Council
Public Safety Noncontributory System Department Head Same as above
Firefighters Retirement System Department Head Same as above
Council Members Elected with prior service in the Utah Retirement System
(Tier 1 Defined Benefit)
System Employee Employer Contribution Total
Contribution
Public Employees Noncontributory System 0 18.47% 18.47%
If exempt... 0 10% base salary to 401(k) 10%
Council Members Elected After July 1, 2011 with no prior service in the Utah Retirement System
(Tier 2 Defined Contribution Only)
Employer 401K Total
6.69% 10% 16.69%
Tier 2 Defined Benefit Hybrid System
Employer 401K Total
14.91% 1.78% 16.69%